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SUMMER TRAINING REPORT ON

HR Policies Benchmarking and Recommendations

“ IN PARTIAL FULFILLMENT FOR AWARD OF THE DIPLOMA ”

of

Post Graduate Diploma In Busniess Management

Submitted by:

Manab Jyoti Gogoi

Roll No- 201028

Cutting-edge Manufacturing Practices



Contents

S.NO TITLE PAGE NOS

1 About Moser Baer India Limited i-vi

2 SSM Overview vii-viii

3 Human Resource Management viii-xi

4 HRD in MOSERBAER xii-xiii

5 Organisation Chart xiv

6 Research Methodology xv-xvii

7 Companies Surveyed xviii-xxiii

8 Benchmarking And Analysis xxxviii - xlii

9 Suggestions and Recommendation xliii-xlv

10 Limitation Of Study xlvi

11 Bibliography xlvii

12 Annexure xlviii-lv



List Of Tables

S.No Tables Page Nos

i Recruitment & selection xxiv - xxv

ii Induction xxvi

iii Learning & Development xxvii-xxviii

iv Performance management xxix

v Career Progression xxx – xxxi

vi Leave Policy xxxii

vii Communication & Decision making processes xxxiii-xxxiv

viii Rewards & Recognition xxxv

ix Employee Recreation xxxvi

x Employee Retention xxxvii



DECLARATION

I hereby declare that this Project Report titled “ HR Policies Benchmarking

And Recommendatiom ”submitted by me to, Graduate School Of Business

And Administration , Greater Noida , is a bonafide work undertaken by me

and it is not submitted to any other University or Institution for the award of

any degree diploma / certificate or published any time before.

Signature of the Student

Manab Jyoti Gogoi

Roll No- 201028



ACKNOWLEDGEMENT

I would like to express my sincere thanks to Mr. Raman Srivastava (HR

Head) for giving me an opportunity to explore the practical knowledge

practiced by the company.

This project could not been completed without the able guidance andsupport of Mr. D.S Verma (Dy. HR Manager).

I am very glad to work with the organization as a summer trainee. I am

grateful to HR Department of MOSER BAER INDIA LTD. for helping meto get the information and an invaluable experience.

Last 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 HR Policies Benchmarking and Recommendation.

Working on this project has proved to be an enlightening experience for

me.



Executive Summary

Moser Baer, headquartered in New Delhi, is one of the India’s leading

technology companies. Established in 1983, Moser Baer successfully

developed cutting edge technologies to become the world’s second largest

manufacturer of Optical Storage media like CDs and DVDs. The company

also emerged as the first to market the next-generation of storage formats

like Blu-ray Discs and HD DVD. Recently, the company has transformeditself from a single business into a multi-technology organisation,

diversifying into exciting areas of Solar Energy, Home Entertainment and IT

Peripherals & Consumer Electronics.

Moser Baer India Limited, the global technology company has entered into

the manufacturing of solid state devices. Moser Baer has become the first

company in India and among a select few worldwide to offer a

comprehensive portfolio of storage solutions. The company is already the

world’s second largest manufacturer of optical media products.

I was assigned the project on Human Resource Policy Benchmarking in the

SSM Division of A-164 plant of Moser Baer India Limited. In this project I

have to do the comparative study of the HR policies of the various

companies with which the comparison of Moser Baer can be done. The list

includes Syscom Corporation Limited, Neokraft Global Pvt.Ltd , HCL Info

system Limited.

The questionnaire included questions on the various fields and facts of Human Resource Management. It included various topics like Recruitment

& Selection, Induction, Learning & Development, Performance

Management, Career Progression, Leave Policy, Communication &

Decision Making Processes, Rewards & Recognition, Employee Recreation

and Employee Retention. The aim is to bring out the different policies



adopted by various companies and bring the industry trend in the field of

Human Resource Management.

It was circulated to various Human Resource Managers of the different

companies. And the feedback was analyses to benchmark the policies of

MBIL. The findings of the survey are very satisfying. The policies of MBIL

are in sync with most of the other organisations of the industry. In certain

cases there are some lacking and we have addressed them in our

recommendations like leaves, performance management system etc.

It was a very enriching learning experience to know about the best policies

& practices which are being followed in the industry. MBIL has done some

pioneering work in this area. I am thankful to MBIL for giving me this

opportunity to work in this project.



i MOSER BAER INDIA LIMITED

Moser Baer, headquartered in New Delhi, is one of India's leadingtechnology companies. Established in 1983, Moser Baer successfullydeveloped cutting edge technologies to become the world's second largest

manufacturer of Optical Storage media like CDs and DVDs. Thecompany also emerged as the first to market the next-generation of

storage formats like Blu-ray Discs and HD DVD. Recently, the companyhas transformed itself from a single business into a multi-technology

organisation, diversifying into exciting areas of Solar Energy, HomeEntertainment and IT Peripherals & Consumer Electronics.

Moser Baer has a presence in over 82 countries, serviced through sixmarketing offices in India, the US, Europe and Japan, and has strong tie-ups with all major global technology players. Moser Baer has the

distinction of being preferred supplier to all top global OEM brands.Moser Baer stands committed to supplying highest quality fully licensed

media to its customers. Moser Baer's products are manufactured at its

three state-of-the-art manufacturing facilities. It has over 6,000 full-timeemployees and multiple manufacturing facilities in the suburbs of NewDelhi.

HISTORY

Moser Baer India was founded in New Delhi in 1983 as a Time Recorder unit in technical collaboration with Maruzen Corporation, Japan and

Moser Baer Sumiswald, Switzerland.

