Training Curriculum

The purpose of this document is to establish a proper training curriculum is for FCI HRMS which shall
broadly cover the following line items:

Presentation 1 – Introduction to HRMS

This module shall introduce HRMS and the impact of how HRMS shall benefit the employees of FCI.
The module shall cover the following subtopics:

 Importance and Need of HRMS

Presentation 2 – First Level Experience – ESS and MSS

This module shall introduce the concept of Employee Self Service and Managed Self Service which
shall allow employees to raise various requests to avail services or initiate an application to avail
services on administrative grounds respectively. The module shall cover the following subtopics:

 How all employees will be able to use ESS

The Employee Self Service (ESS) will serve as employee service portal allowing foremost
collaboration among FCI employees to initiate, track and monitor various service requests. ESS shall
serve as one stop workspace for intercommunication of various other process areas in HRMS,
providing an impression of seamless business transaction management with high degree of usability
to FCI employees.

Presentation 3 – User Access and DOP Configuration

This module shall provide a comprehensive and detailed step by step operation showcasing how
access and privileges for FCI employees can be configured using the User Management functionality
in HRMS. The module shall cover the following subtopics:

 Setup MSS access for Personnel Division

Presentation 4 – Core HR

This module shall provide a comprehensive and detailed step by step operation showcasing Core HR
functionalities. Human Resource forms the backbone workforce representing the employee resource
pool and operations that keep the engine of the organization run effectively. In the context of FCI,
human resource represents the active employees working within the organization striving to make a
difference in food grain movement, storage and availability pan India. To support such a massive
undertaking requires optimized business processes with everyday operations like joining new
recruits, maintaining employee records in terms of trainings, leaves, payroll, increments etc.
Managing transfers and promotion along with pay fixations as applicable, which all together form
the “Core” fundamentals in the context of human resources management in FCI. Core HR hence
captures the most atomic level of employee details that respect, and work around different exigency
levels of work as required from employees of the corporation.

Presentation 5 – Compensation and Benefits

This module shall provide a comprehensive and detailed step by step operation showcasing
Compensation and benefits functionalities. Compensation and benefits are the results or rewards
that the employees receive in return for their work. Compensation and benefits in FCI include
payments like PLI, overtime allowance, wage revision policy inclusions, retirement grants, leave
encashment and various types of reimbursements and claims. The compensation part will deal with
updating the pay components of the employees that is used to process their salaries via payroll
management.

Presentation 6 – Leave Time and Attendance

This module shall provide a comprehensive and detailed step by step operation showcasing Leave
and Attendance Management functionalities. Time recording is done through biometric system
controlled through NIC; the enrolment & separation done through multiple portals (~130) with
access given to all the unit offices of the FCI. However, the data is not practically used or streamlined
with the leaves or absence management and payroll and may not be usable for HRMS in future.
Attendance and absences are manually tracked through registers that are maintained at the
reporting office of the employee and updated for preparing payroll input, and disciplinary actions as
required. A variety of leaves such as Earned leave, Casual leave, Study leave, etc. and provisions such
as encashment of leave, Leave carry forward, LTC claim etc. are available to employees irrespective
of their categories. The processes are decentralized at HQ, Zonal, Regional, and District Office levels
with records maintained at each location.

Presentation 7 – Employee Relations

This module shall provide a comprehensive and detailed step by step operation showcasing
functionalities of Employee Relations, as a function, is an integral part of PE division and responsible
for employee communications, employee engagement activities, grievances management, employee
disciplinary actions, issuance of NOCs, compassionate ground appointments,
superannuation/retirement related activities, prevention of sexual harassment (POSH), policies
related communications, employee events including sports and cultural events and more. All the
above functions are manually done as per stipulated government and FCI policies.

