INTRODUCTI ON

EXECUTIVE SUMMARY

Business organizations today are facing great competition and challenges as the economy is growing. The growth or the company depends on how it uses its resources. Human resources are one of the most important and talked about resources in todays corporate world. Human being unlike other resources can think, feel and express their feeling and response to the ways that they are being treated. Human resources include all the labour force at work. But, from the viewpoint of management of human resources, Human Resource is much wider concept. People at work are responsive in many ways. They have certain feelings of their own, they think and act-react in their own way. Hence, they cannot be treated like machines and management has to handle them tactfully for attaining the goals of the organization. At macro level, the human resources include the total of the people (workforce), may be employed, self-employed, unemployed, employers, producers, etc. alongwith the sum total of all the components such as skills, creative abilities, etc. possessed by them. While at the micro level, human resources include all the employees who contribute their services for the attainment of the goals or objectives of the organization wherein they work. As they are productive, they are treated as human capital or asset.The concept of human resources is considered as multi-dimensional in nature and proper management of human resource is required for making them more productive. Initially when I started the project work at Texpert India Private Limited.At that time I was suggested overview of supply HR functions topic. They believe that it would be very interesting and also give new view point to the procedure that existed there. I therefore decided to carry research on the study of the overview of supply HR functions. This project is prepared to know the importance and effectiveness of the supply HR functions. This project includes the overview of HR functions like recruitment and selection, attendance system, promotion policy, training and development, welfare 2

benefits to employees, disciplinary action, which all are carried out in Texpert India Private Limited.In order to fulfill the requirement of M.M.S degree, every student has to gain experience for at least 60 days in any organization to the choice. Thus, for better experience I selected to carry my project work at Texpert India Private Limited.

1.2 MEANING AND NATURE OF HUMAN RESOURCE MANAGEMENT Pioneering of the masters of the management like Peter drucker, Douglus Mc. Gregor.etc laid the formal foundation of the human resource management. The human resource is the greatest asset to any organization and all sided efforts are required to be done to develop the available human resource. An organization must have an ability to develop its human resource and hence proper attention to be given to the areas of the human resource development. Nedler, defines HRD as organized learning experience in a definite time period to increase the possibility of the improving job performance and growth. It is a process which is in fact consists of series of activities conducted to design behavioral changes among the employees at an organisation in a specified period.An employee in HRM is treated not merely as a worker or any economic man but he is considered as a social and psychological man and also treated as resources HRM is the management of employees, knowledge and skills, abilities, attitudes and aptitudes talents and the creative abilities. Hence HRM is a strategic management function which involves the procurement of the suitable human resources, training and development of their competencies, proper motivation and creation of vigour in them so that they become part of the management. According to prof. S. V. Genkar Human resource management is concerned with the people who work in the organisation to achieve the objectives of the organisation. It concerned with the acquisition of the appropriate human resources, developing their skills and competencies, motivating them for best performance and ensuring their continued commitment to the organisation to achieve organizational objectives. The function of Human Resources departments is generally administrative and not common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital has progressed to an increasingly imperative 4

and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the low capital investment necessary to buy or program proprietary software, these internally-developed HRMS were unlimited to organizations that possessed a large amount of capital. The advent of clientserver, Application Service Provider, and Software as a Service or SaaS Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:

Payroll Work Time

Benefits Administration

HR management Information system

Recruiting

Training/Learning Management System

Performance Record

Employee Self-Service

1.3 IMPORTANCE/NEED OF HUMAN RESOURE MANAGEMENT

Money, Men, Materials, Machines and Markets one the very important FIVE Ms which are essential for carrying on the activities of the production and selling the same in order to carry on the business of the organisation or enterprise. The proper and efficient management of these five Ms is very essential for the success of an organisation.For full and proper utilization of natural resources, machines technology, etc, efficient and committed manpower is very essential. Hence successful Human Resource management is very essential for the growth and success of the organisation. Human Resource Management helps the organisation in the public, private, co-operative sectors in accomplishing their goals to utilize effectively the available human resource by systematic planning and control of a network of fundamental organizational process affecting and involving all organizational members. These processes generally include human resource planning. Job and work design, job analysis, staffing, recruitment, training and development, compensation and reward employee, protection efforts are also essential and made to create positive attitude amongst the employees by proper and effective motivation. This need to create healthy environment and to promote teamwork. Social significance refers to the maintaining and increasing the dignity of the employees by satisfying their social needs which is done by optimum utilization of resource in a effective manner and paying the employees the best rewards for their participation in the organisation. 6

1.4 SCOPE OF HR

HUMAN RESOURCE MANAGEMENT Management Development identification of tools for managerial effectiveness and organizational development. HRD systems organizational strategies.

Industrial Relations and Legal compliance

Job Designing Manpower planning

Compensation, protection and Representation.

Staffing, Recruitment, Selection placement

Human Resource Training & Development

Wage and salary , administration, benefits and rewards, welfare scheme etc.

Job Evaluation performance appraisal, & review

7 Retirement and separation

COMPAN Y PROFILE

2.1 INTRODUCTION OF TEXTILE INDUSTRY The textile industry is a group of related industries which uses a variety of natural (cotton, wool, etc andor synthetic fibres to produce fabric. It is a significant contributor to many national economies, encompassing both small and large-scale operations worldwide. The sequence of the manufacture of textiles is illustrated in the flow diagram.Subdivision of the textile industry into its various components can be approached from several angles. According to reference the classical method of categorizing the industry involves grouping the manufacturing plants according to the fibre being processed, that is, cotton, wool, or synthetics. The modern approach to textile industry categorization, however, involves grouping the manufacturing plants according to their particular operation.

Wool Scouring; Wool F inishing; Dry Processing; Woven Fabric Finishing; 9

Knit Fabric Finishing; Carpet Manufacture; Stock and Yarn Dyeing and Finishing.

Traditionally, the textile industry is very energy, water, and chemical-intensive. About 60% of the energy is used by dyeing and finishing operations.Environmental problems associated with the textile industry are typically those associated with water pollution. Natural impurities extracted from the fibre being processed along with the chemicals used for processing are the two main sources of pollution. Effluents are generally hot, alkaline, strong smelling and colored by chemicals used in dyeing processes. Some of the chemicals discharged are toxic. Other environmental issues now considered equally important and relevant to the textile industry include air emissions, notably Volatile Organic Compounds A textile is a flexible material consisting of a network of natural or artificial fibres often referred to as thread or yarn. Yarn is produced by spinning raw wool fibres, linen, cotton, or other material on a spinning wheel to produce long strands.Textiles are formed by weaving, knitting,crocheting,knotting,or pressing fibres together.The words fabric and cloth are used in textile assembly trades (such as tailoring and dressmaking as synonyms for textile. However, there are subtle differences in these terms in specialized usage. Textile refers to any material made of interlacing fibres. Fabric refers to any material made through weaving, knitting, spreading, crocheting, or bonding. Cloth refers to a finished piece of fabric that can be used for a purpose such as covering a bed.

10

2.2 INTRODUCTION OF COMPANY

Texperts India pvt ltd as an international textile sourcing office, indenting and quality assurance agency equipped with high tech infrastructure and professionally qualified and experienced team. We are working as exclusive textile buying office for European, American and Egyptian companies for sourcing of their entire fibers, yarns, fabrics, bed linen and made-UPS requirement from South east Asian countries, in addition, we are also sourcing textiles and textiles raw materials for customers in India, Nepal, Saudi Arabia, Jordan, Lebanon,

Egypt,Turkey,Spain,Portugal,Morocco,SouthAfrica,USA. We cater to procurement, marketing and quality control of bed linen. We cover all qualities in the bed linen section and are equipped to deliver large quantities. Since we are stationed in Ahmedabad, India, it is an added advantage for us and our customers as we are directly in touch with the manufacturing units over here. The qualities we deal in bed-linen range from basic plain weave cotton, cotton flannel, cotton satin, high thread count sateen, 11

polyester-satin, microfibre, microflannel, micro twill, polycotton.We are currently handling more than 2000 MT of fibers, yarns & fabrics per month. Our annual procurement is around 35 US $. We specialize in various kinds of fibers, yarns & fabrics as mentioned below: Polyester chips for filaments and films manufacturing. Virgin and regenerated psf raw white & dyed. Polyester textured and filament yarns, polyester spun yarn Blended yarns such as polyester / cotton, polyester / viscose, cotton / viscose, acrylic / polyester yarn etc. Acrylic spun yarns Nylon textured and filament yarns. Polypropylene yarns Spandex yarns of various brands like creora, acelan, lycra, texlon, etc Specialty yarns like moisture management yarns, flame retardant yarns, performance enhancement yarns etc. Including duponts coolmax, supplex, thermolite, tactel, lycra twisted spun yarns, modal and modal blended yarns, trevira spun yarn and many other specialties branded yarns etc. Since our inception in 2002 we have developed an extensive network of customers and suppliers in more than 63 countries. We work as a partner with all our customers and suppliers just like their internalteam.With our professional approach and team work we ensure that all your international sourcing and marketing goals are accomplished with ease and grace. Ultimately our goal is to contribute to your business by making the right place at right time and at the right price.We are committed to a partnership beyond deal making or buying and selling activities. We have 12

