Introduction to Bhagyrekha

Bhagyrekha Pvt. Ltd. has occupied a prominent place in engineering industry producing textile dying product from the day of its inception. Though today, many companies have been emerged, which are competing with Bhagyrekha But the !uality of product "ust stands out and left other companies behind. Today in this competitive world, Bhagyrekha still retains a good amount of market shares i.e. nearly #$% to &$% of local market, '$% to '(% of regional market and nearly $.(% of the international market. B)*+,*-./)*, an I01 2$$' certified company engaged in the manufacture and export of textile machinery was established in '234. The company has revolutioni5ed the world of textile industry by offering cost effective solution re!uiring minimal maintenance with a very nominal running cost. The services rendered by the company have been recogni5ed and it has won # export awards apart from 46 international and national awards for -78 in textile. Location of Bhagyrekha Pvt. Ltd.:B)*+,*-./)* P9T. LT8. *:4, ;<'$4, +I8=, 0*=)I>:#2&4#$ 0?-*T, +?@*-*T AI>8I*B

What is human resources management?

)uman -esource Canagement is a management function concerned with )iring, Cotivation and Caintaining people in an organi5ation .The function and principle are applied to ac!uisitioning, developing, maintain, and remunerating employees in an organi5ation.

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The organi5ation structure, which B)*+,*-./)* P9T. Ltd. has is the functional organi5ational structure. Now, firstly we will see what structure is? asically a functional organi!ational

Dunctional organi5ation structure is basically divided into several functional areas AB)*+,*-./)* P9T. Ltd. )ave ''B. *nd the functional experts in that area, manages each functional area. .ach functional area will serve the other entire department in the organi5ation. Dor example, purchase department will handle all the purchase of all departments and the head of the particular function will issue orders throughout the organi5ation with respect his function only. Thus we can say that an individual in company will receive instruction from several function heads. *nd every functional expert en"oys functional authority over subordinates in any department.

0tructure of human resources department for Bhagyrekha

>ow, it is very clear that all the departments including all supporting functional area, B)*+,*-./)* P9T. LT8. I0 following functional organi5ational structure. .ach and every department of the company is provided or has an expert of that function suppose if you will take -78 department, it is having the expert in mechanical technology, who will do -78 for innovative results. Ee will further see that -78 department head has authority to issue any of the subordinates Aaccording to type of workB irrespective of which department he belongs to. Dor example, Cr. 8hirubhai of -78 can ask store department clerk to issue materials re!uired for -78 purpose. )e can ask the subordinates of production department to come along with him and help him to do -78 work when trials has to be conducted. In this way any functional areas head has authority over the subordinates of other departments of other department with respect to its function only.

Dunctions of human resources manager of Bhagyrekha limited

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Ee will now see recruitment and selection procedure of Bhagyrekha Pvt. Ltd. *t this company recruitment and selection procedure is classified into two parts. '. -ecruitment and selection for workers and for staff Aexecutive, technicalB members. 4. 0election of management member There are different practices followed in Bhagyrekha Pvt. Ltd. *s level of recruitment selection depends on which post is empty 7 what characteristics is re!uires.

"irstly, we will see recruitment #rocedure for workers:-

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The workers are the ultimate assets of the company and the value of companyGs assets must increase over in time, so in order to attract the efficient candidate Bhagyrekha Pvt. Ltd. Is basically depends on the internal source. They will inform the reliable worker for the empty posts and ask them if they know someone, who can carry that "ob satisfactorily. *s it is small scale unit, its workers base is also limited and obviously the skills re!uired at the shop floor level is also minimum. *s no specific kind of knowledge is re!uired for doing various "obs at worker level, they mostly donGt distinguish between make or buy strategies. This means that they donGt differentiate candidates, as he knows specific knowledge about operating the machine or not. But it doesnGt mean that they "ust recruit totally layman. >ow they see that candidate should know something about "ob for which he has been recommended. If the candidate know all about working of that machinery than it is well 7 good, but if he know nothing or something about the work he has to do, then senior member will make them learn about the specific "ob. But note them though they donGt distinguish between the fresher and experienced. Thus Bhagyrekha depends on 4 internal sources for technical workers '. Present employees 4. Dormer employees Bhagyrekha depends only two external sources for technical workers 1. Contractors: Here Bhagyrekha consults to various contractors who provides unskilled employees to various firms running at Sachin GI C. !. Gate hiring: here what kind of employee with what kind of num"er of employee re#uired etc. details are provided on the gate.

