At RCF, Human Resources Management is actively linked to the Corporate Vision and goals. The HR approach of RCF is through Total Employee Development Focus. While achieving the heights of business and customer satisfaction, Quality of Management, Innovativeness, Employee Talent Dynamism and Social Responsibility are proving to be as important as effective operations, cost saving and product quality. HRM sub-systems are very well established in terms of Design, Infrastructure and Continuity.

Vision Building & Innovation

One of the powerful tools of taking the organization in leaps and bounds, Vision Building is considered to be of top relevance for today's dynamic organization. RCF has been engaging its executives across all levels, including shop-floor and frontline executives to the senior strategy makers of the organization in fruitful Vision-Building exercise and Idea sharing for business growth.

Structuring/ Restructuring of the organization

Continuous review and revamping at appropriate junctures is the key for keeping away from imbalances in organizational structure leading to inefficiency and delays. RCF has always been reviewing internally the need for restructuring and also engaging outside expertise on occasional basis for keeping a balanced and efficient structure.

Systems Development & Managing Change

HRM has a very crucial role in development and implementation of systems in an organization. It can be a powerful catalyst in managing change in the organization. RCF has entered into Enterprise Resource Planning (ERP) by way of networking all its major functional areas and will be drastically reducing the manual administrative work.

Succession & Career Planning

Implementing a succession plan is important to the health of an organization as it ensures availability future leaders at key positions and effective co-ordination. It also allows for creative development of personnel to "fit" within the organization at the middle and upper management level. RCF does not leave its leadership to chance. A meticulous Succession Planning for the top 3-4 layers of the organization is worked out and reviewed at regular intervals for implementation.

Employee Development

Organizations that support employee development are better able to attract and retain talented people, especially in this era where employability has taken priority over the old promise of secure employment. At RCF, the following HRD sub-systems are very well established.

Training & Development

A systematic top down approach is being followed in Training & Development activities, which are very aptly designed for all levels and are being carried out on a continuous basis. Modular Training concept has been introduced at all levels including managers and workmen, designed to provide uniform inputs at different employee levels leading to positive change in organizational performance, overall quality of manpower and organizational culture.

Employee Involvement & Commitment

Continuous efforts for encouraging employee involvement at different levels as the following lead to enhanced commitment of workforce at RCF.OD Interventions like Quality Circles, Suggestion Scheme, TQM, 5 S, Best employee Awards etc.

Performance linked Compensation (Profit Sharing).

Best Employee Retention.

Counseling Services for Employees.

Manpower Audit (Rightsizing/Redeployment/Retraining Needs/Recruitment)

In view of the competitive environment which is forcing organizations all over the world to review their structures and manpower strength, RCF systematically takes an internal review of need for restructuring for maintaining a balanced and efficient structure. Manpower redeployment and retraining is given priority over possibilities of retrenchment.

Study of Present Status of Manpower Allocation in various Departments Analytical study of Optimum Manpower in various Departments

Identification of Redeployable manpower

Retraining Scheme for employees identified for redeployment

Developing Scheme for non-redeployable employees (VRS etc)

Commercialization of HR Services

RCF believes in mutually beneficial networking with others and offers its HR Services in terms of infrastructure, faculty expertise and resources to other organizations. Designing, developing and implementing need based HR interventions is our strength.

The Name. Designation & Contact Telephone Nos. of key persons of Human Resource Development Department are as follows: