hr policy poonam yadav

8/13/2019 Hr Policy Poonam Yadav

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A

PROJECT REPORT

ON

HR POLICIES AND ITS

IMPLEMENTATION

AT

DEEPAK NITRITE

LIMITED

SUBMITTED BY

Name

UNDER THE GUIDANCE OFNAME

COLLEGE NAME AND

ADDRESS


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1


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PREFACE

Human resource management is concerned with people element in management.Since every organization is made up of people, acquiring their services,developing their skills/ motivating to high level of performances and ensuringthat they continue to maintain their commitments to the organization which areessential to achieve organizational obectives.

!his proect is meant to know the Human "esource #olicies in the organization.!he H" #olicies are a tool to achieve employee satisfaction and thus highlymotivated employees. !he main obective of various H" #olicies is to increase

efficiency by increasing motivation and thus fulfill organizational goals andobectives.

!he obective is to provide the reader with a framework of the H" #olicy$anual and the various obectives that the different policies aim to achieve. !hemain focus was on the managerial levels of employees in %&'( )*!"*!&+!%.


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ACKNOWLEDGEMENT

!his report is an outstanding prospect to convey my gratefulness to those many

people whose timely help and guidance went a long way in finishing this proectwork from commencement to achievement.

* would like to e-press my sincere thanks to )'$& for giving me anopportunity 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 faculty members.

* am very glad to work with the organization as a trainee. * am grateful to H"

%epartment of %&'( )*!"*!& +!%. for helping me to get the informationand an invaluable e-perience.

+ast but not the least would like to thank my friends, family members and allthose people who helped me for the completion and deeper understanding of theconcept of performance appraisal.

orking on this proect has proved to be an enlightening e-perience for me.

YOUR NAME


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DECLARATION

*, 02" )'$&, hereby declare that all the information furnished in this#"3&4!, is my original work containing authentic facts. !his piece of work is

only being submitted to 4++&5& )'$& in the partial fulfillment for thedegree of #ost 5raduation %iploma in 6usiness $anagement.

YOUR NAME

7


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Table o Co!"e!"#

Se$%al C&a'"e$ Pa(e

No No1 I!"$o)*+"%o!

81.1 'bout !he rganization

1.

'bout !he !opic7

1.

bective and Scope of Study9

Re#ea$+& Me"&o)olo(,:

.1 $ethods of %ata 4ollection1

. Sampling32

.Hypothesis and 'bout ;uestionnaire

HR Pol%+%e# %! Dee'a- N%"$%"e L").

7 Da"a A!al,#%# a!) I!"e$'$e"a"%o! 77

< Co!+l*#%o!# =7= S*((e#"%o!# a!) Re+omme!)a"%o!# =formulate, redefine, break into details and decide a number of actions? thatgovern the relationship with employees in the attainment of the organizationobectives.

H" #olicies cover the followingE

1. #olicy of hiring people with due respect to factors likereservations, se-, marital status, and the like.

. #olicy on terms and conditions of employmentCcompensationpolicy and methods, hours of work, overtime, promotion, transfer,layCoff and the like.

. #olicy with regard medical assistanceCsickness benefits, &S* andcompany medical benefits.

7. #olicy regarding housing, transport, uniform and allowances.


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FORMULATING POLICIES

!here are five principal sources for determining the content and meaning ofpoliciesE

1. #ast practice in the organization.

. #revailing practice in rival companies.

. 'ttitudes and philosophy of founders of the company as also its directorsand the top management.

7. 'ttitudes and philosophy of middle and lower management.


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BENEFITS OF HR POLICIES

rganizations should have personnel policies as they ensure the followingbenefitsE

a. !he work involved in formulating policies requires that the managementgive deep thought to the basic needs of both the organization and theemployees. !he management must e-amine its basic convictions as wellas give full consideration to the prevailing practices in otherorganizations.

b. &stablished policies ensure consistent treatment of all personnelthroughout 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 personnelmanagement philosophy. He/she may carry the policies of theorganization in his/her head, and he she may apply them in an entirelyfair manner. 6ut what happens when he/she retiresR !he tenure of officeof nay manager is finite. 6ut the organization continues. #olicies promotestability.

d. #olicies serve as a standard of performance. 'ctual results can becompared with the policy to determine how well the members of theorganization are living upto the professional intentions.

e. Sound policies help build employee motivation and loyalty. !his is

especially true where the policies reflect established principles of fairplay and ustice and where they help people grow within the organization.

f. Sound policies help resolve intrapersonal, interpersonal and intergroupconflicts.

