Analysis of Human Resource Responsibilities

analysis of Human choice ResponsibilitiesINTRODUCTIONThe title of the project is Analysis of HR practices followed by ONGC with reference to TRAINING, PERFORMANCE APPRAISAL and run through-HR MODULE . The internship encompasses go breaking the unmatched HR practices employed by the organisation in PSU to enrich and acquire the culture of integrity, belongingness, team utilisation, accountability and intent, and enhance employee competencies continuously.The purpose of this project to be attached is to understand the practical working and in effect(p)ness of the core HR responsibilities with fussy concentration onTrainingPerformance Appraisal vingt-et-un-HR ModuleThe image of this study is to comprehend and adopt the practical working environment of an organisation. Here, a link has to be formed among the academic study and the true in-world implementations of the knowledge.Its grave to realize the effect of proper didactics on employees, transp atomic number 18ncy i n the judgment process and up to date technological actualize in the HR stream.For the above study, data is collected from respective(a) particular as sound as unessential sources. Basic and general cultivation is gathered from the library which comprises of various HR journals and magazines (names atomic number 18 menti angiotensin converting enzymed in references). Interviews be taken of the employees and questionnaires ar prepared and surveys are do. Various inputs are addd by the Company Guide during formal and informal knock againstings.Overview of TRAININGTraining employees do have a signifi mintt role in modern channel era. As an HR manager, the responsibility is to utilize the HR resources optim altogethery and puzzle the skills of the employees so that they can contribute to the growth of the organization as well as to their individualized growth. It leads to changed organization culture. Therefore, its important to understandWhat variant kinds of cookery s / workshops are conducted by the organization?What are the criteria of nominations? How nominations are d genius?How some cookery sessions have to be conducted in a year? (Training Calendar)What the employees approximate ab off the homework sessions?Training bearing tell the trainee that what is expected out of him at the end of the educate program. Training headings are of great conditional relation from a number of stakeholder perspectives,TrainerTraineeDesignerEvaluatorTrainer -The instruct objective is too near to trainer because it helps the trainer to broadsheet the elevate of trainees and make the required adjustments. Also, trainer comes in a position to build up a relationship among objectives and particular segments of dressing.Trainee -The dressing objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some invest. Not cognize anything or going to a place which is unknown creates anxiety that can negative ly affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than guardianship it surprise. Secondly, it helps in affix in concentration, which is the crucial factor to make the develop successful.The objectives create an image of the train program in trainees mind that actually helps in gaining attention.Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is oftentimes higher than the situation in which no goal is set. Therefore,training objectiveshelps in increase the probability that the participants will be successful in training.Designer -The training objective is beneficial to the training designer because if the designer is aware what is to be maked in the end then hell buy the training big m unrivalledy according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to earn those objectives. Fur thermore, planning always helps in dealing impellingly in an unthought situation. Consider an example the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will designthat will include ways to improve the interpersonal skills, much(prenominal) as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a crossway or when a customer is angry.Therefore, without any guidance, the training may not be designed appropriately.Evaluator -It becomes easy for thetraining evaluatorto mea authoritative the progress of the trainees because the objectives make up ones mind the expected carrying out of trainees. Training objective is an important to tool to strain the surgical operation of participants.Systematic model training consists of five signifiers. The training should achieve the purpose of helping employee to perform their work to required standards. The steps are as followsAnalyze and identify the training take nominates i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, and so forthThe next step is to develop a mathematical operation measure on the basis of which actual performance would be evaluated.Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.Develop, this phase requires listing the activities in thetraining programthat will assist the participants to learn, selecting delivery method, examining the training material, validate information to be imparted to make sure it accomplishes all the goals objectives.Implementing is the hardest part of the agreement because one wrong step can lead to the failure of full training program.Evaluating apiece phase so as to make sure it has achieved its aim in terms of subs equent work performance. Making needed amendments to any of the previous stage in order to remedy or improve failure practices.Overview of PERFORMANCE APPRAISALA very important function of the human resources department for any organization, are conducted to gauge the plunder worth of all its employees. Appraisal methods benefit the