structured our team, systems and process to manage all activities pertaining to international buying and selling on your behalf. At the same time you have access to the complete and online information at your finger tips 24*7. Within the short span of 7 years, the huge amount of orders we executed and the range of textile materials we catered to, speak about our capabilities as service providers. We have established a strong sourcing base for above mentioned textile items from India, Pakistan, Thailand, Indonesia, Taiwan, China and South Korea. In short we work for our customers to ensure competitive prices, suitable quality and timely shipment and add value in the overall supply chain management on behalf of our customers. Texperts prides in being a knowledge company and values its team as its most important asset.We are a network of Experts from all parts of the world working as a global team which includes young, creative and ambitious minds balanced by techno-commercial experts in textile with hardcore experience ranging from 2 years to 37 years.Texperts internal team of 130 members is further supported and reinforced by our channel partners and their respective networks.The Team is structured to manage each product group separately and accordingly we have Fiber and Yarn Team, Fabric and Home textile team and garments team.Understanding and caring comes naturally to our team which encourages all our customers, suppliers and channel partners to freely contact us for any assistance they need for sourcing and marketing or for interacting on any other aspect of international textile trade.We continuously train our team to provide extraordinary services to out customers, suppliers and channel partners

13

2.3 VALUE AND MISSION VALUE Integrity We do what we say and we do it on time. Respect We respect our customers, suppliers, channel partners, stake holders,employees, their cultures, their expectations, aspirations and goals. Innovation

14

We follow - learn, adapt and innovate model in all our processes thereby continuously improvising the value add. Service Listening, Understanding and Customizing are at the core of our services. We use advanced information technology to deliver these services reliably and consistently with a smile to delight our customers. Contribution We involve ourselves as a service provider only in those businesses where we can actively contribute. VISION To be a benchmark and attain global leadership as an international textile trade facilitation organisation

2.4 NETWORK OF THE COMPANY Texperts has prominent presence in major textile manufacturing countries. We have our own offices at Mumbai, Ahmedabad, Madurai in India, Dhaka in Bangladesh, Shaoxing in China and Gelsted in Denmark. Our network is further reinforced by the presence of our channel partners in more than 20 countries. We also keep travelling extensively to be available Face 2 Face to our Customers, Suppliers and Channel Partners. 15

Our Customers: Argentina, Bahrain, Bangladesh, Belgium, Bolivia, Bosnia, Brazil, Chile, China, Colombia, Croatia, Cyprus, Czech Republic, Denmark, Dubai, Ecuador, Egypt, El Salvador, Germany, Ghana, Greece, Hong Kong, India, Iran, Israel, Italy, Japan, Jordan, Lebanon, Macedonia, Malaysia, Mexico, Morocco, Nepal, Nigeria, Pakistan, Panama, Peru, Poland, Portugal, Romania, Saudi Arabia, Serbia, Singapore, Slovenia, South Africa, Spain, Srilanka, Sudan, Syria, Taiwan, Thailand, Tunisia, Turkey, Uruguay, USA, Venezuela, Vietnam.

Our Suppliers: China, France, Germany, India, Indonesia, Italy, Kenya, Korea, Malaysia, Pakistan, Philippines, Saudi Arabia, Singapore, Slovenia, Spain, Switzerland, Taiwan, Tanzania, Thailand, Turkey, UAE, USA, Vietnam.

Our Offices: India, Bangladesh, China and Denmark 16

2.5 SERVICES OF THE COMPANY For our customers: We at Texperts through our vast experience have developed a detailed in-house transaction process. This proprietary process has allowed us to standardize our internal systems so as to ensure consistency in our services to you, time and again.The process covers the following key areas apart from our personalized attention to the minutest of your requirements.