%election #rocedure of Workers and technical mem ers

Drom *ll the applications it receives, the personnel manager will screen out inappropriate candidate on the basic of criteria they have formed. +enerally criteria for worker selection include as through which person, the candidate has come past "obs, past records, !ualifications and

experiences etc.Drom all applications after screening out, personnel manager will call the candidate to the company, may &:( persons a day but basically depends upon the circumstances. Personnel manager and one of the directors Cr. Piyushbhai of Bhagyrekha Pvt. ltd will take informal interview with workers. But mainly selection of workers depend upon his practical knowledge and how efficient he is on the specific "ob so the candidate is re!uired to do some "ob on particular machine after giving some instruction. If he will be able to give results as desired or according to criteria set by personal manager. 0o the candidate satisfies all the criteria, he will get the "ob, and afterward also up to one month they will see the performance of worker and if found satisfactory, he will continue on the "ob otherwise may re"ect the person.

%o we can have general ste#s for selection #rocess for non technical staff.

&e'uirement and selection #rocedure of e(ecutive staff of the com#any.

*s Bhagyrekha Pvt. Ltd is an engineering companyH it re!uires !uality knowledge people for doing various types of tasks. *nd for these the company basically depends upon both internal and external source.

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). *m#loyee referralsF If we will take first, they will ask current or existing technical and management employees about the vacant parts and ask them to find the suitable persons they know, what !ualification and characteristics the person re!uires to fill the vacant place. +. Present em#loyees They will inform the reliable worker for the empty posts and ask them if they know someone, who can carry that "ob satisfactorily. *s it is small scale unit, its workers base is also limited and obviously the skills re!uired at the shop floor level is also minimum.

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If it is not possible to find capable person from internal source for Bhagyrekha Pvt.Ltd, then they will use external source. They basically depends on walk:in:internal i.e. they give advertisement in local newspaper. *s Bhagyrekha Pvt. Ltd is short scale company, as we mention earlier, it is not possible or even viable for company, to afford high salaries of national level talents and their "ob hoping desires. 0o the company goes for regional level market i.e. mostly in +u"arat level colleges. Drom above we can say that main external sources areF '. =ampus recruitments 4. Ealk ins #. *dvertisements &. ?nsolicited applications

%election of management mem er:0election procedure starts with elimination process of applicants of whom the information in application doesnGt match with criteria set by personal manager. >ow, the candidate left after elimination has to go through interview. Basically Bhagyrekha Pvt. Ltd., prefer panel interview and panel is represented by one or two directors, the head of department for which employee is re!uired and two or three other department heads. 0o this panel is framed for taking interview for them on these crucial "obs. .xperience of the person is taken as a very crucial factor for the candidate to

be selected. Cost probably Bhagyrekha Pvt. Ltd, in its advertisement only, gives information about the experience re!uired, so that they will get application form the experienced left only. *fter meeting, the whole panel will discuss about the capabilities of the candidate and decided to select the person with full consensus. *fter the person is selected, he has been given the appointment letter, details about the condition practice followed in company. +enerally candidate is selection firstly three to six months observation basis and work if found satisfactory, he will continue the "ob.

"rom a ove the lock diagram of selection of managerial mem er can e as follows

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*s we previously differentiated the procedure of recruitment and selection of workers and management and technical people likewise, we also differentiate sources of recruitment for worker and management and technical people. Dirst we will move to sources of recruitment for workers.

*s we already know, workers re!uires "ust specific set of skills for doing "ust specific "ob which shows the "ob re!uires minimum !ualification and re!uired set skill which is to specific "obs only. 0o for workers level they only rely on internal source i.e. existing employees, relatives and friends of the current employees and ex:employees. They will mostly ask the current employees to get their relatives or friends to the company, as the current workers will have better knowledge about the vacant place. >ow moving to the sources of recruitment for management and staff members. Bhagyrekha Pvt. Ltd is basically relying on internal sources of even management and technical member but they even use the advertisement medium for recruitment.

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/raining: - the very important aspect for developing a specific skill mostly the worker for workers class but that is doesnGt mean that staff member or management people donGt re!uired any training. Ee will see now how Bhagyrekha Pvt. Ltd. is identifying the training needs and how they will fulfill it. Ehen the wastages in some section increase than the prescribed limit them they identify the worker from the document they keep and if re!uired, they offer training, mostly from senior people. Ehen the work of some document because slow then they will try to find out the reason behind it Areasons may faulty method of working, workers la5iness, worker, inefficiency etc.B and give training properly. >ow coming in to the management employer, it managem ent employer found that foe e.g. the some head is not a"le to deal with the pro"lem for task effectively. $hen management try to solve this pro"lem "y giving re#uired training and sometimes even that person will ask the management that he went such and such training for the development of his skills. %or e.g.& that if purchase manager of Bhagyrekha 'vt. (td.& is not a"le to negotiate price with the supplier effectively and purchasing products at higher prices. So the management will hire a professional for developing his

negotiation shills or they will send him to search type of training programs or seminars etc.

