A PROJECT REPORT ON “HR POLICIES AND ITS IMPLEMENTATION” AT “HEG”
SUBMITTED BY Name
UNDER THE GUIDANCE OF NAME
COLLEGE NAME AND ADDRESS
1
PREFACE
Human resource management is concerned with people element in management. Sinc Sincee ever every y orga organi nizat zatio ion n is made made up of peop people le,, acqu acquir irin ing g thei theirr serv servic ices es,, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational obectives. !his proect is meant to know the Human "esource #olicies in the organization. organization. !he H" #olicies are a tool to achieve employee satisfaction and thus highly motivated employees. !he main obective of various H" #olicies is to increase efficiency by increasing motivation and thus fulfill organizational goals and obectives. !he obective is to provide the reader with a framework of the H" #olicy $anual and the various obectives that the different different policies aim to achieve. !he main focus was on the managerial levels of employees in H%& '!(.
ACKNOWLEDGEMENT )
!his report is an outstanding prospect to convey my gratefulness to those many people whose whose timely help and guidance guidance went a long way way in finishing finishing this this proect work from commencement to achievement. * woul would d like like to e+pre e+press ss my since sincere re thank thankss to -$% -$% for for givi giving ng me an opportunity to e+plore the practical knowledge practiced by the company. !his proect could not been completed without the able guidance and support of -$% and the the faculty members. members. * am very glad to work with the organization as a trainee. * am grateful to H" (epa (epart rtme ment nt of H%& H%& '!(. for for help helpin ing g me to get get the the info inform rmat atio ion n and and an invaluable e+perience. 'ast but not the least would like to thank my friends, family members and all those people who helped me for the completion and deeper understanding of the concept of performance appraisal. orking on this proect has proved to be an enlightening e+perience for me.
YOUR NAME
DECLARATION
*, 02" -$%, hereby declare that all the information furnished in this #"3%4!, #"3%4!, is my original work containing authentic facts. !his piece of work is only being submitted to 4''%&% -$% in the partial fulfillment for the degree of #ost &raduation .
YOUR NAME
Table o Co!"e!"# 5
Se$%al No 1
)
5 : ; 6 7
C&a'"e$ I!"$o)*+"%o! 1.1 -bo bout ut !he rgani anizat zation ion 1.) -bout !h !he !o !opic 1. 1. be bect ctiv ivee and and Scop Scopee of of Stu Study dy Re#ea$+& Me"&o)olo(, ).1 $ethods of (ata 4ollection ).) Sampling ).Hypothesis and -bout 8uestionnaire HR Pol%+%e# %! HEG L")Da"a A!al,#%# a!) I!"e$'$e"a"%o! Co!+l*#%o!# S*((e#"%o!# a!) Re+omme!)a"%o!# Re+omme!)a"%o!# B%bl%o($a'&, A!!e.*$e
E/ECUTI0E SUMMARY :
Pa(e No
6 )5 )7 9 1 32
55 ;5 ;:
$y internship at H%& 'imited,
!his proect is about the H" #olicies in H%& 'imited. !he H" #olicies in an organization helps every individual to raise his/her potential in all facets by helping him to be satisfied and secured about his present and future. PROJECT TITLE
!he title of the proect is =H" #olicies and *ts *mplementation in H%& 'imited>. -s the name indicates it is the study of the H" #olicies prevalent in the organization.
;
INTRODUCTION
ABOUT THE ORGANI1ATION !he main companies are ?@
1.&raphite electrode
6
H%& 'imited
). !e+tile
"S$ 'td.
$aral overseas ltd.
. #%"
$alana #ower company ltd.
-( Hydro power ltd.
5. *nfotech
7
HEG L%m%"e)
H%& 'td, a premier company of the '3
%lectrodes.
!he company e+ports over 79D of its production to more than ): countries of the world.
!he position the company enoys today in *ndia and abroad is largely due to its commitment to constant upgradation of its product quality to match international standards and to meet new challenges to win and e+cel in all situations. *n the 1EE9As, we set our =Fision> to be ? = A VIBRANT GLOBALLY ACKNOWLEDGED TOP LEAGUE PLAYER IN GRAPHITE ELECTRODES AND ALLIED BUSINESSES WITH COMMITMENT TO GROWTH, INNOVATION, QUALITY
AND
CUSTOMER
FOCUS”.