organization immensely. The aim of judgements is to improve the dumbfound performance of the employees and draw on the future latent. The HR department undertakes this processes usually annually in which they procure, analyze and document facts about the performances of the employees of the organization. This provides employees and managers with opport social unities to argue areas in which employees excel and those in which employees need improvement. Performance appraisal in ONGC is conducted annually also known as E- equating. All organizations practice performance appraisal in one form or another to achieve certain objectives. These objectives may vary from organization to organization or direct(p) inwardly the same organization from time to time. It has been found that there are two primary objectives behind the use of this methodology. One is to use it as an military rating system and second, to use it as a feedback system.The aim of the military rating system is to identify the performance gap. This means that it helps determine the gap between the actual performance of the employee and that required or desired by the organization.The aim of the feedback system is to inform the employee about the quality of his work or performance. This is an interactional process by which the employee can also speak about his problems to his superior.An effective performance appraisal system should emphasis singular objectives, organizational objectives and also mutual objectives. From the viewpoint of individual objective the performance appraisal should verbalize aboutWhat task the individual is expected to do?How well the in dividual has done the task?How can his performance be further meliorate?His reward for doing well.From the organizational view point a performance appraisal should generate manpower information, improve efficiency and posture serve as a utensil of control and provide a rational stipend structure. In short the appraisal system establishes and upholds the principle of accountability in the absence of which organization failure is the only viable outcome.Overview of blackjack-HR ModuleSYSTEMS, APPLICATIONS AND PRODUCTS IN DATA PROCESSING- SAP. It is an enterprise resources planning Software Company found in Germany.It integrates all the functional units of an organization into a unified one.It deals with various activities done in the human resource department of an organization, such as, forcefulness administration, military force maturation, training and event management, fixroll etc.SAP- HR Module distinguishes between task, job, position, and person. It provides access t o all HR data and transactions in one location. Advanced SAP HR features are time management, paysheet, travel management, training and development.Advantages of implementing SAP HR Module Saves time and money, and improves information for decision fashioning and Planning.Greater automation ensures greater accuracy.Improved reporting capability.Improved employee report data.Better budgeting, compensation adjustment.MAIN TEXTThe information extracted from the primary and secondary sources of data pertaining to training, appraisal, and SAP HR mental faculty are as at a lower placeTRAININGONGC accords top- more or less priority in the development of Human Resource by means of with(predicate) quality training, qualification up gradation programs and accreditation programs. ONGC also has the expertness to conduct customized training programs for its partners. In ONGC, there are following training institutes which are engaged in meeting, training and development needs of the abu ndant human resource of the organization by designing and organizing training programs centre on organizational needs.ONGC has five training institutes of its own all across the country, viz.ONGC honorary society, DehradunInstitute of Petroleum Safety Health and Environment oversight, Goa shallow of Maintenance Practices, VadodaraInstitute of Drilling Technology, DehradunInstitute of Oil and gasolene output signal Technology, MumbaiThe training Institutes of ONGC are committed to Impart best in family training programs across the entire industry.Continuously evolve training programs ground on feedback from the participants.Provide training replys to the corporation and partners, both from Indian and foreign, act entire spectrum of operations.Providing best in class infrastructural facilities for the training programs.Focusing training programs on the emerging business opportunities of the corporation.ONGC measures its training in MANDAYS i.e.01 man * 3days of training = 3 MANDAYS10 men * 3 days of training = 30 MANDAYSMinimum target of 1400 MANDAYS are set per year.Training provided by ONGC is mostly divided into Three categoriesSafetyTechnical Interpersonal skillsDuring the internship study of various trainings programs are done in order to understand the objectives and deliverables.1. SMP (Senior Management architectural planme) course of instruction overview objectivesSince ONGC is extending its operations to various parts of the world, it is imperative that ONGC executives are exposed to international perspective and develop a mindset of globose managers. Keeping this in view a comprehensive program has been special(a)ly designed for E-5 level Executives of ONGC. The program aims atUnderstanding global perspective and developing a mindset of managing at international level.Build Customer Centric bend CultureInculcating a mindset of Transformational leadershipEvolving a culture of innovation and creativityONGC Academy is in collaboration w ith MDI , Gurgaon for SMP2. AMP (Advanced Management courseme)Program overview objectivesDesigned for sr. executives of ONGC to achieve