=


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PRINCIPLES OF HR POLICY

1. P$%!+%'le o %!)%%)*al )eelo'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 rightob.

. P$%!+%'le o $ee lo o +omm*!%+a"%o! to keep all channels ofcommunication open and encourage upward, downward, horizontal,formal and informal communication.

7. P$%!+%'le o 'a$"%+%'a"%o! to associate employee representatives at everylevel of decisionCmaking.


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OBJECTI1ES OF STUDY

1. !o study the H" #olicies of the company.

. !o study the amendments made in the H" #olicies of %eepak nitrite +td.since the time of incorporation.

. !o incorporate the amendments in the base policy and prepare a final policy.7. !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. *ntoday@s current scenario, %eepak )itrite +td. is a very large manufacturerand marketer of chemical.

. 's most of the company@s overall performance depends on its employee@sperformance which depends largely on the H" #+*4*&S of theorganization.

. So the proect has wide scope to help the company to perform well in

today@s global competition.

7. !he core of the proect lies in analyzing and assessing the organizationand to design an H" #+*40 manual for the organization.

9


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RESEARCH METHODOLOGY

A


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RESEARCH METHODOLOGY

9. METHOD OF DATA COLLECTION

!he researcher has chosen the questionnaire methods of data collection due tolimited time in hand. hile designing dataCcollection procedure, adequatesafeguards against bias and unreliability must be ensured. "esearcher hase-amined the collected data for completeness, comprehensibility, consistentlyand reliability.

"esearcher has also gathered secondary data which have already been collectedand 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 followingmethodsE

;uestionnaire

*nterview

bservation

. SAMPLE SI2E

Here, researcher has taken : as the sample size.

. HYPOTHESIS OF PROJECT

Human "esource #olicies provided by the organization of employees worksas an agent for the growth of employees and also motivates the employees to

perform well i.e. employee performance and satisfaction is the valuableoutcome of sound of H" #olicies of the organization.

!he various H" #olicies in %eepak )itrite +td. makes the employees enthusiastic towards work.>. ABOUT THE 4UESTIONNAIRE

*n this method a questionnaire is sent to the H" $anager concerned with arequest to answer the questions and return the questionnaire. !he questionnaireconsisted of a number of questions printed or typed in a definite order. !he H"$anager has to answer the questions on their own. !he researcher has chosenthis method of data collection due to low cost incurred, it is free from bias of theinterviewer and respondent have adequate time.

:


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HR POLICIES INDEEPAK NITRITELIMITED

1


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OBJECTI1ES

*n reviewing the purpose of H" #olicies at %eepak )itrite +td., the organizationstated 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 thefollowing obectives through its H" #oliciesE

&nsure a high degree of selectivity in recruitment so as to secure super achievers andnurture 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 selfCdevelopment through selfCmotivation.

5room every individual to realize his potential in all facets while contributing to attain higher

organizational and personal goals.

6uild teams and foster teamCwork as the primary instrument in all activities.

"ecognize worthy contributions in time and appropriately, so as to maintain a high

level of employee motivation and morale. 'ppraisals and promotions shall be ethicaland impartial.

*mplement equitable, scientific and obective system of rewards, incentives and control.

4ontribute towards health and welfare of employees.

MANAGEMENT RE1IEW

$anagement review meeting is held every si- months at the 5roup "eview.$eet is conducted from time to time to ensure the suitability, adequacy andeffectiveness of the H" #olicies.


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CORRECTI1E ACTION FOR NON CONFORMANCEE

)on conformance to the policies mentioned is reviewed by the 5roup H"4ell, respective 4& and H" Head of the company. !he review willsuggest remedial measures to avoid repetition of the non conformance

through elimination of the root causes for the same.6oard of %irectors is kept informed of the review and action plans decided to avoid the non

conformance in the ensuing monthly meeting.

DOCUMENT AND DATA CONTROL

%ocuments and data are generated by the 4orp. H" in the form of hard copies orelectronic medium.

%ocuments are reviewed and approved for adequacy by 4orp. H" prior to issue.

T&e a$%o*# '$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 "otation7. #erformance appraisal


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RECRUITMENT POLICY

*n %eepak 5roup, recruitment and selection of personnel ise-plicitly based on the criteria of their knowledge, skills andattitudes, 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 appropriatetraining.'ll direct recruitment is through the H" department.%etailed selection procedures as decided from time to time are adhered to without anycompromise.'bove procedures shall undergo continuous refinement through evaluation and feedback.

