Hr Integration Riordan Manufacturing

HR Integration at M/s Riordan

Human resource is the most volatile one among the various resources (Men,

Machines, Money, Land, Natural Environment, and Government Regulations) in any

business venture. Effective, coordinated and innovative management of all these resources

is of vital importance for ensuring the success in the business. In particular,

management of Human Resources has to be accorded utmost attention/importance to

ensure smooth functioning of the organizational activities and to avoid frequent attritions

(Due to reasons attributable to employees or management) and resultant problems. It is

absolutely essential to list out, study and analyze the various activities of the Human

Resources Management applicable to the business venture, sequence the activities with

appropriate time, cost and resources, and thereafter integrate them into a proper sequential

plan for effective execution. If it is an already existing organization, we need to study the

existing system/practices and compare the same with our plan and effect suitable changes as

may be necessary. These functions are normally attended to by the Human Resources

Department, which is one of the Service Departments like Finance, Material Management

(Purchase, Stores and Sales Dispatch), Secretarial, Public Relations, Maintenance, Security etc.

HR activities cover a variety of actions starting from assessing the requirement of Manpower

(Covering direct, indirect and supervisory /managerial) for the business in question, to the

cessation of service of various employees and their final settlements which we would now

be analyzing for integration.

The first major action of HR is to assess the requirement of the manpower for

running the business. In any Manufacturing concern like M/s Riordan, the requirement of

direct manpower is calculated on the basis of the hours required for each step of the manufacture of each component, assembly and major assembly of the product and its testing as indicated in the individual process sheets which specifies the precise time, material, machine(s) and the tools required to complete the product. These hours are either based on past best standards or on the basis of time and motion studies conducted by the organization. Once the direct labor hour content is assessed, the requirement of supervisory and managerial personnel is worked out based on the industry standard direct/indirect manpower ratios and the total manpower is assessed with appropriate levels/tiers. This work is done by the Production Planning/Methods department in close coordination with Quality Assurance and HR departments.

Once the requirement of total manpower is compiled, the HR has to draw out the detailed specifications/skill set required for each job/activity (including the base qualification experience and skill set) in coordination with the relevant departments and arrive at the number of persons required under each category/level. Thereafter, the posts have to be advertised in various forums such as Newspapers, job portals or through employee referrals. The next step is to receive, the applications/responses to the advertisements whether online or otherwise, sort them as per job requirements, carryout the initial screening to assess the suitability of the candidates who have responded and shortlist those who are found prima-facie eligible to be considered. This job is generally carried out by HR in coordination with the respective departments. Thereafter the short listed candidates would need to be got technically interviewed by concerned managers and departments and