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A
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EAAR
RCCH
HRRE
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““ccoom
mppaarraattiivvee ssttuuddyy ooff ppeerrssoonnaall ppoolliiccyy””
SUBMITTED IN PARTIAL FULFILLMENTOF THE REQUIREMENT
OF THE DEGREE MASTER OF BUSINESS ADMINISTRATION
Submitted to Submitted by
Mrs. Vibhuti Sharma Richa Shrivastav
Roll no. 1508570091
MBA 4th Sem.
We can not achieve anything worthwhile in any field of knowledge solely on the basis of
theoretical knowledge from books to order to achieve practical, positive and concrete results,
the classroom learning needs to be effectively wedded to the reality of the situation outside
the classroom.
student to apply his ability, capability, interest, knowledge, brief reasoning and mantle by
Today, each and every organization wants efficient and effective work force. They want their
employees to be sincere, involved in the work and attached to the 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 variables related?
So keeping in the mind above mentioned scenario, I decided to do a project on “HR Policies
in Steel Industry”. Employees are the backbone of any organization. When they join an
organization, they bring with them a set of needs, desires and past experience that combines
to form job expectation. Job satisfaction expresses the amount of agreement between one’s
emerging expectation and requirements that the job provides. So it is very necessary to know
about the HR policies of the organization to achieve the job satisfaction level of the
`
DECLARATION
I Richa Shrivastav have prepared this project as an essential and obligatory part of the course
(Richa Shrivastav)
Index
Conceptualization 33
Data Collection 76
Data Analysis 77
Bibliography 99
Appendixes 100-102
CHAPTER 1
INTRODUCTION
HR POLICIES
Policies are the very important aspect for any organization. It is a tool that helps an
organization for better functioning. These involve managing the relationship between the top
management as well as lower management. The goal of HR Policies is to ensure that the firm
is able to continue its operations. And that it has sufficient to satisfy both maturing short-term
Management should use a combination of policies and techniques for the management of HR
policies. These policies aim at managing the work balance according to requirement. In HR
Recruitment
Selection
Induction
Compensation system
Leave policy
Welfare policy
Recruitment:
Placing the right person at right place at right time is called Recruitment.
Recruitment policies
a) Recruitment will normally be done against vacancies that occur due to the
following reasons:
c) Prior written approval of the Managing Director will also be required even the
Exchange.
Or
Employment Exchange
Or
Advertisements
recruitment
Candidates within the Organization who could fill the vacancies on merits should
be considered on priority.
Factors Weightage
Qualifications 25%
Interview 50%
c. Candidates who were very poor will be informed regretting the company’s inability to
d. Candidates who were very good but not suitable for the position for which
interviewed will be informed that the selection committee found them good but not
suitable for the post for which they were considered and that their application is
being kept on the active file and “will be in touch should a suitable opening exist in
future.”
Appointment Letters
All candidates found suitable for appointment shall be issued Letters of Intent (Employment
Offers).
Following testimonials and documents must be on the candidate’s file before issuing the
Appointment Letter:
j. Salary/ Income Tax Certificate from the last employer(s) along with PAN No.
k. Antecedent Verification from the Referees/ past Employers indicated by the
Department.
Probation
All employees are initially kept on probation for a period of six months, which may be
extended for a further period of three months, at the sole discretion of the Management. Total
Confirmation
Objective:-
Company policy;
Compensation package for above category of employees comprises of Basic Salary and
allowances.
Procedure
b. Statutory obligations like taxes, provident Fund. ESI etc. and other deductions
by Accounts Department.
c. Annual revision of Basic salary for the all the employees will be undertaken as
ING VYSYA Bank where they have been given ATM Cards & their ATM
All executives are entitled to House Rent Allowance at the rate of 50% of their basic salary
Officers & Staff are paid House Rent Allowance at the rate of their basic salary.
a. All the Executives/ Officers/ Staff using their own vehicle for official work take claim
for reimbursement of conveyance expenses along with authorized official duty slip
All company’s Cars are maintained and serviced at authorized service stations/ workshops in
It is the responsibility of the concerned Executive provided with Company Car to maintain it
Telephonic Policy:
To communicate with their employees at any time company provides the facility of the
telephone. By providing this facility company also giving a good communication atmosphere.
