Kunena Site Syndication http://www.hrmindex.com/ Tue, 07 Feb 2012 22:49:28 +0000 Kunena 1.6 http://www.hrmindex.com/components/com_kunena/template/default/images/icons/rss.png http://www.hrmindex.com/ en-gb http://www.hrmindex.com/hr-forum/organisational-development/12284-employee-suggestion-scheme-procedure#12284 http://www.hrmindex.com/hr-forum/organisational-development/12284-employee-suggestion-scheme-procedure#12284
It is my pleasure to share a model Employee Suggestion Scheme Procedure for our forum members
regards

mac]]> Organisational Development Sun, 22 Jan 2012 13:32:40 +0000 http://www.hrmindex.com/hr-forum/organisational-development/12283-skill-matrix-ppt#12283 http://www.hrmindex.com/hr-forum/organisational-development/12283-skill-matrix-ppt#12283
Sharing PPT on Skill Matrix

regards

mac]]> Organisational Development Sun, 22 Jan 2012 13:18:32 +0000 http://www.hrmindex.com/hr-forum/organisational-development/12282-suggestion-scheme#12282 http://www.hrmindex.com/hr-forum/organisational-development/12282-suggestion-scheme#12282


Management is pleased to announce a Suggestion Scheme with effect from November 1, 2003.


OBJECTIVES

• Foster " Total Employee Involvement " by encouraging participation from all employees towards continuous improvement in their work areas.

• Evolve an orgainsed channel through which ideas leading to improvements in work place and products can be given & implemented.

• Recognize employees with creative ideas, and motivate them to contribute for the growth and prosperity of the organisation.

• Promote Teamwork, Ownership and Accountability at all levels.

ELIGIBILITY

• All employees other than Managers are eligible to give suggestions.
• Suggestions are invited from all areas of operations.
• There is no restriction in the number of suggestions that an employee can give.


WHAT IS A GOOD SUGGESTION?

Any suggestion that is practical, implementable and will result in saving or improvement of operations will be treated as a good suggestion.















Specific areas applicable for suggestion Scheme:

• Productivity enhancement
• Cost saving
• Reduction of cycle time, machine setting, inspection or through put time.
• Process standardization.
• Improvements of tools/fixture
• Waste elimination
• Quality improvement and Defect prevention.
• Improvements in industrial safety, material handling, house keeping, operational efficiency, packing and transportation.
• Conservation of energy, water and other resources.
• Inventory reduction
• Any other innovative ideas.

Specific areas not applicable for suggestion Scheme:

• Govt. Rules/ Regulations
• Company Policy
• Personal grievance
• Pertaining to routine work and correction of an obvious error.

Benefits for the Suggestor:

• Participation in improvement.
• Appreciation
• Growth
• Achievement
• Self-respect
• Problem solving capability
• Besides, Cash Award/Gift

Benefits of the Scheme at the work place:

• Reduce fatigue
• Avoid rejections
• Safety Improvement
• Quality improvement
• Process time / Cost reduction.




How does Suggestion Scheme operate?

• Suggestion forms will be available with all HOD's and HR department.

• The forms should be filled up legibly in all respects and should be counter-signed by the immediate supervisor or HOD. This is to confirm that the suggestion is practical.

• The signed Suggestion Form to be dropped into any one of the suggestion boxes located at various points in the factory. The suggestion will be considered as invalid if the form is not properly filled or if it is not signed by the suggestor or counter signed by his supervisor/HOD.

• The suggestion boxes will be cleared once a week by the HR department. HR department will issue the acknowledgement slip to the suggestor after making a note of it in the Suggestion Register and allotting an Identification Number.

• The original copy of Suggestion Form, with allotted number, will be forwarded by the Co-ordinator to Department Heads whose comments are required for evaluation of the Suggestion.

• The duplicate copy of the Suggestion Form is to be kept under the custody of the Co-ordinator for any future reference.

• The Suggestion committee shall meet once in 15 days and take up Suggestions received for evaluation. A Clear decision is to be taken whether the suggestion is accepted or not. Either way, the decision should be recorded in the Suggestion Form and Register.

• If the idea is accepted, an Action Plan for implementation of the Suggestion is to be finalized and idea originator will be a part of the implementation.

