Personnel Functions of RDCIS

Personnel Functions- an overview
Organizations are made of people. Their effectiveness depends on the performance of the people constituting them. There was a time when employees used to be considered as liability. Over the time the organizations have realized the importance of its human resources and they are no more being considered as liability but a valuable and strategically important asset. The employees are partner in business. The transformation in the attitude and the outlook towards people in organization has led to development of Personnel Management, which is now-a-days also known as Human Resource Management.
The primary purpose of Personnel Management is to contribute to the profitability and survival of an organization by effective Management of its total human resources. In doing so, however, it seeks to strike a balance of the macro (social justice), micro (organizational effectiveness), functional (personnel policies and procedures) and personal (individual goals, quality of work life) objectives.
All Managers have direct responsibility for the human resources in an organization and are responsible for activities and decisions concerning people. In this sense all managers are personnel managers. Still most organizations have a separate personnel department to  coordinate all personnel activities, which mainly consist of the following.
Human Resource Planning and Recruitment: Relates to assessment of manpower requirement and to meet that requirement through recruitment from internal or external sources
Training & Development: Related to assessment of requirement of training, imparting training through training modules and assessment of its impact
Promotions and transfers: Related to career growth of the employees and meeting organizations requirement of trained and experienced manpower.
Performance Management: Relates to assessment of performance of employees against set goals and linking it with reward and growth.
Wage and Salary administration: Management of employees’ compensation, incentive schemes, bonus allowances etc.
Employee Welfare: Meeting the social requirement of the employees
Employees’ relations: Relates to maintaining conduce environment for smooth conduct of work.
Discipline management: Relates to ensuring discipline at work place and taking disciplinary action.
Human Resource Planning and Recruitment
Human Resource Planning
Human Resource Planning means ensuring that the right numbers of people with right skills are available at right place, at right time so that the business goals of the Company are realized
Some of the major issues involved in Human Resource Planning :
Achieving progressive increase in Labour Productivity
Preparedness to work with state-of-the-art technology
Identification and bridging the skill gap
Correction in age-mix
Ensuring availability of a committed and motivated workforce’
Continued thrust on multi-skill training for ensuring optimal utilization of manpower
Preparing employees for large-scale redeployment to meet future plans
Recruitment in RDCIS:-
The recruitments here at RDCIS take place at the corporate level itself. To briefly mention the process of recruitment at SAIL or any of its plant or unit is as follows:-
In order to meet the present and future manpower needs in diverse disciplines, multiple skills and different work areas, SAIL is committed to a system of selection that ensures induction of the best and most competent personnel to take up challenging assignments in the company. All the posts in the Steel Plant are classified into two categories:
(i) Executives and
(ii) Non-Executives.
Executive Posts-The following policies govern the recruitment of the executives-
i). The recruitment of the executives in the initial level like Management Trainee (Technical), Management Trainee (Administration), Jr. Manager in respective disciplines etc. is centrally done by Corporate Office. Recruitment of Medical Officers is done at plant level.
ii). At Central level, normal mode of recruitment is through All India Open Advertisement. At initial level, the selection procedure generally involves written test, group discussion and interview. However some posts are also filled through Campus Selection like Jr, Mgr. (Finance) Management Trainee (Fire) etc., where the candidates are not required to undergo the written test. In some For recruitment at senior level selection is based only on interview.
iii). In SAIL except for recruitment of specialists in Medical department direct recruitment at middle or senior level of management is very rare. Posts in the higher executive scale are normally filled up through promotion
Non-Executive Posts
Recruitment of candidates from outside the organization on non-executive posts is normally done on regional basis, i.e., the candidature remains limited to that geographic region only in which the plant or unit is situated. The Compulsory Notification of Vacancies Act, requires that the all the vacancies should be notified to the Regional Employment Exchange, which sponsors the suitable candidates registered with it against such notifications. However, as per recent Government Guidelines, such vacancies also need to be advertised in the employment news as per administrative convenience. Candidates applying directly against such advertisement or notice are also required to be considered along with the candidates sponsored by the employment exchange. The Presidential Directives regarding reservation of vacancies for candidates belonging to Schedule Caste, Schedule Tribe, OBC/ Physically Disabled Persons and Ex-servicemen has to be followed.
While the Recruitment involves selection of candidates from external sources, Redeployment is the process in which suitable candidates are selected from within the organization. The meaning of the term Redeployment is to change the job / workplace of the employees in their service after necessary training / up gradation of skill to meet the requirement of the organization and individual’s requirement. This process is continuously carried out in the Here at SAIL to meet the changing needs of individual and organization. Redeployment in an organization helps individual employees in learning new skills and thereby breaks the monotony of doing the same job over the years.
Training facilitates the development of employee knowledge and skills which in turn help in attainment of organization’s goals and objectives. The gap between the actual and desired competence of the individuals and teams can be bridged by systematic HRD inputs to achieve effective results. Accordingly, RDCIS has formulated training and development initiatives for its employees.
Incentive Schemes are being operated in SAIL for more than 30 years. The main objective of Incentive /Reward Schemes is to motivate the employees to enhance production / productivity at a greater pace to achieve overall goals of organization.
The law department here at RDCIS looks after that the various laws are followed and fully complied in the day to day activities of the organisation. The senior manager in charge of the department is Mr K R Thakur and is assisted by the Asstt. Manager law and a messenger. The department the reports to the general manger (personnel) who in turn reports to the executive director (in charge) of RDCIS. This department also look after that the RIGHT TO INFORMATION ACT complied by the executives of this department also work as the Public Information Officer and the deputy public information officer.
Laws applicable to RDCIS:-
Factory’s act – as the lab Complex is registered under the factory’s act.
Jharkhand Shop’s Establishment Act.: The ADMISNISTRATIVE COMPLEX is registered under the JHARKHAND SHOPS ESTABLISHMENT ACT as the organisation is carrying on commercial activities.
Contract Labour (regulation and the abolition) act 1970
Provident Funds and miscellaneous Provision’s Act 1952
Payment of wages Act
Payments of Bonus Act
Minimum Wages Act 1948
Standing Orders Act
Employee State Insurance Act 1948


SAIL being a PSU and the RDCIS it is necessary for the organisation to have the hindi cell under the act 33.Parliament review committee comes for annual audit of the activities of the department. Every three months the department is required to submit an detailed report of their actives to the corporate office. Some of the actives of this cell is to conduct yearly “hindi competitions”, and organizing the celebrations for the “hindi divas”. Separate registration is required for the employees to be a part of the hindi cell. They can then appear for various examinations in this respect and are awarded with diplomas and they are also given increment in their salary based on their performance in such examinations. The organisation also provides the facility of a separate “hindi library “here at RDCIS.

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