Some Executives have been provided with Mobile Phones depending upon their assignment
subject to monthly limits as per their respective Grade can claim (Mobile phone) bills within
All employees are entitled @ 80% interest free salary advance and it can be recovered in 3-4
Gratuity
The object of providing a gratuity scheme is to provide retirement benefit to employees who
have rendered long and unblemished service to the employer and thereby contributed to the
prosperity of the employer. Gratuity as paid in lumpsum as per the Payment of Gratuity Act,
1971 and rules framed there under.Gratuity is payable to an employee on his separation from
the services of the company, after he/ she has rendered continuous service for not less than
five years:-
a. On his superannuation; or
For the purpose of calculation of gratuity, the salary last drawn is taken into consideration.
Procedure:
c. Gratuity must be paid within 30 days of the last working day of the separating
Provident Fund:-
All the employees are covered under the Provident Fund Scheme, framed under the
Employees Provident Fund and miscellaneous Provisions Act, 1952, those who are getting
Rate of Contribution:-
12% of salary/ wage from employee and 12% employer (8.33% pension account & 3.67%
EPF account).
Attribution @ 0.5% & admin charges Pf @ 1.10%, EDLI admin charge 0.01% of the whole
The Executive/ officers and Staff of the Company will be governed by the following types
of leave
Earned Leave:-
a. All the Executives/ officers and Staff shall be eligible Earned Leave in accordance
b. The unveiled EL standing to the credit of an employee as on 31st December each year
may be carried forward and accumulated upon a maximum for 30 day in case of
The Company, at its own discretion, will grant extra-ordinary leave with or without pay for
prolonged sickness, studies, or for other justified reasons to the employees subject to the
condition that he/ she has exhausted all other leave to which he/she is entitled.
Sick Leave:-
justification.
d. SL in excess of the accumulation limit will lapse and will not be the subject
Casual Leave:-
An employee who is in service of the company as on 1st January will be eligible to avail of
CL for casual purposes for nor more than 7 days in a financial year. CL will not be allowed
Short Leave:-
All the officers and staff are entitled to short leave of maximum two hours a day for personal
work and subject to four hours in a month for which no salary is deducted.
Maternity Leave:-
Maternity Leave shall be as per Maternity Benefits Act, 1961 as amended from time to time.
Leave Roster
The HR Department/ in-charge shall also ensure that too many Executives, Officers and Staff
a. Those workmen who have actually attended duty up to 240 working days in a
calendar year will be allowed one day’s Earned leave fir every 20 days of work
b. The operating rules regarding granting of privilege Leave, wages for leave period etc.
will be governed by the Holiday falling in between Earned Leave days shall not be
following basis:-
Casual Leave:-
a. All workmen shall be entitled to seven days Casual Leave with wages, during
b. The principal of earns and avails on pro rata basis shall apply. Casual Leave
Transfer:
Services of all the employees are transferable. Employees may be transferred from one
b. Organization Restructuring
d. Closure of an establishment
An employee may cease to be in the employment of the company for any of the reasons like
Company Secretary Will along with a copy of the said letter give following details to the
Accounts Department
Settlement of Accounts:
On separation due to any of reasons mentioned above, employee’s final accounts will be
settled only after he/ she has cleared his/ her dues with the company. Following are some of
the critical formalities which must be complied within the period specified below:
(Salary + Encashment)
All the employees of the company are entitled to National and Festival Holidays, as per rules
applicable in the October each year, Festival holidays are declared as per State/ Regional
customers and traditions .While National Holidays are three in number and are observed on
Shifts:-
Training & Development of employees is an essential activity for any organization to ensure
Training & Development focuses on ensuring the timely availability of qualified and
motivated employees with requisite skill sets to discharge their existing responsibilities, to
Presentations:-
All the employees, other then workers, who have attended external training programme, have
presentation is held within ten days and second within the fifth day of the month of training.
Performance appraisal:-
subordinate and supervisor, that usually takes the form of a periodic interview (annual or
semi-annual), 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
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.
By the same token, 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
Whether this is an appropriate use of performance appraisal - the assignment and justification
role.
c. Discuss how the team member sees his role over the next one year.
