social welfare society at n.r.pura
TRANSCRIPT
CONTENTS
Sl. No. CHAPTERS PAGE No.
1. Introduction
2. Research Design
3. Company Profile
4. Data Analysis and Interpretation
5. Finding
6. Suggestions
BIBLIOGRAP
QUESTIONNAIRE
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CHAPTER- 1
INTRODUCTION
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Meaning and definition of Human Resources
According to Leon C. Magginson, the term human resources (HR) can
be thought of as “the total knowledge, skill, creative abilities, talent and
aptitudes of an organisation’s workforce, as well as the value, attitude and
beliefs of the individual involves”.
In simple sense human resources management means employing
people, developing their resources, utilising, maintaining and compensating
their services in tune with the job and organisational requirements with a
view to contribute to the goals of the organisation, individual and the
society. The function 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 personnel are served to the highest possible
degree, and
(c) Objectives of society are duly considered and served”.
NATURE OF HUMAN RESOURCES:
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People in any organisation manifest themselves, not only through
individual section but also through group interactions. When individual
come to their workplace, they come with not only technical skill, knowledge
etc.., but also with their personal feeling, perception, desires, motives,
attitude, value etc. Therefore, employee management in an organisation does
mean management of not only technical skills but also other factors of the
human resources.
COMPLEX DYNAMISM:
A close observation of employee reveals that they are complex being,
i.e.,
(1)Economic,
(2)Physiological,
(3)Psychological,
(4)Socio-logical and,
(5)Ethical being.
The proportion or intensities of these dimensions of the human factor in
employment may differ from one situation to anther but the fact remains that
these are the basic things of the human factor in organisation
A Social System
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Human resources management is relatively new and developed as a part
of management. In its simple term, personnel management is the task of
dealing with human relation, moulding and developing the human resources.
A Challenging Task
The human resource manager plays a crucial role in understanding the
changing needs of through organisation and society. Further, he faces some
challenging tasks in attaining the employee, organisational and society
objectives with the available resources.
FUNCTIONS OF HRM
The function of HRM can be broadly classified into two categories,
viz..,
i. Management function and
ii. Operating function
1. Managerial Function
Management function of personnel management involving
planning, organising, directing and controlling. All these function
influences the operative function
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Functions of HRM
Managerial Function Operative Function
Planning Employment
Organisation Human Resources Development
Directing Compensation
Controlling Human Relations
Industrial Relation
Recent Trends in HRM
(A)Planning: it is predetermined course of action. Planning pertains to
formulating strategies of personnel programmes and changes in advance that
will contribute to the organisation goals. In other words, it involves planning
of human resources, requirement, recruitment, selection, training etc.
(B)Organising: An organisation is means is means to an end. It is essential
to carry out the determined courses of action. In the words of J.C.Massie,
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an organisation is a “structure and processes by which a cooperative group
of human beings allocation its task among its member, identifies relationship
and integrates its activities towards a common objective.” Complex
relationships exist between the specialised department and the general
department as many top managers are seeking the advice of the personnel
manager. Thus, an organisation establishes relationships among the
employees so that they can collectively contribute to the attainment of
company goals.
(C).Directing: The next logical function after completing planning and
organising is the execution of the plan. The basic function of personnel
management at any level is motivating, commanding, leading and activating
people. The willing and effective co-operation of employees for the
attainment of organisational goals is possible through proper direction.
Tapping the maximum potentialities of the people is possible through
motivation and command. Co- ordination deals with the task of blending
efforts in order to ensure successful attainment of an objective. The
personnel manager has to co-ordination various managers at different levels
as far as personnel function are concerned.
(D)Controlling: After planning, organising and directing various activities
of personnel management, the performance is to be verified in order to know
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that the personnel functions are performed in conformity with the plans and
directions of an organisation. Controlling also involves checking, verifying
and comparing of the actual with the plans, identification of deviation if any
correcting of identified deviations. Thus, action and operation are adjusted to
per-determined plans and standards through control.
2. Operative Function
The operative function of human resources management are related to
specific activities of personnel management viz., employment, development,
compensation and relations. All these functions are interacted with the
managerial functions.
(A)Employment: It is the first operative function of human resource
management (HRM). Employment is concerned with securing and
employing the people possessing the required kind and level of human
resources planning, recruitment, selection, placement, induction and internal
mobility.
I. Job Analysis: It is the process of study and collection of information
relating to the operations and responsibilities of a specific job. It
includes:
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Collection of data, information, facts and ideas relating to various
aspects of including men, machines and materials
Preparation of job description, job specification, job requirements and
employee specifications which will help in identifying the nature,
levels and quantum of human resources.
Providing the guides, plans and basis for job design and over all
operative functions of HRM.
II. Human Resources Planning: It is a process for determination and
assuring that the organisation will have an adequate number of
qualified persons, available at proper time, performing jobs which
would meet the needs of the organisation and which would provide
satisfaction for the individual involved. It involves:
Estimation of present and future requirement and supply of human
resources based on objectives and long range plans of the organisation.
Calculation of net human resources requirement based on present
inventory of human resources.
Taking steps to mould change and develop the strength of existing
employees in the organisation so as to meet the future human resources
requirements.
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Preparation of action programmes to get the rest of human resources
from outside the organisation and to develop the human resources in
terms of existing employees.
III. Recruitment: It is the process of prospective employees and
stimulating them to apply for jobs an organisation. It deals with:
Identification of existing sources of applicant and developing them.
Creation/identification of new sources of applicants.
Stimulating the candidates to apply for jobs in the organisation.
Striking a balance between internal and external sources.
IV. Selection: It is the process ascertaining the qualifications, experiences,
skills, knowledge etc.., of an applicant with a view to appraising his/her
suitability to a job. This function including:
Framing and developing application blanks.
Creating and developing valid and reliable testing techniques.
Formulating interviewing techniques.
Checking of references.
Line manager’s decision.
Sending letters of appointment and rejection.
Employing the selected candidates who report for duty.
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V. Placement: It is the process of assigning the selected candidates with the
most suitable job of term of job requirement. It is matching of employee
specification with job requirement. This function includes:
Counselling the functional managers regarding placement.
Conducting follow-up study, appraising performance in order to
determine employee adjustment with the job.
Correcting misplacements, if any.
VI. Induction and Orientation: Induction and orientation are the techniques
by which a new employee is rehabilitate in the change surrounding and
introduced to the practise, policies, purpose and people etc.., of the
organisation.
Acquaint the employee with the company philosophy, objectives, career
planning and development, opportunities, product, market share, social
and community standing, company history, culture etc.
Introduction the employee to the people with whom he has to work such as
peers, supervisors and subordinates.
Mould the employee attitude by orienting him to the new working and social
environment.
