UNDERSTANDING VARIOUS HR
FUNCTIONS IN REAL-TIME
HRM I-A
TRISEMSTER I
BY- GROUP 2
COURSE FACULTY- PROF. DR. SHARDA SINGH
1
OUR
TEAM MEMBERS
Rohit Kumar (002) Neelak Ghosh (023) Sankalp Mahato (008) Reemo Varghese (039)
Rituparna Dey (001) Sarina Khess (044) Shalini Xalxo (042) Shaurya Guriya (029)
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CONTENT
1. SYNOPSIS
2. THEORETICAL UNDERSTANDING OF
HR FUNCTIONS
[Link] (TATA STEEL)
[Link] UNDERSTANDING OF
HR FUNCTIONS (TATA STEEL)
[Link] ANALYSIS
[Link] (BEML)
[Link] UNDERSTANDING OF
HR FUNCTIONS (BEML)
[Link] ANALYSIS
[Link]
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SYNOPSIS
The aim of this project is to provide an in-depth understanding about various Human
Resources (HR) functions by conducting some real-time interviews with a couple of HR
managers from reputed organizations like TATA Steel and BEML Limited.
This approach will allow us to get a comprehensive knowledge about the HR practices in a
private manufacturing giant like TATA Steel and a leading Miniratna company like BEML
Limited, under Ministry of Defence, Government of India, highlighting the differences and
similarities influenced by the industry-specified as well as owner-specified factors.
The study will be divided into different key sections: first section will contain detailed
introduction about the participating organizations, i.e., TATA Steel and BEML Limited, the
next section will comprise of a theoretical overview of the HR functions which are practiced
in their organization, and lastly how these functions are implemented in practice.
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HR plays a crucial role in modern corporate settings, enhancing employee output and
aligning their goals with the organization's strategic objectives through recruitment,
training, compensation, and employee relations.
• Recruitment and Onboarding- HR is responsible for recruitment and onboarding,
creating detailed job descriptions and identifying necessary skills for selection. They
use various platforms, such as social media and recruitment agencies, to attract
talent, conduct interviews, and assess skills. This ensures a seamless integration of
new recruits into the organization's culture.
• Training and Development- Employee training programs include seminars,
workshops, and e-learning to enhance skills. Career development provides equal
opportunities for employees to advance their careers within the organization.
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• Employee Relations- Conflict management involves resolving internal conflicts
within an organization, adhering to company values, policies, culture, and ethics,
while employee engagement involves implementing initiatives to enhance
productivity and performance over time.
• Diversity and Inclusion- DEIB is implementing policies to attract diverse candidates
and ensure seamless workforce integration, while awareness training seminars aim
to raise employees' awareness of diversity, inclusion, equity, and belongingness.
• Compliance and Legal Responsibilities- Developing and updating internal policies
and employee handbooks is crucial for maintaining compliance with health and
safety codes, anti-discrimination laws, and labor laws.
• Performance Management- Setting a bar involves setting clear, measurable goals
and expectations, while rewarding high performers with incentives encourages
others to improve their performance.
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• HR Technology and Data Management- HRIS integrates software solutions for
managing employee data, including payroll and benefits, while AI bots enhance
efficiency in standard HR tasks.
• Compensation and Benefits- Payroll management involves counting employee
hours, paying salaries, and maintaining company finance documents. Benefit
records track employee benefits, ensuring everyone receives their allotted amount
and ensuring no dues are made.
• Strategic HR Planning- The process of planning the workforce involves identifying
the organization's manpower needs, supporting recruitment and selection policies,
and developing selected candidates for sustainable retention. Succession and
leadership planning involves identifying future leaders and putting them under
mentorship. Organizational development is a systematic process of installing
machineries within the organization to sustain and support changes.
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Practical Understanding
of the HR Functions in
other Organisations
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INTRODUCTION
Tata Steel Jamshedpur, founded in 1907 by Jamshedji Tata,
is India's largest integrated iron and steel company and
the first steel factory in India. Located in the heart of
Jharkhand, the plant uses basic oxygen furnace
technology to convert raw materials into finished steel. It
produces international grade flat products like steel strips,
sheets, and plats, as well as long products like billets, wire
rods, and bars.