In 1988, Moser Baer India moved into the data storage industry bycommencing manufacturing of 5.25-inch Floppy Diskettes. By 1993, it

graduated to manufacturing 3.5-inch Micro Floppy Diskettes (MFD).

In 1999, Moser Baer India set up a 150-million unit capacity plant tomanufacture Recordable Compact Disks (CD-Rs) and Recordable Digital

Versatile Disks (DVD-Rs). The strategy for the optical media project wasto create a facility that matched global standards in terms of size,



ii

technology, quality, product flexibility and process integration. It is the

only large Indian manufacturer of magnetic and optical media datastorage products, exporting approximately 85 percent of its production.

Since inception, Moser Baer has always endeavoured to create its spacein the international market. Aiding the company in its efforts has been a

carefully-planned and sustainable business model - low costs, highmargins, high profits, reinvestment and capacity growth. Along the way,

deep relationships have been forged with leading OEMs, with the resultthat today there are hardly any global technology brands in the opticalmedia segment that Moser Baer is not associated with.

Vision and Mission

Vision

" Touching every life across the globe through high technology products

and services "

Mission

“ We will drive growth through our excellence in mass manufacturing.

We will move up the value chain through rapid development of technology, products and services.

We will leverage our relationships, distribution, cost leadership and "can

do" attitude to become a global market leader in every business.”

Our Values

Teamwork

Thinking and working together across functional silos, hierarchies,

businesses and geographies. Cooperating and supporting each other towards common goals.

Integrity Consistently behaving and taking decisions in an ethical, trustworthand fair manner in all spheres of life.



iii

Passion Missionary zeal coming out of one's heart to drive to the goalwhich gives one a feeling of "do it with pride" and "love to be there".

A feeling that encourages one to dream & realise the dreams. Self commitment to give more than 100% & create value.

Speed Meeting and exceeding customer's expressed or implied

expectations by a "do it" attitude and by doing right, first time, on time

and every time.

Quick Facts

Among the top two media manufacturers in the world

Entered the highly exciting and emerging global technology space of

photovoltaic in mid-2005

Foray into the fast growing Home Entertainment Business in 2006.

In-house developed and patented technology has been considered as

one of the four standard media to be included in the Blu-ray Disk

Association

The first storage media company in the world to ship HD DVDs .

Lowest-cost manufacturer of optical media in the world

OEM supplier to all the 12 leading storage media brands in the world

Locations

Corporate Headquarters: New Delhi, India

Indian Offices: Mumbai, Kolkata, Chennai and Bangalore



iv

Worldwide Offices: The Netherlands, USA (New York and

California), Japan, Middle-East

Products/Services

Optical Storage Media: Recordable Compact Discs (CD-R),

Rewritable Compact Discs (CD-RW), Pre-recorded CD/DVD, Digital

Versatile Disks (DVD-R) and Rewritable Digital Versatile Disks

(DVD-RW), LightScribe-enabled media.

Photovoltaic: Crystalline Silicon Cells and Modules, High

Concentrator and Thin Film Modules

Entertainment: Distribution of movies, film production and theatrical

distribution

IT Peripherals and Consumer Electronics: Optical Disk Drives,

Headphones, Keyboards, Optical Mouse, DVD Players

Replication Services

CSR Policy

At Moser Baer, we believe that Corporate Social Responsibility (CSR) is the

way to conduct business that achieves a balance or integration of economic,

environmental and social imperatives while at the same time addressing

stakeholder expectations. Under its CSR policy, the company affirms its

commitment of seamless integration of marketplace, workplace, and

environment



v

and community concerns with business operations. Moser Baer uses CSR as

an integral business process in order to support sustainable development and

constantly endeavours to be a good corporate citizen and enhance its

performance on the triple bottom line.

CSR Mission

Whilst being committed to excellence and total customer satisfaction

through team work, ceaseless innovation and timely delivery of quality

products of international standards, we recognize our responsibilities

towards social and environmental dimensions of our business and thus

aim to visibly play a leading role within our spheres of influence.

We will strive to be a leader while continuing our business in a socially

and environmentally responsible manner. We affirm our commitment to

contribute to nation building measures through improving quality of life

of our workforce, their families and the communities of the area we

exist and beyond.

The Structure

Community Development vehicle, Moser Baer Trust is headed by CSR

Head of Moser Baer Trustees are senior leaders from the company

Functional scorecard and KRAs align initiatives with company’s

strategic objectives

Regular board level reporting to CSR Committee



vi

Programs evolved after stakeholder dialog and have independent budget,

action plans and targets

Community programmes designed to meet Millennium Development Goals

(MDGs) in MBIL’s sphere of operations- as contribution to nation building

Corporate Governance

Moser Baer believes that “Corporate Governance” refers to the processes

and structure by which the business and affairs of the Company are

directed & managed, in order to enhance long term shareholder value

through enhancing corporate performance & accountability, whilst taking

into account the interests of all shareholders. Good corporate governance,

therefore, embodies both enterprise (performance) & accountability

(conformance).

The Corporate Governance philosophy of the company is based on the

following principles:-

Satisfaction of the spirit of the law through ethical business conduct

Transparency and a high degree of disclosure levels

Truthful communication about how the company structure driven

solely by the business needs.

Strict compliance with Clause 49 of the Listing Agreement asamended from time to time

Establishment of an efficient corporate structure for the management

of the Company’s affairs.Management is the trustee of the

shareholder’s capital and not the owner.



vii

SSM OVERVIEW

Moser Baer India Limited, the global technology company has entered into

the manufacturing of solid state devices. Moser Baer has become the first

company in India and among a select few worldwide to offer a

comprehensive portfolio of storage solutions. The company is already the

world’s second largest manufacturer of optical media products.

