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8. criteria for promotion used by TCIL:

TABLE-3.12

S. No. 1. 2. 3. 4.

Source name seniority Merit Both None of these

No. of Respondent 10 10 30 0

Percentage 20% 20% 60% 0

INTERPRETATION:

The above table shows that 60 percent of the respondents said company will used both seniority and merit for promotion of employees, 20 percent of the respondents said company will measure seniority for the promotion of employees, 20 percent of respondents said company will measure merit for promotion of employees.

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CHART-12

promotion
20%

seniority 60% 20% merit both none of these

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9. employee satisfaction about promotion criteria:

TABLE-3.13

S. No. 1. 2. 3. 4.

Ratings Very satisfied satisfied dissatisfied Very dissatisfied

No. of respondents 30 10 10 0

percentage 60% 20% 20% 0

INTERPRETATION:

The above table shows that 60 percent of the employee are very satisfied from the promotion criteria, 20 percent of employee are satisfied while 20 percent of employee are dissatisfied from promotion criteria

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CHART-13

Satisfaction of employee about promotion criteria

60% 40% 20% 0% very satisfied satisfied dissatisfied very dissatisfied

Series 1

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10. reason for transfer in TCIL:

TABLE-3.14

S. No. 1. 2. 3. 4. 5. 6.

Reason for transfer Due to vacancy Promotion transfer Compulsory transfer Punishment transfer Request transfer Mutual transfer

No. of respondent 15 5 5 5 15 5

Percentage 30% 10% 10% 10% 30% 10%

INTERPRETATION:

The above table shows that 30 percent respondents are agree that employee are transfer due to vacancy, 10 percent respondents are agree that employee are transfer when they get promotion, 10 percent respondents are agree that employee transfer based on compulsory rules of company, 10 percent respondents tell that employee transfer when they commit any mistake or against company rules, while 30 percent respondents are agree that employee transfer when they request from HR manager for their personal reason.

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CHART-14

Why Transfer
30% 25% 20% 15% 10% 5% 0% Series 1

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14. Factors influencing the wages and salary policy of TCIL :

TABLE-3.15

S. No. 1. 2. 3. 4. 5. 6.

Factors Availability of funds Demand and supply forces Pay policy of competing firm Trade union pressure Govt. regulations Relative worth of jobs

No. of respondents 10 10 5 5 15 5

percentage 20% 20% 10% 10% 30% 10%

INTERPRETATION:

The above table shows that 30 percent respondents agree that Govt. regulation influence the wages and salary policy of TCIL, 20 percent respondents agree that availability of funds influence the wages and salary policy, 10 percent respondents agree that relative worth of job influence the wages and salary policy of TCIL, while 10 percent agree that trade union pressure influence the wages and salary policy of TCIL.

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CHART-15 factors influencing wages and salary policy of TCIL

30% 20% 10% 0% availability pay policy of of funds demand and competing supply firms forces

trade union pressure

Govt. regulation

relative worth of job

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15. Method of payment of wages or salary in TCIL :

TABLE-3.16

S. No. 1. 2. 3. 4.

Method Time based Piece based Both time & piece based Neither time based nor piece based

No. of respondents 25 10 15 0

percentage 50% 20% 30% 0

INTERPRETATION:

The above table shows that 50 percent of the respondents feel that salary or wages paid based on time, 20 percent of the respondents agree that salary or wages paid based on piece and 30 percent of the respondents agree that salary or wages paid based both on time and piece.

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CHART-16

wages and salary method

50% 40% 30% 20% 10% 0% time based piece based both time and piece based

wages and salary method

neither time nor piece based

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16.response of employee about wages and salary administration :

TABLE-3.17

S. No. 1. 2. 3. 4.

Response about method Excellent Good Moderate Poor

No of respondents 25 18 8 0

percentage 50% 35% 15% 0

INTERPRETATION:

The above table shows that 50 percent of respondents agree that salary and wages administration is excellent in TCIL, 35 percent of respondent agree that salary and wages administration is good in TCIL, while 15 percent of respondents feel that TCIL salary and wages policy is moderate.

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CHART-17

Response about salary and wages administratin

60% 50% 40% 30% 20% 10% 0% Excellent good moderate poor

Series 2

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17. Human resource policy in TCIL :

TABLE-3.18

S. No. 1. 2. 3. 4.

Ratings Very good Good Moderate Poor

No. of respondents 35 10 5 0

percentage 70% 20% 10% 0

INTERPRETATION:

The above table shows that 70 parcent of the respondents agree that TCIL, HR policy is very good, 20 percent of respondents agree that TCIL, HR policy is good, 10 percent of respondents agree that TCIL, HR policy is moderate.