Presentation 8 – Payroll

This module shall provide a comprehensive and detailed step by step operation showcasing the
Payroll cycle and its functionalities. Payroll represents business to handle all the FCI employee’s
financial transaction records pertaining to Payroll in a hassle-free, automated fashion. This includes
employee’s salaries, bonuses, deductions, net pay, and generation of pay-slips for a specific period.
Payroll management will serve as the portal to carry out various calculations regarding the payroll
for FCI employees. It will facilitate the Bills establishment and the other concerned authorities
dealing with Salary components of any employee in FCI.
Presentation 9 – Performance Management

This module shall provide a comprehensive and detailed step by step operation showcasing the
APAR cycle and its functionalities. Performance management is completely policy driven, and most
likely a compliance requirement for promotions, special increments etc. since APAR (Annual
Performance Assessment Report) is not linked to job performance. Annual Performance Assessment
Reports are done usually using 2 different formats, for managers (Cat I & II) and non-managers (Cat
III, APAR Performa III) respectively. While Manager Appraisal is driven by self-appraisal and broadly
touches up on larger objectives of FCI and integrity aspects, the non-Manager appraisal is driven by
rating of Individual attributes by the Reporting Officer, i.e., ratings of specified skills that are needed
to perform their tasks and compliance to minimum performance standards set. The existing PAR is
questionnaire based leading to a final grading based on a 5-point scale for Managers (Outstanding,
Very Good, Good, Fair, Poor) & 4-point scale for non-Managers (Very Good, Good, Fair, Poor)
respectively and both lead to generating a final score (number).

Presentation 10 – Talent Acquisition

This module shall provide a comprehensive and detailed step by step operation showcasing the
recruitment cycle and its functionalities. Talent acquisition, i.e., the recruitment process, includes
sourcing, assessing, and selecting candidates to fill the vacant roles. The recruitment process is
governed by the sanctioned strength as fixed by the Ministry of Consumer Affairs, Food and Public
Distribution. All unit offices like HQ, ZO, and RO individually recruit for Cat-I, Cat–II and Cat-III, and IV
positions respectively, and the process is operationally decentralized. The FCI has engaged a third-
party recruitment agency for candidate sourcing, screening, and conducting written exams. The
agency provides the merit list of shortlisted candidates to the respective unit offices of the FCI.
Corresponding to the categories, the candidates are further assessed through evaluation processes
such as Group Discussions (Cat II), Personal Interviews (Cat I& II), etc. followed by the onboarding
with induction training and evaluation. The final office orders for appointment are issued by the
personnel section of the respective unit offices.

Presentation 11 – Talent Management

This module shall provide a comprehensive and detailed step by step operation showcasing features
of Talent Management. Talent Management functions such as talent identification with respect to
employee competencies, manpower planning, pooling/movement of employees to optimize talent,
employee engagement, succession management, and more will be taken care either through the
government’s directives or through internal policies. However, Talent Management does not exist
currently, it will be a completely new process to help FCI towards manpower planning and career
and succession planning of employees. The goal of the HRMS application is to help streamline
processes such as recruitment, performance management, learning and development, and
workforce planning and to make them more efficient as well as user-friendly.

Presentation 12 – Learning and Development

This module shall provide a comprehensive and detailed step by step operation showcasing features
of Learning and Development. As a part of the FCI commitment, learning and development is an
intrigue set of activities where employees are trained and empowered with relevant skills and
domain knowledge across food security, food grain preservation, food grain movement, and food
grain preservation across various silos and warehouses controlled by FCI. As part of the current
HRMS implementation, the FCI concern division as well as the IFS training department stakeholders
will be able to implement the latest training management activities such as monitoring employee
training plans, training budget allocation, mapping designation-based skills, view training journey of
employees, create trainings for various categories, and register new courses and Faculties for the
training, in the HRMS application. For Category I & II, trainings will be managed by the Institute of
Food Securities (IFS) and concern divisions of the respective office unit. The IFS have the facility to
run residential training programs as and when needed and different trainings will be conducted for
Cat I & Cat II level employees including the induction training of Cat II (MT). Apart from IFS, there are
dedicated concern divisions at different ZOs and ROs where classroom trainings will be conducted
for Cat III employees and in certain cases for Cat IV.

Presentation 13 – HRMS Mobile Application

This module shall provide a comprehensive and detailed step by step operation showcasing features
and user experience of utilizing the HRMS mobile application in iOS and Android to ensure FCI
employees can process requests on the go and take advantages of a portable, connected, and robust
functionalities of HRMS.

Presentation 14 – Biometric Registration

This module shall provide a comprehensive and detailed step by step operation showcasing how
new employees who have been onboarded or shall be joining FCI in the future can be registered for
biometric using the biometric device provided by System Integrator.