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(B). Human Resources Development: It is the process of improving,
moulding and changing the skills, knowledge, creative ability, aptitude, values,
commitment etc.., based on present and future job and organisational
requirements. This function includes:
I. Performance Appraisal: It is the systematic evaluation of individual with
respect to their performance on the job and their potential for development. It
includes:
Developing policies, procedures and techniques.
Helping the function managers.
Reviewing of reports and consolidation of reports.
Evaluating the effectiveness of various programmes.
II. Training: It is the process of imparting to the employee techniques
and operating skills and knowledge. It includes:
Identification of training needs of the individuals and the company.
Developing suitable training programmes.
Helping and advising line management in the conduct of training
programmes.
Imparting of requisite job skills and knowledge to employee.
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III. Management Development: It is the process of designing and conducting
suitable executive development programmes so as to develop the
managerial and human relation skill of employees. It includes:
Identification of the areas in which management development is
needed.
Conducting development programmes.
Motivating the executives.
Designing special development programmes for promotions.
IV. Career Planning and Development: It is the planning of one’s career and
implementation of career plans by means of education, training, job search
and acquisition of work experiences. It includes internal and external
mobility.
V.Internal Mobility: it includes vertical and horizontal movement of an
employee within an organisation. It consists of transfer, promotion and
demotion.
(C). Compensation: It is the process of providing adequate, equitable and
fair remuneration to the employees. It includes job evaluation, wages and
salary administration, incentives, bonus, fringe benefits, social security
measures etc.
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I. Job Evaluation: It is the process of determining relative worth of jobs.
Select suitable job evaluation techniques.
Classify jobs into various categories.
Determining relative value of jobs in various categories.
II. Wages and Salary Administration: This is the process of developing and
operating a suitable wages and salary programmes. It covers:
Conducting wages and salary survey.
Determining wages and salary rates based on various factor.
Administering wages and salary programmes.
Evaluating its effectiveness.
III. Incentives: It is the process of formulating, administering and reviewing the
schemes of financial incentives in addition to regular payment of wages
and salary. It includes:
Formulating incentive payment scheme.
Helping functional managers on the operation.
Review them periodically to evaluate effectiveness.
IV. Bonus: It is includes payment of statutory bonus according to the Payment
of Bonus Act , 1965 and its latest amendments:
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V. Fringe Benefits: These are the various benefits at the fringe of the wages.
Management provides these benefits to motivate the employees and to meet
their life’s contingencies. These benefits include:
Disablement benefits.
Housing facilities.
Educational facilities to employees and children.
Canteen facilities.
Credit facilities.
Medical, maternity and welfare facilities.
(D). Human Relations: Practicing various human resources policies and
programmes like employment. Development and compensation and
interacting among employees create a sense of relationship between the
individual worker and management, among workers and trade unions and the
management.
It is the process of interacting among human beings. Human relation is an
areas of management in integrating people into work situation in a way that
motivates them to work.
Developing the communication skills.
Developing the leadership skills.
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Motivating the employees.
Boosting employee morale.
Improving quality of work life of employees through participation and
other means.
(E).Industrial Relation: The term ‘industrial relations’ refers to the study
of relations among employees, employers, governments and trade unions.
Industrial relations include:
Indian labour market
Trade unionism
Collective bargaining
Industrial conflicts
Workers’ participation in management and
Quality circles.
(F). Recent Trends in HRM: Human Resources Management has been
advancing at a fast rate. The recent trends in HRM include:
Quality of work life
Total quality in human resources
Hr accounting, audit and research and
Recent techniques of HRM.
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SCOPE OF HUMAN RESOURCES MANAGEMENT
The scope of human resources management in the modern days is vast.
In fact, the scope of HRM was limited to employment and maintenance of
any payment of wages and salary. The scope gradually enlarged to providing
welfare facilities, motivation, performance appraisal, human resources
management, maintenances, of human relations, strategic human resources
and the like. The scope has been continuously enlarging.
The scope of Human Resources Management includes:
Objectives of HRM
Organisation of HRM
Strategic HRM
Employment
Development
Wages and salary administration/compensation
Maintenance
Motivation
Industrial relations
Participative management and
Recent developments in HRM.
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Having discussed the scope of human resources management, now
we shall discuss the importance of human resources management.
OBJECTIVES OF HUMAN RESOURCES MANAGEMENT
Objectives are pre-determined goals to which individual or group activity
in an organisation is directed. Objectives of HRM are influenced by social
objectives, organisational objectives, functional objectives and individual
objectives. Institutions are instituted to attain certain specific objectives. The
objectives of the economic institution are mostly to earn profits, and that of
educational institutions are mostly to impart education and/or conduct
research so on and so forth. However the fundamental objective of any
organisation is survival. Organisations are not just satisfied with this goal.
Further, the goal of most of the organisations is growth and/or profits.
The objectives of HRM may be as follows:
i. To create and utilise an able and motivated workforce, to
accomplish the basic organisational goals.
ii. To establish and maintain sound organisational structure and
desirable working relationship among all the members of the
organisation.
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iii. To secure the integration of individual and groups within the
organisation by co-ordination of the individual and group goals
with those of the organisation.
iv. To create facilities and opportunities for individual or group
development so as to match it with the growth of organisation.
v. To attain an effective utilisation of human resources in the
achievement of organisational goals.
vi. To identify and satisfy individual and group needs by providing
adequate and equitable wages, incentives, employee benefits and
social security and measures for challenging work, prestige,
recognition, security, status etc.
HUMAN RESOURCE DEVELOPMENT
THE CONCEPT OF HUMAN RESOURCE DEVELOPMENT (HRD )
The concept of HRD was formally introduced by Leonard Nadler in
1969, in a conference organised by the American Society for Training and
Development. Leonard Nadler defines HRD as “those learning experiences
which are organised for a specific time and designed to bring about the
possibility of behavioural changes.”
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The term learning experience refers to purposeful or intentional learning
and not incidental learning.
Among the Indian authors, T Ventateswara Rao worked extensively on
HRD. He defines HRD in the organisational context as “a process by which
the employees of an organisation are helped in a continuous planned way to:
i. Acquire sharpen capabilities required to perform various function
association with present or expected future roles;
ii. Develop their general capabilities as individual and dis-
cover and exploit their own inner potentials for their
own and/or organisational development purposes;
iii. Develop an organisational culture in which superior- subordinate
relationship, team work and collaboration among sub-units are strong
and contributes to the professional well-being, motivation and pride of
employees.
Features of Human Resources Development:
i. HRD is a systematic and planned approach for the development of
individuals
ii. HRD is a continuous process for the development of technical,
managerial, behavioural and conceptual skills and knowledge.