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CHART-18

TCIL's HR policy
70% 60% 50% 40% 30% 20% 10% 0% Very Good Good Moderate Poor Series 1

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18. Response of employee on human resource trends and policy :

TABLE-3.19

S. No. 1. 2. 3. 4.

Ratings Very satisfied Satisfied Dissatisfied Very dissatisfied

No. of respondents 30 15 5 0

percentage 60% 30% 10% 0

INTERPRETATION:

The above table shows that 60 % of the respondents are very satisfied on human resource trends and policy in TCIL, 30 % of the respondents are satisfied on human resource policy and human resource trends ,10 % of the respondents are dissatisfied on human resource trends and policy.

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CHART-19

Response of employee on Human Resource policy and Trends

60% 40% 20% Series 1 0% Very satisfied Satisfied Series 1 Dissatisfied Very dissatisfied

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19. Performance appraisal in TCIL :

TABLE-3.20

S. No. 1. 2. 3. 4.

Ratings Very good Good Moderate Poor

No. of respondents 10 30 5 5

percentage 20% 60% 10 10

INTERPRETATION:

The above table shows that 20% of the respondents are agree that performance appraisal is very good in TCIL, 60% of the respondents are agree that performance is good in TCIL while 10% of the respondents are agree that performance appraisal is moderate in TCIL.

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CHART-20

Performance Appraisal in TCIL

60% 40% 20% 0% Very Good Good Series 1 Moderate Poor Series 1

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20. Discussion with superior in TCIL-

TABLE-21

S. No.
1. 2. 3. 4. 5.

Ratings
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of respondents
15 20 5 10 0

Percentage
40% 30% 10% 20% 0

INTERPRETATIONThis table shows that 40 % of the respondents have strongly agreed that the employees feel free to discuss with the superior, 30 % of the respondents have agreed and 10% have in the state of undecided.

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CHART-21

Discussion with superior

40% 35% 30% 25% 20% 15% 10% 5% 0% Strongly Agree Agree Neither agree nor disagree Disagree Strongly disagree Series 1

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FINDINGS

1.

From the research conducted we found that 60% of the recruiters feels the quality of resources available in the market for advisors role is good.

2.

From the above study we found that 50% of the recruiters feel the quality of resourcesavailable from advertisement is excellent.

3.

From the above study shows that 40% of the recruiters feels PG qualification best suitfor the advisors role.

4.

From the above study shows 50% of the recruiters highly agree from the current selection process.

5.

From the research conducted we found that 54% of the respondents feels that the training guaranteed an exceptional learning environment.

6.

From the research conducted we found that 60% of the respondents believe that thereporting manager & management support & motivation in achieving targets.

7.

The above study shows that 60 % of the respondents feel that the training provides a practical environment that gives advisors a feel of how their business work.

8.

The above study shows that 60% of the respondents strongly agree that TCIL provide best training program for their employees.

9.

From the research conducted we found that the 60% of the respondents are very satisfied with the location and qualities of training facilities.

10. 11.

60% of the respondents are very satisfied with the TCILs training program. The above table shows that 50 % of the respondents are agree both on-the job and offthe job method are used by TCIL for the training of employees.

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12.

From the research conducted we found that 60% of the respondents said company uses both seniority and merit for the promotion of employees.

13.

The above study shows that 60% of the employees are very satisfied from the promotion criteria.

14.

From the research conducted we found that 30% of the respondents are agree that employees are transfer due to vacancy.

15.

From the above study we found that 30% of the respondents agree that Govt. regulation influence the wages and salary policy of TCIL.

16.

The above study shows that 50% of the respondents feel that salary paid based on time.

17. 18. 19.

50% of the respondents agree that salary administration is excellent in TCIL. 70% of the respondents agree that the TCIL HR policy is very good. The above study shows that 60% of the respondents are agree that performance appraisal technique is good in TCIL.

20.

From the research conducted we found that 40% of the respondents are strongly agreed that employee feel free to discuss with the employees.

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SUGGESTIONS

Training programmes should be evaluated more actively by the HR department through a dialogue with the trainees after the program rather than just asking them to fill an evaluation form. Briefing session should be held by the Head of Department or the HRD department before every external or long duration internal programme to ensure that the employees take the programme seriously and opportunity should be given for them to try out what they have learnt. The promotion policies should be made accessible to everyone in the company so that the general perception that promotion decisions are totally at the discretion of the Head of the Department can be changed. The potential appraisal system should be shared with the employees . Attention should be given to the development of OD competencies of the Human Resource Department staff. It is recommended that the HR policies should facilitate the employees development and to make it available to all employees . The performance review module should aim at increased communication between the appraise and the appraiser.

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CONCLUSION

The HR department have to change in many ways .the rate of change is likely to increase quickly and public & political expectation of service level will continue to rise. Company need to be able to continue to attract talented people who will be committed, involved in their work, will achieve high levels of performance and delivered excellent value for money. The TCILcompany should support the HR department for achieving Success and set a new direction. Good leadership is very essential for TCIL so that it can improveall the practices of HR in all levels. Company should try to motivatel the employees towards their goals with the help of motivation technique.

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BIBLIOGRAPHY

Human resource management Human resource management Company journals& magazines

Dr. V Radha J. Jayasankar

WEBSITES
Www.tcil-india.com Www.google.com