Moser Baer reinforced its commitment to data storage earlier this year by

setting up an additional facility for solid state media manufacturing unit in

Noida, a part of the extended National Capital Region. It has an annual

capacity of 24 million products with capacity for further expansion. With

storage capacity ranging from 1GB to 64GB,Moser Baer’s range of solid

state devices will cover storage requirement of all consumer segments. The

state-of-the-art manufacturing facility has a unique module that enables all

digital content- in audio, visual or data presentation format- to be pre-loaded

into the state media products. The high-end 32GB product can store over

6,500 songs or more than 20 films in standard definition format.

The Solid State Media Market

The USB Flash and Micro SD cards market is slated to grow at over 30

percent in India this year. The popularity of solid state drives is on the rise.

Today’s latest generation drives are significantly faster than the early models

that began to appear in the market in 2007 & 2008 was an impressive growth



viii

year for the market. Despite the challenging economic environment that the

world has experienced, solid state

devices remain in the spotlight as a technology and an area of growth in the

storage market.For Micro SD Cards the chief application is mobile phones

and with Indians adding a phenomenal ten million new connections every

month, the three hundred million mobile phone subscriber base is expected

to reach 500 million in 2010. For USB flash drives, it’s the convenient form

factor and portability, as well as competitive pricing, which is driving

demand. Also, consumers and enterprises continue to show increasing

interest in having portable applications on USB devices.



ix

HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) may be defined as a set of policies,

practices and programmes designed to maximise both personal and

organisational goals. It is the process of binding people and organisations

together so that the objectives of each are achieved.

According to Flippo, human resource management is “the planning,

organising, directing and controlling of the procurement, development,

compensation, integration, maintenance and reproduction of human

resources to the end that individual, organisational and societal objectives

are accomplished.”

In the words of Jucius, “human resource management may be defined as that

field of management which has to do with planning, organising and

controlling the functions of procuring, developing, maintaining and utilising

a labour force, such that the

(a) Objectives for which the company is established are attained

economically and effectively.

(b) Objectives of all levels of human resources are served to the highest

possible degree

(c) Objectives of society are duly coincided and served.



x

Functions of Human Resource Management

Management of human resources consists of several inter-related functions.

These functions are common to all organisations though every organisation

may have its own human resource management programme. These functions

of human resource management may broadly be classified into two

categories, viz., (1) managerial functions, and (2) operating functions.

MANAGERIAL FUNCTIONS

• Planning

• Organising

• Directing

• Controlling

OPERATIVE FUNCTIONS

Procurement Function

• Job Analysis

• Human Resource Planning

• Recruitment

• Selection

• Placement

• Induction or Orientation



xi

Development Function

• Performance and Potential Appraisal

• Training

• Executive Development

• Career Planning and Development

Compensation Function

• Job Evaluation

• Wage and Salary Administration

• Bonus



xii

HRD in Moser Baer India Limited

MBIL has been one of the fastest growing organizations in the country.

However its not just the production or profitability that has propelled it to an

evitable position, a committed and talented workforce is one of the main

reasons behind it. It is a fact that has been recognised even by the top level

management of this organization. The details given in the following pages

are an attempt to try and identify some of the tasks, challenges, their

corresponding responses and initiatives that is behind this success.

HR covers a variety of processes and procedures that begins even before an

individual is hired till the time the individual is there in the company. There

are in fact two departments that deal with the people’s affair of the company.

Apart from the HR department it’s the Personnel & HR department.

The following are the important functions of HR & Personnel department

are as follows;

• Wages and Salary management

• Travels and leave management

• Time Maintenance

• Contract labour management

• Provident Fund Management

• Compensation and benefit

• Reward & Recognition

• Training Department



xiii

• Performance Management System

In order to perform the above mentioned functions there are a number of

sections like Payroll, travel and leave management, contract labour section

etc.

Another very important function of the personnel and hr department is to

ensure compliance with regards to various labour laws that are applicable to

the various departments of the organization.

Moser Baer focuses on:-

1. Transparency 2. Empowerment 3. Relevance

The major HR policy of Moser Baer India Limited includes the

following:

1. Anti Harassment Policy.

2. Attendance Procedure.

3. Black Belt Policy.

4. Employees Deposit Linked Insurance Scheme Policy.

5. Exit Interview Policy.

6. Family Visit to Plant.

7. Financial Assistance Policy.

8. Frisking Policy.

9. Grievance Policy.

10. Induction Policies.



xiv

Moser Baer India Limited HR Organisation Chart

Raman Srivastava

AGM - HR

Kundan Adhikari

Officer - hr

D.S.Verma

DM -HR

Sudhanshu Pathak

AM- Training

Shobha Mohan

JR.EXE.SEC

Jaipal Singh

Officer - HR

Subodh Sinha

Officer- TO

Pradeep Pannu

Officer - HR

Kumkum

Off,Supr-TRG

Yatendra Yadav

Dy Engr - TRG

Time Officer Staff

5 nos



xv

RESEARCH METHOD

SOURCES OF DATA

Selection of sources of information refers to the approach used to gather

data. It relies heavily on the topic to be studied.

There are two broad approaches:

i. Primary data collection

ii. Secondary data collection

PRIMARY DATA:

The data regarding the topic “HR Policy Benchmarking” is collected from

the HR Personnel of the three companies with which the comparative study

of MBIL is done. These companies are Syscom Corporation Limited,

Neokraft Global Pvt. Limited, and HCL Info Systems. The questionnaire

was prepared and circulated among the HR Professionals of these

companies. The questionnaire is given in Annexure.

