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2.14 Organizational chart of M&R COMPLEX NALCO 2.15 Various departments in NALCO (M&R) complex Operation department is headed by DGM (operation) and is mainly responsible for production of Alumina Hydrate, Calcined Alumina. Steem & Power Plant (SPP), DGM (SPP) heads this department. The functions of this department are to produce steam and electric power that are required in the process of production of alumina. Mechanical maintenance department functions under DGM (Mechanical). The main components of Mechanical Maintenance department are Plant Maintenance and Mechanical Workshop. Electrical maintenance department is responsible for maintenance of electric distribution lines in plant and township as well as electrical repair of various equipment like motors, fans etc. This department is headed by DGM (Electrical). Control and instrumentation department under DGM (C&I) is responsible for repair and maintenance of the equipment/instruments. Civil department takes care of the maintenance of plant and non-plant buildings, residential houses in the township, roads and other infrastructure of the company under the leadership of DGM(Civil).Quality control, research and development department (R&D),DGM (R&D) heads this group.Environment and safety department (E&S) is headed by CM (E&S). The department is in charge of Safety Management, Environment Management, Pollution Control and Liaoning with statutory bodies under the Factories Act and other applicable laws. The E&S department has successfully worked in getting ISO-14001 certification for the plant. The OHSAS (Occupational Health and Safety Management System) has also been implemented in the plant with active involvement of E&S department. The E&S department works closely with the Occupational Health Center. A qualified doctor in the line supported by an industrial hygienist and other Para-medical staff heads the Occupational Health Centre. The Centre is equipment for Automatic Test, Eye Test, ECG, Auto Analyzer etc, to diagnose any diseases arising out of occupational hazard if any. The Occupational Health Centre, which is attached to NALCO hospital, conducts periodical medical examination of all employees at regular intervals. Quality forms the core of the business philosophy of NALCO. Meeting the needs and expectations of the customer and consistently improving the systems and work ethos are the chosen path in achieving excellence in business and fulfilling the social obligation. Therefore a full-fledged department known as Total Quality Management (TQM) department has been created in Alumina Refinery under the charge of CM (TQM). With active involvement of the department, alumina plant has got ISO-9001:2000 certification for its process. A number of quality circles have been formed in the plant, which have participated in National and International level convention and have won laurels for their contribution to quality circle movement. Presently, total productivity maintenance (TPM) has been introduced in the plant. Vigilance department of the company, while keeping with the awareness regarding menacing effect of corruption in the society, took various measures in combating it. Finance department is headed by the general manager (finance). The department looks after the financial requirements of the other departments and allots the finance to them respectively. The Materials department is responsible for purchase of materials, stores, inventory control, scrap disposal, taxes & duties, excise etc. under the control of General Manager (Materials) of M&R Complex. HRD & administration department is headed by DGM (HRD & Admn.) who reports to the GM (HRD & Admn) of M&R complex. It is mainely responsible for the development of human resources in NALCO. 3.1 The HRM Philosophy in NALCO NALCO believes that human resources are the most important asset for the company while other assets will duplicate with time. Human resource alone can appreciate with time in terms of competence, skills and expertise. Therefore the first and foremost responsibility of the company is to develop the human resource which have to remain dynamic and growth oriented.When a relationship exists in an organization, it is referred to as employee human relations and when it exists outside it, it is known as public human relations. Otherwise, according to Mc.Forland, Human relations is the study and practice of utilizing human resources through knowledge, and through an understanding of the activities, attitudes, sentiments and inter-relationships of people at work An organization, whether formal or informal, large or small is composed of people, the human resources who come from different walks of life and who are different from one another in their psychological make-up. Human resources consist of the total knowledge, skills, creative abilities, talents and aptitude of an organization s workforce, as well as the values, attitudes and beliefs. And these human beings have to be handled with great care by the personnel manager, who should be expert in the art of what is usually called Human Relation or Human Engineering . 3.2 Role of the HRD department The personnel department has staff relationship with other departments/managers in the total organization. It is responsible for advising management from Managing Director to the lowest line supervisor on all areas relating to the personnel management and industrial relations. It performs various functions of employment, training and development. It is responsible for representing various workers problems to management. It represents management in many of the relationships that affect the organization as a whole. The main objectives of HRD department are as follow: To attract and secure appropriate people capable of performing effectively the organisation specific tasks. To maintain good relationship within an organisation. To enable person to make his personal contribution to the organisation. To achieve industrial relations through respect for human personality and the well being of the individual. 3.3 HRM policy Policies are general statements that guide thinking and action in decision making. A policy is a plan of action. Each organization has its own policy. In NALCO, the company has a codified personnel policy, which is circulated in the form of a manual known as HRD manual. Further a handbook entitled The Company You Keep codifying salient points of various rules has been made and issued to each employee. Moreover, the rules are also available in the Company s internet and website. The various functions in HRD department are carried as in a line with the guidelines provided in the policy. The Board of Directors of the company formulates this policy. 3.4 Composition of Manpower of NALCO 3.5 HRD and Administration department This department is headed by GM (HRD&ADMN) assisted by DGM (HRD&ADMN) and a team of other excutives. The main functions of HRD department are Manpower Planning, Welfare, Recruitment & Selection, Contract Labour Management, Employee Relation, Training & Development, Wage & Salary Administration, Performance Appraisal, Industrial Relation, Employee Motivation etc. The administratiom wing deals with Estate & Township Administration, Law & Order, Security, Protocol, Hospitality, Transport Pool, Liaison with Government Agencies, Rehabilitation, Peripheral Development, Furniture & Stationary, Raj Bhasa Cell, Sanitation & Horticulture etc. 3.6 Organisational chart of HRD Department

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