All the Executives of the company are appraised / assessed through 360 degree appraisal
system.360 degree appraisal has been brought to practice very recently. Once 360 degree
appraisal is implemented successfully, it will further be introduced down the line of officers
and so on.
Procedure:-
(a) Company’s business goals for the year are finalized by the MD and are informed to all
department head.
(b) Managing director circulates the company’s business goals to all so that all executives
(c) All executives are required to prepare the objective of their subordinates.
(d) All the executives are required to fill up their self appraisal and ratings in the prescribed
(e) Self appraisal and self ratings are required to be submitted to the MD’s office.
(g) All promotions, financial increases and other rewards are on based on 360 degree
Design
Deptt:-
Reporting To
Joining date
Employee.
stringently followed by management and employees. All the formal and informal issues
order to mitigate any further issues arising out of it and also it is being ensured that
similar grievance or shortfall are not occurring through the process In case of informal
issues0employee feel happy about their management in taking care of their matter.
communications is not followed properly by Senior and Juniors employee. They follow
procedure from establishment department to administration department then the issue
goes to Senior Officer then appropriate person. In this communication it will take long
time and it may also not reach the appropriate person. In case if communication with the
aggrieved employee received the reply for the issues submitted earlier She/he might not
Feedback system is a system where the performance of employees get evaluated and
the evaluation of their performance is given by all the Peers, Superiors, and Junior
Employees not only on the basis of employees performance but also behavior and discipline.
oraganisation follows the system stringently on regular basis viz., Weekly, Quarterly,
Half yearly and Annually. The feedback is given top from management, Senior
management, Peers, Junior employees as well Customers. This type of feedback system is
also known as 360 Degree appraisal. Appraisal that is framed every one right from
being evaluated.
They hardly follow the feedback system. Here there is only grading system followed
practices which improves the work quality and culture for better output.
every employee technology is changing day to day basis to follow the practices and
utilization of time without wastage. As well they abstract or extract new ideas from
employees to initiate in working style. In other words management allows the employees
to show their skills & ideas or management gives employees opportunities for their career
development.
adopted. The employees are still working on past practices and methodologies which may
be out dated at times. There is hardly separate wing of Training and Development and
In case if there is any emergency then immediate action of training takes place for
Recruitment is the process of searching prospective employees and stimulating to apply for
Recruitment is the process to discover the sources of manpower to meet the requirements of
the staffing the sources of manpower to meet the requirements of the staffing schedule and
employ effective measures for attracting the manpower in adequate numbers to facilitate
effective selection of an effective working force. Recruitment is the process of finding and
attracting capable applicants for employment. The result is a pool of applicants from which
Selection Once the potential applicants are identified, the next step is to evaluate their
qualification, qualities, experiences, capabilities and make the selection. It is the process of
offering jobs to the desired applicants. Selection means choosing a few from those who
basis of merit candidates. Eligible candidates will get selected for the suitable
Fourth round will be HR personnel round i,e personal interview with hr personnel.
Apart from these process organisations prefer reference candidates, the known candidates
should get minimum marks to get pass out then their will be an interview call from the
officials for the eligible candidates then after interviewing the best of them will get
selected.
Before applying for any employment HE/SHE must have registered their
name in the office of employment exchange of the concerned city of domicile also valid
registration.
Packages & Perks are the amount or compensation given to employees of the organization
IN PRIVATE SECTORS: Packages & Perks, Now a day’s most of the organizations
depends on the targets process. Organisations give value to work rather than time. As
organisation and increments also depends on regular basis i,e Annually. Packages &
Perks benefits also given according to individual performance such as bonus, incentives
In the organizations, provident fund is also being applied where 12% from the
salary of employee will get deducted and deposited with Provident Fund Organisation
along with the employer’s contribution at 12% to the PF Organization on the employee’s
name and at the end of the services, i.e., on resignation, or at the time of termination or at
the time of superannuation the amount accrued in the EPF account, within 40 days the
qualification, experience and designation. Government follow pay scale procedure thus
salaries or compensations are credited periodically. Packages & Perks increments are
followed regularly on the norms of government policies. Increment policies are usually
Example: The present pay scale system of faculty members is as per 6th pay commission.