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Meeting with Mr. Vaibhav Jain (Manager HRBP E&P) Tata steel Jamshedpur
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PRACTICAL UNDERSTANDING OF HR FUNCTIONS AT TATA STEEL
• Tata Steel Jamshedpur's HR verticals include learning and development, raw
materials, iron and steel making, communication, industrial relations, strategy,
analytics, PSD, corporate functions, talent management, delivery services, reward
services, TAG Talent acquisition group, leadership development, transformation
services, and process function.
• At Tata Steel Jamshedpur, the HR manager's role has evolved from administrative
to strategic decision-making, with a new department, PSD under HRM, tasked with
forecasting and identifying human capital needs based on strategic plans. This
transformation in HRM team's role from primarily administrative to a
transformational function.
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PRACTICAL UNDERSTANDING OF HR FUNCTIONS AT TATA STEEL
• HR managers play a crucial role in resolving problems and issues through
common sense, and continuously upskill themselves in an evolving field. AI is
increasingly used in HRM for day-to-day tasks, and Tata Steel aims to incorporate
20% of diverse capital in its workforce by 2025, focusing on DE&IB in HRM.
• Tata Steel Jamshedpur has launched an employee wellbeing program for
permanent and contract employees, resulting in increased efficiency and
concerns about physical and mental health. The program has been praised for its
effectiveness and employees are expressing suggestions for improvement.
• Tata Steel's Capability Development department is enhancing its learning and
development practices to align with international HRM L&D standards and
strategic demands.
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DATA ANALYSIS
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DATA ANALYSIS
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DATA ANALYSIS
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INTRODUCTION
BEML Limited, established in 1964, is a Public Sector
Undertaking in India that manufactures railway coaches,
spare parts, and mining equipment. With a headquarters in
Bangalore, BEML serves major sectors like defence, rail,
power, and mining. The company aims to become a
market leader and an international player, providing
quality products and services to sectors like defence,
aerospace, mining, construction, rail, and metro. With a
turnover of over Rs. 4,300 crores, BEML has grown from Rs. 5
crores in 1965 to over Rs. 4,300 crores today.
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Meeting with Mr. Abenezer Samir Khess (Chief General Manager, HR) BEML Ltd
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PRACTICAL UNDERSTANDING OF HR FUNCTIONS AT BEML LTD
• Mr. Khess discussed the recent trends in HR, highlighting that in the 90s, HR focused
on directing and controlling employees, neglecting the behavioral aspect. Public
sectors were established in the 60s, with baby boomers as employees. However,
Generation Z now has different expectations and organizations must address new
aspects to meet their needs.
• Mr. Khess emphasized the importance of theoretical knowledge and practical
application in future managers and leaders. He emphasized that acquired
experience and knowledge from rural camps or lectures can be applied at various
career stages. He also highlighted the crucial role of human resources in a
company's vision and mission, and the importance of industrial relations and labor
laws in maintaining these relationships.
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PRACTICAL UNDERSTANDING OF HR FUNCTIONS AT BEML LTD
• Mr. Khess discussed the future trends of HR, emphasizing the need to address
diverse employee expectations, create a sense of belonging, retain and upskill
employees, and adapt to technological advancements. He highlighted the
importance of HR as an asset to the organization and its role in business. HR has
evolved from maintaining employer-employee relations within statutory
frameworks to using scientific experiments and theories on human behavior.
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DATA ANALYSIS
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DATA ANALYSIS
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COMPARATIVE ANALYSIS
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CONCLUSION
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Tata Steel exemplifies the evolving role of HR as a transformational function. The company
prioritizes diversity and inclusiveness, creating a supportive environment for all employees,
including historically marginalized groups and those with diverse neurological abilities. Tata Steel’s
wellness programs integrate both financial and emotional aspects, recognizing their importance in
maintaining a motivated workforce.
Mr. Jain highlighted the practical challenges in applying theoretical HR knowledge, emphasizing
the need for adaptability in real-world situations. He also underscored the shift in HR’s role from
administrative tasks to strategic decision-making, with HR professionals now playing a critical role
in shaping company strategy and driving organizational performance.
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Mr. Khess discussed BEML's progressive HR practices, including regulations for LGBTQ+ inclusion,
strategies for integrating Generation Z into the workforce, and policies that empower women,
such as enhanced maternity leave. He emphasized the practical application of his MBA studies in
labor regulations and leadership within the manufacturing sector.
Reflecting on HR's evolution, he noted that HR has transformed from a support role in the 1990s
to a key business partner essential in every stage of employee development. He also highlighted
the need for HR managers to adapt to AI and technological advancements for future success.
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THANK YOU FOR
LISTENING !!!
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