*n &raphite, our focus is on 2H# grade electrodes, and we have e+panded our product range and established the same on some of the toughest furnaces of our customers. !oday, we have years of e+perience supplying quality 2H# grade electrodes
all
over
E
the
world.
!he encouragement from our customers has led us to increase production capacity and become a significant global producer of quality 2H# grade electrodes for %-G application. ur ability to source the best raw materials from sources worldwide and the skills of our human resources has been the key to our growth.
ith a recent "s 5.: billion B 2S 1)9 millionC investment, we have now e+panded our
manufacturing
capacity.
-s a responsible graphite electrode manufacturer, we continue to invest in technology, development of new products and in our human resources.
Set up in 1E66, H%& is a diversified company with interests in &raphite %lectrodes and #ower. Grom a modest investment made in 1E66, the company reported a turnover of "s. ;:99 million B2S159 millionC in fiscal )996. - Glagship of the '3
*t is an *S E991 I *S 15999 4ertified 4ompany, by $/s
'argest integrated graphite electrodes plant in South %ast -sia I $iddle %ast and second largest in the orld.
!echnology originally sourced from AS%"SA @ a subsidiary of #echiney, Grance. !he 4ollaboration ended in the early 1EE9s.
on the countryAs top e+port award
19
B4-#%J4*'C for 16 consecutive
years.
-lso won the ational !op %+port -ward from the &overnment of *ndia
QualityPolicy e, in H%&, are committed to being a customer@oriented organisation where 8uality
is
the
inspiration
and
innovation
is
the
way
of
life.
e believe that world is our market and therefore competitive quality of our products,
response
and
service
is
the
essence
of
our
being.
e recognise that the involvement of the employees is basic to quality and for continuing growth and improvements.e would involve our suppliers in the continuing
programme
for
8uality
*mprovement.
e believe that quality can only be obtained in a safe, clean and orderly environment and therefore, we are committed to these basics in our day to day activity.
SafetyPolicy e in H%&, are committed to being a safe and eco @ friendly organization. we believe that protection of our personnel and the environment is one of our prime responsibilities. e, therefore, commit ourselves to?
*ntroduce sound safety, health and environment management practices.
11
4onduct our business responsibly through adoption of safer, healthier, cleaner and energy@ efficient technologies.
4omply with all applicable legislations and regulations related to safety health and environment.
4ontinually improve our safety, health and environmental performance by developing effective controls of our operation.
*nvestigate the accidents to identify root causes and introduce corrective and preventive measures.
&enerate a high degree of awareness amongst all the interested parties,
Ca$e o$ E+olo(,
H%&, an *S 15991?1EE; company, is fully
aware of the ecological impact of its processes and
actions can have and has put in place effective
mechanisms to minimise any negative fallout.
-lso, the 4ompany has carried out comprehensive
afforestation programme in and around its facilitiesd
1)
.!he 4ompanyKs facility at $andideep has been
regarded one of the cleanest graphite electrode plant
in the world when seen in the light of the material used and the products manufactured there.
ABOUT THE TOPIC 1
HUMAN RESOURCE POLICIES Human "esource #olicies refers to principles and rules of conduct which =formulate, redefine, break into details and decide a number of actions> that govern the relationship with employees in the attainment of the organization obectives. H" #olicies cover the following? 1. #olicy of hiring people with due respect to factors like reservations, se+, marital status, and the like. ). #olicy on terms and conditions of employment@compensation policy and methods, hours of work, overtime, promotion, transfer, lay@off and the like. . #olicy with regard medical assistance@sickness benefits, %S* and company medical benefits. 5. #olicy regarding housing, transport, uniform and allowances. :. #olicy regarding training and development@need for, methods of, and frequency of training and development. ;. #olicy regarding industrial relations, trade@union recognition, collective bargaining, grievance procedure, participative management and communication with workers.
15
FORMULATING POLICIES !here are five principal sources for determining the content and meaning of policies?
1. #ast practice in the organization. ). #revailing practice in rival companies.
. -ttitudes and philosophy of founders of the company as also its directors and the top management. 5. -ttitudes and philosophy of middle and lower management.
:. !he knowledge and e+perience gained from handling countless personnel problems on day to day basis.
