Bata HR
Bata HR
Bata HR
1. The fiscal year or the financial year that starts from April to march is considered to be as
one year.
2. The Human Resource department makes an organisation chart for each and every
department in the organisation.
Recruitment
Bata India ltd is a traditional organization and it has got
very inflexible culture and it does not believe in outsourcing
its recruitment process. Moreover it does not use either the
electronic media or the print media advertise its vacancies.
However exceptions and they sometimes recruit peoples
from educational institutions
They are following Equal Employment Opportunity and
Affirmative Action strictly as they do not discourage in any
department And exceptionally they use university recruiting
as for their external recruitment.
They are following the internal recruitment method and for
this purpose they do job posting
Selection:
Selection is the process of evaluating the qualifications,
experience, skill, knowledge, etc, of an applicant in relation to the
requirements of the job to determine his suitability for the job.
The selection procedure is concerned with securing relevant
information from applicants and selecting the most suitable
among them, based on an assessment of how successful the
employee would be in the job, if he were placed in the vacant
position
The selection process in Bata India ltd., They select people on the
basis of their qualification and skills in order to meet the strategic
business goals of their business. They also strictly follow the
Equal Employment Opportunity and Affirmative Action policies
during the selection process.
2 Preliminary interviews:
They used to eliminate those candidates who do not meet the minimum criteria
laid down by the organization. The skills, academic and family background,
3 panel interview:
They conduct unstructured panel interviews of the eligible
employees.
Background investigations
Like every other organization Bata India ltd also wishes to ensure that
it hires respectable and reputable employees for this reason it
investigates the past record of each and every employee before the
final selection
Person Specification
The person specification is of equal importance to the job description and informs
the selection decision. The person specification details the skills, experience,
abilities and expertise that are required to do the job
These are required to do the job, specifying which are essential and which are
desirable.
Further particulars must include the following
A job description is a list that a person might use for general tasks, or functions,
and responsibilities of a position. It may often include to whom the position reports, specifications
such as the qualifications or skills needed by the person in the job, and a salary range. Job
descriptions are usually narrative,[1] but some may instead comprise a simple list of competencies;
for instance, strategic human resource planning methodologies may be used to develop
a competency architecture for an organization, from which job descriptions are built as a shortlist of
competencies.
a) Job title and designation b) Educational qualifications for that title c) Physical and
other related attributes d) Physique and mental health e) Special attributes and
abilities f) Maturity and dependability g) Relationship of that job with other in a
concern.
5.7 Performance appraisal process
At FAG India Ltd. The system of performance appraisal is called PPRD i.e.
performance planning, review and development.
This system of PPRD Works in line with MBOC (i.e. management by objectives)
concept of FAG Group.
The object, the main object of PPRD system is to focus individual and department
objectives towards the realization of organizational goals the object of this system is
to identity the training and development performance development.
It is applicable to all operative group employees.
FAG Bearing India Limited.
Process of PPRD
At FAG, they prepare one form which is called employee performance appraised i.e.
EPA form this form is sent in April to concerned departments along with the
increment budget, rating sheets, training need analysis forms. These EPA forms are
also known as assessment sheet at FAG.
After approval of these forms, forms are returned to the personnel department
within the specified time.
Personnel department then scrutinize the forms and checks whether training is
required for increase the performance of the employees of not.
New HR system adopted by general manager: Introduced and established all HR systems in New plant at Maneja Vadodara
like time office, Biometric- punching, Visitor Management system, Biometricpunching for contract labour and their rotation management system, HR SAP
implementation Project is about to complete etc. Initiated fun at work activities
and instituted Rewards & Recognition program- Idea Management and Kizen
initiative for associates and executives. It carried out MBO in April for 528 & 94
executives on time. Schaeffler Bonus is based on MBO. Developed and
Implemented Personal Improvement Plans for non-performers to make the system
more rational and transparent. Member of Appraisal review committee to
normalize and rationalize superior conference ratings across the Unit. Talent
profile for all ratings in Quadrant 1& 2 as well 3,4 in a revised, improved format.