Recently 6th pay commission has been upwardly awarded to 7th pay commission
12% monthly salary of employee will get deducted and deposited with organisation and
to the same monthly PF firm also deposit 1/3 of fund to particular employees and at the
end of the services or after resigning within 40 days the amount will be refunded to the
maintain the culture or positive attitude of employees as well organisation towards goals
and success
mannerism are poorly defeated and practiced. But at public sector under taking firms
ethicate adhere to the minimal as per the quality standard maintained by management
EMPLOYEE BENEFITS:
through various polices and guidelines to enable the employees to avail the same the
particular action is known as Gesture of Management at the same time it has no relevance
with organisational laws. It may vary from time to time depends on productivity and
develop Human Resource as well motivate employees such as, Travel Allowance,
as such there are no policy of benefits followed because government sector follows
& employee friendly leave policy and to craft a beautiful leave management module from its
development unit.
The flexibility of the leave module. The leave patterns analysis report helps HR to constantly
evolve its leave policy aligning to employee and business needs. This allows the employee to
enjoy leave privileges without disturbing productivity of work. It also ensures labour law
compliances.
Earned/Privileged leave(PL), Casual leave (CL), Sick leave (SL), Compensatory off (comp
IN PRIVATE SECTORS: Every employee will get a annual leaves of 30 days and if
more than 30 days taken then leave will get deducted from next year or it will go for
Loss Of Pay and if leave are not avail then the amount of particular leave will be
credited at end of the calender year to individual employee. Annual 5 sick leaves are
given by the organization and if sick leaves go beyond 5days then it will cause Loss of
Pay and there is no carry forward of leave for next year and not even any amount
A part from these leaves there will be declaration of holidays annually 12days or 15
The process of leave management is before taking a leave SHE/HE should submit a
leave application form and it should be approved by particular head of the department or
Earned Leave: Earned Leave is ‘earned’ by duty. The credit for earn leave will
awarded at a rate of 15 days on the 1st of January and 1st of July every year.
Half Pay Leave: All Government servants are entitled to 20 days of HPL for every
completed year of service. Half pay leave is calculated at 20 days for each completed
year of service.
leave not exceeding half the amount of half-pay leave due can be taken on medical
certificate.
Leave Not Due: This Leave is also granted on medical certificate normally. Leave not
due is granted when there is no half-pay leave at credit and the employee requests for
employees.
1) Pregnancy: 180 days – Admissible only to employees with less than two surviving
children.
Study Leave: Study leave may be granted to all government employees with not less
Care Leave by an authority competent to grant leave for a maximum period of 730
day
Hospital Leave: Hospital leave is admissible to Group 'C' employees whose duties
Vocational Department Staff Leave: departments where regular vacations are allowed
during which those serving in them are permitted to be absent from duty)
Child Adoption Leave: Child adoption leave is granted to Female employees, with
fewer than two surviving children on valid adoption of a child below the age of one
leave salary equivalent to half pay for a period not exceeding one month in any year
of apprenticeship
A part from all these the list of holidays are declared by Government for all the employees of
Job security is the probability that an individual will keep up his or her job; a job with a high
level of job security is such that a person with the job would have a small chance of
becoming unemployed.
employee’s increment.
PENSION PLAN :
of the status he/she held during the past Pension is a monetary benefit being an appreciation
for the services rendered by an employee in the organisation. It has got a statutory support
also
PENSION PLAN is a regular payment made by the state to people of or above the official
IN PRIVATE SECTORS: In private firms as such there are no plans after retirement
made. But in 1998 government introduces provident fund it may be after service or
stability during old age when people don't have a regular source of income.
Retirement plan ensures that people live with pride and without compromising on
their standard of living during advancing years. Pension scheme gives an opportunity
to invest and accumulate savings and get lump sum amount as regular income through
reach 75 years by 2050 from present level of 65 years. The better health and sanitation
conditions in India have increased the life span. As a result number of post-retirement years
increases. Thus, rising cost of living, inflation and life expectancy make retirement planning
essential part of today's life. To provide social security to more citizens the Government of
We came to know whether employees are satisfied with the welfare policy.