1:
BENEFITS OF HR POLICIES rganizations should have personnel policies as they ensure the following benefits? a. !he work involved in formulating policies requires that the management give deep thought to the basic needs of both the organization and the employees. !he management must e+amine its basic convictions as well as give full consideration to the prevailing practices in other organizations. b. %stablished policies ensure consistent treatment of all personnel throughout the organization. Gavoritism and discrimination are, thereby, minimized. c. 4ontinuity of action is assured even though top management personnel change. !he 4% of a company may possess a very sound personnel management philosophy. He/she may carry the policies of the organization in his/her head, and he she may apply them in an entirely fair manner.
1;
PRINCIPLES OF HR POLICY 1. P$%!+%'le o %!)%2%)*al )e2elo'me!" to offer full and equal opportunities to every employee to realize his/her full potential. ). P$%!+%'le o #+%e!"%%+ #ele+"%o! to select the right person for the right ob.
. P$%!+%'le o $ee lo3 o +omm*!%+a"%o! to keep all channels of communication open and encourage upward, downward, horizontal, formal and informal communication. 5. P$%!+%'le o 'a$"%+%'a"%o! to associate employee representatives at every level of decision@making.
:. P$%!+%'le o a%$ $em*!e$a"%o! to pay fair and equitable wages and salaries commensurating with obs. ;. P$%!+%'le o %!+e!"%2e to recognize and reward good performance.
6. P$%!+%'le o )%(!%", o labo*$ to treat every ob and every ob holder with dignity and respect. 7. P$%!+%'le o labo*$ ma!a(eme!" +o4o'e$a"%o! to promote cordial industrial relations.
E. P$%!+%'le o "eam #'%$%" to promote co@operation and team spirit among employees. 19. P$%!+%'le o +o!"$%b*"%o! "o !a"%o!al '$o#'e$%", to provide a higher purpose of work to all employees and to contribute to national prosperity.
16
OBJECTI0ES OF STUDY 1. !o study the H" #olicies of the company. ). !o study the amendments made in the H" #olicies of H%& 'td. since the time of incorporation. . !o incorporate the amendments in the base policy and prepare a final policy. 5. !o design a H" #olicy manual for the company with special emphasis on the =$anagerial Service 4onditions>.
SCOPE OF STUDY 1. *n any organization human resource is the most important asset. *n todayKs current scenario. ). -s most of the companyKs overall performance depends on its employeeKs performance which depends largely on the H" #'*4*%S of the organization. . So the proect has wide scope to help the company to perform well in todayKs global competition. 5. !he core of the proect lies in analyzing and assessing the organization and to design an H" #'*40 manual for the organization.
17
RESEARCH METHODOLOGY
1E
RESEARCH METHODOLOGY 5- METHOD OF DATA COLLECTION
!he researcher has chosen the questionnaire methods of data collection due to limited time in hand. hile designing data@collection procedure, adequate safeguards against bias and unreliability must be ensured. "esearcher has e+amined the collected data for completeness, comprehensibility, consistently and reliability. "esearcher has also gathered secondary data which have already been collected and analyzed by someone else. He got various information from ournals, historical documents, magazines and reports prepared by the other researchers. Gor the present piece of research the investigator has used the following methods? 8uestionnaire •
•
*nterview
•
bservation
6- SAMPLE SI1E
Here, researcher has taken 9 as the sample size. 7- HYPOTHESIS OF PROJECT
Human "esource #olicies provided by the organization of employees works as an agent for the growth of employees and also motivates the employees to perform well i.e. employee performance and satisfaction is the valuable outcome of sound of H" #olicies of the organization. !he various H" #olicies in H%& 'td. makes the employees enthusiastic towards work. 8- ABOUT THE 9UESTIONNAIRE
*n this method a questionnaire is sent to the H" $anager concerned with a request to answer the questions and return the questionnaire. !he questionnaire consisted of a number of questions printed or typed in a definite order. !he H" )9
$anager has to answer the questions on their own. !he researcher has chosen this method of data collection due to low cost incurred, it is free from bias of the interviewer and respondent have adequate time.
HR POLICIES IN HEG LIMITED
)1
OBJECTI0ES
*n reviewing the purpose of H" #olicies at H%& 'td., the organization stated that the H" #olicies has been a key part of the management process for the effective utilization of human resource. !he company aims to fulfill the following obectives through its H" #olicies?
%nsure a high degree of selectivity in recruitment so as to secure super achievers and nurture them to e+cel in their performance.
*mpart such induction, orientation and training as to match the individual to the task and inculcate a high sense of organizational loyalty.