SECONDARY DATA:

Secondary data can be available in books, journal articles, newspaper &magazines, conference papers, reports, archives, electronic database,

internet. In this case the questionnaire was designed according to the

requirements of the projects.



xvi

TYPES OF RESEARCH

Survey research studies can be broadly classified in three basic types

namely:

# Exploratory Research

# Descriptive Research

Exploratory Research:-

Exploratory research is used when one is not conversant with

the problem environment such type of investigation is mainly concerned in

determining the general nature of the problem and variables related to it.

The major emphasis of exploratory research is on discovery of

ideas. The researcher devotes a significant portion of their work on

exploratory studies when very little is known about the problem being

examined. The idea is to clarify concepts and subsequently, make more

extensive research on them. Its goal is to shed light on the real nature of the problem and suggest possible solution (or) ideas.



xvii

Descriptive Research:-Descriptive Research is description of something-

usually market characteristics or fuctions.The key to good descriptive

research is knowing exactly what one want to measure and selecting a

survey method in which every respondent is willing to cooperate and

capable of giving one complete and accurate information efficiency.

Companies undertake descriptive research to learn about customer’s

knowledge, beliefs, preference and satisfaction on various products and

measure the magnitude in population.



xviii

COMPANY PROFILE



ix SYSCOM CORPORATION LIMITED

Changing the way India Transacts, Communicates and Governs

Established in 1996 Syscom Corporation and Smart Chip Limited today

occupy the leadership position in both their respective sectors. Today the

companies have 47 offices in 23 states of India with employee strength of 550 nationwide. Syscom is 100 per cent subsidiary of Smart Chip Ltd.

With over a decade of experience in smart cards management systems,

Smart Chip has been delivering successful smart card enabled solutions inIndia since 1995. Sustaining ourselves at the pinnacle of the smart card

revolution in India, it has been our constant endeavour to help extend thecitizen-centric benefits of the state to its populace by conceptualising and

building various innovative solutions, using smart cards as the prime

delivery mechanism. Smart Chip is head quartered at Delhi with operationsin over 150 districts of India and has delivered over 10 million smart cards

for various applications. Smart Chip aims to make the government’s e-governance model successful and give Indian companies and systems asmart, secure and paperless work place.

Smart Chip is a member of the global smart card group Sagem Orga. Sagem

Orga brings the expertise of two smart card powerhouses; Germany based

ORGA Kartensysteme and French company Sagem Defence Securities

which in turn is part of the multi-national high-tech group SAFRAN.

SAFRAN is a high-technology group, organized in four branches Aerospace

propulsion, Aircraft equipment, Defence Security and Communications.

Sagem Orga offers a full range of smart cards, hardware, software, systems,



xx

system integration and solutions for telecommunications, banking,

healthcare and ID sectors and proudly possesses one of the world’s most

modern production facilities for smart cards. With a workforce currently

numbering 1,800 employees worldwide, Sagem Orga is leading the Smart

card market with a strong foothold



xxi

NEOKRAFT GLOBAL PVT.LTD.

Neolite group was started in 1952 by Mr Pramod Chand Jain to fulfill

requirements of plastic injection moulded parts of Automobile lighting

components. Since then it has been on a growth path and diversified in the

field of Home lightings in year 2002. In the year 2007, Neolite entered into a

JV partnership with ZKW of Austria in the field of Automobile LightingSystems.

The home lighting division is located in a Special Economic Zone and has a

land of approx 180,000 sq ft and a covered area of 1,00,000 sq ft.

Right from the very beginning, quality and cost competitiveness were

emphasized. As such, almost all production and testing facilities were set up

in-house. Neokraft has received recognitions from its customers for quality

standards. It supplies its products to the world’s largest home furnishing

store and the products are sold throughout the world. We make the

luminaries’ in EU,NA, GB, JP, CN, TW and AU versions.

Our strength lies in manufacturing products in high volume, consistent

quality level, and timely delivery resulting in higher customer satisfaction.

We welcome customer designs and respect customers’ Intellectual Property

Rights.



xxii

Product Range:-

Table lamp

Wall spot Wall lamps

Ceiling lamp

Pendant lamp

Floor lamp/ Up lighters



xxiii

HCL INFOSYSTEM LTD.

HCL Info systems Ltd. is one of the pioneers in the Indian IT market, with

it’s origins in 1976. For over quarters of a century, we have developed and

implemented solutions for multiple market segments, across a range of

technologies in India. We have been in the fore front in introducing new

technologies and solutions.

HCL’s computer hardware manufacturing plant includes four facilities two

at Pondicherry, one at Chennai and one at Uttaranchal. The plant ,located in

Pondicherry are situated 165 Kms south of Chennai on the coast of the bay

of Bengal with proximity to Chennai air/sea port, special policies for

industries of local government, inland containers depots, attractive power

and labour rate makes Pondicherry an ideal place for business.

Started in 1996- with only unit 1- it now has four units with a build up area

of 4,19,000 Sq. ft. The infrastructure is state of the art, one of the best and

largest in India.

All three factories are ISO 9001:2000 and ISO 14001, ISO 13485:2003,

TS 16949-2002 TUV accredited certified. PMO was also awarded MAIT

level 2- by European foundation for quality management in the year

2001. HCL was also awarded ELCINA’s (electronic component

industries association) quality award for the year 2002-2003



xxiv

HR POLICY COMPARISON MATRIX

i Recruitment & selection

1. Potential Candidates in your organization are generated through the

following external recruitment sources:-

Moser

Baer India

Ltd.

