HUMAN RESOURCE

REPORT
ON
RAJEEV POTTERY
 Submitted to: Dr. Geeta Mishra

Submitted by: Anas Bin Saddik Khan - 302

Parag Jain - 307
Vasu Mittal - 323
Aswad Gul Noori - 383
B.Com. (H)
Section E
3rd Semester
 INTRODUCTION
Rajeev pottery was founded by Mr. Shiv Kumar Mittal in
1972 as a manufacturer of crockery. Mr. Sanjeev Mittal
is now the proprietor of the firm. Organization now
manufactures tableware crockery - cup saucer, tea set,
dinner set, mug, soup bowl, footed bowl and scientific
goods. It is located in Khurja, U.P. also known as
Ceramic City.
It is in a business cluster, a business cluster is a
geographic concentration of interconnected businesses,
suppliers, and associated institutions in a particular
field. Clusters are considered to increase the
productivity with which organizations can compete.
 Vision and mission
To increase the sale by 100% in next 5 years.
To manufacture decorative ceramic items in next 3
years.
To maintain a healthy relation with employees and
workers, so that they work for the betterment of the
organization.
Export to newer market
Establishment of attractive show rooms
Better inventory management
Eco-friendly alternative
 Competitors
Main competitors of Rajeev pottery are other
manufacturers in the cluster such as
Javed Pottery
Meena Pottery
R.K. Pottery
And other major competitors are the importers of
the crockery from China.
 Clients
Most of the goods are purchased by the local
traders, such as
Fine Crockery
Naved Crockery
S.K. Crockery
and rest of the goods are supplied to most of the
parts of Jammu and Kashmir, specially Srinagar.
 Organogram
Proprietor

General Manager

Production Dept. HR Dept. Sales Dept. Account Dept.

Making Manager H.R. Manager Sales Manager Accounts Executive

Finish Manager
Designing Manager
Glazing & Firing Manager
Crockery manufacturing
process
Procurement of Raw materials
Processing of Raw materials
Shaping and Forming
Drying
Glazing
Firing(1200 C)
Designing
Repeating Firing step(500 C)
Recruitment and selection
The production staff and the managerial staff are the
major part of the organization. The employees are
recruited either from direct recruitment or labour
contractors or through placement agencies or
suitable candidates leave their resume at the
reception.
 Process
The process of recruitment and selection used in the
organization is-
Recruitment planning
The recruitment planning step deals with deciding
what are the jobs vacant in the organization and
which type of employees are required.
Organization generally requires production staff
and managerial staff. It also deals with the question
that how many employees are required for those
specific posts.
 Strategy development
Once it is known how much is the requirement and with
what specialization, the next step involved in this regard
is to devise a suitable strategy for recruiting the
candidates in the organization.
The strategic considerations that are considered are
whether to prepare the required candidates themselves
or hire it from outside, generally candidates from
outside are preferred to reduce the training cost.
 Searching process
This step involves attracting job seekers to the
organization. Sources of recruitment that are
generally used by the organization are direct
recruitment and labour contractor.
Selection process
After searching of candidates is done, then the
recruited job seekers are selected on the basis of
their experience, their work profile and the firm in
which they last worked.
 Policies

Only specialists are preferred for almost every job

in the organization, either it may be a blue colour
job or a white colour job. This is because in the
market of competition, there is no place for
generalist work force because the working style of
generalist work force is very insufficient as
compared to specialist work force.
And a lot of training is required to make generalist
work force capable of doing the assigned job.
 Right job applicants

Right job applicants are generally decided on the

basis of their work experience and the organization
in which they last worked. One of the main
questions in the interview of the candidate is that
why he or she left the last organization he or she
worked.
Training and development
Training and development programs are held in the
organization regularly. So that efficiency in the
processes can be increased, resulting in financial
gain. It not only helps the organization but to the
employees as well as job satisfaction among the
employees get boosted and they stay motivated ,
thus reducing the employee turnover.
Training and development also increases the
capacity of the employees to adopt new
technologies and methods.
Frequency and Methods
Methods of training that are preferred by the
organization are On the Job Training. This is
because on the job method is a flexible method and
is less expensive as compared to other methods.
Other advantage of this method is that not much
setup is required to perform on the job training.

The frequency of training depends on the outcomes

of the employees. It varies from three to six times a
year.
 Rating scale
Rating of product is done on the scale of 1 to 5
1-Very poor
2-Poor
3-Average
4-Above average
5-Excellent
 Feedback

Feedback from the customers

Feedback from the customers is taken either after
aggregate sales of Rs. 10,00,000 or after every 3
months, whichever is less.
Positive feedback acts as a great source of motivation
of employees as well as to the managers whereas
negative feedback helps organization in pointing out
their own flaws and weaknesses.
Feedback from the employees
Feedback from the employees is taken on monthly
basis regarding their managers and the environment
they are working in. Similarly, positive feedback
shows the smooth working of the organization
whereas negative feedback shows the flaws of the
managers and the work environment that are needed
to be overcome.
 Challenges

Challenges faced by organization

1.Challenges related to production
The challenges are that the raw material of the
organization is mineral based. So, things like
Colour of the minerals
Streak ( color of the mineral in powdered form)
Hardness
Crystalline Structure (molecular structure of the
minerals)
Amount of Transparency
Magnetism
Vary at every order. So the composition of the
minerals for the use of raw materials has to be
adjusted accordingly. A lot of resources get wasted
in this hit and trial process of finding the right
composition.
2.Challenges related to sales
The challenges regarding sales are that crockery
imports from china affects the sales a lot.
Since the organization is in cluster, so there is always a
high price competition among the competitors.
3.Challenges related to human resource
Most of the employees seek for better job opportunites,
thus a lot of benefits and perks have to be given to
them to retain them.
Specific jobs are always more than the right job
applicant.
Best practices
Stable quality of the products
Reduction in cost of production process, due to
innovation in process of Firing.
Strengths and weaknesses

Strengths:
One of the major strengths of the organization is that
the quality of the product remains fixed.
Another strength is the that the orders are always
fulfilled on time.
Weakness:
Shortage of employees is one of the major weakness of
the organization. The reason behind this weakness is
that the presence of business cluster.
Another weakness is frequent power cuts.
Future plans
Export to newer market
Establishment of attractive show rooms
Better inventory management
Stronger presence in E-commerce
Eco-friendly alternative
Conclusion
Human Resource Management focuses on matching
the needs of the business with the needs and
development of employees. Rajeev Pottery depends
on its people because their skills contribute to
achieving its business objectives.
Within Rajeev pottery, every employee has a
valuable role to play. The emphasis is on helping
individuals to work together. Workforce planning is
part of this strategic process, which looks at the
long-term needs across the organization.
 Learning Outcomes

This human resource project helps in increasing our

knowledge about development, implementation and
evaluation of the employee recruitment and
selection plans and processes.
Visiting Card
references
Thank you