vivek lohit hr a project report

8/4/2019 Vivek Lohit Hr a Project Report

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A PROJECT REPORT

ON

COMPARATIVE STUDY OF HR POLICY OF

DIFFERENT COMPANIES

Submitted in partial fulfillment for

MASTER OF BUSINESSADMINISTRATION

Program me of

ASIAN BUSINESSSCHOOL

NOIDA

BATCH 2010-2012

Submitted by: Submitted to:

Vivek Singh Mrs.Preeti.c.sharma

Lohit Aswal HR De


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ACKNOWLEDGEMENT

We would like to express my gratitude to all those who gave me the possibility to

complete this project. I express my thanks to respected Dr. Latika Sahni,Dean

Asian Business School (ABS) Noida, for extending her support. My deepest

thanks to my teacherPreeti C. Sharma maam for guiding and correcting various

documents of mine with attention and care. She has taken pain to go through the

project and make necessary correction as and when needed. My deep sense of

gratitude to Mr. Amit Gupta and Ms. Kiran Singh for their support and

guidance. Thanks and appreciation to the helpful people at Topcon Sokkia Ind.

Pvt. Ltd. and HCL Technologies for their support. I would also thank my

Institution and my faculty members without whom this project would have been a

distant reality. I also extend my heartfelt thanks to my family, friends and well

wishers.


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Executive Summary

In this project the researcher has made an effort to find out the HR policies of twodifferent companies TOPCON SOKKIA and HCL ECHNOLOGIES. The

questionnaire method was used in order to get the desired results. The researcher

visited these companies for understanding the working environment and their HR

policies.

The report also presents a comparative study of HR policies of the companies, how

they implemented their policies, and a study of the respective companies. It

contains an interpretation of the research and the findings of the survey.


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ContentsIntroduction and Overview .................................................................................... 6

Rationale............................................................................................................. 6

Objective(s) ........................................................................................................ 6

Scope of the study ............................................................................................... 7

Benefits of the study ........................................................................................... 7

Limitations of the study ...................................................................................... 8

Research and Methodology .................................................................................... 9

Research Design ................................................................................................. 9

Different type of Research designs ..................................................................... 9

Exploratory research .................................................................................. 9

Descriptive research .................................................................................. 9

Data Collection methods ....................................................................................10

3) SAMPLE DESIGN ......................................................................................11

Types of Sample design ..................................................................................11

LITERATURE REVIEW .....................................................................................13

Company 1: TOCON SOKKIA .........................................................................13

About the company: ........................................................................................13

Company Profile .................................................................................................13

Company 2: HCL TECHNOLOGIES ................................................................18

About the company: ........................................................................................18

Company Profile .................................................................................................18


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Summary of the articles ........................................................................................20

Article 1: ............................................................................................................20

Article2 ..............................................................................................................20

HR-policies ...........................................................................................................21

Findings and recommendations .............................................................................22

Data Analysis.....................................................................................................22

INTERPRETATION .........................................................................................27

FINDINGS ........................................................................................................29

Recommendations..............................................................................................30

BIBLOGRAPHY ..................................................................................................31

ANNEXURE ........................................................................................................32


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Introduction and Overview

Rationale

y As a potential employee it will help in understanding the ambit of HR and

how does these policies affect one. As a potential HR graduate it will help

in formulating the right HR policies and differentiating the popular ones

from the practical ones.

Objective(s)

1)Primary Objective

y To understand the HR policies of the companies

2)Secondary Objectives

y To know how the HR department recruits new employees and selects them.

y To understand the parties involved in designing specific policies.

y To understand the bases of policy formulation.

y To know on what basis employees get promotion.

y To know what HR department does for the employees to keep them

motivated and effective.

y To understand the purview of the HR department in an organization.


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Scope of the study

y This study can help the readers in understanding the functioning of the

companies in question like one can know from this work that how these

companies recruit, train or appraise their existing or potential employees as

applicable.

Benefits of the study

y Got the opportunity to understand the HR policies of a company and how

they are formulated.

y Got the opportunity to interact with experienced people

y It was also an industrial experience.

y Come to know how to conduct a survey and come to different kind of

methods.

y Come to know how to approach corporate and its formality.

y Come to know the practical of the theories what we have learned in theclassroom.

y Come to know the working environment of the companies.

y Come to know the value of time.


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Limitations of the study

y The survey is based on only one method which is questionnaire.

y The researcher could not get enough time to interact with the HR

representatives as they were usually busy.

y The researcher come to know only about the HR department so the study

is limited to it and miss the opportunity to understand how HR department

coordinates with other departments.

y The questionnaire has a limited scope as the number of questions couldnt

be too many.