Syscom

Corporation

Ltd.

Neokraft

Global

Pvt. Ltd

HCL Info systems

Ltd.

Direct

applicants

Yes No No Yes

Placement

Consultants

Yes Yes Yes Yes

Job Portals Yes Yes Yes Yes

Employee

referrals

Yes Yes Yes Yes

Through

temporary

staffing

No No NoYes

Head hunting No Yes No Yes

Bodyshopping

No No No No

Any other

sources

No No No No



xxv

2 Recruitment & Selection Characteristics.

Moser

Baer India

Ltd.

Syscom

Corporation

Ltd.

Neokraft

Global Pvt.

Ltd.

HCL Infosystems

Ltd.

Any reward

given on

bringing

Employees

through

referral

Schemes.

No Reward Monetary

reward

No reward Monetary rewards

Psychometric

Tools Used

Thomas

profiling

OPQ 32 i

No No MAP,MRE

Turnaround

Time (TAT)

45-70 days 15-20 days 1 month 60 Days

Any

agreement

signed by the

new joiners

Yes No Yes Yes

Duration of

the

probationary

period

6 months 6 months 6 months 1 Year



xxvi

ii Induction

The type of induction programme of your organization is of:

Moser

Baer

India

Ltd.

Syscom

Corporation

Ltd.

Neokraft

Global

Pvt. Ltd

HCL Info

systems Ltd.

Types of

induction

Programme

Structured

and

formal

Structured

and formal

type

Structured

and

formal

type

Structured and

formal

Duration Less than

1 week

Less than

one week

One week Less than 1 week

Presence of

Buddy

Mentor

System

No Yes No No

Any Gifts,

vouchers etc to

the new

joiners to

welcome them

in a warm and

friendly way.

No No No No



xxvii

iii Learning & Development

Moser Baer

India Ltd.

Syscom

Corporation

Ltd.

Neokraft

Global Pvt.

Ltd.

HCL Info systems

Ltd.

Is training

Mandatory

Yes Yes Yes Yes

Man-days

for training

2-3 24 hrs 10 man hrs 3

Training

Sources

In- house Outsourcing In- House In-house

&outsourcing

Basis of

Training

Need

Identificatio

n

1.

Competency

framework

2. Need based

1. Employee

performance

2. Need Based

& as per the

organization

need

1.

Competency

framework

2. Need

Based

1. Competency

framework

2. Need based

3. Employee

performance

4. Performance

Counselling

Types of

Training

Given

1.Technical

Skills & Soft

skills

1. Technical

skills & Soft

skills

1. Technical

skills& Soft

skills

1.Technical skills

& soft skills



xxviii

Effectivene

ss of

training

program in

your

organizatio

n

1. Reaction/

feedback of

the trainees.

2.Observing

post training

performance

of employees

Observing the

post training

performance of

employee

Observing

the post

training

performance

of employees

2.Reaction/F

eedbacks of

the trainee

Reaction/

Feedback from

Trainees



xxix

iv Performance management

Moser

Baer

India

Ltd.

Syscom

Corporatio

n Ltd.

Neokraft

Global

Pvt. Ltd

HCL

Infosystems Ltd.

Performance

appraisal method

followed

Balanced

Scorecard

Method

MBO MBO Balanced

Scorecard

Method

Basis of employee

evaluation

180

degree

feedback

KPI –Key

Performanc

e Indicator

360

degree

feedback

180 degree

feedback

Frequency of

Appraisal Conducted

Once in a

year

Once in a

year

Once in a

year

Once in a year

Any appraisalfeedback

communicate to

employees

Yes Yes Yes No

Any post appraisal

feedback analysis

conducted

No Yes Yes No

Are employees

satisfied with current

appraisal

Yes Yes Yes Yes



xxx

v Career Progression

Moser

Baer India

Ltd.

Syscom

Corpora

tion Ltd.

Neokraft

Global

Pvt. Ltd

HCL Info systems

Ltd.

Presence of

Any Mentor

System

No Yes Yes No

Presence of

specific career

development

program forthe top

performers

Yes

(Identificati

on of Key

Resource)

N.A Yes Yes

Adoption of

IDP

(Individual

Development

Plan) a part of

the career

progression

Yes (only f

key

resources)

N.A Career

Planning

No



xxxi

Career growth

encouragemen

t programs

MDP’s

Internal

Transfer

Yes Yes Career Self

Reliance

Horizontal job

shift

opportunity

Yes Yes( job

rotation

for non-

technical

persons)

Yes Yes

On what basis

it is

entertained

Internal job

Posting

N.A Skills &

education/

experience

N.A



xxxii

vi Leave Policy

Moser

Baer

India Ltd.

Syscom

Corporatio

n Ltd.

Neokraft

Global

Pvt. Ltd

HCL Info systems

Ltd.

No. of days of

privileged

leave,

annually

15 days 18 days 15 days 30 days

No. of days

for which P.L

can be

forwarded

60 Max.7 four

times in a

year

Advance

Planning

180

No. of casual

leave

Less than

10 days

12 days 7 days 12 days

Different other

Kinds of leaves

given

1. Sick

Leave

2.Complema

ntary off

3.Annual

leave

4.Maternity

Leave

1.Sick leave

2.Paternity

leave

3. Maternity

leave

Sick leave N.A



xxxiii

vii Communication & Decision making processes

Moser

Baer India

Ltd.

Sysco

m

Corpor

ation

Ltd.

Neokra

ft

Global

Pvt. Ltd

HCL Info

systems Ltd.