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iii. HRD develops the skills and knowledge not only at the individual
level, but also at dyadic level, group level and organisational level.
iv. HRD is multi-disciplinary. It draws inputs from Engineering,
Technology, Psychology, Anthropology Management Commerce,
Economics, and Medicine etc.
v. HRD is embodies with techniques and process. HRD techniques
includes performance appraisal, training, management development,
career planning and development, organisation development, counselling,
social and religious programmes, employee involvement/workers’
participation, quality circles etc.
vi. HRD is essential not only for manufacturing and services industry but
also for information technology industry.
SCOPE OF HRD
Human resources management deals with procurement, development,
compensation, maintenances and utilisation of human resources. HRD deals
with development of human resources for efficient utilisation of these
resources in order to achieve the individual, group and organisational goals.
Thus, the scope of HRM is wider and HRD is part and parcel of HRM. In
fact, HRD helps for the efficient management of human resources. The
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scope of HRD invades into all the functions of HRM. The scope of HRD
includes:
i. Recruiting the employees within the dimensions
and possibilities for developing human resources.
ii. Selecting those employees having potentialities for
development to meet the present and future organisational needs.
iii. Analysing, appraising and developing performance
of employees and individuals, members of a group and organisations with
a view to develop them by identifying the gaps in skills and knowledge.
iv. Help the employees to learn from their superiors
through performance consultations, performance counselling and
performance interviews.
v. Train all the employees in acquiring new technical
skills and knowledge.
vi. Develop the employees in managerial and
behavioural skill and knowledge.
vii. Planning for employee’s career and introducing
developmental programmes.
viii. Planning for succession and develop the employees.
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ix. Changing the employee’s behaviour through
organisation development.
x. Employee learning through group dynamic, intra
and intra-team interaction.
xi. Learning through social and religious interactions
and programmes.
xii. Learning through job rotation, job enrichment and
empowerment.
xiii. Learning through quality circle and the schemes of
workers’ participation in the management.
HRD OBJECTIVES
The objectives of HRD are:
To prepare the employee to meet the present and changing future
job requirements.
To prevent employee obsolescence.
To develop creative abilities and talents.
To prepare employees for higher level jobs.
To impart new entrants with basic HRD skills and knowledge.
To develop the potentialities of people for the next level job.
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To aid total quality management.
To ensure smooth and efficient working of the organisation.
To provide comprehensive framework for HRD.
To enhance organisational capabilities.
NEEDS FOR HRD
All business and industrial organisations are dynamic. In fact, liberation,
privatisation and globalisation made the business firms further dynamic. In
other words, they have been changing continuously in terms of technology,
types of business, products/services, organisation strength and the like. The
changes invariably demand for the development of human resources.
i. Change in Economic Polices: Almost all the governments across the
globe have changed their economic policies from
communistic/socialistic pattern to capitalistic pattern. Even the
Government of India liberalised its economic policies in 1991.
ii. Changing Job Requirement: Organisational dynamism brings changes
in organisational design and job design. The changes in job design
bring changed in job description and job specification.
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iii. Need for Multi-skilled Human Resources: The changing trends in
industrialisation, structuring jobs and organisations demand the
employee to take up multi activities.
iv. Organisational Viability and Transformation Process: Organisational
Viability is continuously influenced by the environmental threats. If
the organisation does not adapt itself to the changing environmental
factors, it will lose its market share.
v. Technological Advance: Organisations in order to survive and
develop should adopt the latest technology. Adaptation of the latest
technology will not be complete until they are manned by developed
employees.
vi. Organisational complexity: With the emergence of increased
mechanisation and automation, manufacturing of multiple products
and rendering of services, organisations becomes complex.
Management of organisational complexity is possible through HRD
vii. Human Relations: Most of the organisations today tend to adopt the
human resources approach. This in turn, needs HRD.
HRD FUNCTIONS
The functions of HRD include:
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Performance Appraisal
Employee Training
Executive Development
Career Planning and Development
Succession Planning and Development
Organisation Change and Organisation Development
Involvement in Social and Religious Organisations
Involvement in Quality Circle and
Involvement in Workers’ Participation in Management.
Techniques of Human Resources Development
Techniques of human resources development are also called HRD
methods. HRD instruments, HRD mechanisms or HRD subsystems. They
include:
Performance Appraisal
Potential Appraisal
Career Planning
Career Development
Employee Training
Executive Development
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Organisational Development
Social and Cultural Programmes
Workers’ Participation in Management
Quality Circle
Employee Counselling
Team Work
Role Analysis
Communication Policies and Practices
Monetary Rewards
Non-monetary Rewards
Employee Benefits and
Grievance Mechanism.
ATTRIBUTES OF AN HRD MANAGER
According to Pareek and Rao, an HRD manager must possess the
following attributes:
Techniques
Knowledge of various types of performance appraisal system
and potential appraisal systems and ability to develop them.
Knowledge of various types of tests and measurement of
behaviour.
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Ability to design and execute training programmes at various
levels.
Knowledge of behavioural sciences.
Knowledge and skill counselling.
Knowledge of techniques in behavioural research.
Knowledge of career planning and other personnel practices
THE FUNCTION OF HRD MANAGERS
HRD managers or departments play a crucial role in the organisation. The
HRD manager at SHELL performs a wide range of function provides the
function of the HRD manager at SHELL. These functions include:
1. Role Analysis: The HRD manager should design the wider role rather
than mere jobs based on the organisation’s present and future needs.
2. Human Resources Planning: The HRD manager, based on the role
analyses, should plan for the human resources which would meet not
only the future organisational requirement but also capable of being
development.
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3. Recruitment: It is the process of searching for prospective employees
and stimulating them to apply for jobs in an organisation.
4. Selection: It is the process of ascertaining the qualification, experiences,
skills, knowledge etc,. Of an applicant with a view to appraising his/her
suitability to a job.
5. Placement: It is the process the selected candidates with the most
suitable job. It is matching of employee specification with job
requirements.
6. Induction and Orientation: Induction and orientation are the
techniques by which a new employee is rehabilitated in the changed
surrounding and introduced to the practices, policies, purpose and people
etc., of the organisation.
7. Performance Appraisal: It is the systematic evaluation of individual
with respect to their performance on the job and their potential for
development.
8. Training: Training is a systematic process by which employees learn
skills, knowledge, abilities or attitudes to further organisational and
personal goals.
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9. Management Development: It is the process of designing and
conducting suitable executive development programmes so as to develop
managerial and human relation skill of employees.
10.Career Planning and Development: It is the planning of one’s career
and implementation of career plans by means of education, training, job
search and acquisition of work experiences.
11.Organisation Development: organisation development is an
organisation wide, planned effort, managed from the top, with a goal of
increasing organisational performance through planned intervention.
