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Contents
Company Profile
Introduction Of Topic
Bibliography
INDEX
The Employment
Employee Relations
ADANI believes that working conditions, wages, and benefits that it offers to its
employees are the best in the industry. As per our experience we feel employees
should be open and direct, so the work environment can be excellent,
communications can be clear, and attitudes can be positive.
Bereavement
Our company recognizes the emotional stress and problems involved when
a member of an active employees immediate and/or close family dies, and is
sympathetic with the bereaved employee and his/her family. You will be granted
time off in order to arrange for and/or attend the funeral service. Verification of
the reason and length of absence for bereavement must be discussed with the
Plant Manager and/or the Human Resources Manager. For the purpose of this
policy bereavement will be defined for immediate family, or close relatives.
To qualify for paid bereavement leave (which is normally 2 days and does
not exceed 3 days/24 hours, and this includes Salaried employees and must be out
of state) immediate family is defined as employees spouse, father, mother,
brother, sister, daughter, son grandparents, grandchildren, stepchildren, or any
dependent that was living in the employees household. Leave may also be
granted in the cases of other close relatives, this is limited to one day only. These
relatives include the employees father-in-law, mother-in- law, brother-in-law,
sister-in-law, daughter-in-law, son-in-law, stepbrother, stepsister, stepparent, aunt,
uncle, niece, or nephew. The Human Resource manager will do final approval for
paid benefits.
If the employee wishes to attend the funeral of a person who is not named
above (example: close friend, neighbour, extended family member) the employee
should request a personal day of absence with no pay.
ADANI follows its own Disciplinary rules and code of Conduct and no
one is allowed to abuse the system while they are on duty. If any employee
is found violating the system then he/she shall be liable for disciplinary
action.
Insurance
1. Group Accident Insurance
Provident Fund
Bonus
Gratuity
Leave encashment
LTA
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Medical
HRA
Holidays
ADANI grants holiday time off to all employees.
Note: List of Holiday is available with [HUMAN RESOURCE
DEPARTMENT]
Bonus:
THE PAYMENT OF BONUS ACT, 1965
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[An Act to provide for the payment of bonus to persons employed in certain
establishments on the basis of profits or on the basis of production or productivity.
Bonus is mandatory if the Salary is not above 10000 and will be calculated
on basic
(Min 8.33 to Max 20%). A minimum bonus which shall be 8.33 per
cent of the salary or wage earned by the employee during the accounting year If
allocable surplus exceeds the amount of minimum bonus, then bonus shall be
payable at higher rate subject to a maximum 20% of salary/wages.
But if your salary exceeds 10000 then it is on employer's will.
Provident Fund:
The rate of provident fund is fixed by the Central Government in
consultation with the Central Board of trustees, Employees' Provident Fund every
year during March/April. Currently it is: 12% (basic salary ceiling up to 6500,
then company to cut the pf of the employee).
Benefits:
A) A member of the provident fund can withdraw full amount at the credit in the
fund on retirement from service after attaining the age of 55 year. Full amount in
provident fund can also be withdrawn by the member under the following
circumstance:
A member who has not attained the age of 55 year at the time of
termination of service.
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Gratuity.
Payment of Gratuity Act, 1972
(1) Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five years, (a) on his superannuation, or
(b) on his retirement or
(c) on his death or disablement due to accident or disease:
The employer shall arrange to pay the amount of gratuity within thirty days from
the date it becomes payable to the person to whom the gratuity is payable. The
calculation of gratuity is as below:
Last basic/26 x 15 days x number of years of service
4.6
The Definition of Fringe Benefit Under the new chapter XII H (As per
Subsection (2) of Section II5 WB of Income Tax Act, 1961), excludes
(i) Expenditure on, payment for, food or beverages provided by the employer to
his employee in office or Factory;
(ii) Any expenditure, or payment through Paid Vouchers, which are not
transferable and usable only at eating joints or outlets.
In this Section, exemption has been granted completely for paid vouchers
provided to the employees. Hence there is No FBT on employer on Sodexho Pass
meal vouchers given to employees.
With the shifting of tax liability on employer from employees in respect to certain
fringe benefits , these fringe benefits, which were hitherto taxable in the hands of
employees as perquisite , will no longer be taxable in their hands. Thus those
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MEDICAL REIMBURSEMENT
The employee can get exemption for Medical Reimbursement
himself /herself and his/her family under Income Tax as under: -
received for
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Employment Termination
Termination of employment is an inevitable part of personnel activity with
any organization, and many of the reasons for termination are in routine.
Below are examples of some of the most common circumstances under
which employment is terminated.
Policy Statement
All staff should adhere to the travel and accommodation policy when
travelling for factory business purpose. The factory recognises that
business travel is generally inconvenient and seeks to make such
inconvenience more comfortable at a cost that is appropriate for the
factorys size and cash flows.
Objective
The objective of the travel and accommodation policy is that the employee
can be in the required location to do business. All travel arrangements are
intended to be comfortable, practical and economical ensuring the
employee endures no discomfort when they are required to travel or stay
away from home.
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Application
The travel and accommodation policy is successfully applied when travel
is completed within budget at no discomfort to the employee.
1.2
Taxi Fares
Policy
Employees who are travelling on work related business and who require
the use of a taxi for travel should pay the fare and then forward an all
expenses form with receipt to accounts to be reimbursed.
