Preface

We can not achieve anything worthwhile in any field of knowledge

solely on the basiso f t h e o r e t i c a l k n o w l e d g e f r o m b o o k s t o
o r d e r t o a c h i e v e p r a c t i c a l , p o s i t i v e a n d concrete results, the
classroom learning needs to be effectively wedded to the realityof the
situation outside the classroom.Project work is conducted as an integral
part of a management course. It provides
ano p p o r t u n i t y t o a p p l y t h e t h e o r e t i c a l a s p e c t i n p r a
c t i c a l . I t g i v e s a n e x c e l l e n t opportunity to a student to
apply his ability, capability, interest, knowledge, brief reasoning
and mantle by giving a solution to the assigned problem, which reflects
hiscaliber.Today, each and every organization wants efficient and
effective work force.
Theyw a n t t h e i r e m p l o y e e s t o b e s i n c e r e , i n v o l v e d i
n t h e w o r k a n d a t t a c h e d t o t h e organization that is why
they want committed people. Therefore, there is need to study
what exactly commitment means? How people view it? What are the
variablesrelated?So keeping in the mind above mentioned scenario, I
decided to do a project on HRPolicies in Steel Industry. Employees
are the backbone of any organization. Whent h e y j o i n a n
organization, they bring with them a set of needs,
d e s i r e s a n d p a s t experience that combines to form job
expectation. Job satisfaction expresses theamount of agreement
between ones emerging expectation and requirements that t h e
job provides. So it is very necessary to know about the
H R p o l i c i e s o f t h e organization to achieve the job satisfaction
level of the employees. Based on thefindings I have compiled this
report.I (SUNIL KUMAR) have prepared this project as an essential and
obligatory part of the course curriculum of my M.B.A program. I have
tried my best to make my projecta success.

HR POLICIES
Policies
are the very important aspect for any organization. It is a tool that helps
anorganization for better functioning
.
These involve managing the relationship betweenthe top management
as well as lower management. The goal of HR Policies is
toensure that the firm is able to continue its operations. And
that it has sufficient tosatisfy both maturing short-term debt
and upcoming operational
expenses.M a n a g e m e n t s h o u l d u s e a c o m b i n a t i o n o
f p o l i c i e s a n d t e c h n i q u e s f o r t h e management of
HR policies. These policies aim at managing the work
b a l a n c e according to requirement. In HR Policies we can include the
following.

Recruitment

Selection

Induction

Training and development

Compensation system

Leave policy

Welfare policy

Recruitment:
Placing the right person at right place at right time is called
Recruitment.Recruitment policies at Jindal Steel Industry Ltd.
a)
Recruitment will normally be done against vacancies that occur due
tothe following reasons:
i . S e p a r a t i o n - R e s i g n a t i o n / T e r m
i n a t i o n / D i s m i s s a l / Retirement deathi
i . E x p a n s i o n / R e o r g a n i z a t i o n
p a n y s b u s i n e s s / operationsb )

o f

C o m

Vac a n c i e s i n a l l D e p a r t m e n t s w i l l b e f i l l e d a f t e r p r i o r
w r i t t e n a p p r o v a l o f the Managing Director.c)
Prior written approval of the Managing Director will also
be required even thevacancies are within the provision of the
approved Manpower.d) All vacancies to be filled from outside
will be notified to the EmploymentExchange.e)
Vacancies will be filled throughPromotion/ up gradation/ relocation out
of the existing employees.Or Employment ExchangeOr Placement
Agencies/ campus Interviews
Or Advertisementsf) The following considerations will weigh in
preparing shortlists of candidates inrecruitmentCandidates within the
Organization who could fill the vacancies on meritsshould be considered
on priority.Active list of Applicants in the Company will be scrutinized.
Selection:
To choose the right candidate from a pool of applications is
calledSelection.Selection policy adopted by the companyThe following
weightage will be given in the final evaluation:-Factors
WeightageQualifications
25%Relevance of past experience 25%Interview 50%

a.
The selected candidates will be
notified promptly.b . C a n d i d a t e s n o t s e l e c t e d w i l l b e s e n t
regret letters.
c.Candidates who were very poor will
b e i n f o r m e d r e g r e t t i n g t h e companys inability to
find an opening appropriate to their capabilities.
d.
Candidates who were very good but not suitable for the
position for which interviewed will be informed that the selection
committee found themgood but not suitable for the post for which
they were considered and thattheir application is being kept on the
active file and will be in touch should asuitable opening exist in
future.Appointment
LettersA l l c a n d i d a t e s f o u n d s u i t a b l e f o r a p p o i n t m e n t s h a l l
b e i s s u e d L e t t e r s o f I n t e n t (Employment Offers).Appointment
Letters shall be issued under the signature of Authorities as under:C A T E G O R Y A U T H O R I Z E D
S I G N A T O R I E S W o r k m e n F a
c t o r y
M a n a g e r /
G e n e r a l
M a n a g e r
Staff Executive Director/ General Manager E
xecutives/ ManagerManaging Director/ Executive
Director/General
Manager O f f i c e r s E x e c u t i v e
D
i r e c t o r s /
G e n e r a l
m a n a
g e r
Following testimonials and documents must be on the
candidates file before issuingthe Appointment Letter:a . M e d i c a l
Fitness Certificate from
Company s Doctor.b . A u t h e n t i c p r o o f i n d i c a t i
n g t h e D a t e o f B i r t h ( S c h o o l L e a v i n g Certifica
te).c . C o p i e s o f C e r t i f i c a t e s o f E d u c a t i o n a l
Qualifications.

d.Copies of Certificates of experience from previous em

ployers.
e.Copy of relieving Certificate from the immediate past
e m p l o y e r.
f.
Companys Application Form duly filled in.g . T h r e e p a s s p o r t s
sized colours photographs.h.Last ESI
Membership No. wherever applicable.i.Last
Provident Fund Account No. wherever
applicable. j.Salary/ Income Tax Certificate
f r o m t h e l a s t e m p l o y e r ( s ) a l o n g with PAN
No.k . A n t e c e d e n t V e r i f i c a t i o n f r o m t h e R e f e
r e e s / p a s t E m p l o y e r s indicated by the candidate in his/ her
Application Form.Appointment Letters will be prepared on a standard
format designed by the HRDepartment.Documents and forms to be filled
by the employee at the time of joining.
a.
Declaration/Nomination form under the Employees P.F
ANDMiscellaneous Provisions Act, 1952.b . D e c l a r a t i o n F o r m
under Employees State Insurance
Scheme.c.Nomination form under
Payment of Gratuity Act, 1972.
d.
Declaration of dependant family members for notification
to InsuranceCompanyFor coverage under Med- claim.ProbationAll
employees are initially kept on probation for a period of six months,
which may
bee x t e n d e d f o r a f u r t h e r p e r i o d o f t h r e e m o n t h
s , a t t h e s o l e d i s c r e t i o n o f t h e Management. Total
period of probation shall, in no case, extend beyond one year.