12.Compensation: it is the process of providing equitable and fair
remuneration to the employees. It is includes job evaluation, wages and
salary administration, incentives, bonus, fringe benefits, social security
measures etc.
13.Social and Cultural Programmes: social and cultural programmes
enable the employees to interact closely with each other, open-up their
cognitions, share the strength etc.
14.Workers’ Participation in Management: workers’ participation in
management enables both the management’s and workers representative
to share and exchange their ideas and view point in the process of joint
decision-making.
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15.Quality Circles: Quality circles are a self- governing group of workers
with or without their supervisors who voluntarily meet regularly to
identity, analyses and solve problems of their work field.
16. Teamwork: Teamwork requires a joint effort of the members to plan,
make decision, implement them, evaluate them and correct them.
17.Communication Policies: The free-flow of upward communication
policies encourage motivate the subordinate to share their new ideas,
experience and other work related issues their supervisors.
18.Grievance Mechanism: Prompt settlement of employee grievances
leads to job satisfaction and satisfied employees are encouraged to
enrich their resources with a view to enhance their contribution to the
organisation.
19.The other function of HRD manager include:
1) To develop a human resources philosophy for the entire organisation
and get the top management committed to it openly and consistently.
2) To influence personnel policies by providing necessary input the
personnel department/top management.
3) To plan and design HRD methods.
4) To monitor effectively the implementation of various HRD methods.
5) To work with unions and association and inspire them.
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CHPTER - 2
RESEARCH DESIGN
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INTRODUCTION:-
Human resources is by far the most important resource of the
available resources of an organisation every human being has unique feature
that differentiate him/her in an working environment .To constitute a
resources skill, attitude and knowledge should be present in the workforce
some of the workforce may be introduced to the organisation without all
their [skills, attitude, knowledge] where as some of the employees may lack
any one of the attitude. In pursuance to this development of human resources
become in abatable to all the after selecting them. In this regards to increase
this skill and upgrade the knowledge trade in will be provided to the
employees and after their process the performance of the employees will be
evaluated and then a proper decision is taken and develop the organisation.
STATEMENT OF THE PROBLEM:-
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The present project report will be done on training and
development and its influence and efficiency and output of various
programmes run by Social Welfare Society at N.R.Pura.
OBJECTIVES OF THE STUDY:
The present study will have the following objectives
To study the human resource activity adopted by welfare society.
To study training processes adopted to increase efficiency.
To study performance appraisal method adopted by welfare society.
To study various factors governing the enhancement of skill,
knowledge and attitude through society programmes.
To identify any problems in graduation and implementation of HR
policies.
To provide proper suggestion for over all development of an
organisation.
RESARCH METHODOLOGY:-
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For the purpose of doing present project report following methods will
be used,
1. Data Collection:-
For the purpose of doing present project report primary source of data
and secondary source of data will be used.
Among primary data sources questionnaire techniques, personal
observation, and face to face interview techniques will be used for the
organisers and the beneficiary.
In secondary sources of data the text material from the organisation,
references from website, news will be used.
2. Sampling:-
For the purpose of doing present research the sample size consist of 35
beneficiary respondents and 15 organisers and work executive of the
organisation. A scheduled questionnaire will be distributed to the
sample size to collect the require information. For convenience of
analysis total respondents have been multiplied with six to make 100
respondents.
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3. Data Analysis and Interpretation:-
The data so collected through primary and secondary sources will be
classified, tabulated based on age, income, gender, nature of training,
benefits accrued, output level and other criteria. And then by the used
of statistical techniques like mean and medium, the same data will be
presented in tabular and graphical from with interpretation and
inferences there to.
4. Advantage or benefit of the study:-
The proposed study contributes in increase of management knowledge
about social services and various programmes while running an NGO’s.
The study will highlight some of unic programme organised and run by
the society which will inspire each one of as at the same time it will
highlight various opportunity available the organisation from
government and semi government and local resources.
A part from this study will also highlight weakness in regulation and
implementation of HR policies of the organisation more over. The
study will become a source of information to further comprehensive
study in the same discipline or area.
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LIMITATION OF THE STUDY:
The present research work will have the following limitation:
Time constraint
Respondents bias
Statistical change may take place during the course of study
Generalisation cannot be made to the present research work because it
is under taken only for welfare society at N.R.Pura.
CHAPTERLISATION
Chapters No Description
I. Introduction
II. Research Design
III. Company Profile
IV. Data Analysis and
Interpretation
V. Findings
VI. Suggestion
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Bibliography
Annexure
CHPTER -3
COMPANY PROFILE
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History of Norbertine Fathers in N.R.Pura Region
N.R.Pura mission region comprises the whole civil district of
Chickamagalure, in Karnataka. It has an area of 7224 sq.kms. Earlier this
mission region belonged to the Diocese of mananthavady. Taking into
consideration of the vastness of the diocese, shortage of priest, difficult
working conditions and the need heavy financial investment for the
development of the area, the mission was officially entrusted to Norbertine
Fathers Mananthavady on 25th may 1995. Since then we have initiated
developmental programmes in the region focused on pastoral, educational
and social activities.
Social
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The considerable percentage of the people in the mission is migrants
from the neighboring state of Kerala, landed up in this Taluk in 1940s and
1950s. Through there are people of different religious denominations among
the settler and they follow their own religious practices too, which over the
years have provided leadership and played a pioneering role in the socio-
economic development of the settled villages. These developmental
interventions had been more on a humanistic approach and devoid of any
caste-creed or native-settler consideration.
Most often a significant number of populations of the area is continued to
the hand to mouth existence, struggling for their daily sustenance. Since this
is being left out and neglect as a remote area with not much access to
growth, we feel it is our duty to involve in this lives of these marginalized
and lead them to them to decent living. It was at this juncture that
Norbertines entered into the region initiating various pastorals, educational
and social activities aimed at the holistic development, giving more
emphasis to the social awareness and income-generating programmes.
Involvement of Priests, and Brothers
Government First Grade College N R Pura 40
The developmental programmes of the region spring from the pastoral and
social concern of the Norbertine Father working in the N.R.Pura mission
region.
Social Welfare Society, N.R.Pura
Social Welfare Society, N.R.Pura Taluk of Chickamagalure District in
Karnataka is a registered Society under the Indian Societies registration Act
1960. This was established as the social wing of the N.R.Pura Mission to
meet the developmental needs of the Social Welfare Society is dedicated in
implementing community education and awareness programmes at village
level aimed at providing self-determination and self-reliance to the people.
The society also undertakes different developmental activities aimed at
improving the living condition and welfare of the poor and the marginalised,
irrespective of caste, colour, race or religion.