INDUCTION AND PLACEMENT POLICY

't %eepak 5roup, 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 departmentsprepare a wellCstructured *nduction #rogram to acquaint the new recruitswith the people, organizational structure, and interface between differentdepartments, functions and culture of the organization.!he *nduction #rogram is formulated to suit the position of the candidate and necessary tobe provided to him.

JOB ROTATION POLICY

't %eepak 5roup, facilities are provided for allCround growth ofindividuals through lateral mobility. !his shall enhance theiremployability 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.

'll promotions to the level of H%s will be considered only when an individual has

undergone rotation through at least sections.

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PERFORMANCE APPRAISAL POLICY

#erformance 'ppraisal grooms every individual to realize his potentialin all facets by helping to identify and achieve his personal goals withinthe 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 allthe employees in order to fulfill the following obectivesE

!o enhance employees@ 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 %eepak 5roup is aimed at developingpeople of the right caliber to meet present and future needs of theorganization. *t shall be an essential ingredient for Succession#lanning.

!he mandatory factors to be considered prior to career planning shall beE

!he organization@s long and short term plans.

a. $anpower skills required towards implementing these plans.

b. 'ttrition rate of people with high potential, above average andaverage caliber.

c."ecruitment through internal and e-ternal sources at all levelsand its ratio as appropriate to the organization.

d. !he number of people recruited and trained every year.


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SUCCESSION PLANNING POLICY

H%s and above identify successors, primary and secondary, to hisposition at the time of annual appraisal. !his is reviewed every year along

with the annual appraisal.

8. TRAINING AND DE1ELOPMENT POLICY

't %eepak 5roup, training and development activities strive toensure continuous growth of organization by nurturing thestrengths of the employees and providing the environment andopportunity for every individual to realize his/her potential.

!he policy aims at broadening the outlook of the individuals and bridging the gapbetween actual performance and the performance necessary to deliver results.Gacilities are provided to all individuals towards self development and all round growththrough training.H" %epartment identifies average performers and provide special training.

HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human "esource *nformation $anagement Systems JH"*$SK aims atE#roviding accurate information about employees to management for decisionmaking.

a. &liminating duplication of efforts.

b. ffering quick and easy access to human resource informationat random as well as in regular report form.

!he system has two layers of security. 'ccess to the system isthrough keying in the valid combination of username and

password. #ermission to access certain programs is restricted toidentify 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.

=


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DATA ANALYSIS

AND

INTERPRETATION

A


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A. RECRUITMENT AND SELECTION

1. 're you satisfied with the e-ternal recruitment sources performed in your

organization.

External recruitment sources

18%

agree

disagree

82%

INTERPRETATION "egarding e-ternal recruitment sources 9employees are satisfied or agree whereas 19 are not satisfied which

is performed in the organization. !herefore, the employees are

satisfied by recruitment process.

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. 're you satisfied with the monetary reward given on bringing a candidate

on boardR

Monetary reward

26%

agree

disagree

74%

INTERPRETATION "egarding monetary reward given on bringing on board

87 of employees are satisfied and = are not satisfied.

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. '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 89 employees are satisfied whereas employees are not

satisfied.

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7.'re you satisfied with the monetary limits given to you for the e-pensesR

Expenses

21%

Agree

Disagree

79%

INTERPRETATION "egarding monetary limits provided to employees for

their e-penses 8A of the employees are satisfied and 1 of the employees

are not satisfied.


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6. 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, 9 of the employees are satisfied whereas 19 of the

employees are not satisfied.


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. !he induction of your organization covers organizational

structure and policies.

Induction

10%

Agree

Disagree

90%

INTERPRETATION "egarding induction of organization, A: of the

employees are satisfied and 1: of the employees are not satisfied. *t means

that most of the employees are benefited.

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TRAINING AND DE1ELPOMENT

a. Gor &mployee performance is the training need analyzed in yourorganization

Employee performance

24%

Agree

Disagree

76%

INTERPRETATION "egarding employee performance, 8= of employees

are satisfied whereas 7 of employees are not satisfied. *t means that most of

the employees get affected from this evaluation.

7=


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b. 're you satisfied with the 4lassroom method adopted by your

organization to train the employeesR

Classroom method

27%

Agree

Disagree

73%

INTERPRETATION "egarding 4lassroom method, 8 of the employees

are satisfied whereas 8 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.

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c. &ffectiveness of training program in your rganization is evaluated by

observing the post training performance of employees.

Effectiveness of Training program

32%

Agree

Disagree

68%

INTERPRETATION "egarding effectiveness of training program, =9 ofthe

employees are satisfied whereas of the employees are not satisfied. *t

means that some of the employees want that evaluation of effectiveness of


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training program should be done with some other method.