• Feed back regarding the Suggestion will be given with in 15 days.

• If two suggestions with same idea are received by the committee, the suggestion received first will be considered for processing.

• Joint Suggestion or ideas that are submitted by two or more employees as a group are also eligible. In such cases the Award if any, will be equally distributed.

• Successful suggestors will be given a personal letter thanking them for their creative idea and informing about the status of award.

• Employees whose suggestions are not accepted will also be given a personal letter thanking them for their efforts and explaining in detail about the reasons for rejection.

• It is the responsibility of the Suggestion Co-ordinator to maintain constant track of each Suggestion, update the Suggestion Committee regularly regarding the status and ensure speedy implementation of accepted Suggestions.

• It is also the responsibility of the Suggestion Co-ordinator to monitor visual display with the updated statistics on accepted Suggestions, implemented suggestion etc.,

REWARDS

Cash award up to Rs.1000 will be given for implemented suggestions in proportion to the benefits derived. Decisions of the committee will be final.

Awards will be given monthly

Chairman's Award:

Suitable annual awards/prizes will be given during Ayudha Pooja Celebrations for
• Best Suggestions implemented during the year.
• Maximum number of Suggestions given by a person during the year

COMMITTEE

Committee consists of the following members.

• General Manager - Engineering
• General Manager - Finance & Accounts
• General Manager - Operations-ARL
• Asst. General Manager-Operations-ALL
• Asst. General Manager-Quality Assurance
• Sr. Manager (PED – ARL)
• Sr. Manager - Human Resources (Suggestion scheme Co-ordinator)
• Manager-Maintenance, TPM/Special Projects
























SUGGESTION SCHEME




























Role of Co - Ordinator

• Ensures Suggestion Forms are available in sufficient quantity.
• Allots the suggestion running serial number to each Suggestion.
• Maintains a log book for recording the details of Suggestions, especially suggestion, No. and date of receipt and its status.
• Hand over the suggestion form to the committee for evaluation.
• Reviews the status of pending Suggestion and follow up with concerned persons on weekly basis.
• Co-ordinates with the members and ensures speedy evaluation.
• Communication to concerned employees in writing regarding non- feasibility of Suggestions.
• Communicates to concerned employees in writing regarding accepted Suggestions.
• Ensures for speedy implementation of suggestions.
• After implementation, sends the report to Director, /President/ and arrange for a Certificate to be issued to suggestor for this purpose.
• Files the Suggestion from after implementation.
• Monitors Visual display with updated statistics.]]> Organisational Development Sun, 22 Jan 2012 13:13:38 +0000 http://www.hrmindex.com/hr-forum/organisational-development/12281-learning-17-moment-of-truth#12281 http://www.hrmindex.com/hr-forum/organisational-development/12281-learning-17-moment-of-truth#12281
One day his guru, a venerable old man in his 70's, asked the youth to accompany him on a trip across the hills. The journey was uneventful until they came to a deep chasm.

A single log spanned the chasm. The guru walked down to the centre of the log, un-shouldered his bow and taking an arrow shot it into a tree on the other side. His next shot cleaved the first arrow into two.

"Now it's your turn," he said, walking back to where his student was standing.
The youth stepped gingerly on the log and very slowly and carefully made his way to the middle. But his heart was in his mouth. He knew that if he lost his footing, he would plunge to his death. His hands trembled as he strung an arrow into his bow. Preoccupied with the danger he was in, he found it hard to focus on the target.

Consequently when he let go of the arrow, it missed the tree altogether. Whimpering, he turned around. "Help me!" he shouted to his guru. "I'll fall!"

The old man walked up to him, took his hand and stepping backwards led him to safety. Neither of them said a word on the return journey but the boy had much to think about.

He had realized that to be a master of his art it was not enough to know how to control the bow, he had to learn how to control his mind too.]]> Organisational Development Sun, 22 Jan 2012 13:12:03 +0000 http://www.hrmindex.com/hr-forum/organisational-development/12279-talent-communities#12279 http://www.hrmindex.com/hr-forum/organisational-development/12279-talent-communities#12279
Will share you a doc that will give some light on this topic.

Expecting some comments & participation's ...]]> Organisational Development Fri, 20 Jan 2012 12:27:32 +0000