The social development activities pioneered by the S.W.S are: Rural
housing, farmers’ organisation, Mahila mandals , Income generation
programme for women, small savings, Mother and child development
programmes , Literacy programmes, youth development programme etc.
At present this a well –structured organisation involved in 28 villages
spreading into N.R.Pura, Koppa, and Chickamagalure Taluk. People in this
area are daily workers in the agricultural sector. They often fall victims to
Government First Grade College N R Pura 41
the exploitative and oppressive economic, political, social and cultural
structures and situation in the society, which force them ever-suppressive
situation that annual the village economic, Social Welfare Society gives
prior importance to the rural development and total transformation of the
society. At present different Government and non-governmental agencies
sponsor various programmes of the society.
ORGANISATIONAL PROFILE
1. Name of the NGO: SOCIAL WELFARE SCOIETY (SWS)
2. Details of registration :
Acts under
which registered
Date of
registration
Place of
registration
Registration No.
1960 Societies
Act.
8th may,1979 Chickamagalure 6/79-80
Main Activities
1. Women & Child Development programmes:
Crèche Centers
Government First Grade College N R Pura 42
Mahila Mandal
Awareness Campaigns
Income generation Programme
Legal Aid
Training through Village training Centers
Bank Linkage
Assistance and Liaision between concerned departments
and rural Women
Health.
2. Youth Development center
Youth Club
Vocational Trainings
Youth Club Development Training Programme
Youth Leadership training programme
SHGs
Laison between Nehru Yaua Kendra and Youth Clubs
Work Campaigns
Awareness Campaigns
3. Self Help Groups
SGSY &SHGs
Government First Grade College N R Pura 43
General SHGs
Training for sthree Shakthi SHGs
Bank Linkage
Promotional Grants to SHGs
Income Generation Programmes
Internal Auditing
Anniversaries, Competitions
Linkage Programmes
Work Camps
Awareness Campaign
Regular Meeting, Saving, Review, Support &Follow up
Leadership Training
4. Health programmes
Blood Group Detection Camps
Health Awareness Campaigns
Village Level health Check up Camps
Introduction of Native Medicine and its uses
5. Programmes relating to Herbal Medicine
Promotion of Herbal Garden in the Village
Introducing the Herbal Plants and its uses
Government First Grade College N R Pura 44
Herbal Medicine Preparation and Demonstration Classes
Awareness Camps on Herbal Plants and its uses
6. Programmes for addicts
De-Addiction Camps
Awareness Programme
Counselling Programmes
Referral Work for the Treatments
7. Disabled Development Programmes
Navajeevan Physiotherapy
SHGs of disabled
Assisting to get Government Schemes
8. Education programmes
General Education through monthly Meeting
Group Discussion, seminars &interactions
Free Tuition classes for the PUC students
Study Help to the poor Students
9. Campaigns on Social Evils
Public Campaign on Social Evils
Case studies
Case Settlements
Government First Grade College N R Pura 45
10.Campaigns on Aids
Campaign on Aids
Training to the Youth
Village level group discussion
Exhibition on Aids
11. Programmes for Destitute
Identifying the Destitute
Referring to the Destitute Center
CHAPTER -4
DATA ANAYSIS AND INTERPRETATION
Government First Grade College N R Pura 46
DATA ANAYSIS AND INTERPRETATION
1. Table Showing Respondents Gender
SL .No Gender Respondents Percentage
1 Male 4 25%
2 Female 12 75%
Total 16 100%
Government First Grade College N R Pura 47
INTERPRETATION:
It is clear from the above table that out 100% respondents interviewed to
know about gender 25% are male respondents and about 75% are female
respondents.
Government First Grade College N R Pura 48
1. Diagram Showing Respondents Gender
25%
75%
Respondents1 Male 2 Female
Inference: It is inferred from the above diagram that the maximum no. Of
respondents 75% are female and about the minimum no. Of respondents
25% are male.
Government First Grade College N R Pura 49
2. Table showing respondents family members
SL.NO FAMILY MEMBERS REPONDENTS PERCENTAGE
1 3 to 5 12 75%
2 5 to 7 3 19%
3 7 to 9 0 0%
4 Bachelor 0 0%
5 Spinster 1 6%
TOTAL 16 100%
Interpretation: It is clear from the above table that out of 100% of
respondents interviewed to know that family size about 75% are have the
family size of 3 to 5 members and about 19% of respondents have 5 to 7
members and about 6% of respondent have spinster.
Government First Grade College N R Pura 50
2. Diagram Showing Respondents Family Members
3 to 5 5 to 7 7 to 9 Bachelor Spinster1 2 3 4 5
0%
10%
20%
30%
40%
50%
60%
70%
80%
75%
19%
0% 0%6%
PERCENTAGE
Inference: It is inferred from the above diagram that the maximum no. Of
respondents 75% have the family size of 3 to 5 and about the minimum no.
Of respondents 6% respondents are spinster
Government First Grade College N R Pura 51
3. Table Showing Respondents Educational Level
SL.NO EDUCATIONAL
LEVEL
RESPONDENTS PERCENTAGE
1 Illiterate 0 0%
2 High School 2 13%
3 P.U.C 5 31%
4 U.G 8 50%
5 P.G 1 6%
TOTAL 16 100%
Interpretation: It is clear that the above table out of 100% respondents
interviewed to know about 13% respondents are completed high school and
about 31% respondents are completed P.U.C and about 50% of respondents
are completed graduation and about 6% respondents are graduates.
Government First Grade College N R Pura 52
3. Diagram Showing Respondents Educational Level
Illiterate High School P.U.C U.G P.G1 2 3 4 5
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
0%
13%
31%
50%
6%
PERCENTAGE
Inference: it is inferred from the above diagram that the maximum no. Of
respondents 50% are U.G and about minimum no. Of respondents 6% are
P.G.
Government First Grade College N R Pura 53
4. Table Showing Respondents Occupation
SL.NO OCCUPATION RESPONDENTS PERCENTAGE
1 Agriculture 0 0%
2 Business 0 0%
3 Artisan 0 0%
4 Official 16 100%
TOTAL 16 100%
Interpretation: It is clear that the above table that out of 100% of
respondents interviewed to know about that occupation about 100% of
respondents are belong to professional group.
Government First Grade College N R Pura 54
4. Diagram Showing Respondents Occupation
Agriculture Business Artisan Official1 2 3 4
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0% 0% 0%
100%
PERCENTAGE
Inference: It is inferred all the respondents are professional having special
education, special skill of executing a particular job.
Government First Grade College N R Pura 55
5. Table Showing Respondents Source of Income
SL.No Source of Income Respondents Percentage
1 agriculture 0 0%
2 animal husbandry 0 0%
3 business 0 0%
4 daily wages 0 0%
5 salary 16 100%
6 others 0 0%
TOTAL 16 100%
Interpretation: It is clear from the above table that out of 100% of
respondents interviewed to know that 100% respondents source of income
from profession.