the following objectivesDevelop awareness and time lag of the emerging business environment and its implications for the future of ONGC table service the participants to recognize the necessary mindset to make ONGC, a world-class organizationDevelop insights into the organizational processes that drive excellenceExpose the participants to the best in business practices.ONGC Academy is in collaboration with IIM, lucknow .ONGC also provides Overseas Learning Sessions which includes visit to EP Industries and Executives meet in European / Western countries for exposure to best in logical argument Class Practices. E6and above level executives are eligible for AMP.For choosing the candidates for training / workshop sessions, nominations are done. Circulars are rotated to the Head of each department and they cheer the names of those employees which they think are appropriate to undergo the training. The institute plans and conducts training programs professional areas which involve holistic onset of management in effective accomplishment of various integrated tasks.3. Executive Excellence through SMET, HOLSYM and Yoga TechniquesProgram objectives and OverviewThe multi- dimensional etiological factors for punctuate need a multidimensional solution at physical, mental, emotional and intellectual levels. Yoga provides this holistic solution. Self Management of exuberant Tensions is the canonic concept for designing this program for executives.The program aims atHelp participants understand the nature and sources of stress in individuals and in organisations, and enable them to understand the relationship of Stress to Managerial Effectiveness.Familiarise the participants with the techniques dealing with individual stress and Organisational stress and give them an opportunity to practice some techniques of Stress Management.It s a 5- days program conducted in Swami Vivekananda Yoga Anusandhana Samsthana , Bengaluru.4. Global ManagersProgram objectives and OverviewTodays business environment has created many challenges where managers need to think globally as the world is transforming into a Global Village. The program is designedTo provide professionals with a proactive approach to deal with cultural diversity in todays multi- cultural environment.To understand the national Business ethics, values and practices and as well as best global practices.To prepare the participants for the challenges ahead in the highly competitive global environment.ONGC is in collaboration with IIM, Bengaluru for this 5- days progam.5. Self Development Program for Women EmployeesProgram objectives and OverviewThe effectiveness of women employees depends upon the ability to manage multiple roles. The program has been especially designed to stress on the demands of these multiple roles and skills set required for effective per formance. The program caters to up needs of women professions facing the challenges of work family balance.The objectives of the program areTo develop basic values of life to make them effective at home and work place.To be able to identify individual goals and align those with organization goals.To increase personal motivation to do the best possible in the most effective way.To appraise the participants on various issues involved in personal growth and effectiveness.To increase personal motivation to do best possible in the most effective way.To make participants aware of their strength and areas of potential development6. Train- The- Trainer CourseProgram objectives and OverviewThe program focuses on the full-grown Learning Process, is built around the Three Wheels of Mastery Expertise, Planning and Presenting, attractive and Facilitating, which are essential for Internal Faculty members/ Black Belts for motivating others to impose Six Sigma on the job and for enhancing and ac celerating their learning process.ONGC provides many discipline specialised programs for is employees.Some Exploration ProgramsPetroleum Risk and Decision Analysis in style(p) trends and Development in Estimation of Oil and Gas Reserves store on Basin military array and ModellingTechniques in Deep body of water Depositional SystemsSome Production ProgramsDevelopments in Stimulation techniques and Candidate Well plectronAdvances in Water Control TechnologyAdvances in Natural Gas designReservoir Engineering for Production OperationsSome Engineering ProgramsWelding and InspectionCAD for Mechanical and Process enteristics Management flow Measurement and Instrumental PracticePERFORMANCE APPRAISALPerformance appraisal report is an index of an employees work performance over a given(p) period of time. It is crucial for his or her condole wither growth as it indicates the strengths, weaknesses, training needs, nature of job being performed and problems faced in work situation.The objectives of the performance appraisal system at ONGC areTo set norms and targets of work performance, as well as, to monitor the work progress of employees.To facilitate placement of employees in accordance with their suitability for different types of assignments.To provide an objective basis for ratiocination of merit, efficiency and suitability for the purpose of promotion.To identify areas requiring exposure for training and development.The performance appraisal system seeks to evaluateThe work performance of an employee on the present job in relation to the expected levels of performance, both qualitative and quantitative.The extent of development achieved by the employee during the period under inspection.Evaluation of behavioural attributes, attitudes and abilities.Evaluation of potentials for assuming higher responsibility.Appraisal is done in three stages. First, KPIs/ KRAs are to