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HRD Practices in Hal

HAL focuses on developing its human resources through competency building, commitment, motivation and employee relations. It recruits and retains competent employees and fosters a sense of belonging. Its human resource development aims to build a performance-focused, learning culture. HAL's HR vision is to create a dynamic, skilled and committed workforce, while its mission is to enable growth for employees and the organization. Key HR objectives include ensuring qualified employees, continuous learning and skills development, and motivating a high performance culture.

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Shridhar Turmari
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69 views14 pages

HRD Practices in Hal

HAL focuses on developing its human resources through competency building, commitment, motivation and employee relations. It recruits and retains competent employees and fosters a sense of belonging. Its human resource development aims to build a performance-focused, learning culture. HAL's HR vision is to create a dynamic, skilled and committed workforce, while its mission is to enable growth for employees and the organization. Key HR objectives include ensuring qualified employees, continuous learning and skills development, and motivating a high performance culture.

Uploaded by

Shridhar Turmari
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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HRD PRACTICES IN HAL

TEAM MEMBERS: ABUBAKER HARITHA NAGARAJ

RAMYA H
SHRIDHAR SWETA

HINDUSTAN AURONAUTICS LIMITED

Hindustan Aeronautics Limited (HAL) came into existence on 1st October 1964. The Company was formed by the merger of Hindustan Aircraft Limited with Aeronautics India Limited and Aircraft Manufacturing Depot, Kanpur.

Today, HAL has: 19 Production Units and 10 Research & Design Centres in 8 locations in India. The Company has an impressive product track record 15 types of Aircraft/Helicopters manufactured with in-house R & D and 14 types produced under license. HAL has manufactured over 3658 Aircraft/Helicopters, 4178 Engines, Upgraded 272 Aircraft and overhauled over 9643 Aircraft and 29775 Engines.

FOCUS OF HR POLICIES

Competence Building Commitment Motivation Employee Relations

HUMAN RESOURCE DEVELOPMENT IN HAL


Human

Resource Development in HAL is to: Build a vibrant performance and learning culture that meets the challenges of customer, quality cost, delivery and excellence. Recruitment and retention of competent human resources Develop high commitment and a sense of belongingness to the Company.

HR VISION
Make

HAL a dynamic, vibrant & valuebased learning organization with exceptionally skilled, highly motivated & committed human resource to meet the current & future challenges, driven by core values embedded in the culture of the Organization.

HR MISSION
Enable

all those working for HAL to give their best to ensure their all-round growth as well as that of the Organization.

HR OBJECTIVES

Ensure availability of Total Quality People to meet the Organizational Goals and Objectives. Facilitate continuous improvement in Knowledge, Skills and Competence (Managerial, Behavioral and Technical). Promote a Culture of Learning, Innovation and Achievement with emphasis on Integrity, Credibility and Quality.

HR OBJECTIVES

Motivate workforce through empowerment of Individuals and Team- building. Play a pivotal role directly and significantly to enhance Productivity, Profitability and the Quality of Work Life.

HR STRATEGIES

Total alignment with Corporate Strategy. Tone up Human Resources at optimum level to meet the objectives & goals of the Company. Identify, Build, Analyze & Upgrade the Knowledge & Skills through Training, Re-training, Multi-skilling etc. Cultivate Leadership with Shared Vision at various levels in the Organization.

HR STRATEGIES

Focus on Development of Core Competence in High-Tech areas. Build Cross-functional Teams.

Promote Vision, Mission and Values through out the Company.


Encourage performance culture that Rewards, Recognises & Motivates

LEARNING & DEVELOPMENT

The objective is that learning should become an integral component of individual professional development by: Updating knowledge to avoid obsolescence.

Enhancing creativity & innovation.


Continuously identify potential for shouldering higher responsibilities.

LEARNING & DEVELOPMENT

Progressively achieve 7 days training target per employee per year with a budget of 2% of PBT. Knowledge Management, Coaching and Mentoring are Core Competence of Organizations for coping with changes. HAL has provided unique opportunity to Officers to acquire higher qualifications by sponsoring them at Cranfield-UK, IITs (Kanpur, Kharagpur, Madras & Roorkee), MDI, Gurgoan, IMI Delhi etc.

PERFORMANCE MANAGEMENT SYSTEM


The Performance Management System of Executives formulated on: Work planning and Task (mutually agreed tasks), self-review and analysis, systematic review and performance feedback. And ensures that the focus be on value adding activities. Identification of Low performers and High performers enables performance differentials for compensation & career development. PMS is basically to Continuously improve people capabilities, for meeting the Company's goals.

MAJOR INITIATIVES

Initiatives like 360 Degree Feedback for Officers in Grade VII & higher, Knowledge Management etc are put in place. Getting the best out of people is the primary thrust of HR, with facilitation mechanisms of Competency building, Performance Management etc. The HR processes viz. Recruitment, Placement, Compensation, Career Growth, Career Planning, Succession Planning etc are linked to the current and future projects of HAL. HAL reviews the HR Policies from time to time and fine tunes them to align with the constantly evolving Business Strategies of the Company.

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