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*s we already know the basic difference between the training and development i.e. Training is given to employee for doing specific "ob by giving knowledge of specific skills and development on the other means overall increase in talent, so that employee can handle any future "obs, which marks its future bright. 0o, there is vast difference between training and development. +enerally training is given at the workers level, where one "ust re!uires specific skill for completing a specific task. But development is needed at the executive level, where one has to live in dynamic and ever: changing environment, so today every company are investing heavily in training and development of employees as they have reali5ed that what is needed to on the pinnacle of this world. >ow we will see how Bhagyrekha Pvt. Ltd. is satisfying the training and development needs of its employees. Dirst we will talk about, how they fulfilling training needs and then we will move on to the development issue. *t the workers level, they are not recruiting any person from outside for the training of workers. They basically rely on existing workers. Ehich is the workers level from !uite some years to give training to fresher workers, on in charge of that particular work will give training to the new worker. But for specific re!uirement they even higher professionals for the training of their workers. Dor e.g. they will hire the L7T person to train the workers of Bhagyrekha Pvt.Ltd for welding purpose which is also the re!uirement for exporting goods in specifies countries of getting welding done through professional in welders. If we talk about staff memberGs particularly technical side and management side fresher are given training by the senior members some time higher professionals, if they found necessary. Time period for training of new entrants is generally 6 to '$ days. >ow if we will talk about the development, there is immense scope for development of employees in Bhagyrekha Pvt. Ltd. if one "ust go and see, how management of Bhagyrekha Pvt. Ltd. is working, one may be

flabbergasted to see superb coordination and understanding the subordinates and senor shares in the organi5ation. Costly each head of department and even assistant of them knows the working of others department and if re!uires helps the other department, everyone is ready as they know what is re!uired there. 0o in this way if you will see, the person is given autonomy to do others work provided he should first complete its work. Ee would like to give you one example of Cr. -akeshbhai, now the director and head of purchase department, ones was a in charge of particular part asked the Cr. 8evendra >aik , the promoter other company that he had a interest in making water pumps. *nd 8evendrabhai has said if you increase the production of pump from present level & per day. Drom that moment -akeshbhai never looks back and today working as one the competent director of the firm. Cind well this is not training they have provided, itGs a development, yes the overall development. *nd this is not alone exampleH today there are 3 directors, who are earlier employee in Bhagyarekha. 0o for the development of employee, they basically doesnGt provide it formally which basically happens in big companies, but they provide tremendous opportunities for the self development and self actuali5ation of personGs desires. They even sent its employee to seminarF workshop etc for their development and even conduct their own various workshops in the company itself.

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Induction training means orientation of the workers towards what "ob he has to do, who are his colleagues, to whom he is accountable etc. so it is basically start:up training given to new entrant. >ow, let us see first the induction training of worker in Bhagyrekha Pvt.Ltd. for the workers class as much particular or formal induction training is given to worker, but he is been given induction training by its senior who will introduce him towards his "ob and even to various persons to whom is accountable, even how to do a particular "ob given is also been explained comprehensively, so that he can give maximum output to the company. )e even introduced about policies, rules and regulations, procedures to get salary, holidays etc of the company.

>ow, if you will see the induction training of management and technical people are somewhat different in the sense it is been given formally to this kind of people. Costly induction training is of & to ( days for the new entrants. It is mostly provided by the head of the department to which the new entrant has been recruited. )ead if department will introduce him to all the colleagues with whom he is going to work closely and even made familiar with the whole running of organi5ation, where organi5ation stands, how each department depends on each other, whom he his accountable, etc.

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Eelfare activities, before 4$ years was never priorities for the companies. Their only aim was to earn maximum bucks and human talents are "ust more the source likes raw material, technology etc., which they exploit as much as they can and make fortune for their companies. They believe employee according to IxG theory and same was applied in Bhagyrekha between '23& to '22$. But in '22$s, whole scenario was changing, global and the companies soon to reali5e the power of human assets and how motivated human assets can change their fortune for the company. 0o the companies stated investing more in building human assets by providing various incentives, welfare activities etc. because of employee is able to give its '$$% output to company. 0o, that is how welfare activities for employees marks fortunes for the company so shell we see, what welfare activities its employee to retain its no:' position in "et dying machine in India. Ee will see all its welfare activities. 'B It is providing cold and fresh drinking water from the better JK the production area for the workers and even they are purchasing 4$ litters can of mineral water for its staff members and customers. 4B Proper ventilation space is providing in each department in the organi5ation. #B Bus has been purchased by Bhagyarekha Pvt. Ltd. Dor the traveling of its staff member from home to company and to home.