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Research and Methodology

Research Design

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure. (CR Kothari, 2009)

Different type of Research designs

Exploratory research

Exploratory research is the type of research in which the research is

conducted for the problem that has not been clearly defined. This type of

study is conducted for formulating a problem for more precise investigation.

As the hypotheses are not clearly defined, this method is applicable.

Descriptiveresearch

Descriptive research includes surveys and fact finding enquiries of different

kinds. The major purpose of descriptive research is description of the state of

affairs as it exists at present. The main characteristic of this method is that

the researcher has no control over the variables; he can only report what has

happened or what is happening (C R Kothari, 2009). This method is not

applicable.


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Data Collection methods

Collection of data is the most prominent part of any survey. As soon as the

research question is created the data collection begins. There are two

methods of collecting data i.e. Primary data and secondary data.

1)Primary data

The primary data are those which are collected afresh and for the first time,

and thus happen to be original in character. (C. R. Kothari, 2009)

The following are the methods of collecting primary data

Questionnaire Method

A questionnaire consists of a number of questions printed or typed in a

definite order on a form or set of forms.(C.R.Kothari,2009).

Interview Method

The interview method of collecting data involves presentation of oral-verbal

stimuli and reply in terms of oral-verbal responses. (C.R.Kothari, 2009)

The researchers in this project has surveyed through questionnaire method.

Questionnaire was designed in such a manner that could help arrive at a

conclusion as to which is the motivating and hygiene factors. The

Questionnaire that was used in this research is the structured form.

10 surveys have been done in total in which 3 employees are from TATA

Teleservices and 2 from Engineers India, one from airport authority.


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2)Secondary data

The secondary data, on the other hand, are those which have already been

collected by someone else and which have already been passed through the

statistical process.(C.R.Kothari,2009).

Review literature uses secondary data in this study

3)SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given

population. It refers to the technique or the procedure the researcher would

adopt in selecting items for the sample. (C.R.Kothari, 2009)

Types of Sample design

Non-probability sampling

Non-probability sampling is that sampling procedure which does not afford

any basis for estimating the probability that each item in the population has

of being included in the sample. (C.R.Kothari, 2009)

Types of Non Probability Sampling

y Purposive Sampling or Judgmental sampling.

y Snowball Sampling.

y Quota Sampling.

y Dimensional Sampling.

y Convenient sampling.


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Accidental, Haphazard or Convenience SamplingIn this type of sampling the sampling units that are convenient to the

researchers are contacted. The researchers have used this type of sampling

method.

The researcher has contacted companies which were easy to go because it

was more convenient. So, Gurgaon and Noida were covered.

The HR managers in Noida and Gurgaon were interviewed directly by the

researchers and the questionnaires were filled by the managers themselves.


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LITERATURE REVIEW

Company 1: Topcon Sokkia Ind. Pvt. Ltd.

About the company:

Topcon Sokkia India Pvt Ltd is a leading technology provider for GIS mapping

information system. The products we can provide give solutions for Surveying,

Construction, Agriculture Application, GIS mapping, statistical analysis, database

technology etc with very high standards.

Company Profile

Mission

To use our decades of experience to build lasting relationships and to be

a reliable partner in offering high precision positioning solutions

Our brand promise is precision and reliability. It shows our

commitment to deliver products and solutions that are highly accurate,

reliable, and developed to meet the needs of customers in our business

areas: surveying, construction and industrial measurement.


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Vision

In a world where technology reaches many aspects of our daily lives,

We want to use our experience to be a reliable partner in the areas

of surveying, construction and industrial applications. Our aim is to

provide positioning solutions in their characteristic application

environment and accuracy

Values

We respect each individual and draw strength from diversity, promote

personal development and benefit from the entrepreneurial spirit of eac

individual to create an encouraging place to work

Integrity

We are committed to integrity in all we do, always, everywhereProfessionalism

We are committed to the highest standards of professionalism, we deploy

imagination, are open to new ideas and act decisively and consistently

We are determined to deliver outstanding quality in order to have

personal and long lasting relationship with our clients

Teamwork

The essence of our ability to succeed as a trusted preferred supplier o

measurement solutions. We learn from each other and share our skill

and resources across organisational boundaries for our clients benefit.