Government First Grade College N R Pura 56
5. Diagram Showing Respondents Source of Income
agriculture animal husbandry
business daily wages salary others
1 2 3 4 5 6
0%
20%
40%
60%
80%
100%
120%
0% 0% 0% 0%
100%
0%
Percentage
Percentage
Inference: It is clear from the above diagram that the all the respondents
source of income is profession.
Government First Grade College N R Pura 57
6. Table Showing Respondents Annual Income
SL.No Annual Income Respondents Percentage
1 10000-20000 0 0%
2 20000-30000 6 37%
3 30000-40000 1 6%
4 40000-50000 6 38%
5 50000 and above 3 19%
TOTAL 16 100%
Interpretation: It is clear from the above table that out of 100% respondent
interviewed to know about that the annual income 0% of respondents fall
Government First Grade College N R Pura 58
between the annual income of 10000 to 20000, and about 37% of
respondents fall between the annual income of 20000 to 30000, and about
6% of respondents fall between the annual income of 30000 to 40000, and
about 38% of respondents fall between the annual income of 40000 to
50000, and about 19% of respondents fall between the annual income of
50000 and above.
6. Diagram Showing Respondents Annual Income
Government First Grade College N R Pura 59
38%
6%38%
19%
Respondents
1 10000-200002 20000-300003 30000-400004 40000-500005 50000 and above
Inference: It is inferred from the above diagram that the maximum no. Of
respondents 38% are annual income is 40000 to 50000and about minimum
no. Of respondents 6% are annual income is 30000 to 40000.
Government First Grade College N R Pura 60
7. Table Showing Work Experience
SL.No How Long Work in
Organisation
Respondents Percentage
1 Less than 1 year 4 25%
2 1 year < 2 year 0 0%
3 2year <5 year 5 31%
4 5year or more 7 44%
Total 16 100%
Interpretation: It is clear from the above table that out of 100%
respondents interviewed to know about that work experience about 25% of
respondents have the experience of less than 1 year and about 31% of
respondents between 2 year < 5 years and about 44% of respondents 5 year
or more.
Government First Grade College N R Pura 61
7. Diagram Showing Working Experience:
Less than 1 year 1 year < 2 year 2year <5 year 5year or more1 2 3 4
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
25%
0%
31%
44%
Percentage
Inference: It is inferred from the above diagram that the maximum no.
Respondents 44% are work experience is 5 year or more and about
minimum no. Of respondents 25% are work experience is less than 1 year.
Government First Grade College N R Pura 62
8. Table Showing working Hours Opinion
SL. No Working hours are
Satisfactory
Respondents Percentage
1 Yes 16 100%
2 No 0% 0%
Total 16 100%
Interpretation: It is clear from the above table that out of 100% of
respondents interviewed to know about that working hours are satisfied
about 100% of respondents satisfied by the society.
Government First Grade College N R Pura 63
8. Diagram showing working hours Opinion
1 20%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0%
Percentage
Inference: it is inferred from the above diagram that the respondents 100%
are satisfied by the society.
Government First Grade College N R Pura 64
9. Table Showing need of initial training
SL.No Initial Training as needed Respondents Percentage
1 Yes 10 62%
2 No 6 38%
Total 16 100%
Interpretation: It is clear from the above table that out 100% of
respondents interviewed to know about respondents 62% are yes is initial
training as needed and about respondents 38% are no in initial training as
needed.
Government First Grade College N R Pura 65
9. Diagram showing initial Training as needed
63%
38%
Respondents
1 Yes2 No
Government First Grade College N R Pura 66
Inference: It is inferred from the above diagram maximum no. of
respondents 62% are yes and about minimum no. of respondents 38% are
no is the initial training as needed
10.Table Showing Kinds of Training
SL.No Kinds of
Training
Respondents Percentage
1 On the job 12 75%
2 Off the job 4 25%
Total 16 100%
Government First Grade College N R Pura 67
Interpretation: It is clear that above table that out of 100% respondents
interviewed to know about method of training taken about 75% respondents
have taken on the job training and about 25% of respondents have off the job
training.
10. Diagram Showing Kind of training of respondents
On the job Off the job1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
75%
25%
Percentage
Inference: It is inferred from the above diagram that the maximum no .of
respondents 75% are taken on the job training and about minimum no. of
respondents 25% are taken off the job training.
Government First Grade College N R Pura 68
11.Table Showing Performance Appraisal System
SL. No Performance
Appraisal System
Respondents percentage
1 Individual meeting 0 0%
2 Group meeting 16 100%
Total 16 100%
Interpretation: It is clear that above table that out of 100% of respondents
interviewed to know about performance appraisal system about 100% of
respondents have given the opinion that it’s performed in group meeting.
Government First Grade College N R Pura 69
11. Diagram Showing Performance Appraisal System
Individual meeting Group meeting 1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0%
100%
percentage
Government First Grade College N R Pura 70
Inference: It is inferred from the above diagram that the all the respondents
performance appraisal system is through group meeting.
12.Table Showing Ability and Talent of the employee
SL.No response Respondents Percentage
1 Yes 16 100%
2 No 0 0%
total 16 100%
Interpretation: It is clear that above table that out of 100%of respondents
interviewed to know about the company side of employee judgment about
100%respondents say that it is done by the society.
Government First Grade College N R Pura 71
12. Diagram Showing ability and talent of the employee
Government First Grade College N R Pura 72
Yes No1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0%
Percentage
Inference: It is inferred from the above diagram that about 100%
respondents say that it is done by the organisation.
13. Table showing feel the Judgment
SL .No perception Respondents Percentage
1 Satisfied 16 100%
2 Average 0 0%
3 Non- Satisfied 0 0%
Government First Grade College N R Pura 73
Total 16 100%
Interpretation: It is clear that above table that out of 100% of respondents
interviewed to know about the respondents 100% are satisfied.
13. Diagram showing feels the judgment
Government First Grade College N R Pura 74
Satisfied Average Non- Satisfied1 2 3
0%
20%
40%
60%
80%
100%
120%
100%
0% 0%
Percentage
Percentage
Inference: It is inferred from the above diagram that the all the respondents
are satisfied with the judgment by the organisation.
Government First Grade College N R Pura 75
14. Table Showing Preference of the Appraisal System
Sl. No Prefer the Appraisal system Respondents Percentage
1 Yearly 12 75%
2 Half –yearly 1 6%
3 quarterly 3 19%
total 16 100%
Interpretation: It is clear from the above table that out of 100% respondents
interviewed to know about the preference of the appraisal system about 75%
of the employees wish to have performance appraisal once in a year and
about 6% of employees wish to have the performance appraisal once in six
month and about 19% of respondents wish to have the performance appraisal
once in three month.