Review of Literature
Mallikarjunam K (2005)- The HR policies have assumed a new shape and nature in the form
of a two-way communication link between the employees and the employers. Proper
communication between the assessing authority and the employees under policies are
essential for gathering all the required information from the employee. HR policies that are
based on a free and unrestrained approach would generate the preferred data and help to
Gupta Samita (2006), this article discuses the concept, goals and also explores several others
aspects of human resource management. The literature focuses on the concept of effective
twin dimensions of rationalization. The pursuits of reason in human affairs that is the process
of bringing policies are pursued and rationalization as the increasing dominance of a means-
Raju and Jena (2006), this literature provides the background and description of HR policies
of ONGC. A good review system can help improve communication, while allowing people to
increase their own effectiveness and clarify their own jobs and responsibilities. An innovative
system will not only increase the performance of the staff, but also help them work together
with common goals and fewer obstacles. The current system adopted by ONGC coupled with
an aggressive communication campaign has resulted in the creation of a positive work culture
with a successful implementation of the new appraisal system; ONGC is setting an example
for others.
Gupta and Aggarwal (2007) study examined the relationship between managerial perception
the variable under study would be positive in the organization. The result focused on the
Geetika And Pandey Neeraj(2007), the paper deals with benchmarking, which involves a
search for its genesis in the basis human instinct of comparison and judgmental reasoning,
Three parameters of performance are identified, namely profitability, customer service and
human resource satisfaction. Using these parameters, the power sector in India is studied.
Ravichandran K and DJE (2007), this article focuses on the means to improve the
performance of the individual employee, which result in the overall improvement of the
organization. Recently, organizations are being faced with challenges like never before.
Increasing competition from business across the world has meant that all business must be
much more careful about the choice of strategies to remain competitive. Organization have a
better understanding of the importance of the human resource and so their focus on
improving the process, the implementation skills of the appraisers as well as the appraises for
successful HR, which means improving the performance of the individual employees which
Joshi Rashmi (2008), this article focuses on various component- goal setting, regular reviews,
consider issues for successfully implementation of HR policies with the help of current issues
adopting year round performance management, alignment of goals with human resource
aligning business objective with other areas, adopting performance management system
software.
She stated well defined performance management system will enhance the image of the
Kumar T kiran (2008) this article focused on the following aspects of performance
performance management.
Chkarborty Manishankar (2008) tee literature focuses on the human resource factor within an
organization. Human resource manager across the globe are finding it very difficult to attract
and retain talent, In such a scenario, the need for a proper HR policies has become all the
more important.
Companies from knowledge sectors have devised novel HR policies, which are considered
Conceptualization means to focus on the concept on which research is carried out by which
we can clear the main things of report on which topic we are preparing report what is the
main concept in this report because with the help of this conceptualization part we can go
through the topic as well as the industry and company profile.
Focus of the Problem
Main problem in review of HR policies is the lack of cooperation from the employees
and the workers. They do not want to give their full contribution in the research.
It is very difficult to manage the manpower planning in the company. Most of the
employees are not satisfied with the policies adopted by the company.
Due to frequent change in the govt. policies for workers and employees, it is very
To know employer attitude towards the compensation system & welfare policy.
To study about the major HR policies adopted by the managers of selected firms of
steel industry.
RESEARCH METHODOLOGY
Research can be defined as a careful investigation or inquiry especially through search for
new facts in any branch of knowledge. Research is, thus an original contribution to the
existing stock of knowledge making for its advancement. It is the pursuit of truth with the
help of study, observation, comparison and experiment. In short, the search for knowledge
Selection of methodology for a particular project is made easy by sorting out a number of
alternative approaches, each of them having its own advantages and disadvantages. Efficient
design is that which ensure that the relevant data are collected accurately.
The researcher has to think about what procedure and techniques should be adopted in the
study. He should arrive at the final choice by seeing that the methodology chosen for project
and techniques, it seems appropriate to present a brief overview of the research process.
Research process consists of series of actions or steps necessary to effectively carry out
research and the desired sequencing of these steps. The sequence is as follows-
Define Research
Formulate Hypothesis
Design research
(sample size)
Collection of data
Analysis data
Feed back
some accepted principles and conclusions, so as to bring into light some new and novel facts
.The first step towards any research is to identify the problem and look at it objectively. One
interview methods with both workers and factory managers .The study solicits and examines
HR policies and offers insight into the ethical and business perspective of the issue through a
survey for its analysis .The study relied on trained interviews using a structured interview to
gather a broad range of information regarding the HR policies prevailing in the organization
.The study emphasizes on both engineers and senior engineers interviews conducted at JSL
Plant employees .