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Business Unit

In any civil engineering, monitoring or cadastral job people require

accurate positioning data; height data distance and angles. This is

where we deliver our expertise; from classical optical instruments up

to our GNSS systems capturing all available satellite positioning

signals. More than ever, it's important to have a seamless integration

between optical instruments and GNSS receivers through software.

That's what we aim for with our surveying solutions.

In all construction jobs people need to make measurements to take

projects to the next level. With our versatile construction portfolio we

bring expertise in all building and construction areas. For interior

construction jobs, we offer rotating lasers with scan functions and

line lasers to do ceilings, floors and partition walls. For exterior jobs,

we offer long range horizontal and grade lasers which can be

combined with machine receivers to control your excavator fleet. Forstaking out, we have superior reflector less totals stations specially

designed for construction purposes. For any construction job, we

offer the right product.


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Company 2: HCL Technologies

About the company:

Developed the first indigenous micro-computer at the same time asApple and 3 years before IBM's PC in 1978. This micro-computer

virtually gave birth to the Indian computer industry.

HCL's in-depth knowledge of Unix led to the development of a fine

grained multi-processor Unix in 1988, three years ahead of Sun and HP.

Along with the swiftly growing software technology industry, HCL,

which was hitherto known as the pioneer in modern computing made

the advent into software development.

HCL's R&D was spun off as HCL Technologies in 1997 to mark their

advent into the software services arena.

Today, HCL sells more PCs in India than any other brand, runs Northern

Ireland's largest BPO operation, and manages the network for Asia's

largest stock exchange network apart from designing zero visibility

landing systems to land the world's most popular airplane. And this it

does across 23 countries and across 360 service locations in India.

Company Overview

HCL is a leading global Technology and IT Enterprise with annual

revenues of US$ 5.9 billion. The HCL Enterprise comprises two

companies listed in India, HCL Technologies ( www.hcltech.com ) and HCL

Infosystems (www.hclinfosystems.in)

The 3 decade old enterprise, founded in 1976, is one of India's original IT

garage start ups. Its range of offerings span R&D and Technology

Services, Enterprise and Applications Consulting, Remote Infrastructure


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Management, BPO services, IT Hardware, Systems Integration and

Distribution of Technology and Telecom products in India. The HCL

team comprises 80,000 professionals of diverse nationalities, operating

across 31 countries including 500 points of presence in India. HCL hasglobal partnerships with several leading Fortune 1000 firms, including

several IT and Technology majors.


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Summary of the articles

Article 1: Maruti helps vendors sort HR issues.

This article tells us about how Maruti, the largest car manufacturer of India has

decided to help its vendors lay down their HR policies in a better way so that their

production activities are not hampered. Temporary workers are being given

uniforms and the same canteen facilities as permanent workers. They are also

introducing training programmes for contract workers.

Maruti asked vendors to put in place a hierarchy among contract workers similar to

systems already in place for permanent staff. Vendors were also asked to give

increments in a phased manner, given that most have the tendency to merely offer

the minimum wage. Vendors have also started communicating with each other so

that wage increases can be decided in line with each other.

Article2: HR policies need tweaking to overcome attrition.

Human resource (HR) policies in Indian banks need to change in order to motivate

and retain employees and increase productivity to take on what is a rapidly

changing and competitive domestic banking industry.

Meeting the intellectual requirements of an employee is a challenge. They are

providing 40-50 e-learning courses to hone the skills of their staff. People are

being trained to use computers. If banks are able to create an environment of job

satisfaction, they can retain people.

They understand that people need to be paid in line with industry remunerations.

However, accelerated promotions, training, incentives, profile enrichment,


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openness to new ideas and attitudinal changes within the organization can help in

retaining talent.

But the bank chieftains say that pride in their work and social recognition does

motivate their employees. However, higher wages being paid elsewhere for the

same work does bother some.

HR-policies

HR policies provide an organization with a mechanism to manage risk by staying

up to date with current trends in employment standards and legislation. The

policies must be framed in a manner that the companies vision & the human

resource helping the company to achieve it or work towards it are at all levels

benefited and at the same time not deviated from their main objective.


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Findings and recommendations

Data Analysis

Data Analysis is about summarising the data collected via questionnaires into asimple format so that the research question can be answered.

An analysis is given below by the researcher on the data obtained during the

questionnaire survey. Each question from the questionnaire is taken and its

responses are carefully tabulated, based on which a table is prepared, supported by

explanation and analysis for the same.

The survey was conducted in two companies:TOPCON SOKKIA & HCL TECHNOLOGIES

Data Analysis

Sl

no.