14. Diagram showing preference of the appraisal system
Government First Grade College N R Pura 76
75%
6%
19%
percentage1 Yearly 2 Half –yearly 3 quarterly
Inference: It is inferred from the above diagram that the maximum no. of
respondents 75% are wish to the performance appraisal yearly and about the
minimum no. of respondents (6%), wish to the performance appraisal half
yearly.
Government First Grade College N R Pura 77
15.Table Showing Method of appraisal
SL.No method Respondent
s
percentage
1 Open System 4 25%
2 Confidential 12 75%
Total 16 100%
Interpretation: It is clear from the above table that out of
100% respondents interviewed to know about the method used
by the company to appraise the employee about 25% of the
respondents say that there should be open system of
performance appraisal and about 75% of respondents say that
there should be confidential system of performance appraisal.
Government First Grade College N R Pura 78
15.Diagram Showing method of appraisal
Open System Confidential1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
25%
75%
percentage
Inference: It is inferred from the above diagram that the maximum no. of
respondents 75% are says confidential system and about the minimum no.
respondents 25% are says open system of performance appraisal system.
Government First Grade College N R Pura 79
16.Table Showing nature of Performance Appraisal
SL.No Nature Respondents Percentage
1 Formal 16 100%
2 Informal 0 0%
Total 16 100%
Interpretation: It is clear from the above table that out of 100%
respondents interviewed to know about the way of performance appraisal
about 100% of them said that if should follow proper processor guide lines
and communication to evaluate the performance.
Government First Grade College N R Pura 80
16. Diagram Showing Nature of performance appraisal
Formal Informal1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0%
Percentage
Inference: It is inferred from the above diagram that the all respondents
(100%) should follow proper processor guide lines the performance
appraisal.
Government First Grade College N R Pura 81
17.Table Showing bases of Promotion
Sl. No bases Respondents Percentage
1 Seniority 15 94%
2 Merit 1 6%
3 Examination 0 0%
Total 16 100%
Interpretation: It is clear from the above table that out of 100% respondents
interviewed to know about the base of promotion about 94% of the
respondents said that in their organisation promotion is based on seniority
and about 6% of respondents have given the opinion that it is based on
merit.
Government First Grade College N R Pura 82
17. Diagram Showing bases of promotion
94%
6%
Respondents1 Seniority 2 Merit 3 Examination
Inference: It is inferred from the above diagram that the maximum no. of
respondents 94% said that promotion based on seniority base and about
minimum no. of respondents6% says promotion based on merit.
Government First Grade College N R Pura 83
18.Table Showing Happy with Promotion
SL.No Promotion Respondents Percentage
1 Yes 16 100%
2 No 0 0%
Total 16 100%
Interpretation: It is clear from the above table that out 100%of respondents
interviewed to know about the attitude of employee towards promotion
about (100%) are happy.
Government First Grade College N R Pura 84
18. Diagram Showing happy with Promotion Avenue
Promotion Yes No SL.No 1 2
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
1
0%
100%
0%
Series1 Series2
Inference: It is inferred from the above diagram all the respondents (100%)
happy with the promotion.
Government First Grade College N R Pura 85
19.Table Showing Feedback Facilities
SL.No response Respondents percentage
1 Yes 16 100%
2 No 0 0%
Total 16 100%
Interpretation: It is clear from the above table that out of (100%)
respondents interviewed to know about the feedback facility of the
performance appraisal about (100% ) of them said yes.
Government First Grade College N R Pura 86
19. Diagram showing feedback facility
Yes No1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0%
percentage
Inference: It is inferred from the above diagram all the respondents 100%
says that feedback facility of performance appraisal by the organisation.
Government First Grade College N R Pura 87
20. Table showing the opinion about the sincerity?
Sl. No response Respondents Percentage
1 Yes 16 100%
2 No 0 0%
Total 16 100%
Interpretation: It is clear from the above table that out of 100%
respondents interviewed to know about the sincerity of performance
appraisal about 100% of respondents have given the opinion that the
performance appraisal system is done with sincerity.
Government First Grade College N R Pura 88
20. Diagram showing the opinion about sincerity
Yes No1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0%
Percentage
Inference: It is inferred from the above diagram all the respondents (100%)
are said performance appraisal system is done with sincerity.
Government First Grade College N R Pura 89
21. Table Showing opinion about potentialities of an employee’s future
development
SL.No response Respondents Percentage
1 Good 16 100%
2 Average 0 0%
3 Bad 0 0%
Total 16 100%
Interpretation: It is clear from the above table that out of 100%
respondents interviewed to know about future scope for employees about
100% employees have given the opinion that the organisation good enough
to provide a solution to the present problems and for talented, skilful,
dedicated, motivated employees who have hungry to success for them self
and organisation have full scope in future for their development
Government First Grade College N R Pura 90
21. Diagram Showing opinion about potentialities of an employee’s
future development
Good Average Bad1 2 3
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0% 0%
Percentage
Inference: It is inferred from the above diagram that the all the respondents
100% are good opinion about employees future development.
Government First Grade College N R Pura 91
CHPTER -5
FINDINGS
Government First Grade College N R Pura 92
FINDINGS
It is found that from the study that out of 100%of respondents
interviewed about 75%of respondents are female.
It is found from the study that more number of respondents has
nuclear family.
It is found from the study that the maximum number of respondents
have not higher education.
It is found from the study that all the respondents are professionals.
It is found from the study that maximum number of respondents’
annual income is below poverty line and above the income level
prescribed by government of Karnataka of Rs 45000.
It is found from the study that maximum number of respondents have
more than 5 years of experience of job.
It is found from the study that the working hours are less than the
prescribed working hours in the minimum wages act.
Government First Grade College N R Pura 93
it s found from the study that maximum number of there are 2 types
of training taken by respondents that is on the job and off the job
training and the maximum number of respondents have taken on the
job training.
It is found from the study that the Performance Appraisal system is
adopted in which the option of group meeting is followed to evaluate
the performance of employee.
It is found from the study that more number of respondents like to
have evaluation of their performance once in a year and some of them
wish to have twice in a year where as few of them wish to have thrice
in a year.
It is found from the study that maximum number of respondents
preferred confidential system of Performance Appraisal.
It is found from the study that maximum number of employees prefers
formal way of Performance Appraisal.
It is found from the study that there are 2 types of promotion
techniques adopted in a company like promotion based on merit of
which seniority is given more importance.
It is found from the study that all the respondents are happy with
promotion avenues.