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PERFORMANCE APPRAISAL

1. 're you satisfied with the 6alanced Scorecard methodR

Balance scorecard method

8%

Agree

Disagree

92%

INTERPRETATION "egarding 6alance scorecard method, A of the

employees are satisfied whereas only 9 of the employees are not satisfied. *t

means that most of the employees are benefited from this evaluation method.


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7A


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. 're you satisfied with the feedback given to you by organizationR

Feedback

28%

Agree

Disagree

72%

INTERPRETATION "egarding feedback 8 of the employees are satisfied

whereas 9 of the employees are not satisfied. *t means that some of the

employees get benefited but some are not.


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&. CAREER PROGRESSION

d. 're you satisfied with the mentor system followed for career

progressionR

Mentor system

16%

Agree

Disagree

84%

INTERPRETATION "egarding mentor system followed for career


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progression, 97 of the employees get benefited and only 1= of the

employees are e-empted.


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e. 're you satisfied with the competence analysis and feedback from

managerR

Competence analysis and feedback

22%

Agree

Disagree

78%

INTERPRETATION "egarding competence analysis and feedback frommanager 89 of the employees are satisfied whereas are not satisfied. *t

means that some of the employees want feedback from other source.


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G. LEA1E POLICY

1. 're you satisfied with the privilege leave provided to youR

rivilege leave

17%

Agree

Disagree

83%

INTERPRETATION "egarding privilege leave provided to employees, 9


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of the employees are satisfied whereas 18 of the employees are not satisfied.


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5. COMMUNICATION AND DECISION MAKING PROCESS

1. 're you satisfied with the informal communication patternR

Informal communication pattern

13%

Agree

Disagree

87%

INTERPRETATION "egarding informal communication pattern, 98 of the

employees are satisfied and 1 of the employees are not satisfied. *t means

most of the employees are comfortable with this communication process.


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. 're you satisfied with the opinion survey and %epartment meetingR

!pinion survey and "epartment meeting

24%

Agree

Disagree

76%

INTERPRETATION "egarding opinion survey and department meeting,

8= of the employees are satisfied and 7 of the employees are not satisfied.


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PERSONAL ACCIDENT INSURANCE POLICY

1. 're you satisfied with contingencies cover under #ersonal 'ccident

*nsurance policyR

Contingencies

24%

Agree

Disagree

76%


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INTERPRETATION "egarding contingencies provided under this policy,

8= of the employees are satisfied and 7 of the employees are not satisfied.


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SUGGESTIONS 3RECOMMENDATIONS

1. !he #erformance 'ppraisal of employee is evaluated on the basis of =:degree feedback or 19: degree feedback.

. !he rganization should focus on mentor system intend to helpemployees in their career progression.

. !he rganization should conduct #sychometric tests for employees.7. !he !raining should be mandatory for all level of employees.


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ANNE0URES

=


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Name o Em'lo,ee

De#%(!a"%o!

4UESTIONNAIRES

'. "ecruitment and Selection

1. 're you satisfied with the e-ternal recruitment sources performed in your

organization.

1. 'gree . %isagree

. 're you satisfied with the monetary reward given on bringing a candidate on boardR1. 'gree . %isagree

. 're you satisfied with the background checks conduct for employees.1. 'gree . %isagree

7. 're you satisfied with the monetary limits given to you for the e-pensesR1. 'gree . %isagree

6. *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 trainthe employeesR

1. 'gree . %isagree

. &ffectiveness of training program in your rganization is evaluated by observingthe post training performance of employees.

1. 'gree . %isagree

%. #erformance 'ppraisal

1. 're you satisfied with the 6alanced Scorecard methodR

1. 'gree . %isagree

. 're you satisfied with the feedback given to you by organizationR

1. 'gree . %isagree

=


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&. 4areer #rogression

1. 're you satisfied with the mentor system followed for career progressionR

1. 'gree . %isagree

. 're you satisfied with the competence analysis and feedback from managerR1. 'gree . %isagree

G. +eave #olicy

1. 're you satisfied with the privilege leave provided to youR

1. 'gree . %isagree

5. 4ommunication and %ecision making process

1. 're you satisfied with the informal communication patternR

1. 'gree . %isagree

,.

're you satisfied with the opinion survey and %epartmentmeetingR

1. 'gree . %isagree

H. "ewards and "ecognition

1. 're you satisfied with the monetary rewardsR

1. 'gree . %isagree

*. #ersonal 'ccident *nsurance #olicy

1. 're you satisfied contingencies cover under this policyR

1. 'gree . %isagree

3. $ediclaim #olicy

hr policy poonam yadav

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