INTRODUCTION TO GAIL HR The HR department comprise of two broad sections i. e. , Human Resource and Human Resource development. The Human resource group integrates in it various functions like Industrial relations, employee services, policy, security and administration. On the other hand when we see the Human resource development section, it integrates recruitment, performance management group, career progression department, library maintenance, training & development group.
The IR departments here deal with grievances of the employees and solve them with the help of their grievances redressal system. They generally deals with the two of their collectors i. e, GAIL officers association (GOA) which is for executives and the other is GAIL officers association which is for executives and the other is GAIL karamchari sang (GKS) which is for non executives.GAIL also has a online workflow through which employees can put their grievances to their respective Site HR , Corporate HR and Director HR, the advantage to making the system online is to enrich the system with features like traceability and accountability, when the user login to system, he fills the grievances form and submits then the system will generate the automatic registration number and also a link through which he can take the printout of his registered grievances, the system generates mail is automatically sent to the Site HR and the Site HR will revert back with relevant solutions in due consideration of his seniors.The employee services department in GAIL takes care of employees salary, claims, leave records, loans and advances, maintenance of files, lease and accommodation, registration, retirement and probation cases. There are several allowances given to the employess which includes children education assistance scheme, city compensation allowance, productivity allowance, dearness allowance, annual and promotional increment, transport subsidy. Advances like HRA , conveyance allowance , TA , DA ,work location related payments, transfer benefits.Recruitment department carries out the important work of meeting, manpower needs in GAIL in the company it is done through a proper recruitment policy, GAIL recruits through two different ways: 1.
By visiting campus2. Open recruitment on all India bases 33% are taken from the campus and remaining is recruited on all India bases by conducting a written test. There is a procedure for the site recruitment on the state level basis. The company has assigned his task to a single recruitment team.
First of all these recruitment are calculated which is done with the help of standard mapping template of the every different location of the company.As per the policy the entry levels for the executive level are E1, E2, & E5. But at times at any other level employees can be recruited that depends on the situation. At staff level employees are recruited at S0, S3 & S5 levels. The pay packages given in the campus or all India basis recruitment are kept uniform.
It can differ from location to location. As GAIL is a PSU it also follows the reservation norms. The job specification is done exquisitely. The various steps in the process are: 1.
Online filling of application form 2. Scrutinizing the application form 3. Rejection of the application if eligibility is not met 4.Written test is conducted 5. Calling for interview 6. Interview 7.
Selection The interview panel consists of the board member, member of SC/ST, and also from the specialization for example – HR, Finance, Marketing etc. The main objectives of the recruitment/selection in GAIL is to plan the manpower recruitment and budget requirement of requisite human resource with necessary qualifications, skills, aptitude and experience, to focus on the proper placement of employees in jobs to which they are best suited taking into account their qualification, experience and aptitude. Generally the sources of recruitment which prevails in GAILs are: Open recruitment on all India basis ?From reputed management institutes ?Open recruitment other than All India basis There are three induction levels for executives where intake is done i.
e. ,- S0, S3, S5 for non executives and E1, E2, and E5 for executives. However, depending upon specific requirement appointment may be made at other than the induction level with the approval of Director. In the campus selection of the candidates the selection process includes group discussion followed by interview whereas when recruitment is done other than campus selection the recruitment process also includes written test followed by interview.The selection committee shall consist of not less than four members including the SC/ST representatives, wherever required.
The appointing authority varies from post to post for example for E8 level it is Board of Directors, for E6-E7 it is the CMD, the appointing authority for the post of E1-E6 levels will be functional Directors, for S5-S6 the GM and for S4 and below is looked after by DGM. The rosters are maintained to make some seats available for reserved categories. Training and Development department deals with the development and training of the staff to meet the requirements of the company.The main focus of this section is : – ?Develop and design manpower development strategies and interventions in Technology and Management Areas. ?Research and Technology Development for effective processing, transmission and utilization of Natural Gas.
?Cover a wide spectrum of technical training programs and develop innovative, environment-friendly energy technologies and sources. The quality objectives aim to provide a congenial learning environment and development of human resources.The aim of training and development section is to create total quality culture in terms of people, products and services, work life, safety, energy and environment.
It is fully equipped to train manpower at all levels covering the entire range of activities related to gas transmission, petrochemicals and telecommunication. It shares the vision of GAIL and invites employees to join and further sharpen the knowledge, skills, attitude and the understanding of new technology. They are committed to impart internal or external training to all employees nce a year and also committed to exposing the senior executives so international institutes of repute once every four years. PRISE SCHEME Prise scheme deals with attaining higher levels of productivity, growth and prosperity of the Company by motivating and rewarding employees based on performance of individual, Work Centers and Company.
All employees including Functional Directors and Company Trainees appointed on regular pay scale, deputationists to GAIL from Government/ PSUs opting for GAILs pay structure and GAIL employees on deputation secondment to Government / PSUs/ Joint Ventures will be eligible in terms of PRISE.The payments under PRISE shall be related to actual period of service rendered during the relevant financial year. PRISE payments in respect of deputationists to GAIL (except those who have opted for GAILs pay structure) are to be regulated in accordance with the terms and conditions of their deputation in GAIL.
In case of any doubt, matter along with relevant supportive documents may be reffered to Corporate Office for review. biblio graphy: GAIL journals & magzines and the gailonline . com