MPO,TERM III

GAMA INFRAPROP,KASHIPUR

HR PRACTICES AT
GAMA INFRAPROP
Presented by group 15

“To become one of the most efficient and diversified groups by providing quality products to our customers worldwide"
 gama infraprop,kashipur

Presentation
Highlights
Focus areas
- About the Organization
- Organization structure
- Recruitment, Selection and Hiring
- Training and Development 
- Pay & Compensation
- HR Policies and Practices
- Shortcomings and Recommendations
 gama infraprop,kashipur

INSIDE gama infraprop

INCORPORATED IN THE YEAR 2010
LOCATED AT AT MAHUAKHERAGANJ, UDHAM SINGH NAGAR, UTTARAKHAND. ACQUIRED BY RLG GROUP
225MW PRODUCTION CAPACITY, GAS TO ENERGY POWERPLANT
40 ACRES OF PROJECT SPAWNED LANDS, 14KM EVACUATION LINE UNDER CONSTRUCTION
67 EMPLOYEES
 gama infraprop,kashipur

HOW IT WORKS AT GAMA INFRAPROP?

RECRUITMENT
Recruitment of technicians is fully handled STEAG whereas senior level employee
recruitment is done with prior consultation from GAMA INFRAPROP
Talent pool is attracted with the help of visual advertisements 
Shortlisting: It is based on the online application and the resumes submitted and
they analyze the academic career and the candidates with the best academics are
given priority
Test: There is a test conducted for the shortlisted applicants. The test is based
on the post related technical questions, general knowledge and few quantitative
questions.

SELECTION
Technicians are selected based on criteria like stamina, reflexes, reaction time,
(mental physical & psychological) resilience are looked for in the candidates
Selection and training happens at the headquarters in Delhi

HIRING
Selection and training happens at the headquarters in Delhi
Middle level employees on probation undergo an interview and an exam after a
period of 6 months after which they are made permanent
 gama infraprop,kashipur
Need for training?
Employer vs employee
expectations?
Employer Employee TRAINING &
RESULTS
LEARNING
SALARY, BENEFITS
CAREER GROWTH
DEVELOPMENT
COMPLIANCE LEARNING GROOMING THE EMPLOYEES
TEAM WORK OPPORTUNITIES

MONTHLY, THREE DAYS OF CROSS FUNCTIONAL TECHNICAL BEST SAFETY PERSONNEL OF THE YEAR
TRAINING PROGRAMS FOR ALL DEPARTMENT MEMBERS BEST TECHNICIAN OF THE YEAR
(DEPARTMENTS SUCH AS MAINTENANCE AND SAFETY) BEST ENGINEER OF THE YEAR

TECHNICAL GATHERINGS, WHERE RECENT ISSUES IN

OPERATIONS AND ORGANISATION ARE DISCUSSED EVERY
MONTH, WITH THE HELP OF A DETAILED REPORT
CONSISTING OF ROOT CAUSE ANALYSIS AND PRECAUTIONS
TO AVOID SUCH INCIDENTS IN FUTURE

TRAINING PERIOD: 1 YEAR

pay and compensation
Compensation structure consists of :
Basic Pay 
Accommodation facilities 
Prerequisites and Allowances 
Performance related incentives
Superannuation benefits
Medical benefits for the employee as well as for their
family, which is considered important in the Energy
industry considering the health effects Term insurance
for the employees

gama infraprop,kashipur
 gama infraprop,kashipur

DRAWBACKS
EGO AND COMPETITION 
NO GENDER DIVERSITY 
UNATTRACTIVE SECTOR 
NO CLEAR PATH FOR CAREER 
INADEQUATE PMS
ADMINISTRATIVE AND TECHNICAL CHALLENGES

DRAWBACKS
AND
IMPROVEMENTS
DOCUMENTATION OF STANDARD HR POLICIES - SUCH AS LEAVE POLICY,

RECOMMENDATIONS
EXIT POLICY, ETC
FIND AND RETAIN FUTURE LEADERS - SUCCESSION PLANNING

SUGGESTED
CONSIDERING IT IS DIFFICULT TO ATTRACT HIGH KNOWLEDGE PEOPLE
DUE TO THE FLAWS IN THE SECTORS 
KNOWLEDGE TRANSFER TO CREATE A RELATIONSHIP BETWEEN RETIRING
EMPLOYEES AND NEW HIRES AS THE SECTOR NEEDS TO BE PREPARED TO
MANAGE THE APPROACHING RETIREMENT OF ITS SENIOR PROFESSIONAL
IN THE NEXT 3 TO 5 YEARS. IT IS IMPORTANT TO CAPTURE THE
KNOWLEDGE AND EXPERIENCES OF THE RETIRING PROFESSIONALS.
WITH THE CHANGING DEMOGRAPHICS - THE RISE OF GEN Y AND GEN Z -
EARLY CULTURAL CHANGE MUST BE ADOPTED TO MEET THE EXPECTATIONS
OF COMING MILLENNIALS.
 gama infraprop,kashipur

thank you
…..WITH MR.B.K ANAND (GENERAL MANAGER) AND
ARUN SIVALINGAM (SENIOR MANAGER - OPERATIONS)