be declared in March(beginning of appraisal year) then midterm evaluation is done which is compulsory in October and finally in March evaluation on performance of the employees is done. Employees get certain percentage of PAT based on their grades or marks of the appraisal.Earlier Appraisal was done on paper. Forms were distributed to the employees wherein they used to fill in the KPIs and then submit it. This system account delay in written text appraisal reports. Low priority is accorded to destroying appraisal reports as there was no visible accountability for delays. unretentive time and attention was given to the process and last minute bloom efforts were experienced. But now ONGC follows e- comparability which has distinct advantagesStreamlining of rack up processUniform application of Company PolicyReduced Cycle- time and adherence to time schedules intensify data security and confidentialityAuthenticity and audit trail of transactions availability of on-line informationSystem driven control and monitoring mechanismPerformance based rewards and incentives for futureThe appraisal process constitute of one appraise and appraiser. Appraisee is the employee who fills the hit form and submits it. Appraiser influences the KRAs/ KPIs with the employee then mid- term review is done. This is the duty of Reporting Officer. Then it is forwarded to the Reviewing Officer, who reviews it and then forward for co- review (in special crusades) otherwise directly to the Moderating Officer. He sends it to Accepting Officer who accepts and forward it to central compare Section in Dehradun. (Refer Annexure 2)Circular of Roll out of e- PARIt suggested KPIs is issued first wherein dates are declared for joint background knowledge of KPIs by Appraisee Appraiser. Commitment is made by the HRD group that a suggested list of KPIs relevant to different functional areas would be made available accordingly. HRD constituted a multidisciplinary committee comprising HR planners, corporate HRG and corporate PAR. This committee held detailed deliberations and cons ulted senior executives of different functional areas across the organization and come out with an thoroughgoing list of suggested KPIs. All Assessors and assesses may use the table during the process of setting KPIs.PAR DISCLOSURE, APPEAL AND COUNSELLING(A).Disclosure of PARThe following information on PAR assessment would be shared with the employee on completion of PARFinal grades and marks given by the accepting Officer.Adverse comments (if any) particular(prenominal) advice to be communicated for improvement (if any)Communication The communication should be indoors 15 days of completion of PAR and in the form of system generated marrow in case of e-PAR.(B). Appeal and Review Appeal may be preferred by aggrieved employees against assessed PARs as well as having adverse remarks/entry.Aggrieved employee may appeal once per assessment year directly to the appellant pledge, through local PAR world powerr, instead of submitting through proper channel. The local PAR officer sha ll keep record and forward the same to concerned appellant billet, with intimation to incorporate PAR office.appellant Authority (AA) The designated Appellate Authority based on the reporting hierarchy have been defined in Annexure 3 and 4.While the hierarchy in the route has been defined in the table, Appellate authority must be minimum one rank higher than the Accepting Authority in any case. Each Appellate Authority shall constitute Appeal Review Committee (ARC) under him/ her comprising of lesson of functional areas, with 3 members in each committee. In case Appellate Authority is at the level of GM or L- II, the members should not be below the level of E6 and for all other Appellate Authorities, members should not be below the level of E7. The meeting of the ARC shall be convened by each Appellate Authority once in a year instead in the month of September/October, as the closing month of PAR process is generally August. The ARC may seek PAR record from respective location PAR Officer/ Corporate Officer, as the case may be. The Committee may also obtain views/ tributes of the concerned authorities involve in the assessment of the PAR, for which appeal is preferred, if needed. Based on the recommendation of the respective ARC, the Appellate Authority shall finally decide on appeal. In case of Appellate Authority comprises of two directors, they may jointly decide on the appeal. If Appellate Authority considers and find reasonable grounds for alteration of PAR grade on appeal made by aggrieved employee, such revision shall only be one step higher or lower to that of original grades for all categories. Any revision beyond one level or below will be decided by one level higher than the appellate authority, highest appellate authority being EC. For this proper justification /recommendation have to be given by the Appellate Authority. The decision of the Appellate Authority shall be conveyed to the Corporate PAR office / location PAR office, as the case m ay be, who in turn shall communicate to the employee in the Performa at Annexure5.The decision of the Appellate Authority shall be binding forever. No further appeal shall be entertained for the same assessment year. Each Appellate Authority shall forward a status report on the disposal of Appeal to the Corporate PAR office for onward submission to the Director (HR).