17

 Supplier Identification: Evaluation of technological and infrastructural capabilities, maintaining historical performance records and QC standards of suppliers. Competitive Pricing: Recommendations on appropriate timing & sources based on current and future market conditions. Forecasting, trend analysis, and overall production programs of suppliers etc. also forms an important part of a suitable pricing strategy.

Order Tracking & Real-time Status Updates: Through an internal mechanism we track each and every order and update you with the latest status in real time.

Quality Assurances: We ensure use of proper raw material and also carry out strict online and preshipment inspections.

End-to-End Logistics Support: Apart from in-time shipments, accurate documentation also forms an integral part of our logistics support services.

Licenses & Certificates: For speciality and branded materials we facilitate relevant certifications, licenses and hang tags.

Regular Market Updates: Apart from facilitating transactions seamlessly, market updates forms an inherent feature of our services.

New Product Development: We continuously Work towards introducing Innovative Fibers, Yarns & Fabrics to our Customers enabling them to have an edge over competition.

For our suppliers

18

Our deep understanding of the overseas markets gives us a unique insight into the current as well as future market trends. This value-added input when shared with our suppliers not only allows them to position their organization, but also their products and brands in the relevant markets. Target Market/Customers Identification: As the name suggests we help in the right client identification. This not only means getting the right price, but also on your available production capacities, compatible quality parameters and financial terms. Right Market Price: We fetch the right price every time to ensure consistent business through market intelligence. Payment Assurances: We extend complete support to you through the entire payment cycle i.e. from Opening LCs to advance payments to final payments within the agreed time frame. Proactive Marketing & Brand Building: Our marketing team understands your capabilities & product mix and identifies the right market/ segment with the objective to build a long team brand Image for your company.

For our business partners 19

 Exclusivity of Customer / Market Channel: As a part of our services we maintain customer exclusivity and market channels on mutually agreed terms. Synergy Growth effect: Our collaborative approach towards our suppliers as well as our customers ensures that we are always on an exponential growth path. Commission Payment Assurance: We take complete responsibilities of paying commission to our partners on successful completion of every transaction.

20

2.6 PRODUCT OF THE COMPANY We bring to you the entire range of textiles fiber, yarn, fabric, garment, home textiles & technical textiles.

21

A ) FIBRE 1- NATURAL

From Plants origin- Cotton, Flax,Ramie,Hemp,Jute., From Animal origin- Wool, Silk.

2-MAN MADE

22

Regenerated Viscose Staple Tow Top Acrylic Staple Tow Top

Synthetic Nylon Staple Tow Top Polyester Staple Tow Top

3- SPECIALITY

Regenerated

Synthetic

Antibacterial Polyester Antistatic Polyester Asbestos Bi-component Cationic Dyeable Polyester Far Infrared Flame Retardant Glass High Tenacity Low and many more..

Bamboo Bamboo Charcoal Milk Modal PLA Corn PVA Soya

23

B) YARN 1-SPUN

Category Natural

Manmade

Fibre Cotton Linen Wool Blends Viscose Polyester Acrylic Blends

Spinning System Open End Ring Spun Vortex Worsted Open End Ring Spun Vortex Spun Worsted Spun

Count Range Cotton Count Range Linen Count Range Wool Count Range Blends Count Range Viscose Count Range Polyester Count Range Acrylic Count Range Blend Count Range

24

2-FILAMENT

Mother Yarn Monofilament Polyester FDY POY DTY ATY Mother Yarn Monofilament FDY HOY POY DTY ATY Monofilament Multifilament Pot Spun Yarn Continuos Spun Yarn

Filament Yarn

Polyamide 6 (Nylon 6)

Polyamide 66 (Nylon 66)

Polypropylne Viscose

25

3 SPECIALITY AND BRANDS

i) SPECIALITY YARNS

Bamboo Blends,Bi - Shrinkage Yarn ,Bi Component Yarn ,Cationic Dyeable Yarn,Elastane Core Spun Yarn ,Elastane Up twisted Yarn,Embroidery Thread Yarn ,Flexi Core Spun Yarn and many more