#rovide facilities for all round of growth of individual by training in and outside the organization, reorientation, lateral mobility and self@ development through self@motivation.
&room every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals.
"ecognize worthy contributions in time and appropriately, so as to maintain a high level of employee motivation and morale. -ppraisals and promotions shall be ethical and impartial.
*mplement equitable, scientific and obective system of rewards, incentives and control.
4ontribute towards health and welfare of employees.
MANAGEMENT RE0IEW:
$anagement review meeting is held every si+ months at the &roup "eview. $eet is conducted from time to time to ensure the suitability, adequacy and effectiveness of the H" #olicies.
))
CORRECTI0E ACTION FOR NON CONFORMANCE ? on
conformance to the policies mentioned is reviewed by the &roup H" 4ell, respective 4% and H" Head of the company. !he review will suggest remedial measures to avoid repetition of the non conformance through elimination of the root causes for the same.
DOCUMENT AND DATA CONTROL:
(ocuments and data are generated by the 4orp. H" in the form of hard copies or electronic medium.
(ocuments are reviewed and approved for adequacy by 4orp. H" prior to issue.
T&e 2a$%o*# '$o+e)*$e# "&a" o$m "&e HR Pol%+, o "&e O$(a!%;a"%o! a$e:
1. "ecruitment and selection of manpower ). *nduction and #lacement . 3ob "otation 5. #erformance appraisal :. 4ounseling ;. 4areer #lanning 6. Succession planning 7. %mployee training and (evelopment E. Human "esource *nformation $anagement System 19."etirement #lanning 11.3ob %nrichment 1).%+it *nterviews - brief preview of the above mentioned policies and the various obectives that these policies aim to achieve are given in the subsequent chapters.
(ue to high level of secrecy maintained in the organization, the policies given below are according to my understanding and interpretation of the subect. )
5- RECRUITMENT POLICY
*n H%& &roup, recruitment and selection of personnel is e+plicitly based on the criteria of their knowledge, skills and attitudes, so as to secure super achievers and nurture them to e+cel in their performance. -ll fresh candidates are absorbed only after satisfactory completion of appropriate training. -ll direct recruitment is through the H" department. (etailed selection procedures as decided from time to time are adhered to without any compromise. -bove procedures shall undergo continuous refinement through evaluation and feedback.
6- INDUCTION AND PLACEMENT POLICY
-t H%& &roup, new recruits imparted such induction, orientation, training and placement so as to individuals to the task and inculcate a high sense of organizational loyalty. !he H"( (epartment and the concerned heads of parent departments prepare a well@structured *nduction #rogram to acquaint the new recruits with the people, organizational structure, and interface between different departments, functions and culture of the organization. !he *nduction #rogram is formulated to suit the position of the candidate and necessary to be provided to him.
7- JOB ROTATION POLICY
-t H%& &roup, facilities are provided for all@round growth of individuals through lateral mobility. !his shall enhance their employability as well as equip them to shoulder higher responsibilities.
Systematic 3ob "otation from time to time shall have a revitalizing effect on the individual as well as the organization. )5
-ll promotions to the level of H(s will be considered only when an individual has undergone rotation through at least ) sections.
8- PERFORMANCE APPRAISAL POLICY
#erformance -ppraisal grooms every individual to realize his potential in all facets by helping to identify and achieve his personal goals within the framework of organizational obectives.
-ppraisals shall be ethical and impartial so as to recognize worthy contributions appropriately and in time in order to maintain a high level of employee motivation and morale.
!he #erformance -ppraisal Systems aims at integration of individual and organizational goals.
<- COUNSELLING
4ounseling sessions, which are conducted by H" (epartment " #rofessional 4ounselor " #erformance -ppraiser, are available to all the employees in order to fulfill the following obectives?
!o enhance employeesK competence and ob satisfaction. !o prepare employees for future responsibilities. !o establish a better working relationship between the superior and subordinate. !o enable employees to cope with personal problems.
=- CAREER PLANNING POLICY
4areer #lanning system in H%& &roup is aimed at developing people of the right caliber to meet present and future needs of the organization. *t shall be an essential ingredient for Succession #lanning. !he mandatory factors to be considered prior to career planning shall be? a- !he organizationKs long and short term plans. b- $anpower skills required towards implementing these plans.
):
+- -ttrition rate of people with high potential, above average and
average caliber. )- "ecruitment through internal and e+ternal sources at all levels and its ratio as appropriate to the organization. e- !he number of people recruited and trained every year.