Interviews were conducted and the Questionnaires were filled between 20th June 2009 to 5th
July 2009. All the Engineers were interviewed with convenience from the available list from
the different departments. Onsite interviews were also conducted at random for further clear
picture prevailing in the organization. The aggregate result of the interviews presents a Clear
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 combine in procedure.
The main purpose of such studies is that of formulating a problem for more precise is that of
hypotheses from an operational point of view. The major emphasis in such studies is on the
Descriptive research studies are those studies, which are concerned with describing the
The research design is the arrangement of conditions for the collection and analysis of data in
a manner that aims to combine relevance to the research purpose with economy in procedure.
What is the study about—How a team in an organization work, how team work to
What period of time will the study include—the time taken for the entire process
took around six weeks, which includes framing of the questionnaire, distribution
of the questionnaires. Collection of it, then collection of the data and finally the
Sample design:
A sample design is a definite plan for obtaining a sample from a given population.
Size of sample:
This refers to the number of items to be selected from the universe to constitute a sample. In
Sampling Procedure:
In sampling procedure the decision regarding technique to be used in selecting the items for
the sample is taken. Here the technique used is convenient sampling & area sampling.
Data Collection
Primary data
The primary data are those, which are collected afresh and for the first time and it is original
and correct. Primary data are collected with the help of questionnaire & personal interviews
and discussions. Out the various tools, the technique adopted here is one of the most practical
answers for eliciting a more detailed response. In the questionnaire, the questions are
presented with exactly the same wording and in same order to all respondents. The reason for
standardization is to ensure that all the respondents reply to the same set of questions.
Secondary Data
Secondary data is that data which someone else has already collected and which have already
been passed through the statistical process. Here, secondary data is collected from journals,
Data Analysis:
After collecting the data it has to be processed and analyzed. The term analysis refers to the
computation of certain measure along with searching for patterns of relationship that exist
among data groups. This study involves percentage and appropriate analytical tools.
Data Interpretation:
Interpretation refers to the task of drawing inferences from the collected facts after at
analytical study.
Limitations of the Study
A Few limitations and constraints came in the way of conducting the present
study:-
Due to lack of time with authority, we could not get full information about the HR
Due to the lack of internet facility, we could not get the data of other companies.
Sample size selected may not be the true representative of the company, resulting in
biased results.
This being the maiden experience of the researcher of conducting study such as this, the
possibility of better results, using deeper statistical techniques in analyzing and interpreting
MICRO ANALYSIS
Identification of techniques of recruitment & selection and training & development
Question : According to you what is the most important factor for selection policy?
percentage
80%
60%
40% percentage
20%
0%
Interview
Qualificatio
experience
Past
n
Percentage
80%
60%
40% Percentage
20%
0%
On the job Workshops Seminars
training
Interpretation:-
Percentage
50%
40%
30%
Percentage
20%
10%
0%
1 2 3
Interpretation:-
Percentage
80%
60%
40% Percentage
20%
0%
Holiday Bonus Others
package
Interpretation:-
Here we can interpret that the company mostly use to give bonus to its employees as a part
of the compensation.
Question : What type of changes you want in Welfare policy?
Percentage
50%
40%
30%
Percentage
20%
10%
0%
Canteen Insurance Education
Interpretation:-
Question : Which type of social security you want from the company?
Percentage
60%
50%
40%
30% Percentage
20%
10%
0%
Gratuity Provident ESI
fund scheme
Interpretation:-
80%
70%
60%
50%
40% Series1
30%
20%
10%
0%
Yes No Cant say
Interpretation:-
Yes, HR policies help in building good relationship between top level and lower level
management.
Question : What are the major impacts of HR policies?
Percentage
60%
50%
40%
30% Percentage
20%
10%
0%
turnover
Productivit
Reduce
relationshi
Good
p
y
Interpretation:-
Percentage
80%
60%
40% Percentage
20%
0%
MBO 360* Others
Appraisal
Interpretation:-
Here we can conclude that company mostly uses the 360* Appraisal technique for the
Yes No No comment
Percentage
50%
40%
30%
Percentage
20%
10%
0%
yes no No
comment
Interpretation:-
Most of the employees are not satisfied with the leave policy, they demand more leave.