Objective
The objective of the Equal Opportunity Policy is to support the
attraction and retention of employees that contribute most to the
development of the ADANI business.
Application
12
Smoking
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Workers Compensation
All employees, including part-time, temporary, and probationary
employees, are eligible for workers compensation benefits in the event of
an injury arising from, or in the course and scope of their employment.
The process to be followed if an injury occurs is as follows:
The first priority in the event of an injury at work is medical attention.
The injured worker or nearest colleague should initially contact one of
ADANI first aid worker attendants.
In the event of any apparently serious injury an ambulance should be
called for.
Any employee who sustains an on-the-job injury, experiences a safety
incident or near miss must report the incident to their manager
The manager must then complete a report in the Register of Injuries,
Incidents and Near Misses.
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Introduction of Topic
16
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TRAINING
Training is concerned with imparting developing specific skills for
a particular purpose. Training is the act of increasing the skills of
employees for doing a particular job. Training is the process of learning a
sequence of programmed behaviour.
In earlier practice, training programme focused more on
preparation for improved performance in particular job. Most of the
trainees used to be from operative levels like mechanics, machines
operators and other kinds of skilled workers. When the problems of
supervision increased, the steps were taken to train supervisors for better
supervision.
DEVELOPMENT
Management development is all those activities and programme
when recognized and controlled have substantial influence in changing the
capacity of the individual to perform his assignment better and in going so
all likely to increase his potential for future assignments.
Thus, management development is a combination of various
training programme, though some kind of training is necessary, it is the
overall development of the competency of managerial personal in the light
of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of
existing managers and to provide for a planned growth of managers to
meet future organizational requirements is management development.
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on
other
government
laws
and
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Age
No. of people
0-5 Years
10
5-10 Years
20
10-15 Years
20
More than 15
10
Total
60
no of people
0-5; 17%
more than 15; 17%
0-5
5-10 years
10-15 years
more than 15
Analysis:
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Response
Yes
No
Total
No of employees
50
10
60
No; 6%
Yes
No
Yes; 94%
Analysis:
Out of 60, 50 employees attain training programme, and 10 employees did not
attain.
Interpretation:
It can be interpreted that the maximum numbers of employees attain training.
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Do you feel training is necessary for any employee for developing his
Response
Yes
No
Total
No of employees
55
05
60
No; 5%
Yes
No
Yes; 95%
Analysis:
Out of 60, 55 employees said Yes and 05 employees said No.
Interpretation:
It can be interpreted that the maximum numbers of employees feels that training is
necessary.
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Response
On the job
Off the job
Depends on need
Total
No of employees
30
20
10
60
On the Job
On the Job; 50%
Analysis:
Out of 60, 30 employees said on the job training is good, 20 employees said of the
job training is good, 10 employees said depends on the needs training is need is
decides.
Interpretation:
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No of employees
15
16
05
24
60
Analysis:
Out of 60, 15 employees said Step by Step Instruction is good, 16 employees said
Coaching / Lecture is good, 05 employees said Conference / Discussions, 24
employees said Programmed Instructions are good.
Interpretation:
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33
No of employees
40
20
60
No; 33%
Yes
No
Yes; 67%
Analysis:
Out of 60, 40 employees said Yes and 20 employees said No.
Interpretation:
It can be interpreted that the maximum numbers of employees feels that training
help in improving their performance.
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35
No of employees
35
25
60
No; 42%
Yes
No
Yes; 58%
Analysis:
Out of 60, 35 employees said yes and 25 employees said no.
Interpretation:
It can be interpreted that the maximum numbers of employees feels that training
help in improving organization performance.
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37
Q8.
No of employees
60
00
60
Yes
No
Yes; 100%
Analysis:
Out of 60, 60 employees said Yes and 0 employees said No.
Interpretation:
It can be interpreted that the organization provides study materials.
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No. of employees
20
13
15
12
60
dissatisfied; 20%
Fully Satisfied; 33%
Fully Satisfied
Partly satisfied
satisfied
dissatisfied
satisfied; 25%
Analysis:
Out of 60, 20 employees are fully satisfied, 13 employees are partly satisfied, 15
employees are satisfied and 12 employees are dissatisfied.
Interpretation:
It can be interpreted that the maximum number of employees fully satisfied.
40
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Response
Yes
No
Total
No of employees
50
10
60
No; 5%
Yes
No
Yes; 95%
Analysis:
Out of 60, 57 employees said Yes and 03 employees said No.
Interpretation:
It can be interpreted that the maximum numbers of employees get ideas during
training session.
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company.
Employees are always ready for training sessions.
Employees are generous to get involved in the training session and take
part actively.
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BIBLIOGRAPHY
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BIBLIOGRAPHY:
1. Making performance work effectively: - Philip Tom: McGraw Hill Book
Company: England: 1983.
2. Principles and procedures in evaluating performance: John C. Flanagan:
volume 28.
3. Public Personal Administration: S L Goel: Sterling Publishers Pvt. Ltd.: New
Delhi.
4. Training & Development: A Better way: Robert Hayden: Volume 52.
5. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter:
New Delhi.
6. P. Jyothi, P., Venkatesh, D.N., Human Resource Management
7. Kothari, C. R., Methods and Techniques, New Delhi, New Age International
Publications
8. Aswathappa, K., Human Resource Personal Management
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