>- SUCCESSION PLANNING POLICY
H(s and above identify successors, primary and secondary, to his position at the time of annual appraisal. !his is reviewed every year along with the annual appraisal.
?- TRAINING AND DE0ELOPMENT POLICY
-t H%& &roup, training and development activities strive to ensure continuous growth of organization by nurturing the strengths of the employees and providing the environment and opportunity for every individual to realize his/her potential. !he policy aims at broadening the outlook of the individuals and bridging the gap between actual performance and the performance necessary to deliver results. Gacilities are provided to all individuals towards self development and all round growth through training. H" (epartment identifies average performers and provide special training. @- HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM
Human "esource *nformation $anagement Systems BH"*$SC aims at? a- #roviding accurate information about employees to management for decision making. b- %liminating duplication of efforts. +- ffering quick and easy access to human resource information at random as well as in regular report form. !he system has two layers of security. -ccess to the system is through keying in the valid combination of username and password. #ermission to access certain programs is restricted to identify key personnel. );
-n integrated employee database is maintained and continuously updated with information from personnel at regular intervals regarding biographical data, work e+perience, qualifications, appraisal, training and career paths.
5- RETIREMENT PLANNING
-t H%& &roup, retirement of all individuals is aided through planned programs by H" (epartment so as to lessen the associated misgivings and an+iety. 55- JOB ENRICHMENT
H%& &roup follows a people centered approach to ob enrichment with a view to enhance the performance of the employee, leading to higher ob satisfaction. 56- E/IT INTER0IEWS
!he organization has a regular turnover of employees due to various reasons such as retirement, voluntary retirement, and resignation etc. from time to time. Geedback is obtained from the employee on occasions of separation from the organization. Such feedback on matters that effect well being of the people is useful in improving the organization in respect of H" #olicies and practices.
!he H" #olicy $anual Bor $anagerial Service condition $anualC was designed in order to facilitate the mangers in gathering the information regarding the various service conditions that are offered by the organization. !his manual includes the service conditions which are most frequently asked for. !he various services conditions included are?
1. ). . 5. :. ;.
#rovident Gund &ratuity #rivilege 'eave Superannuation Scheme $edical "eimbursement I Hospitalization (ental #olicy )6
6. &roup -ccident *nsurance Scheme 7. Housing 'oan Scheme E. Fehicle 'oan Scheme 19.#hone #olicy 11.'eave !ravel -ssistance B'!-C 1).'ocal 4onveyance "ules 1.!ransfer #olicy 15.H"" #olicy for -rea ffice $anagers 1:.4anteen Service 1;.4ash #ayments I -dvance Settlements 16.#erformance %+cellence Scheme 17.#erformance e+cellence Gorm 1E.#arivar Suraksha 0ona )9.#olicy for &et !ogether of %mployees )1.otice #eriod for $anagerial %mployees )).4onveyance "eimbursement for *nterview 4andidates ).4ar #olicy )5.#ost "etrial
)7
DATA ANALYSIS AND INTERPRETATION
)E
A- RECRUITMENT AND SELECTION 1. -re you satisfied with the e+ternal recruitment sources performed in your
organization.
9
External recruitment sources
18% agree disagree
82%
INTERPRETATION: "egarding e+ternal recruitment sources 7)D
employees are satisfied or agree whereas 17D are not satisfied which is performed in the organization. !herefore, the employees are satisfied by recruitment process.
1
1. -re you satisfied with the monetary reward given on bringing a candidate on boardL
Monetary reward
26%
agree disagree
74%
INTERPRETATION: "egarding monetary reward given on bringing on board
65D of employees are satisfied and );D are not satisfied.
)
. -re you satisfied with the background checks conduct for employees .
Backgroud checks
22% Agree Disagree
78%
INTERPRETATION: "egarding background checks which is conduct for
employees 67D employees are satisfied whereas ))D employees are not satisfied.
5.-re you satisfied with the monetary limits given to you for the e+pensesL
Expenses
21% Agree Disagree
79%
5
INTERPRETATION: "egarding monetary limits provided to employees for
their e+penses 6ED of the employees are satisfied and )1D of the employees are not satisfied.
B- INDUCTION
1. !he induction programme of your organization is informal type.
Induction programme
18% Agree Disagree
82%
:
INTERPRETATION: "egarding induction programme which is conducted in
the organization, 7)D of the employees are satisfied whereas 17D of the employees are not satisfied.
