Scribd Logo
Upload

Welcome to Scribd!

  • 1K views

    Daimler HRM

    Uploaded by

    Dayanand Venkatachalam
    Daimler is one of the world's most successful automotive companies that entered India in 1998 and is headquartered in Pune. It has over 2,500 employees in India across white and blue collar roles. Daimler's main operations include manufacturing, head office, and research and development facilities in Chennai and Bangalore respectively. The company uses a classification method for job evaluation every 5 years to determine wages. Performance appraisals are conducted annually using a management by objectives approach with goal setting, self-reviews, and manager reviews. Appraisals focus on employee development and identify training needs. Feedback is kept confidential to avoid conflicts, and training is a mandatory part of employees' goals. The HR believes

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Daimler HRM

    Uploaded by

    Dayanand Venkatachalam
    1K views20 pages
    Daimler is one of the world's most successful automotive companies that entered India in 1998 and is headquartered in Pune. It has over 2,500 employees in India across white and blue collar roles. Daimler's main operations include manufacturing, head office, and research and development facilities in Chennai and Bangalore respectively. The company uses a classification method for job evaluation every 5 years to determine wages. Performance appraisals are conducted annually using a management by objectives approach with goal setting, self-reviews, and manager reviews. Appraisals focus on employee development and identify training needs. Feedback is kept confidential to avoid conflicts, and training is a mandatory part of employees' goals. The HR believes

    Original Description:

    HRM

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Daimler is one of the world's most successful automotive companies that entered India in 1998 and is headquartered in Pune. It has over 2,500 employees in India across white and blue collar roles. Daimler's main operations include manufacturing, head office, and research and development facilities in Chennai and Bangalore respectively. The company uses a classification method for job evaluation every 5 years to determine wages. Performance appraisals are conducted annually using a management by objectives approach with goal setting, self-reviews, and manager reviews. Appraisals focus on employee development and identify training needs. Feedback is kept confidential to avoid conflicts, and training is a mandatory part of employees' goals. The HR believes

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    1K views20 pages

    Daimler HRM

    Uploaded by

    Dayanand Venkatachalam
    Daimler is one of the world's most successful automotive companies that entered India in 1998 and is headquartered in Pune. It has over 2,500 employees in India across white and blue collar roles. Daimler's main operations include manufacturing, head office, and research and development facilities in Chennai and Bangalore respectively. The company uses a classification method for job evaluation every 5 years to determine wages. Performance appraisals are conducted annually using a management by objectives approach with goal setting, self-reviews, and manager reviews. Appraisals focus on employee development and identify training needs. Feedback is kept confidential to avoid conflicts, and training is a mandatory part of employees' goals. The HR believes

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 20
    At a glance
    Powered by AI
    Daimler is one of the world's most successful automotive companies. It entered India in 1998 and has its headquarters in Pune. It manufactures Mercedes Benz cars, trucks, vans and buses.

    The different products manufactured by Daimler are Mercedes Benz Cars, Daimler Trucks, Mercedes-Benz Vans, Daimler Buses, Daimler Financial Services.

    The different levels in the organizational structure of Daimler are CEO, CXOs, departments, communication team and individuals.

    DAIMLER

    BY:
    Kranti Kumar
    Ramanagowda
    Sukanya
    Vivek Muthu
    DAIMLER










    Contact Point: Vighnesh S, Assistant Manager HR ,
    9500977775, Mercedes-Benz Research & Development India Pvt Ltd. Whitefield Palms, No.9 & 10,
    EPIP Zone, Phase 1 Whitefield Road, Whitefield Bangalore 560 066

    ABOUT THE COMPANY
    They are one of the worlds most successful automotive
    companies
    In 1998, it entered India, headquartered at Pune
    Mercedes Products:
    Benz Cars
    Daimler Trucks
    Mercedes-Benz Vans
    Daimler Buses
    Daimler Financial Services


