phosphate company ir and hr secnario presentation

Ir and hr secnario in phosphate company

1. Presentation By:- Pratik Omkar Sahani Under the guidance of:- Mrs. Laxmiprada Pattnaik Paradeep phosphates Limited SUMMER INTERNSHIP REPORT ON HR PRACTICES & IR SCENARIO IN Presentation By:- Bikash Das Under the guidance of:- Dr. Madhuchhanda Mohanty

2. Company Profile Date of Incorporation:- 24 th Dec 1981 DAP Plant:- 1968 Sulphur acidic Plant, Di-ammonium Phosphate Plant:- 1992 Date of Disinvestment from GOI-28 th Feb 2002 Current owner:- Adventz Group

3. Objective:- To practically know about the HR practices & IR scenario in Paradeep Phosphates Limited. To know about the implementation method of several Acts To know about the rule and Policies of PPL

4. HR PRACTICES

5. Manpower planning PPL Manpower planning scenario :- Short term planning ( Specific programme or project ) Long term planning ( Technology change or job contents extent of competition or labour market, This is also known as Strategic planning ) Manpower strength in P.P.L : Regular employees :- 700 Approx. Contract labour :- 2500 Approx.

6. Recruitment & SELECTION P.P.L RECRUITMENT SCENARIO :- INTERNAL SOURCING (promotion, developing skills through T&D programmes, rehiring retrenched employee, retired employee’s services utilised trough contract basis) EXTERNAL SOURCING (employment exchange, labour contractor, recruiting apprentices, walk-ins i.e. direct application, web site sourcing) P.P.L SELECTION PROCESSES:- WRITTEN TEST REVIWE OF THE APPLICATION

7. STRUCTURED INTERVIEW : ( job related questions are asked, situational aspects) REFERENCE & BACKGROUND CHECK MADICAL EXAMINATION PLACEMENT:- before placement life insurances are also checked, after this safety training classes and equipments are p rovided to them. INDUCTION & ORIENTATION IN P.P.L :- WELCOME INTODUCED TO ALL DEPARTMENT SUPERVISOR &RELEVANT MANAGERIAL AUTHORITY RELATION WITH OTHER JOBS WORKING HOURS,SHIFT,ATTENDANCE AND LEAVE

8. WAGE AND SALARY ADMINISTRATION IN P.P.L:- wage and salary is decided as per policy. Any changes are decided by the committee assigned for this purpose Also decided as per the economic , social and political aspects. Sometimes by seeing the competitors nearby. DIFFERENT TYPES OFV TRAINING IN P.P.L:- T&D NEEDS FOR NEW EMPLOYEES (newly joined employee for 1year) T&D NEEDS FOR CURRENT EMPLOYEES( present employees for improve performance and promotions) APPRENTICESHIP TRAINING (technical students) ITERNSHIP TRAINING (management and other students)

9. PERFORMANCE APPRISAL METHODS USED IN P.P.L:- TARGET BASED WORK STANDARDS (predetermined target to be fulfilled ) PROMOTION PROCESS IN P.P.L :- MOSTLY ON EXPERIENCE BASED PROMOTION ALSO DECIDED BY POLICY OF THE COMPANY AND COMMITTEE DISCISSION TYPES OF PROMOTION CONDUCTED IN P.P.L :- HORIZONTAL PROMOTION (shifted to same category from one plant/department to other) VERTICAL PROMOTION ( shifted from lower category to higher category i.e. increase in salary, status, authority, responsibility ) DRY PROMOTION (without inrease in salary)

10. CSR ACTIVITIES IN P.P.L :- P.P.L PROVIDES 10% OF ITS PROFIT IS BUDGETARY FOR CSR P.P.L PROVIDES HELP IN 4 FACTORS:- LIVELIHOOD SUPPORT EDUCATIONAL SUPPORT WATER & SANITATION INFRASTRUCTURE AND DEVELOPMENT BASICALLY THERE IS 2 NGOs THROUGH WHICH P.P.L EXHIBITS ITS PROGRAMME :- SAMBANDH HARSHA TRUST MAJOR CSR ACTIVITIES RECENTLY BY P.P.L :- PLANTATION PROGRAMME ON THE OCCASION OF WORLD ENVIRONMENT DAY STUDENT WHO HAVE SECURED ABOVE 90% MARKES IN MATRICULATION GOT AWARDED BY 10K EACH BY P.P.L IN LOCAL AREA FOOD AND SOME FINANCIAL SUPPORT HAS BEEN PROVIDED TO THE FANNI AFFECTED AREAS CLEANING OF SEA BEACH & LOCAL AREAS BY SOME VOLUNTEERS ON THE OCCASION OF WORLD ENVIRONMENT DAY