Structure of

Communication

pattern in the

organization

Formal &

transparent

Formal

&

transpare

nt

Formal

&

transpare

nt

Informal

Is the employee

participation

encouraged in

decision making?

Yes Yes Yes Yes



xxxiv

Different

employee

participative

programs/forums

in the

organisation

Communicati

on

1.Employ

ee get

together

2.By

celebratin

g local

festivals

3.By

arranging

games

which is

good for

team

building

Joint

Forum

Yes

Frequency of

such programs

Monthly Quarterly Quarterly Monthly



xxxv

viii Rewards and Recognition

Moser Baer

India Ltd.

Syscom

Corporation

Ltd.

Neokraft

Global Pvt.

Ltd

HCL Info

systems Ltd.

Types of

rewards

usually

given to the

employees

Monetary &

Non-

Monetary

Monetary Monetary &

Non-

Monetary

Monetary &

Non-

Monetary

Employee

recognition

events

Performance

Milestone

Birthday

Length of

service

Marriage

Innovation

& Creativity

Team

Performance

Contribution

towards

Society

Performance

Innovation &

Creativity

Team performance

Contribution

towards

society

Performance

Milestone

Length of

service

Innovation &

Creativity

Team

Performance

Customer

Satisfaction

Performance

Milestones

Birthday

Length of

Service

Marriage

Innovation &

Creativity

Team

performance

Contribution

towards

society

Customer

satisfaction



xxxvi

ix Employee Recreation

Moser Baer

India Ltd.

Syscom

Corporati

on Ltd.

NeoKraft Global

Pvt. Ltd

HCL Info

systems Ltd.

Types of

recreational

activities are

followed in

your

organization

Sports

Events

Outings

Sports

Events

Organizati

on-wide

parties

Offsite

training/Te

amBuilding

Activities

Outings

Organization-

wide parties

Lunch and Dinner

Outings

Organization-

wide parties

Lunch & Dinner

Offsite training/

Team Building

Activities

Frequency of

the above

recreational

activities

Need Based Quarterly Quarterly Quarterly



xxxvii

x Employee Retention

Moser Baer

India Ltd.

Syscom

Corporation

Ltd.

Neokraft

Global Pvt.

Ltd

HCL Info

systems Ltd.

The

retention

adopted by

your

organization

By

Identification

of key

resources

New joinersare given

retention

bonus

based on

criticality of

role

Performanc

e Appraisals

&

Promotions

By financial &

non- financial

motivators

Recognition

Scheme(appr eciation mail)

Awards

By organising

events

In case in

crisis or mis

happening

occur help

provided by

the inbuilt

syscom

society

Create

Belongingnes

s

N.A

Attrition

trend in

your

organizatio

n

5-7 % N.A N.A N.A



xxxviii

ANALYSIS AND BENCHMARKING

Moser Baer India Limited has very effective and updated human resource

policies. They are in sync with the best practices being followed by the other

major players in this industry. We conducted a questionnaire survey in

SYSCOM CORPORATION LIMITED, NEOKRAFT GLOBAL PVT.

LTD, HCL INFOSYSTEMS LIMITED. The response that we got from

this companies proves that MBIL’s policies are quite robust and at par with

the other companies.

i.RECRUITMENT AND SELECTION

1. Most companies hire through the same processes as used by MBIL

like placement consultants, direct placements, Job portals and

employee referrals. But most companies give monetary rewards for

referring new recruits. But, MBIL doesn’t have any such policy,

which is hampering the companies interest.

2. MBIL conducts level specific psychometric test for recruitment which

is also followed by the leading players of this industry. This helps to

select the most suitable candidates for the job. Psychometric tests like

OPQ 32i, Thomas profiling are used during recruitments.

3. MBIL has a healthy turnaround time (TAT) of 45-70 days and a

probationary period of 6 months, which is at par with the other players

of the industry.



xxxix

4.The Induction Programme Conducted in almost all the companies is

structured & formal and is of less than 1 week.

5.Most of the companies do not assign a mentor for a new joiner, but a new

trend is seen Nokia India Private Limited where a Buddy Mentor is

assigned to a New Joiner.

6.Most Companies have a similar Turnaround time of 40-60 days.

ii. Training & Development

In almost all the companies training is mandatory but the training time

period varies from company to company depending upon their own needs

and requirement.

Most of the companies analyse the training need on the basis of

competency framework and need. But a few companies like Syscom

and HCL also analyse training need on the basis of employee performance

and Performance Counselling.

All the companies provide training in both technical & soft skills. But the

delivery method of training varies from company to company. Most

companies provide On the Job training and classroom training, but some

companies also provide wed- based training



xl

iii.Performance Management

Performance management system is an important aspect of HR functions.

MBIL follows the balanced scorecard method to evaluate the

performance of the employees. KRAs are fixed in the beginning of the

year with respect to the annual goals to be achieved. Then the employee

is evaluated at the end of the year whether he has been successful to

achieve these goals. Most companies follow the same procedure. It seems

to be one of the most successful and effective way for performance

management. The appraisal is done once a year, as done by the other

companies. But a mid- year review is also done. A post appraisal

feedback is also given.

iv. Career Progression

Career progression is a very important aspect that every employee wants to

ascertain in the organisation. MBIL has policies to recognise high potential

employees. They are called Key Resource. Career shifting helps an

employee to increase his exposure and learn new things. By promoting this

the organisation helps in the personal development of the employees and

such program motivates employees to learn new thing and utilise their

nature skills and instincts. MBIL has policies for career shifting also it

gives opportunities to its associates to shift from to other disciplines and

departments and learn new jobs.



