Human Resource, Infrastructure & Work Environment - Current Status & Developmental Plans

1. Human Resource,Infrastructure&Work Environment- Current Status & Developmental Plans Management Review Meeting Federation of Indian Export Organisations November 14-15, 2011 Chennai

2. Human Resource – Present Position The issue of manpower requirement have been addressed from time to time. The process of recruitment of Director (Fin) and Director (Pub & PR) is under • Shri Jagmohan Bhanot, Chief Advisor : conduct studies undertaken by FIEO, identify infrastructure requirement of high and medium exports clusters. Liaise with State GovTs, industry associations, chambers of commerce for inputs, involve FIEO in formulating Industrial and Export Policy of the States. • Shri Anand P Seth, Advisor (Pub) : liaise with news agencies for publication of Press Releases to increase visibility of FIEO in print and electronic media. Ensure timely publication of FIEO News. • . Shri Y S Garg, Chief Executive Officer, Kanpur Chapter office : In-charge of Kanpur Chapter Office

3. Retirement & Recognition Retirement Schedule during the next five years :

4. Forging Academia – Industry Relations – Provisions of Internship in FIEO Training to Students (Internship in FIEO) : Head Office can take 4 students and Regional Offices (including chapter Offices) can take 2 students each, from management institutes/universities, in a year. Before allocating internship to students, Divisional/Regional Head needs to submit a project report giving details of the need for interns to the DG & CEO. Task assigned to interns should be project based and not of a routine activity. This will help interns to learn and assist FIEO with specific objective. Also help FIEO to evaluate their performance through objective appraisal. No access to FIEO data base shall be provided to them nor should any confidential information be shared with them. Internship will be for a short duration subject to a maximum of two months and no  honorarium will be payable by FIEO.  So far only one student has been taken for internship.

5. Training to FIEO Officials : 2010-11 & 2011-12 The following training programmes were organised for HO/NR employees in 2010-11 & 2011-12 Export Familiarization/refresher course Basic Computer Literacy Programme Overall Scenario on Exports Skill Development Training Programme on Intl Business Internal Quality Auditors Training Advance Course on MS Excel Seminar on Cyber Laws The following training programmes were organised for SR employees in 2010-11 & 2011-12 Personal Effective Programme MDA & Foreign Trade Policy Internal Quality Audit Programme Certificate Course on International Trade Training Programme on Spanish Language Inter Personal Communication Skills Chinese Language Training Programme Customer Service Training & Advantage of Telemarketing for the Receptionist The following training programmes were organised for ER employees in 2011-12: Internal Quality Audit Programme EDP Course The following training programmes were organised for WR employees in 2011-12 Basic Computer Training Written Communication Skills In

6. Training to FIEO Officials - 2010-11 and 2011-12

10. Performance Linked Incentive From 2012 performance linked incentive will be introduced in place of annual increment Employees efficient and prompt in delivering work / services compared to those who do not perform shall be rewarded suitably. Will be motivational for employees to deliver their best Employees may submit their suggestions to HO.

11. Infrastructure Attempts are being made to provide best possible infrastructure to the employees. Must be used with care. Following habits may be developed and ensured by the Regional/Chapter Heads: Turn off the light(s) while leaving seat PC / Laptops / Printers be switched off when not in use for longer period Telephone may be used when it is very essential Use of internet may be encouraged Suggestions please…………….

12. Recreation – Channel to ease stress HO/NR has been provided with three carom boards, two chess boards and one table tennis board with kit. Employees can play during lunch break. Facility is not to be extended to any outsider. The initiative has helped to develop team spirit amongst the employees. The Regional / Chapter Offices may like to take such initiative.

13. RECEPTION - Mirror of the organisation Ambience must be suitable to appreciable business standards – lighting, cooling, cleanliness, free from unwanted items etc. Should not be left unattended any time during the day. All outside calls need to be attended, preferably at the first bell, with proper welcome message. And, while transferring calls to the concerned official should brief the official about the requirement of the caller for better service. Regular inspection needs to be carried out by Regional/ Chapter Heads Receptionist should maintain slips – “when you were out”. Receptionist should be aware of FIEO’s events, membership etc. Receptionist should market FIEO’s events during free time, on target basis, say at least 15 calls to members / non-members with proper records

14. PAPERLESS OFFICE – Contribution to the environment Seek approval through e-mail and it shall hold good / valid for office records. Original note may only be sent for financial approvals & where it is very essential. For marketing FIEO events, only email may be sent and printed / photocopied circular may be avoided. Correspondence with Government departments / agencies like Deptt. of Commerce, DGFT, Licensing Offices, Customs & Excise Departments, RBI, etc. should be made via e-mail. Additional Benefits: i) Fast & easy retrieval of documents. Save space. Save money. Suggestions for more options to make the office paperless…

15. Study Cell Objective – Increase exports create seamless connectivity from industrial clusters to ports and airports A Study Cell has been created in FIEO at the instance of Department of Commerce to undertake Study on Industrial Clusters & Emerging Ports. Officials from Head Office have been conducting study in coordination with Regional Offices.

16. FIEO Employees Welfare Fund Objective: provide support to permanent employees during financial hardship Fund may be created w.e.f. January, 2012 Uniform contribution by permanent employees say 1% of gross salary or as may be decided Fund may be utilized by permanent employees or nominees in case of exigencies A Committee of 3 or 4 officials may be formed with one official from the affected employee office to finalize the amount for disbursement A nominal interest may be charged The fund may be parked in any nationalized bank Suggestions are welcome….. Based on feedback a detailed proposal will be worked out.

17. Thank you all