High performers identification through Employee development dialogue is done in a
very systematic way. Human Capital Development
Developed and institutes succession planning program for critical positions to the
company as a new initiative in consultation with Asia Pacific Talent Management
team. Carried out a massive exercise of mapping executives on a performancepotential matrix (3x3 matrix) and institutionalized the retention strategy for
different quadrants introduced structured system for executives falling under PIP
and evolved system for their monitoring.
Implemented structured methodology for tal ent recognition, retention,
assessment of potential, individual development plan for all High performers
Conducted Assessment Centre to indentify high potential Executives at Unit Level as
well member of corporate assessment team. Encouraged employee referral
programme for hiring good know candidates, designed policy for compensation and
made it a success.
FAG Bearing India Limited.
Staff recreation club Staff recreation club Birthday gifts Long service
awards Study loan facilities Education awards for employees children
Departmental get-to-gather Co-operative credit society Interest subsidy for
housing & vehicle Medi-claim Food, grain National gratuity
Welfare Activities
At FAG India, the welfare activities, which are done for the welfare of the employees,
are really very great activities are:
Three pairs of uniforms are provided to all the permanent operative group (OG)
employees. Safety or office shoes pair is also provide to the employees every
year as such, the pair of shoes is provided on the base of nature of the work.
Socks are also provided ( three pairs to OG employees and two pairs to
management level employees) People who working on the shop floor are
provided two aprons once in two years. Once in 3 years, sweaters and raincoat
are provided to the employees. Medical assista nce of Rs. 1,00,000/- in critical
surgery or illness is also provided. Additional medical facilities up to Rs.
1,00,000/- are provided only in case of bypass surgery, kidney Trans-plantation and
joint replacement only.
Other Facilities:
Other activities done or carried out by FAG India (i.e. statutory and non-statutory
activities) are as follows:
1) Canteen: It is provided to all the employees & trainees Lunch/ tea/snacks
are provided at subsided rates to all the employees Lunch is provided to th e
employees at a rate of Rs. 1.40/- per meal Tea/ snacks are provided to the
employees at a rate of Rs. 0.30 per tea/ snacks
3) Personal Accident group Policy: The policy is adopted to protect all the
employees from injuries/ death arising in case of accidents. It is valid for 24
years. It does not cover the dependents or family members of employees. It
compensates the salary of the employee for the work-days missed by him due to
accidents. In case of loss of life due to accident, the employees family receives
72 months salary (Basic + DA) as per policy.
4) Birthday gift: Name of the employees whose birthday falls on the current date
is displayed on the notice board, that day. A gift is given on birthday of each of
the employees by the management The gift items changes every year.
any financial institution, the company helps him pay off the interest at the rate of
5% of a maximum ceiling of loan amount. The ceiling depends upon the c ategory
of employee Every year only fixed no of employees in each category are declared
as eligible for this facility, depending upon their seniority
7) Study loan: The employees who intend to pursue higher education can avail a
study loan of Rs. 12000/- for engineering courses and Rs. 5000/- for other courses.
7 days leave is given to the employee for preparing himself for financial
examination of the final semester of his course.
8) Food Grain/ Festival Advance: The company provides Rs. 40000/- as interest
free festival advance during Diwali and Rs. 4000/- as interest free food grain in the
months of April to its employees. Each of advance is recoverable in 6 monthly
installments
9) Token gift amount on retirement: Every employee contributes Rs. 50/- as a gift
amount for the retiring employee. The company also gives Rs. 10000/- as a token
of recognition of the employees service.
10. Family relief fund: This fund is to support the family of the permanent
employees who lose their lives during their tenure in the company. The company
contributes Rs. 1,00,000/- towards the fund. Such fund is kept under the post
office monthly income scheme (MIS)
FAG Bearing India Limited.
13. Educational awards: Children of all employees covered under this facility.
Children getting 60 or above percentage marks are eligible for the award Other
children are given consolation prices.
OG level 7/- Rs. Executives 10/- Rs. Managers 13/- Rs. GMS 15/- Rs.
VPs/MD 20/- Rs
Required Documents
The following documents should be collected by the hiring department for reporting and auditing purposes and
uploaded on to the following sections located in the ATS:
Attachments Tab (viewable by all associated with the recruitment)
Ad copy of job posted to non-UCR sponsored job boards such as DICE.com or other niche site
Interview Schedules