xli

v. Leave Policy

The leave policy of MBIL is in sync with other players of the industry. But

some major companies like Syscom provide leaves like Paternity Leave,

Maternity Leave, and Matrimonial Leave.

vi. Communication & Decision making Processes

Most of the company follow the practice of formal and transparent mode

of communication. But a new trend of Informal & transparent

Communication is also followed in the company like HCL. Most of the

companies conduct participative programs/ forums where employees can

come to share their views. In Moser Baer India Limited forums like

Communication Meetings are arranged. Companies like Syscom &

Neokraft arrange these meetings on Quarterly basis but HCL & Moser Baer

organises these meetings on Monthly basis.

vii. Rewards & Recognition

Most of the companies give both Monetary & Non- Monetary kinds of

rewards. But the companies follow different policies of giving different

kinds of rewards. HCL has the maximum number of rewards which

includes Performance, Millstones, Birthday, Length of service, Marriage,

Innovation & Creativity, Team performance, Contribution towards Society

& Customer Satisfaction.



xlii

viii. Employee Recreation

All the companies organise need based employee recreation activities.

Syscom organises many of them like outings, sports Events, Organization-

wide parties, Offsite training/Team Building activities. But Moser Baer

India Limited has few recreation activities.

ix. Employee Retention

The companies use different strategies to retain employees. These include

By Identification of Key Resources; New Joiners are given retention bonus

based on criticality of role Performance Appraisals & Promotions which is

used by MBIL. Syscom uses Financial & Non- Financial Motivators. Non-

Financial motivators like Recognition Scheme (Appreciation Mail), Awards,

By organising events by forming events organising committee.



xliii

Recommendations

Monetary Reward can be given for employee referrals

Most companies give monetary rewards for referring employees. Some

companies have programs like “bring your buddy to work” for which they

are given monetary awards. This encourages people to refer their friends for

appropriate positions. This saves a lot of recruitments cost, moreover the

company gets job-fit people.

Gifts and Vouchers can be given to the new joiners which will give their

morale a boost

There should be some gifts for new joiners, especially campus recruits. This

helps them to buy proper items for their everyday office requirements. This

also makes them feel welcomed in the organisation and provide themmotivation for the new job.

A post appraisal feedback should be conducted to know the attitude of

the people towards the PMS

This policy will help in erasing the various misgivings employees sometime

have regarding their appraisal. It will make the procedure more transparent

and it will also make the appraisers more accountable for their job. It will

motivate employees to perform better as they will know that their appraisal

will be done in a very transparent way.



xliv

The types of PL Sanctioned can be increased by adding examination

leave, matrimonial leave, paternity leave etc.

There should be some additions in the types of leaves especially

PATERNITY LEAVE. These types of leaves are being considered in most

industries. It’s importance is also being acknowledged nowadays due to

prevalence of nuclear families.

The recreation activities can be increased to include Outings,

Organisation- wide parties Lunch & Dinner and Offsite Training/ Team

Building Activities. It will help in building a positive camaraderie in the

employees.

• For exceeding previous best production by a substantial amount (13

months’ production in 12 months), a reward of Rs. 1000/- per head

and a picnic grant of Rs. 150/- head.

• A picnic grant of Rs. 150/- per head to departments which do not

qualify for picnic grant based on annual production / performance but

are otherwise considered ‘ outstanding’ subject to specific approval of

management

• Other service departments both inside and outside Works where there

is no definite measure of determining performance, a picnic grant @

Rs. 150/- per head once in a year

• By celebrating local festivals



xlv

Annual Foundation Day can be organised which will increase the

employees ‘sense of belongingness.

Annual foundation day can be celebrated in a grand way. All the

employees can be invited (who are engaged in critical production

activity on that date) to get together and celebrate that day. Major

awards like “Employee of the year” can be given out that day. Major

CSR activity can be started on that day. This will further motivate the

employees to participate in CSR activity as well. The Director can

share his future vision with the employees .This will make the

employees feel important. All employees of the both the plants and

HO should come together on this day. If possible offsite teams can

also be called. If not then these offices should be allocated a budget to

celebrate the FOUNDATION DAY in a very beautiful way.

The employees can be given the opportunity to increase their

managerial skills by giving them the opportunity to go for

Executive or Part time MBA from premier B- Schools.



xlvi

Limitations of the study

A sincere attempt has been made to keep the project away from any

redundancies, biases or errors, yet the readers may find certain limitation in

the project, which may be because of one or more of the following reasons:

• The validity and correctness of information relating the various tools

are subject to the data gathered from various websites on the internet.

• The sample size for the survey is only 3. This is because only one HR

person per organizations could be used to represent their respective

organizations and human resource departments fill the questionnaire.

• The validity of data is subject to the views expressed by the

respondents working as human resource professionals in variousorganizations.

• The respondents selected to be interviewed were not always available

and willing to co-operate and in some cases the respondents were

found not aware of the topic.