Area HR function Questions Options

Compara

tive

Analysis

Topcon HCL1 Procurement Job description,

job

specification,job analysis,

recruitment

Whichsource does

yourcompany

adopt torecruit fresh

candidates?

a. Employee referralb. Campus recruitmentc. Advertisingd. Recruitment agenciese. Job portals

a, b, d, e All+headhuntin

g as well

2 Recruitment To find and

employ the bestperson for each

job, to retain thebest talent,

facilitatepersonal growth

on job, selection

Which all

tests do youuse during

the processof

recruitment?

a. Writtenb. Aptitudec. Group Discussion

d. Personal Interviewe. Psychometric Test

a, b, d a, b, d


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3 HR planning Analyzing

organizationalplans and

manpowerrequirement,

developingemployment

plans,objectives,

Who all

comprisethe selection

panel?

a. Technical + HumanResource Management(Executive).

b. Human ResourceManagement

(Executive) only.c. Human ResourceManagement Executivehaving Technical

Background

a A

4 Recruitment To find and

employ the bestperson for each

job, to retain thebest talent,

facilitatepersonal growth

on job, selection

Are the

internalrecruitment

vacanciesdeclared

publically?

a. Yesb. No

a A

5 Induction Welcoming new

recruit and givecompanys

manual, provideknowledge

about thecompany, give

details of pay,

benefits,holidays, leaveetc.

Which all is

part of theinduction/or

ientationprogram

me?

a. Classroom Trainingb. Field Assignmentsc. Job Rotation

a A

6 HR planning Analyzing

organizationalplans and

manpowerrequirement,

developingemploymentplans,

objectives,

Who all is

part of HRplanning?

a. HR Managerb. Top Managementc. Functional Area

Manager.d. All of them

a, b a, b

7 Motivation Reward bothfinancial and

non financial,performance

appraisal etc.

What is themotivational

policy basedon?

a. Positive reinforcementb. Negative reinforcementc. Both

a A

8 Job

compensatio

Wage and

salary

The

methodolog

a. Pay for individualperformance

a, c None of the

above


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n administration,

wage policy,job evaluation

etc.

y your

companyfollows for

variablepay:

b. Incentive on teamperformance

c. Seniority based pay

9 Performance Effectiveness,cost, profit,

satisfaction etc.

In whatterms is the

performanceoutput

defined?

a. Cost reducedb. Profits earned

c. Lesser coordinationissues

d. Improved customersatisfaction

e. Others

e b, d

10 Humanrelations

Employeegrievance,

discipline,

participativemanagement,employeeempowerment,

collectivebargaining etc.

Are the KeyResult

Areas

(KRA)shared withtheemployees?

a. Yesb. No

a A

11 HR planning Analyzingorganizational

plans andmanpower

requirement,

developingemploymentplans,

objectives,

How thetargets are

set?

a. Individually by theManager.

b. Jointly by the Managerand Team Members.

c. Only by the Team

Members

b a

12 Personal

developmentprogram me

Training,

executivedevelopment,

career planning,performance

appraisal etc.

Do you

follow amentorship

program inthe

company?

a. Yes.b. No

a A

13 Personaldevelopment

program me

Training,executive

development,career planning,

performanceappraisal etc.

Which ofthe

followingtraining

opportunities are being

offered?(Please

a. leadership trainingb. executive trainingc. technical trainingd. computer traininge. specific skill based

training

all a, c


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select ALL

that apply)

14 Personaldevelopment

program me

Training,executive

development,career planning,

performanceappraisal etc.

Are trainingneeds

regularlyassessed by

thecompany?

a. Yes, by Humanresources

b. Yes, by outsideconsultantsc. No

a A

15 Personal


Training,



appraisal etc.

Are the

employeespermitted

times offfrom work

to attend

trainingprogramsoutside?

a. Yes, with payb. Yes, without payc. No, only after work

hoursd. No, only in special

cases

a A

16 Personal


Training,



appraisal etc.

What all

efforts aremade for

employeescareer

planning?We sponsor

them for:

a. LeadershipDevelopment Courses

b. Degree/DiplomaCourses

c. Formal ApprenticeshipProgram.

d. Seminars/ Workshops

a, b, d D

17 Counselingfor effective

HRdevelopment

Counseling What allways are

adopted soas to combat

theemployees

stresslevels?

a. Meditation/YogaSessions

b. Employee Counsellingc. Informal Gatheringsd. Outbound Tripse. Family Associations

b, c, d, e b, d


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18 Policies,

rules andregulation

Actions,

promotions,demotions,

transfer,separation,

absenteeism,turnover etc.

