15-11-2014, 10:47 PM
HRD's Vision:
To build an organization with a competent, stable, well head of human capital, to have a significant competitive advantage. It is aimed at creating, maintaining and improving the knowledge base to meet your business objectives.
HRD Aims:
HRD tends to the value and necessity of training and development of staff in maintaining productive human resource.
Make the necessary preparations and thereby improving the technological knowledge to-date information, the import of technologies and technological cooperation to meet changing needs.
In addition to the skills and technology related training, the provision of behavioral and managerial training for the development of individuals, which are equally important for the Organization to succeed.
Establishment and improvement of knowledge and skills for effective execution of duties and responsibilities.
Organizational development to create a civilized environment for organizational effectiveness, to meet the needs of the client.
TRAINING AND DEVELOPMENT AT MECON:
Training and Development Act of changing behaviour and attitudes on the transfer of knowledge and skills. This is an important part of the strategy for any organization that needs to move forward. This is a way to change the way business works and making sure that all employees to perform to the best of their abilities.
MECON is curricula for staff at all levels. Programme for the members of the Board of Directors and managers (for junior, middle and senior management) are organized from time to time in technical and non-technical areas. These trainings are designed for initial and continuous personal development in Executive and managerial positions.
Under the MOU with the Ministry of black metallurgy, is the goal every year to MECON mandays in terms of training. The HRD strategy training is planned on the basis of objectives in the following areas:
Technical and technology
Soft skill related
Induction training for management Trainees:
The relevant programme for induction for new members after their accession, to familiarise them with the business arena and help them assimilate MECON work culture. In-plant visits are also organized for management trainees, to provide an overview of the processes and work in steel plants, mines, both their education and future job requirements.
Management development programs:
Management development programs for all levels, from entry-level managers. Special management development programme is planned centrally by the corporate human resource development, Ranchi for selected groups at a time when managers are elevated to the level of GM and DGM. these programmes are carried out in order to increase the capacity of staff to senior management responsibilities. Individual programmes will be the Middle, high and senior management. These programs are organized in, and sometimes outside India at the level in the House or in collaboration with famous institutes of management, both FROM XLRI, MDI, etc.
Reference maps:
The increase of manpower to ensure that competent people are critical, and the man must be competitive and strategic advantages of having good human resources have forced companies to be more competent.
Displays the process by which the competence assessment of skills, abilities and knowledge.
We have a well established Web-based competency Mapping System (CMS) developed internally to display competence both technical and soft skills for all staff members.
Employee is evaluated to its section on the various technical and soft skills applicable to them, by completing the required, as well as the current level of competence of the individual for that particular skill. the difference required and up-to-date expertise mean gap competency. We were really successful in linking the competence gap analysis system with the preparation necessary for an individual.
Professional training for students:
Motive training in MECON is to provide trained, feel the practical aspect of what they are learning and corporate work. We conduct vocational training for graduates of graduate technical/management/from different technical and management institutions in the country, usually in the House and in limited numbers for foreign-based staff members direct request or the request of the institutions. Vocational training is provided for a period of 2 to 6 weeks. This training during the summer, between April and August, and in the winter, between December and January.
To build an organization with a competent, stable, well head of human capital, to have a significant competitive advantage. It is aimed at creating, maintaining and improving the knowledge base to meet your business objectives.
HRD Aims:
HRD tends to the value and necessity of training and development of staff in maintaining productive human resource.
Make the necessary preparations and thereby improving the technological knowledge to-date information, the import of technologies and technological cooperation to meet changing needs.
In addition to the skills and technology related training, the provision of behavioral and managerial training for the development of individuals, which are equally important for the Organization to succeed.
Establishment and improvement of knowledge and skills for effective execution of duties and responsibilities.
Organizational development to create a civilized environment for organizational effectiveness, to meet the needs of the client.
TRAINING AND DEVELOPMENT AT MECON:
Training and Development Act of changing behaviour and attitudes on the transfer of knowledge and skills. This is an important part of the strategy for any organization that needs to move forward. This is a way to change the way business works and making sure that all employees to perform to the best of their abilities.
MECON is curricula for staff at all levels. Programme for the members of the Board of Directors and managers (for junior, middle and senior management) are organized from time to time in technical and non-technical areas. These trainings are designed for initial and continuous personal development in Executive and managerial positions.
Under the MOU with the Ministry of black metallurgy, is the goal every year to MECON mandays in terms of training. The HRD strategy training is planned on the basis of objectives in the following areas:
Technical and technology
Soft skill related
Induction training for management Trainees:
The relevant programme for induction for new members after their accession, to familiarise them with the business arena and help them assimilate MECON work culture. In-plant visits are also organized for management trainees, to provide an overview of the processes and work in steel plants, mines, both their education and future job requirements.
Management development programs:
Management development programs for all levels, from entry-level managers. Special management development programme is planned centrally by the corporate human resource development, Ranchi for selected groups at a time when managers are elevated to the level of GM and DGM. these programmes are carried out in order to increase the capacity of staff to senior management responsibilities. Individual programmes will be the Middle, high and senior management. These programs are organized in, and sometimes outside India at the level in the House or in collaboration with famous institutes of management, both FROM XLRI, MDI, etc.
Reference maps:
The increase of manpower to ensure that competent people are critical, and the man must be competitive and strategic advantages of having good human resources have forced companies to be more competent.
Displays the process by which the competence assessment of skills, abilities and knowledge.
We have a well established Web-based competency Mapping System (CMS) developed internally to display competence both technical and soft skills for all staff members.
Employee is evaluated to its section on the various technical and soft skills applicable to them, by completing the required, as well as the current level of competence of the individual for that particular skill. the difference required and up-to-date expertise mean gap competency. We were really successful in linking the competence gap analysis system with the preparation necessary for an individual.
Professional training for students:
Motive training in MECON is to provide trained, feel the practical aspect of what they are learning and corporate work. We conduct vocational training for graduates of graduate technical/management/from different technical and management institutions in the country, usually in the House and in limited numbers for foreign-based staff members direct request or the request of the institutions. Vocational training is provided for a period of 2 to 6 weeks. This training during the summer, between April and August, and in the winter, between December and January.