). !he induction of your organization covers organizational structure and policies.
;
Induction
10% Agree Disagree
90%
INTERPRETATION: "egarding induction of organization, E9D of the
employees are satisfied and 19D of the employees are not satisfied. *t means that most of the employees are benefited.
6
C- TRAINING AND DE0ELPOMENT
a. Gor %mployee performance is the training need analyzed in your organization
Employee performance
24%
Agree Disagree
76%
7
INTERPRETATION: "egarding employee performance, 6;D of employees
are satisfied whereas )5D of employees are not satisfied. *t means that most of the employees get affected from this evaluation.
b. -re you satisfied with the 4lassroom method adopted by your organization to train the employeesL
Classroom method
27%
Agree Disagree
73%
E
INTERPRETATION: "egarding 4lassroom method, 6D of the employees
are satisfied whereas )6D of the employees are not satisfied. *t means most of the employees get affected but some of the employees want training and development programmes to train employees.
c. %ffectiveness of training program in your rganization is evaluated by observing the post training performance of employees.
Eectiveness of Training program
Agree
32%
Disagree
68%
59
INTERPRETATION: "egarding effectiveness of training program, ;7D of the
employees are satisfied whereas )D of the employees are not satisfied. *t means that some of the employees want that evaluation of effectiveness of training program should be done with some other method.
D- PERFORMANCE APPRAISAL
1. -re you satisfied with the
51
Balance scorecard method
8% Agree Disagree
92%
INTERPRETATION: "egarding
employees are satisfied whereas only 7D of the employees are not satisfied. *t means that most of the employees are benefited from this evaluation method.
). -re you satisfied with the feedback given to you by organizationL
5)
Feedack
28%
Agree Disagree
72%
INTERPRETATION: "egarding feedback 6)D of the employees are satisfied
whereas )7D of the employees are not satisfied. *t means that some of the employees get benefited but some are not.
E- CAREER PROGRESSION )- -re you satisfied with the mentor system followed for career
progressionL
5
Mentor system
16% Agree Disagree
84%
INTERPRETATION:
"egarding
mentor
system
followed for
career
progression, 75D of the employees get benefited and only 1;D of the employees are e+empted.
e. -re you satisfied with the competence analysis and feedback from managerL
55
Competence analysis and feedack
22% Agree Disagree
78%
INTERPRETATION: "egarding competence analysis and feedback from
manager 67D of the employees are satisfied whereas ))D are not satisfied. *t means that some of the employees want feedback from other source.
F- LEA0E POLICY
5:
1. -re you satisfied with the privilege leave provided to youL
!rivilege leave
17% Agree Disagree
83%
INTERPRETATION: "egarding privilege leave provided to employees, 7D
of the employees are satisfied whereas 16D of the employees are not satisfied.
G- COMMUNICATION AND DECISION MAKING PROCESS
1. -re you satisfied with the informal communication patternL 5;
Informal communication pattern
13% Agree Disagree
87%
INTERPRETATION: "egarding informal communication pattern, 76D of the
employees are satisfied and 1D of the employees are not satisfied. *t means most of the employees are comfortable with this communication process.
). -re you satisfied with the opinion survey and (epartment meetingL
56
"pinion survey and #epartment meeting
24%
Agree Disagree
76%
INTERPRETATION: "egarding opinion survey and department meeting, 6;D
of the employees are satisfied and )5D of the employees are not satisfied.
H- REWARDS AND RECOGNITION
1. -re you satisfied with the monetary rewardsL
57
Monetary $ewards
Agree
33%
Disagree
67%
INTERPRETATION: "egarding monetary rewards, ;6D of the employees are
satisfied whereas D of the employees are not satisfied. *t means that some of the employees want to implement non@monetary rewards in the organization.
I- PERSONAL ACCIDENT INSURANCE POLICY
5E
1. -re you satisfied with contingencies cover under #ersonal -ccident *nsurance policyL
Contingencies
24%
Agree Disagree
76%
INTERPRETATION: "egarding contingencies provided under this policy,
6;D of the employees are satisfied and )5D of the employees are not satisfied.
J- MEDICLAIM POLICY
:9
1. -re you satisfied with the services covered under $ediclaim policyL
%ervices
11% Agree Disagree
89%
INTERPRETATION: "egarding services provided under $ediclaim policy,
7ED of the employees are satisfied and 11D of the employees are not satisfied.