26

ii) FUNICTIONAL/ PERFORMANCE YARNS

Flame Retardant ,Anti Odour ,Anti Static ,Antibacterial ,Antimicrobial ,Biodegradable ,Bullet Proofing ,Electro Magnetic Shielding

iii) BRANDS

Aerelle ,Aerocool ,Biophyl ,Birla Modal ,Climarelle ,Comforel ,Coolmax ,Coolplus ,Cordura ,Dacron PlusDacron Hydrofix ,Dolan,Dow XLA,Dralon X ,Hollofil ,Hollow fill,Ingeo(PLA) ,Kevlar ,Leacril ,Lenzing modal Lotan ,Lycra ,Meryll and many more

27

C FABRIC 1-WOVEN FABRIC

Structure Basket Weave Crepe Duck / Half Panama Leno Pique Taffeta

Fiber Cotton Polyester Viscose Linen Nylon Wool

Finishes Special Finishes Stain Repellent Moisture Management Anti Microbial Anti Static Flame retardant Prints

Reactive Pigment Discharge

2- KNITTED FABRIC

Structure Basket Weave Crepe Duck / Half Panama Leno Pique Taffeta Warp Rib

Fiber Cotton Polyester Viscose Linen Nylon Wool Specialty

Finishes Special Finishes Stain Repellent Moisture Management Anti Microbial Anti Static Flame retardant Prints

Reactive Pigment Discharge

28

3- NONWOVEN FABRIC

A-SPUNLACE

29

Weight - 20o 800 GSM Width - 1.2 to 5.4 m Wipes, medical, surgical, industrial, cotton pads, coating, substrates, clothing textiles

EndUse -

B- SPUNBOUND

Weight - 8 to 1500 GSM Width - 1.2 to 5.4 m

8 1.2

EndUse- Hygiene, Surgical, Industrial

30

C-NEEDLEPUNCH

Weight - 100 to 1000 GSM Width - 2.5 to 7.0 m

Geosyntheics, filter media, synthetic leather, waddings, EndUse - floor coverings, automotive fabrics, insulation, industrial wipes, blankets and roofing

D HOMETEXTILES 31

A- BEDDING Fiber Cotton / Poly-cotton Cotton / Polyester / Satin / Sateen Poly-cotton Peach Skin Polyester Duvet cover Flannel Cotton / Polyester Pillow cover / Sham Seer Sucker Cotton / Polyester Cushion cover Dobby Cotton Jacquard Cotton Warp Knit Polyester Flannel Cotton / Poly-cotton Cotton / Polyester / Satin / Sateen Poly-cotton Peach Skin Polyester Dobby Cotton Jacquard Cotton Plain Weave Cotton / Poly-cotton Satin / Sateen Cotton / Poly-cotton Single Jersey Cotton / Polyester Polar Fleece Coral Fleece Blanket Mink Woven Throws Pillow / Cushion Down Feather filler Polyester Polyester Polyester / Acrylic / Blend Cotton / Wool Acrylic / Wool / Cotton Plain Weave Article Weave Plain Weave

Flat sheet

Fitted sheet

Polyester

32

2- BATH Article Beach Towel Bath Towel Hand Towel Face Towel Bath Robe Variation Plain terry Velour Jacquard Double jacquard Zero twist Double loop Reactive printed Embroidered Shaggy Terry Loop chenille Braided Rib Fiber

100% Cotton 100% Bamboo Cotton Bamboo Cotton Modal Microfiber

Bath Mat / Rug

33

3-TABLE AND KITCHEN LINEN

Article Table cloth Place mat Runner Napkin Apron Mitten Pot holder Coaster Kitchen towel

Weave

Fiber

Plain Twill Canvas Half panama Fused fabric

100% Cotton 100% Polyester Poly-cotton

34

E- GARMENTS Our Garment Product Range Includes : Knitted and Woven Garments for Mens, Ladies & Kids

MENS T-Shirts Polo Shirts Casual Wear Formal Wear Shirts Trousers Sweat Shirts Denim Jeans Sports Wear

WOMENS T-Shirts Polo Shirts

CHILDRENS T-Shirts Pyjama Sets Sports Wear Nighty Shirts Outer Wear Top & Shorts Tank Tops Pants Dresses

Casual Wear Formal Wear Shirts Trousers

Sweat Shirts Denim Jeans Sports Wear Cardigans

35

Shorts Cargo

Nightwear

Shorts

OVERVIEW OF 36 HR-

NS

1.RECRUTMENT AND SELECTION Recruitment Process Flow

37

Employee appointment and termination General principles All appointments and terminations of appointment will be made by the head of Human Resources department in consultation with the division head and board member(s). Equal employment opportunity Equal employment opportunity is a fundamental principle at Texperts. Employment is based on candidates capabilities and qualifications without discrimination based on race, color, religion, sex, age, national origin, disability, or any other protected characteristic as established by law. The Company does not bias against applicants belonging to disadvantaged sections of society if such applicants possess competitive skills and job credentials. 38

 This applies to all policies and procedures related to recruitment, hiring, compensation, benefits, termination and all other conditions of employment. Affirmative action.