11. IR Scenario Trade Union Grievance settlement machinery Code of Discipline WPM Collective Bargaining HRD Climate Conciliation Strike & Lockout Lay off ADDITIONAL PROJET ADDITIONAL LEARNING

12. 1 What is a Trade Union ? 2 Trade Union Recognition method in PPL. 3 No of Trade unions in PPL 2 Employees’ Unions 3 Contract labour Unions Trade Union

13. Grievance Settlement Machinery Non-statutory Method Statutory Government Machinery (Collective bargaining, Code of discipline, Tripartite machinery) (Works Committee, Conciliation, Arbitration, Adjudication) (State government Laws)

14. Code of discipline To maintain harmonious relations & promote industrial peace, a code of discipline has been laid down which applies to both public and private enterprises . Disciplinary actions if any misconduct arises are:- Level 1: Verbal Counselling Level 2: Written warning Level 3: Suspension Level 4: Termination

15. Industrial Dispute Act,1947 was the first step in this direction, which recommended for the setting up of works committee. The joint management councils were established in 1950 which increased the labour participation in management. Worker’s Participation in Management Participation refers to the mental and emotional involvement of a person Schools of thoughts Information sharing Joint decision Self-control Nature of WPM:-

16. Collective Bargaining Collective bargaining is the process of negotiation that takes place between employer, group of employers or one or more employers’ organizations on the one hand and one or more workers’ organisation on the other hand for the purpose of Determine the working condition and terms of employment; and/or Regulating the relationship between employers & workers; and/or Regulating the relationship between employers or their organisation and workers’ organization or organizations Collective Group action Bargaining Negotiation Collective Bargaining Group Negotiation

17. HRD Cimate General Climate OCTAPAC It deals with the importance given to human resource development in general by top management & line managers. O- openness C- confrontation T-trust A-autonomy P- pro-activity A-authenticity C-collaboration PPL Better learning Training & development system Reward & recognition Information system

18. Conciliation is a statutory process. It includes:- Conciliation officer Board of conciliation Court of Inquiry Conciliation Alternative dispute resolution(ADR) or external dispute resolution typically denotes a wide range of dispute resolution processes & techniques that acts as a means for disagreeing to come to an agreement.

19. Strike:- Strike means cessation of work by a body of persons employed in any industry acting in a combination or a concerted refusal or a refusal under a common understanding of any no of persons who are or have been so employed to continue to work or to accept employment. Lockout:- Lockout means the temporary closing of a place of employment or the suspension of work or the refusal by an employer to continue to employ any no. of persons employed by him. Strike and lockout in PPL:- There is no strike and lockout in between last 10 years in PPL. Strikes & Lockouts

20. Lay off means any failure, refusal or inability of employer on account of the shortage of coal, power or raw materials or the break down of machinery or for any other purposes. Lay off There is a pre determined procedure for Lay off No Lay off in PPL from last 10 years

21. Findings PPL was conducting campus recruitment for last several years but now PPL emphasize more on walk-in recruitment. PPL is now a grievance free organisation. Major employees are thinking to built their career in PPL as PPL is a person oriented sector Suggestions It is not essential to promote experienced person rather in terms of knowledge, skill & attitude. Organizational politics is harming the organization hence it should be avoided.

22. Additional Project on Employee Satisfaction level in PPL Objective To find employee satisfaction level in the organization To test hypothesis among the 4 factors Work Facility Work Environment Employee- Employer relationship Rule and policies of the company Observation There is a significance relationship in b/w working environment & rules and policies of the company & no relationship among other factors. Suggestion It is essential to mutually connect all factors important for the company and act according

23. The Code on Wages, 2019 was introduced in Lok Sabha by the Minister of Labour, Mr. Santosh Gangwar on July 23, 2019. It seeks to regulate wage and bonus payments in all employments where any industry, trade, business, or manufacture is carried out.  The Code replaces the following four laws: ( i ) the Payment of Wages Act, 1936, (ii) the Minimum Wages Act, 1948, (iii) the Payment of Bonus Act, 1965, and (iv) the Equal Remuneration Act, 1976. Additional Learning Labour Law Reform:-

24. Any Questions Thank You