    Daimler
    AG
    Daimler
    India

    Bharat
    Benz
    FUSO
    Merc
    Benz
    Daimler
    Trucks
    ABOUT THE COMPANY
    No. of employees:
    White Collar - 500
    Blue Collar 2000

    Production & Head office is based at Oragadam & Perungudi
    Chennai
    R&D is based at Bangalore




    PRODUCTS
    ORGANIZATION STRUCTURE
    JOB EVALUATION
    Job Evaluation:
    Process of finding the relative worth of a job
    Determine what a fair wage for a job






    Carried out in groups not individuals

    EVALUATION PROCEDURE

    EVALUATION PROCESS
    Method Used Classification Method
    Both white and blue collared jobs included

    Evaluation Criteria's-
    Weightage of the post
    Amount of responsibility
    Accountability

    Current labour market indicators, determine
    wages and salaries
    CEO
    FIELD
    EXECUTIVES
    EVALUATION PROCESS
    Evaluation Cycle: 5 Years
    Members of evaluation committee:
    HR manager
    Reporting Manager
    Consultants
    Difficulties in Job evaluation:
    Mergers & Acquisition
    Technology advancements



    PERFORMANCE APPRAISAL
    Process of evaluating and communicating to an
    employee:
    How he/she is performing on the job
    How he/she can improve
    3 step process:
    Setting work standards - Goals
    Assessing employee's performance relative to these standards
    Feedback to the employee
    Focuses on:
    Employee Development
    Removal of problems
    Setting higher and newer goals.
    Succession Planning



    PERFORMANCE APPRAISAL
    Objective :
    Retention of employees
    Organizational Culture
    Daimler follows a calendar year approach as it is a
    German based company

    January
    Goal Setting
    June-July
    Self Review
    Goal Mod.
    December
    Self Review
    Manager Review
    Manager Rating

    April
    Reflection on Pay
    slip
    METHOD OF PA
    Merit Based: Task based appraisal process
    CEO,
    CXO
    Commun
    ication
    team
    Departm
    ents
    Individu
    als
    Road Map for next
    year is framed
    A team communicates
    objectives across the org.
    Relevant obj. are absorbed by
    the respective departments
    METHOD OF PA
    Performance appraisal method:
    Management By Objective (MBO)
    Behavioural Observation Scale
    Who sets the goals for employees:
    Employees sets the goals depending on department objectives
    LEAD Portal Performance appraisal portal
    Who head the PA process:
    HR business partner
    White collar Corporate HR
    Blue collar Plant HR
    Individual based appraisal system

    METHOD OF PA
    Areas of review:
    Goals
    Behaviour
    Attitude
    Job specific skills
    Compliance to organizational rules (20%)
    Advantages of good appraisal:
    Monetary benefits
    Recognition
    Career development
    Challenging projects

    EVALUATION OF PA
    Performance Appraisal Interview:
    One-on-one interview
    Facilitated with a fool proof system oriented design (LEAD)
    Handling employee dissatisfaction:
    Appraisals arent generally redone
    CEOs attention on critical cases
    Outputs of PA:
    Identifying training needs
    Compensation design paying out variable pay
    Promotions
    Succession planning


    FEEDBACK MECHANISM
    Each department is assigned a point scale
    Promotions, appraisal, rating follows a normal
    distribution curve
    3 scale appraisal process
    Exceptional
    Expected
    Below Average
    110
    100
    90
    FEEDBACK MECHANISM
    Confidentiality of feedback:
    Highly confidential To avoid conflicts
    Training through feedbacks
    White collar jobs
    Soft skill trainings (Arrived through attitude)
    Department specific trainings (Arrived through skills)
    Blue collar jobs
    Department specific trainings (Arrived through skills)
    MOU with PSG college for diplomas
    Simulation based training at Oragadam Plant
    Training is a part of goals set for an employee
    Mandatory 40 man hours of training/ 3 training sessions



    VIEW POINT OF THE HR
    I believe performance appraisal helps a system:
    Perform at its best
    Meet ISO standards
    Establish a clear communication
    Minimise inclination

    You might also like