HR-STRATEGIES OF HINDUSTAN AERONAUTICS LIMITED:-

The raison de eter of Human Resource Development (HRD) is to create context for technological and
managerial excellence in a globally competitive Aerospace Industry. The changing environment, rapid
technological changes accelerated a paradigm shift from licensed production to R&D based production
strategies of co-development , co-production, joint ventures, outsourcing, ancilliarisation, Public private
Partnership, focused diversification to civilian, export markets. The overall objective of the Human
Resource Development plan is to build a vibrant performance and learning culture that meets the
challenges of customer, quality cost, delivery and excellence. Recruitment and retention of competent
human resources and develop high commitment and a sense of belongingness to the Company.
Accordingly, the Company's HR Vision, Mission, Objectives, Strategies and Policies are carefully evolved.
HR VISION
"Make HAL a dynamic, vibrant & value-based learning organization with exceptionally skilled, highly
motivated & committed human resource to meet the current & future challenges, driven by core values
embedded in the culture of the Organisation"
HR MISSION
"Enable all those working for HAL to give their best to ensure their all-round growth as well as that of the
Organization"
OBJECTIVES
Ensure availability of Total Quality People to meet the Organizational Goals and Objectives.
Facilitate continuous improvement in Knowledge, Skills and Competence (Managerial, Behavioral and
Technical).
Promote a Culture of Learning, Innovation and Achievement with emphasis on Integrity, Credibility and
Quality.
Motivate workforce through empowerment of Individuals and Team- building.
Play a pivotal role directly and significantly to enhance Productivity, Profitability and the Quality of Work
Life.
STRATEGY
Total alignment with Corporate Strategy.
Tone up Human Resources at optimum level to meet the objectives & goals of the Company.
Identify, Build, Analyze & Upgrade the Knowledge & Skills through Training, Re-training, Multi-skilling etc.
Cultivate Leadership with Shared Vision at various levels in the Organization.
Focus on Development of Core Competence in High-Tech areas.
Build Cross-functional Teams.
Promote Vision, Mission and Values through out the Company.
Encourage performance culture that Rewards, Recognises & Motivates.
FOCUS OF HR POLICY
Competence Building
Commitment
Motivation
Employee Relations
COMPETENCY BASED PRACTICES
People Development initiatives have taken a strategic role for driving business results in HAL.
Competency frame work has become the central theme of numerous initiatives in HAL to enhance the HR
processes and systems. To motivate the Officers, an accelerated Promotion Policy was introduced to
promote the high fliers with Assessment Centre Score as one of the criteria for promotion to the post of
Deputy General Manager & above.
A Behavioral Competency Model was developed in the Company with three major groups and eleven
competencies in three clusters that forms the basis for the Competency Frame work:
Assessment Centres are conducted for Officers in Grade VI & above. Competency Development
Programmes are conducted at IIMs Ahmedabad, Bangalore & Calcutta for such Officers with development
needs.
RECRUITMENT
Induction of freshers in HAL takes place in three streams as Management/Design Trainees (Executives);
Technician; and Diploma Trainees (Workmen). The induction of meritorious and fresh Engineering
Graduates and other Professionals as Trainees is linked to each of the programs with required
background, competencies and skill sets.
LEARNING & DEVELOPMENT
The objective is that learning should become an integral component of individual professional
development by:
updating knowledge to avoid obsolescence
enhancing creativity & innovation
continuously identify potential for shouldering higher responsibilities
enlarge market share through competitive advantage and strategic thinking to take up challenges.
Progressively achieve 7 days training target per employee per year with a budget of 2% of PBT.
Knowledge Management, Coaching and Mentoring are Core Competence of Organizations for coping with
changes. HAL has provided unique opportunity to Officers to acquire higher qualifications by sponsoring
them at Cranfield-UK, IITs (Kanpur, Kharagpur, Madras & Roorkee), MDI, Gurgoan, IMI Delhi etc.
PERFORMANCE MANAGEMENT SYSTEM
Continuously improve people capabilities, for meeting the Company's goals. The Performance
Management System of Executives formulated on work planning and Task (mutually agreed tasks), self-
review and analysis, systematic review and performance feedback ensures that the focus be on value
adding activities. Identification of Low performers and High performers enables performance differentials
for compensation & career development. There is a clearly defined system of performance review for
workmen.
OTHER MAJOR INITIATIVES
Initiatives like 360 Degree Feedback for Officers in Grade VII & higher, Knowledge Management etc. are
put in place. Getting the best out of people is the primary thrust of HR, with facilitation mechanisms of
Competency building, Performance Management etc. The HR processes viz. Recruitment, Placement,
Compensation, Career Growth, Career Planning, Succession Planning etc. are linked to the current and
future projects of HAL. HAL reviews the HR Policies from time to time and fine tunes them to align with
the constantly evolving Business Strategies of the Company.