(C). CounsellingIt has been decided in the 353rd EC Meeting to provide counselling to the employees with B, C, D grades and those cases having recommendations for counselling in the PAR.Scope of Counselling stemThe Counselling may be proceed as an integral part of PAR process for widening employees development opportunities. The Counselling Group shall not review the final grading of the appraisee, appoint to him/ her by Accepting/ Moderation Authority. The Counsellors during the interviews of the employee shall ascertain the reasons, system constraints and the behavioural dimensions of the employees and efforts shall be made to develop self awareness for correcting personality traits. The Counselling Group shall send a report on each case to the office of Chief HRD. The Counselling Groups are to be assisted by the Corporate PAR officer at the counselling locations. The formation of Counselling Committees is render in Annexure 6.SAP- HR MODULEScope of SAP- HR Module1) personnel office Administration Module (Including Establishment and Loans)Personnel Administration Module takes care of employee master data. Various PA processes have been built in this module. This module includes the loans and advances processes also.2)Time Management ModuleTime Management Module takes care of Employees Leaves etc link to processes. The Time Management component offers support in performing all human resources processes involving the planning, recording, and valuation of employees work performed and absence times.3) PayrollPayroll module takes care of personnel claims, month end paysheet run and pay slip ge neration. Form 16, Form 24 and all statutory statements related to personal income tax is also taken care by the paysheet module. The System calculates the gross and net pay, which comprises the individual payments and deductions that are calculated during a payroll period, and are received by an employee. These payments and deductions are included in the calculation of the remuneration using different wage types.4) Organisation Management ModuleThis module defines Organisational Hierarchy, positions, Head of sections etc and also deals with assigning employees to various departments / sections etc through proper positions.5) SAMPARC(ESS MODULE)SAMPARC stands for (System for Automated Management of Personnel Activities, Reimbursements and Claims) the employee self service access of ONGC. Using ESS reports an employee can view his career details, leave details, training employment details etc using an ESS User Id. He can also frame a mail to his personnel decision maker if he de tects any geological fault in data recorded in the system.Getting started with SAPOn your PC, find the SAP Logon pad icon. The icon style varies deepening on the SAP version installed in your PC.To cave in Logon WindowDouble break down on the Toolbar SAP Logon on above privateness.Following Logon window shall commit on your screenThis window lists all available servers to which you can Login with your exploiter ID. Double click on the desired server name or click on the line and then click on Log On.After a brief delay, following window shall open on your screen To open the SAP Easy Access window inclose your client number (It will always show 500 by default). cypher your SAP User ID.Enter your SAP User Password. cheer remember that the Password is case sensitive.Press Enter on your Keyboard.SAP Easy AccessWindow ElementsThe SAP Easy Access user menu is the user-specific point of entry into the SAP System. A typical user menu (here, in the R/3 System) is shown below The use r menu contains those items such as transactions ,workflows, reports etc. you need to perform your daily tasks. If your system administrator has defined a user menu, it appears when you log on to the system.Various elements of the SAP Easy Access Window are shown above.Navigating in the SAP ScreenYou can expand and collapse menus in the workplace menu by choosing the dropdown arrows to the left of the menu items, as in the example below To open an application in the workplace menu Type the transaction write in code in the command box / vault of heaven and then press Enter, orNavigate to the transaction node in the tree and Double-click its node in the tree, or firedog on node and then press EnterCompany CodeThe company code is an organizational unit within financial write up (FI).Personnel AreaThis field defines the location of the employee, e.g., ABAD (Ahmedabad), BRDA (Baroda), etc.Personnel Sub-areaThis field defines the duty assigned to the employee, e.g., OFDT (Office Duty ), FLDT (Field Duty), OSDT (Offshore Duty), etc.Employee GroupThis field defines the employment status of the employee, e.g., Active, Retiree, Deputation-in etc.Employee SubgroupThis field defines the Grade of the employee, e.g., E1, E2, E3, etc.Personnel NumberThis field defines the CPF Number of the employee.Pay roll AreaA payroll accounting area (often abbreviated to payroll area) is an organizational unit containing all of the employees for whom the payroll runs at the same time. The payroll accounting runs for payroll accounting areas. Each payroll accounting area determines the specific dates for which the payroll runs, the earliest payroll period for which retroactive accounting is possible, retroactive accounting recognition, and the periods for which the payroll runs.Organization UnitThis field defines the Department / Section within the Organizational structure in which the employee is working, e.g., ICE, IRS, Drilling, etc.PositionThis field defines the post, which the em ployee is occupying within the organizational structure, e.g., Manager PA, Location Manager AMD Cementing, etc.Infotype In SAP information is stored in info types. An Infotype can have further subtypes. Click here to view the list of Infotype being used in ONGC.Sr No.Transaction CodesTransaction Description1SBWPMail Inbox2PA20Display HR Master Data3PA30Maintain HR Master Data4PA40Personnel Actions5ZPT60HR time Time Evaluation6PP01Maintain Object