• The effort has been made to get as much information regarding the

various fields and facets of HR, but still some information might not

be available as the HR professionals contacted did not provide the

regarding details.



xlvii

BIBLIOGRAPHY

WEBSITE: www.moserbaer.com

www.syscom.com

www.neokraft.com

www.hcl.com

www.wikipedia.com

www.google.com

www.citehr.com

Books: C.B.GUPTA

T.N. CHHABRA



xlviii

ANNEXURE

Name of the Organization:

Name of the Employee:

Designation:

Date:

Questionnaire

I. Recruitment & selection

1. Potential Candidates in your organization are generated through the

following external recruitment sources:

(Tick and rank them based on the number and quality of candidatesgenerated. Also roughly specify the percentage mix of each of the

following sources adopted)

i) Direct applicants

ii) Placement Consultants

iii) Job Portals

iv) Employee referral

v) Through temporary staffing

vi) Head hunting

vii) Body shopping

viii) Any other sources, please specify



xlix

2. a. Do you have employee referral schemes?

i) Yes ii) No

b. If yes, the reward given on bringing the candidate on board is-

i) Monetary reward ii) Non-monetary reward

3. a. Do you conduct psychometric tests?

i) Yes ii) No

b. If, yes is it level specific?

i) Yes ii) No

4. Ideally, how much time does the hiring process take i.e. right fromthe test/ interview stage to the offer stage?

5. Do you get an employment agreement signed by the fresher’s?

i) Yes ii) No

6. The duration of the probationary period for a new joinee in your

organization is:

i) 6 months ii) 1 year iii) 2 years



l

II. Induction

1. The induction programme of your organization is of:

a. Structured and Formal type b. Informal type

2. The duration of induction programme is

a. Less than one week b. One week c. One month

3. Do you have a Buddy mentor system to make the new joinee feel at

ease? a. Yes b. No

4. Do you offer any gifts, vouchers etc to the new joinees to welcome

them in a warm and friendly way?

a. Yes b. No

III. Leaning & Development

1. Is the training mandatory for all level of employees?

i) Yes ii) No

2. If yes, on an average, how many man-hours of training do you provide

for each employee in a year?

3. On what basis is the training need analyzed in your organization?

i) Employee performance

ii) Performance Counselling

iii) Competency framework

iv) Need based

v) Any other, please specify.



li

4. a. Training is provided to employees in your Organization to enhance

their

i) Technical skills ii) Soft Skills iii) Both i & ii iv) Any other

area, please mention.

b. If you provide training in soft skills, what are the different types of

behavioural training programmes offered to employees? ( tick marks

wherever applicable)

i) Communication skills

ii) Interviewing skills

iii) Assertiveness

iv) Creativity

v) Culture Sensitivity

vi) Any other, please specify

c. What is the frequency of such Behavioural training programmes?

5. Generally, what are the different methods adopted by your organization

to train the employees?

i) Web-Based ii) On-the-job training iii) Class room iv) Both

web-based and class room v) Any other, please specify

6. Effectiveness of training program in your Organization is normally

evaluated by i) Observing the post training performance of employees

ii) Reaction/ Feedback of the trainees

iii) Determining ROI

iv) Any other method, please specify.



lii

7 . Do you conduct training in- house or outsource it?

iv. Performance Appraisal

1. The performance appraisal method followed in the organization is

i) Balanced Scorecard method

ii) MBO

iii) Any other method, please specify.

2. An individual employee is evaluated on the basis of his/her

(Tick where required and rank based on the weightage given for each

of the following)

i) Technical skills

ii) Behaviour

iii) Adaptability in the Organization

iv) Any other, please specify.

3. The employee is evaluated on the basis of:

i) 360 degree feedback

ii) 180 degree feedback

4. The appraisal is conducted:

i) Once in 6 months

ii) Once in a year

5. Is the appraisal feedback communicated to the respective employee?

i) Yes ii) No

6. Is the post appraisal feedback viewed seriously by the organization?

i) Yes ii) No



liii

7.Are the employees satisfied with the appraisal system adopted currently?

i) Yes ii) No

v. Career Progression

1. a. Do you have a mentor system intended to help employees in their

career progressions?

i) Yes ii) No

b. If yes, how do you carry out the career progression through such mentor?

2. What are the different measures adopted by your organization to

encourage the employees in their career growth?

3. a. Does your organization provide the employees an opportunity to shift

their career line if their interest lies in some other area, existent in the

organization.

i) Yes ii) No

b. If yes, on what basis is it entertained?

VI. Leave policy

1. a. How many days of privilege leave do you provide your employees

annually?

b. Can they carry forward privilege leave? If, yes the for how many

days?

i) Yes ii) No



lvi

c. Specify the conditions of availing privilege leave.

2. How many days of casual leave do you provide your employees

annually?

i) Less than 10 days ii) 10 days iii) 12 days iv) 15 days v) 15

days & above

3. What are the other kinds of leave enjoyed by the employees in the

organization? Specify the conditions for each.

VII. Communication & Decision making processes

1. The communication pattern in your organization is structured such that

it is:

i) Formal & transparent ii) Informal iii) Both i) & ii) iv) Any

other, specify

2. a. Is your organization encouraging employee participation in decision

making? i) Yes ii) No

b. If yes, what are the different employee participative programs you

organize?

c. What is the frequency of such programs?

i) Weekly ii) Monthly iii) Quarterly

VIII. Rewards & Recognition

1. What are the types of rewards usually given to the employees?

a. Monetary b. Non- monetary c. Both d. No defined rewards



liv

2. From the following options considered, the employee gets recognition for:

(Put tick mark where ever applicable)

a. Performance

b. Milestones

c. Birthday

d. Length of service

e. Marriage

f. Innovation & Creativity

g. Team performance

h. Customer Satisfaction

i. Contribution towards society

j. Any other, specify.

IX. Employee Recreation

1. Which of the following types of recreational activities are followed in

your organization? ( tick mark where ever necessary)

a. Outings

b. Sports Events

c. Organization- wide parties

d. Lunch and dinner

e. Offsite training/ Team Building Activities

f. f.Any other, please mention.



lv

2. What is the frequency of the above recreational activities?

i) Monthly ii) Quarterly iii) Bi- annually iv) Annually v)

Need Based

x. Employee Retention:

1. What are the retention strategies adopted by your organization to retain

employees and also to attract prospects?

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