&B +roup mediclaim has been taken by Bhagyarekha Pvt. Ltd for uncertainties in the factory premises. .ven they have taken .0I Aemployee state insuranceB for in staff member. (B PPD for its staff member is also given by the company. Eho has the salary lees than -s.6($$. it cuts salary of these people by '4.(% and adds the same from their side ;B Dor safety, the company has provided first aid kit for its workers and even provided hand gloves, apron, helmet, shoes, goggles etc. for safety of workers such as welder.

6B There is proper facility for sanitation in the factory. 3B They also conduct various workshop for the batter health and spiritual upliftment of their such as art of living workshop was held last year for seven days last year and even seminar on Lwhere to investM is also been conducted. 2B Dor the social upliftment of the workerGs family, they even provide notebooks and stationary free of cost every year. '$B Dor executive employees, they provide car and for some they provide two wheelers. ''B They have provided the reliance mobile to mostly all the staff members were internal talk from reliance to reliance is free. '4B They also conduct medical camp like blood donation camp, eye check:up camp and body check up camp.

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Incentives are given in this competitive world to retain the employ in the organi5ation, which was not the friend in the past. Incentives are the reward received by a worker who is performing extra to what other is performing. It gives the motivation to the employees to more efficiently and effectively. *t Bhagyrekha Pvt. Ltd. incentive are given to the workers at the assembly department they generally give -s.'$ to &( per machine to each worker for the every machine to be dispatch and it also include some members of the staff, which motivate them for higher production.

=ompany provides bus for staff members, free books for children of the workers at also arranges seminars and workshops on Lart of livingM, how to save money, etc. Canagement of Bhagyrekha Pvt. Ltd., is also very co: operative and has cordial relation with workers. 0o all this factors and various welfare activities altogether motivates the person to do hard work in organi5ation.

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* failure in the life general and acceptable but not to correct the mistakes is a big mistake. 0o in this way performance appraisal is very necessary in order to find out the mistakes we have done i.e. we have to appraisal performance, and make it on the right path before it too late. 0o shell we see what really performance appraisal is in the human resource system of company Performance appraisal is basally a systematic evaluation of the individual with respect to his or her performance on the "ob and his or her potential for development. Today in this first developing and cut through competitive world, when one mistakes can make the company out if the industry, one re!uires to appraise its performance more fre!uently, so that it can be controlled before too late. *0 we today know that human assets in the co. is more valuable than any other asset available with company. The value witch human asset can increase in them is much more than other asset. 0o today, each and every global and even local company are investing tremendous amount of money is making human resource force more efficient and nifty. But ma"or !uestion is what, how company should enhance its human resource efficiency and value. >ow, we will see what type of performance appraiser system Bhagyrekha Pvt. Ltd. is following. >ow, before we move further, we want to remind you that Bhagyrekha Pvt. Ltd is small scale company. It doesnGt have formal or scientific method of performance appraisal. Basically, Bhagyrekha Pvt. Ltd. is following an informal performance appraisal and the good thing about this is that it is not appraised by "ust personal department head but by all directors of the company.

But how all the directors are appraising a performance because in Bhagyrekha Pvt. Ltd., mostly all the directors of the company are head of department also, so who can be the best evaluator of all that that the owner of the company. >ow, one may think that one may become biased towards any one, but let me remind you that there are eight directors who will appraise the employee in consensus. 1ne of very good point of appraisal is Bhagyrekha Pvt. Ltd., is that all directors always go on round to see how workers and staff member are doing their work. They chat with the workers and staff membersH they try to understand their problems by putting themselves in the shoes of workers of staff. 0o in this way, the informal performance appraisal is very efficiently been followed in the company. *fter so many observations by department heads are directors, they generally discus it at the end of week and end of month. They even maintain one dairy in which they write details if performance of stag members. >ote that worker performance is basically done by in charge of workers of specific "obH their performance idea is given by the in charge of that work to the head of the department. Drom all information collected, they use this information for '. Promotion and transfer 4. Identification of poor performance #. .valuation of organi5ationGs goal achievements &. Training needs etc.