The Company affirms the recognition that diversity to reflect socially disadvantaged sections of the society in the workplace has a positive impact on business. The Companys selection of employment is not based on any considerations other than normal business parameters. In case of equal proposals, the Company will select the person belonging to disadvantaged section of society. Appointment procedures Every prospective candidate for employment will submit a copy of the following before joining the Company. Personal Details Application Form Concise personal bio-data in the Company's standard form Passport size photograph

Letter from his immediate past employer relieving him from their services.

Certificates/testimonial and documents in original to evidence qualification,experience, etc., for verification on appointment or as may be required by the Company Permanent home town and local address Health clearance

The services of the candidate selected will be probationary for a period of six months and the Company will have the right to extend the probation up to a further period of six months. The employee will be confirmed only if his/her services are found satisfactory. Termination

39

 An employee can be terminated from his services on his resignation or if, for any reason, the Company comes to an opinion that the services of the employee are no longer required. Dismissal from companys services may also be for disciplinary reasons. The reasons for terminations may or may not be disclosed to the employee. Employees are expected to give at least one months notice before leaving companys services. On termination of services of the Company, the employee is expected to return all office gadgets such as car/bike, laptop, mobile handsets, papers, drawings, notes, manuals, specifications, designs, email, documents, diskettes, and any form or media containing any confidential or proprietary information.

All dues to the employee will be cleared once clearance is received in format specified in this document from all concerned persons including all board members, accounts department etc

Recruitment and Selection of manpower.

The requirement of manpower in unionised cadre is routed through concerned Departmental Head, who forwards it to divisional head for approval. After obtaining approval from Divisional Head, it is forwarded to Head of HR Department of the concerned Division. 40

 The HR Department of the concerned division collects the applications either through an advertisement in the newspaper or those already available in data bank of the concerned HR department and submits to the Divisional Head for final selection of candidates to be called for interview. Tests and/or interview, based on skill level required, are conducted to select the candidates. After selection, a proposal is prepared by the concerned HR Department and sent to Divisional Head for approval. After approval, Appointment letters are issued to the selected candidates by the concerned HR Department. Every selected candidate has to undergo medical examination as directed in the appointment letter.

2. ATTENDENCE SYSTEM

In Attendance system, PAY ROLL is prepared for Officers, which is computerized and supported by Fushion Tech. Officers are swiping their cards on the reader. Reader is a machine which collects the attendance and provides this information to the time office. MUSTER ROLL is prepared for Staff. Payroll is Different inputs from different departments are received by the Time 41

Office and accordingly files are maintained for the employees. Daily attendance report has been received to HR from different branches of the company and then the Time Office run & process this information. This data helps them to prepare the Pay Rolls & Muster Rolls. Leave facilities and absence from work General practices All employees upon successful completion of their probation will be eligible for paid vacation from their leave stock which would accrue at a specified rate (which would be a part of the employees terms of employment) on the basis of number of days worked. A day would be considered worked if the employee has worked for the Company for eight or more hours in that particular day, not being a holiday or an approved leave. The benefit of paid leave would be available on prior sanction (at least three days in advance) taken from the concerned supervisor through an application made in the format specified in this document. Failure to follow this requirement can be condoned by the board members in exceptional circumstances. Any absence from work, whether with or without the benefit of leave,must have prior sanction obtained. Each day of an unapproved absence from work or absence not condoned by the board members would lead to deduction of one and a half days from days worked for the purpose of computation of salary, leave stock or any such related benefit. Email has to be sent for the following point mentioned i.e. if any team member takes a leave, so he/she should send an email to each and every Texperts Team Members informing them about their leave prior to one day so that no work should be held up in his/her absence. The leave stock would be revised on a monthly basis and no addition would be made if stock has the maximum allowance as per the employees terms of employment. Employees are encouraged to utilize their accrued leaves for a refreshing break from work. Leave facilities cannot be exchanged for any monetary or other benefit.