Government First Grade College N R Pura 94
It is found from the study that in this organisation there is a feedback
facilities for judging the performance of employees
It is found from the study that all are having the opinion that there is a
future scope for employees development provided if they are talented,
skilful , motivated and goal oriented in life.
It is found from the study that all the employees are happy with the
organisation.
It is found from the study that all the facilities are good.
It is found from the study that job satisfaction of all employees.
Government First Grade College N R Pura 95
CHAPTER-6
SUGGESTIONS
Government First Grade College N R Pura 96
SUGGESTIONS
In order to capture the overall market gender bias should be avoided
and equal opportunities should be given to all.
It is advisable to provide HRD among the respondents having joint
family as well.
There are so many ways of doing higher education to increase the
knowledge so that output can be increased that is through E-learning
or correspondence learning.
It is advisable to the management not to under estimate the illiterate
workers and it is also advisable to give importance them to also for
getting more output.
It means 2 types of income level respondents are more hence the
respondents with more income level should try to increase further
Government First Grade College N R Pura 97
income and the people way less income level try to increase more
income through getting promotion through more education, overtime
work and becoming eligible to get cash and kind benefits like annual
bonus, annual increment, free education benefits, free transportation
benefits, conational food benefits etc....
It is advisable to the management to employee more work force so
that job experience can be gained.
As par the Workers Protection Act working hours are satisfactory but
about 8 hour of work a day can increase more output and work in
progress and saves cost in stores.
It is advisable to the management to provide off the job training
methods to enhance knowledge and skills as well.
In order to avoid embarrassment to the employees in evaluating their
performance in group and highlighting their weakness in front of other
group members it is advisable to the management to even adopt
individual meeting method as well.
There is certain organisation like WIPRO, BIOCAN MAHVIR Jain
institutes evaluate the performance every day that will only create a
sense or feeling to get rid of any mistakes and improvise thereupon.
Government First Grade College N R Pura 98
Whether big or small organisation, everything should be in white and
black therefore Performance Appraisal should be openly conducted to
evaluate the performance of employees.
Formal way of Performance Appraisal cannot be adopted rigidly at
middle level of management as most of them are illiterate biased and
have one or the other technical problem.
It is advisable to the management that experience and merit forms a
very good combination for promotion of employee it not merit should
be given importance for promoting the employee either through
testing of knowledge or any other source.
It is advisable to the management that now employees with
knowledge should be encouraged to exploit their energy time and
effort towards company goals.
Some time oral feedback clarified all the doubts about the
strengths ,weakness ,opportunities ,and threats of a person but written
feed back some times is biased and more over may not be fully
reliable
Though sincerity is maintain in Performance Appraisal strictly
implementation is quickly not applied which gives a clue that there
Government First Grade College N R Pura 99
might be influence from high authorities, workers organisation for
promotion, demotion, transfer, termination etc..
BIBILIOGRAPHY
Text book:
1. Human Resource Management -Text & Cases- by P. Subba Rao, 4th
Edition, Himalaya Publication House.
2. Human Resource Management –Text & Cases- by K. Ashwatappa,5th
Edition, Tata McGraw Hill.
3. Study Material of IGNOU
Magazine:
Government First Grade College N R Pura 100
1. Human Resource Management Review
NEWS Paper :
1. The Hindu
2. Times of India
3. Indian Express
Website :
1. www.IGNOU.ac.in
2. www.Google.in
Journals :
1. ICFAI journal of Human Resource Management.
ANNRXURE
An Appeal to Respondents
Dear sir/madam,
Government First Grade College N R Pura 101
I am doing a Project report titled “A Study on Human Resources
Development Programmes of Social Welfare Society at N R Pura”. I would
be grateful if you could kindly spare few minutes to participate in it.
Thank you for your cooperation,
Princy V.A
III
B.B.M
iii. B
QUESTIONNAIRE
1) The contents of this from will be treated confidential
2) The information given will be used only for academic purpose
3) The information relating to the field will be collected from
selected sample of N R Pura
4) Please tick appropriate box
5) Please answer every statement.
1. Name and Address of respondent.................................
Government First Grade College N R Pura 102
......................................
......................................
2. Gender
Male [ ] Female [ ]
3. Family members
3 to 5 [ ] 5 to 7 [ ]
7 to 9 [ ] bachelor [ ]
Spinster [ ]
4. Education al level
Illiterate [ ] High school [ ]
P.U.C [ ] U.G [ ]
P.G [ ]
5. Occupation
Government First Grade College N R Pura 103
Agriculture [ ] Business [ ]
Artisan [ ] Official [ ]
6. Sources of income
Agriculture [ ] Animal husbandry [ ]
Business [ ] Daily Wages [ ]
Salary [ ] Others [ ]
7. Annual income of family
1000 –20000 [ ] 20001-30000 [ ]
30001-40000 [ ] 40001-50000 [ ]
50001 and above [ ]
8. How long you are working in this Organisation?
Less than 1 year [ ] 1 year < 2 year [ ]
Government First Grade College N R Pura 104
2 year < 5 year [ ] 5 year or more [ ]
9. Do you feel working hours are satisfactory?
Yes [ ] No [ ]
10. Whether you were provided with as much initial training as needed?
Yes [ ] No [ ]
11. If yes what was the kind of training you received?
On the job training [ ] Off the job training [ ]
12. How is performance appraisal system done in your company?
Individual meeting [ ] Group meeting [ ]
13. Is the ability and talent of the employee judged by your company?
Yes [ ] No [ ]
14.If yes, how do you feel the judgement?
Government First Grade College N R Pura 105
Satisfactory [ ] Average [ ]
Non-satisfactory [ ]
15. How do you prefer the appraisal system?
Yearly [ ] Half yearly [ ]
Quarterly [ ]
16.Which is the method used by company to appraise the employee?
Open system [ ] Confidential system [ ]
17. How do you like to be your performance appraisal?
Formal [ ] Informal [ ]
18. If informal, how?
I would like to report my performance [ ]
I am acceptable to any other means [ ]
19.What are the avenues of promotion in your company?
Seniority [ ] Merit [ ]
Government First Grade College N R Pura 106
Examination [ ]
20. Are you happy with promotions avenues?
Yes [ ] No [ ]
21. If not happy, what would you like to be the basis of promotion?
Qualification [ ] Accomplishment [ ]
Output [ ] Records of job [ ]
22. Is there any feedback facility?
Yes [ ] No [ ]
23. Do you think the system is done with sincerity?
Yes [ ] No [ ]
24. What is your opinion about potentialities of an employee’s future
development?
Good [ ] Average [ ]
Bad [ ]
Government First Grade College N R Pura 107
25. Suggestions if
any.............................................................................................. ....................
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Thank you
Signature of the respondent
Date:-
Place:-
Government First Grade College N R Pura 108