What all

Disciplinaryactions are

takenagainst non-

conformingemployees?

a. Suspensionb. Demotionc. Salary Deductiond. Transferse. Any other please

specify:

e:

performance

warning

e: depends

on situation

19 Quality of

work life

Morale, job

satisfaction,social security,

health andsafety, labor

welfare etc.

What all do

you offer asSocial

SecurityMeasures to

employees?

a. WorkmensCompensation

b. Sickness/MedicalBenefits

c. Maternity Benefits towomen employees

d. Disablement Benefits

e. ProvidentFund/Gratuity

b, c, d, e b, c, d

20 Quality ofwork life

Morale, jobsatisfaction,

social security,health and

safety, laborwelfare etc.

What allamenities

are offeredfor

employeewelfare?

a. Housing Schemesb. Transportation Facilityc. Education for Childrend. Medical Facilitiese. EntertainmentClubsf. Any other please

specify:

b, d e, f:JimCrcheCounseli

ngagency


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INTERPRETATION

In the questionnaires for both the companies there are some common responses. It

may be because in India companies follow popular HR policies.

In the procurement area regarding recruitment both the companies follow campus

recruitment.

In the recruitment process, both the companies conduct several tests like written

test, Group Discussion, Personal Interview. This may be according to their need as

they recruit people even for higher post.

In the selection panel they both have included both the Technical people and

Human Resource Management (Executive) because in the present scenario people

must have technical knowledge also other than educational or professional

knowledge.

Both the companies declared publically their internal recruitment vacancies

because both are big companies so they dont seem to have any problem in

advertising the internal recruitment publically.

In the induction programme both use classroom sessions, through this they will

let the fresh recruits to understand the policies of the company, pay, promotions,

rules, about the job and their role etc.

In HR planning both the companies includes HR Manager, Top Management.As

its difficult for the HR alone to analyze organizational plans and manpower

requirement, developing employment plans alone so its necessity for the HR to

take help of the top management.


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In the quality ofwork lifeand Counseling foreffective HR development there

is a huge difference. Both the companies include Workmens Compensation,

Sickness/Medical Benefits, Maternity Benefits to women employees, disablement

Benefits, Provident Fund/Gratuity Housing Schemes, Transportation Facility,

Education for Children, Medical Facilities, Meditation/Yoga Sessions and

Entertainment Clubs. Because both the company believes that employees are the

most important resource for their company.


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FINDINGS

After a clear study base on the questionnaire for both the companies, now we can

say that more or less both the companies have same HR policies. They are doing

many activities for the employees like Yoga session to reduce stress, give

employees training in and outside the company. The policy of this company is

more structured. They give many facilities like Sickness/Medical Benefits,

Maternity Benefits to women employees, disablement Benefits, Provident Fund/

Gratuity, Housing Schemes, Transportation Facility, Education for Children,

Medical Facilities, Entertainment Clubs etc.

These activities help the companies in the efficiency and effectiveness of the

employees. These are very important for their productivity, growth, maintaining a

good working environment and for motivating employees.

But still these policies and activities are common and popular in all the companies.

And until and unless we are there for a job we wont come to know whether it is

practical or not, is it really implementing there or not.


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Recommendations

In India these policies are very common. The companies do not come with

innovative ideas regarding HR policies. This is something which takes lots of time

to change the existing policies. The existing policies are also very effective if they

are implemented well. Recently in India changes are coming up slowly. The

companies have realized that the cost of recruiting a new employee is much

expensive than retaining the old one. Therefore many training programmes are

being going through. Many facilities are providing for the employees. These are

very good activities. In todays scenario human resources are the most importantfor a company.

Therefore, the HR department plays an important role in a company in order to

manage the people around the company. If they fail to do so , the company cannot

grow.

But its not only the HR department to look after the people working there. The

managers are also equally responsible for the employees working under them. The

cooperation among them is very important otherwise the policies made for the

employees cannot be effective. Therefore all the departments have the same

responsibility as much as the HR department has in managing the human resource

of a company. Only at that time the working environment will be good and will

motivate the employees which will increase the effectiveness of the employees.

So the time has come to change our perception that it is HR department to look

after the people and manage them. But practically it is the managers who have to

handle people with the HR departments enabling them to do this.


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BIBLOGRAPHY

www.topconsokkia.com

www.hcltechnologies.com B.S.P Rao - Human Resource Management

Dr P G Aquinas - Human Resource management

Research Methodology: - CR Kothari, 2009


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ANNEXURE

vivek lohit hr a project report

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