42

If the duration of absence from work, with or without prior sanction, exceeds as per allowable available leave stock, the same could be deemed as absenteeism (as an act of indiscipline) and lead to its treatment as discontinuity of service at Texperts.Any absence without appropriate sanction, even when leave stock exists, may also be treated in the same manner. If upon detailed written submission by the employee, the board members come to a conclusion that such incident has resulted from genuine hardships faced by the employee and no substantial harm has been caused to the Company, they can condone the same. In case of such absence due to medical reasons, appropriate proof should be submitted in order to be exempted from discontinuation of services. The Company may get it verified by the official medical practioner before condoning such absence.

. Leaves & Holidays Weekly Holiday: All Sundays of every month will be observed as a holiday. Employees can avail different types of holidays/leaves depending on the situation. Public holiday: We observe 10 paid holidays. The list will be finalized by HRD in consultation with the MD and the HODs in advance. The holiday list shall be will be circulated to all and also displayed on the intranet portal.If any additional or alternate day is to be observed as a company holiday, the policy is to compensate on any other non-working day.

Unforeseen or forced holidays: In the event, of being forced to observe unplanned holiday on account of bundh, major transport break downs, transportation strike or any other reasons beyond the control of

43

the management, that day will be required to be compensated on any other nonworking day. . Earned Leave All employees are credited with 21 working days of holidays per year.Employees can avail the EL only after completion of their probation period. The EL is credited at the end of the month only.EL can be availed when the employee has resigned and is serving notice period.The maximum number of leaves that can be accrued by a person is 21 in a given calendar year, these leaves can be carried forward into the next year. Hence, a person can accrue a maximum of 42 calendar days leave in two consecutive years. If not taken, these leaves would lapse at the end of the 2nd year. Unapproved Leave Any leave taken without prior approval will be LWP including holidays. (E.g. Any unapproved leave taken on Saturday or Monday will be counted as 2 days including Sunday.This applies to leave taken before and after any other holidays as well).

3 DISCIPLINARY ACTION

44

Although employment with Texperts is at-will, Texperts may choose to impose discipline to correct employee misconduct, poor job performance, poor attendance and for other reasons. Disciplinary action may include a verbal warning, written warning, suspension with or without pay, or termination of employment. The type of discipline imposed depends on a number of factors, including but not limited to the severity of the problem, the number of occurrences, job position and seniority. Certain types of situations are serious enough to warrant suspension or termination of employment without any advance discipline or warning. Texperts hopes that most employee problems can be corrected at an early stage but where the Company has suffered a los3s, it may pursue its remedies against the employees responsible and where laws have been violated; Texperts will cooperate fully with the appropriate authorities. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including immediate termination of employment without advance warning: Theft or inappropriate removal or possession of company property or asset Falsification of timekeeping records Working under the influence of alcohol or illegal drugs Possession, distribution, sale, transfer or use of alcohol or illegal drugs in theworkplace, while on duty, or while operating employer-owned vehicles or equipment Fighting or threatening violence in the workplace Boisterous or disruptive activity in the workplace Negligence or improper conduct leading to damage of employer-owned or customer-owned property Insubordination or other disrespectful conduct Violation of safety or health rules Smoking in prohibited areas Sexual or other unlawful or unwelcome harassment

45

 Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace Excessive absenteeism or any absence without notice Unauthorized absence from work station during the workday Unauthorized disclosure of business secrets or confidential information Violation of personnel policies, or rules in the Company Policies and Procedures Unsatisfactory performance or conduct

46

4 PERFORMANCE APPRAISAL
Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semiannual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations - but not all - appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. Appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. (Organizations need to be aware of laws in their country that might restrict their capacity to dismiss employees or decrease pay.)Whether this is an appropriate use of performance appraisal - the assignment and justification of rewards and penalties - is a very uncertain and contentious matter. The meaning of the word appraisal is to fix a price or value for something. This is used in finance in terms such as project appraisal or financial appraisal where a value is attached to a project. Similarly performance appraisal is a process in which one values the employee contribution and worth to the organization.Employees across the entire organisation are appraised of their performance. This could be done annually, twice a year, periodically depending the need of the organisation. Performance appraisal is a systematic and orderly evaluation of performance of employees at work by their superiors or others who are familiar with the techniques of performance appraisal. A performance appraisal is a formal review of employee performance. At a performance appraisal, objectives or targets are agreed between manager and employee. At each subsequent appraisal, current and past performance is compared and targets are reviewed. Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business 47

planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. Performance appraisals are also essential for career and succession planning. Performance appraisals are important for staff motivation, attitude and behavior development, communicating organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individuals performance, and a plan for future development. In short, performance and job appraisals are vital for managing the performance of people and organizations Company Strategy for Performance Appraisal All employees will be assessed once or twice a year for the purpose of performance evaluation and increment/ promotion, if any. Our current performance appraisal process provides for annual merit increase opportunity, and any increase would be based on performance. If organization finds that an employees conduct on or off the job adversely affects his/ her performance, that of other employees, or Texperts legitimate business interests, he/ she will be subject to disciplinary measures.

48

 Grade has been given to the employee according to the performance level as well as their education qualification.

GRADE

DESIGNATION

D C

D1 to D9 C1 to C3

OfficeAsst/Jr.Executive/Executive Sr.Executive /Asst. Manager/Area Manager

B A

B1 to B3 A1 to A3

Manager/GM/CEO Directors

49

5 EMPLOYEE BENEFITS

Compensation and Benefits Salary disbursement is done through bank account (ICICI) and is normally done in the first week of each month. The following are components included in the monthly salary: Basic, HRA, Medical and Conveyance Tax deductions will depend upon investment declarations and information should be made available to the Finance department on the same at the beginning of financial year.

Hospitalization Leave If an employee is hospitalized, special leave sanction is possible on a written application supported by proof of hospitalization. In the cases of prolonged illnesses with or without hospitalization, where hospitalization leave is exhausted or not applicable, the period will be considered as EL or LWP as per the leave balance. Maternity / post maternity hospitalization cases will not be considered in this benefit. The following table indicates the guiding principles for computing the salary: Service length Full pay Half pay Total days of Leave 15 Days

Over 1 year up to 2 years

5 Days

10 Days

Over 2 years to 5years

10 Days

20 Days

30 Days

50

 Car and Motor Bike Policy

General Instructions: The company will provide a Loan up to Rs. 75,000.00 to facilitate making the initial down payment (including registration and insurance) of the motor car. It will be given free of interest and recovered in 36 equal monthly installments If any employee resigns from the company, before total repayment of the interest free loan given to him for down payment of the motor car, the employee will have to pay the remaining balance to the company before he is relieved and his full and final account is settled. In case an Employee ceases to be in service of the company whether by retirement, resignation or otherwise, his outstanding loan would be recoverable on a pro-rata basis. Employees are expected to do all official work using ones own car in the specified lump sum payment within the city municipal limits. For official work outside municipal limit, if an employee uses his own car then reimbursement can be claimed @ Rs. 5 per Km. And in case the employee travels outside municipal limit for official work for more than 200 Kms he would be eligible for hiring a car from outside @ Rs. 6.50 per KM or less.

51

SUGESSTIO NS

CONCLUTIO NS
SUGGESTIONS

Promotion policy should be improved and organisation can take the feedbacks from the employees to improve the promotion policy. Suggestions should be taken in to consideration from different levels of executives & from workmen category for organizational benefits as whole. Quality of work life should also be improved as per the employees expectations. Feedback should be taken by the employees side to improve the quality of their work life. Organization has to motivate their employees to get maximum work done by them to achieve organizational goals. Organization has to develop an environment of effective participation by employees & is to develop a friendly & co-operative behavior within teams.

52

CONCLUSION

After completing of the training with theoretical in puts/actual HR practices which exist at TEXPERT INDIA PRIVATE LIMITED I concluded with The employees are well aware of the policy guidelines of different sections of Human Resource. HR department is not so prompt in the rendering of HR services which should be taken into consideration. Organization self development module is well developed taking into consideration career growth of each and every employees. Motivation and reward is given to the prospective and desired employees so that they believe in the organization. Since main work of the company is comes under the essential services Act, so working of all the sections are predetermined and they should be followed as it is, which is very necessary for the effective working of the organization. Last but not the least, Human Resource Management of TEXPERT INDIA PRIVATE LIMITED should treat the employees with dignity and good plan should be forecasted for overall organizational goals.

53

BIBLIOGRAPHY

Books : Human Resources Management WEBLIOGRAPHY: www.thetexperts.com : L. M. PRASAD

54