CONCLUSION
:1
Study shows that 1. !he #olicy of the company provides facilities for all round growth of individuals by training in@house and outside the organization, reorientation, lateral mobility and self@development through self@ motivation. ). !he #olicy grooms every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals. . !he #olicy builds teams and foster team@work as the primary instrument in all activities. 5. !he #olicy implements equitable, scientific and obective system of rewards, incentives and control. :. !he #olicy recognizes worth contributions in time and appropriately, so as to maintain a high level of employee motivation and morale. ;. !he employees agree on the part of their performance that they know what is e+pected from them. 6. !he employees understand how their work goals relate to companyKs goals. 7. 4ompany inspires the employees to do their best work every day. E. !he employees are not satisfied with the communication and decision@ making process as it leaks the information related to organization. 19.!he employees do not receive the appropriate recognition and rewards for their contributions and accomplishments. 11.!he employees feel that they are not paid fairly for the contributions they make to companyKs success. 1.
:)
SUGGESTIONS RECOMMENDATIONS
1. !he #erformance -ppraisal of employee is evaluated on the basis of ;9 degree feedback or 179 degree feedback. ). !he rganization should focus on mentor system intend to help employees in their career progression. . !he rganization should conduct #sychometric tests for employees. 5. !he !raining should be mandatory for all level of employees. :. !he (epartments should develop constructive attitude towards each other. ;. !he company should give the appropriate recognition for the contributions and accomplishments made by employees. - fle+ible reward system should be adopted by organization to improve employee motivation. 6. - more transparent and full proof communication system developed in the organization. 7. "eplacing the lacuna in the current system. E. ages and salary administration process should have a more scientific approach laying stress on equal wages for equal work done.
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BIBLIOGRAPHY
Boo#: =Human "esource $anagement> by -shwathapa. =Human "esource $anagement> by $ichael -rmstrong. =Human "esource #olicy -nalysis? rganizational -pplications> by "ichard 3. iehaus.
Jo*$!al# A$"%+le#:
1. -rticles by !.F."ao 'earning Systems. ). #olicies of H%& 'td. . (ocuments of H%& 'td.
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ANNE/URES
Name o Em'lo,ee: 44444444444444444444444444444444444444444444444444444444444444444444444 De#%(!a"%o!: 4444444444444444444444444444444444444444444444444444444444444444444444
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9UESTIONNAIRES -. "ecruitment and Selection
1. Are you satisfed with the external reruit!ent soures "er#or!ed in your organi$ation. 1. -gree ). (isagree ). -re you satisfied with the monetary reward given on bringing a candidate on boardL 1. -gree ). (isagree . -re you satisfied with the background checks conduct for employees. 1. -gree ). (isagree 5. -re you satisfied with the monetary limits given to you for the e+pensesL 1. -gree ). (isagree <. *nduction
1. !he induction programme of your organization is informal type. 1. -gree ). (isagree ). !he induction of your organization covers organizational structure and policies. 1. -gree
). (isagree
4. !raining and (evelopment
1. Gor %mployee performance is the training need analyzed in your organization. 1. -gree ). (isagree ). -re you satisfied with the 4lassroom method adopted by tour organization to train the employeesL 1. -gree ). (isagree . %ffectiveness of training program in your rganization is evaluated by observing the post training performance of employees. 1. -gree
). (isagree
(. #erformance -ppraisal
1. -re you satisfied with the
1. -gree ). (isagree ). -re you satisfied with the feedback given to you by organizationL 1. -gree
). (isagree
%. 4areer #rogression
1. -re you satisfied with the mentor system followed for career progressionL 1. -gree ). (isagree ). -re you satisfied with the competence analysis and feedback from managerL 1. -gree
). (isagree
G. 'eave #olicy
1. -re you satisfied with the privilege leave provided to youL 1. -gree
). (isagree
&. 4ommunication and (ecision making process
1. -re you satisfied with the informal communication patternL 1. -gree ). (isagree ). -re you satisfied with the opinion survey and (epartment meetingL 1. -gree
). (isagree
H. "ewards and "ecognition
1. -re you satisfied with the monetary rewardsL 1. -gree
). (isagree
*. #ersonal -ccident *nsurance #olicy
1. -re you satisfied contingencies cover under this policyL 1. -gree
). (isagree
3. $ediclaim #olicy
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