Implementation of policies
Question : Are you satisfied with the policies adopted by the company?
80%
70%
60%
50%
40% Series1
30%
20%
10%
0%
Yes No Cant say
Interpretation:- Here we can conclude that the most of the employees are satisfied with the
policies?
Yes No No comment
Percentage
50%
40%
30%
Percentage
20%
10%
0%
yes no No
comment
Interpretation:-
Most of the employees say that their representatives are included in making HR policies.
Question : How frequently your organization change the policy?
Percentage
50%
40%
30%
Percentage
20%
10%
0%
After govt. After 6 Annually
order months
Interpretation:-
MACRO ANALYSIS
Inferences & Interpretations
There are a lot of techniques of recruitment, selection , training & development. In Stainless
Limited, there are three main factors for the selection process like Qualification, Past
experience & Interview but the most important is qualification of the candidates.
For providing in the company, three methods are applied – On the job training, Workshops &
For the purpose of recruitment, out of Online way, Advertisement & through Institutions, the
advertisement gets the highest response. Thus most of the recruitment is done through
advertisements.
As per as the employer attitude towards the compensation system & welfare policy is
concerned, the company offers bonus the most to its employees as a part of compensation
compared to holiday package & others. Thus through the analysis, it is clear that the
employees want more & more insurance schemes than canteen & education facilities for the
There are three main kinds of social securities provided to the employees. These include-
gratuity, provident fund & ESI scheme & out of these, the most demanded social security is
In the analysis that HR policies help in building good relationship between top level & lower
level management, it is found that there is a good relationship between the two & these HR
Most of the employees are appraised through 360* appraisal system but some other
techniques as well as MBO are also used sometimes. About 45% of the employees are
satisfied with the Leave Policy of the company & 40% are not satisfied & rest 15 % have no
comments.
Through the analysis, it is also known that around 70% of employees in the organization are
satisfied with the HR policy of the company, around 10% are not satisfied while the rest have
no comments on this.
It is also found that at the time of making HR of policies in the organization, the top level
management includes representatives of the employees only sometimes while they should be
included at this time every time because they are also the part of the organization & may help
As far as the changes in the HR polices are concerned, the organization mainly changes its
policies annually.
CHAPTER 5
After having analyzed the data, it was observed that practically there was recruitment and
selection in the organization. To be an effective tool, it has to be on the continuous basis. This
is the thing that has been mentioned time and again in the report, as, in the absence of
continuity, it becomes a redundant exercise. Before actually deciding drafting what should be
the kind of recruitment and selection the following things should be taken care of:
1. The very concept of recruitment and selection should be standardized through the
organization.
2. To market such a concept, it should not start at bottom, instead it should be started by
the initiative of the top management. This would help in percolating down the
concept to the advantage of all, which includes the top management as well as those
below them. This means that the top management has to take a welcoming and
3. Further, at the time of confirmation also, the recruitment and selection form should
not lead to fault of any information. Instead, detailed l of the employee’s work must
be done – which must incorporates both the work related as well as the
4. Time period for conducting the recruitment and selection should be revised, so that
5. Transparency into the system should be ensured through the discussion about the
employee’s performance with the employee concerned and trying to find out the
conducted.
8. Promotions must be handled fairly and all employees must be informed about the
10. Creative and innovative-provide employee with opportunities to use their there
skills.
11. Train people and help them recognizing suggestion opportunities and making
suggestion.
12. It should be noted that the recruitment and selection form for each job position
should be different as each job has different knowledge and skill requirements.
There should not be a common recruitment and selection form for every job position
in the organization.
Bibliography
2. http://www.google.co.in
Questionnaire
Name:
Age:
Gender:
Marital Status:
Contact No:
Please answer the following questions; your responses will be kept confidential
Q3.According to you what is the most important factor for Selection policy?
1) Monetary 2) Non-Monetary.
1) Yes 2) No 3) No comment.
Q13.Does Top mgt. includes your representative at the time of making HR policies?
1) Yes 2) No 3) No comment
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