A

PROJECT REPORT ON
HR POLICIES AND ITS

IMPLEMENTATION

AT

DEEPAK NITRITE LIMITED SUBMITTED BY Name UNDER THE GUIDANCE OF NAME

COLLEGE NAME AND ADDRESS

PREFACE

Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational ob ectives. !his pro ect is meant to know the Human "esource #olicies in the organization. !he H" #olicies are a tool to achieve employee satisfaction and thus highly motivated employees. !he main ob ective of various H" #olicies is to increase efficiency by increasing motivation and thus fulfill organizational goals and ob ectives. !he ob ective is to provide the reader with a framework of the H" #olicy $anual and the various ob ectives that the different policies aim to achieve. !he main focus was on the managerial levels of employees in %&&#'( )*!"*!& +!%.

ACKNOWLEDGEMENT
!his report is an outstanding prospect to convey my gratefulness to those many people whose timely help and guidance went a long way in finishing this pro ect work from commencement to achievement. * would like to e-press my sincere thanks to )'$& for giving me an opportunity to e-plore the practical knowledge practiced by the company. !his pro ect could not been completed without the able guidance and support of )'$& and the faculty members. * am very glad to work with the organization as a trainee. * am grateful to H" %epartment of %&&#'( )*!"*!& +!%. for helping me to get the information and an invaluable e-perience. +ast but not the least would like to thank my friends, family members and all those people who helped me for the completion and deeper understanding of the concept of performance appraisal. .orking on this pro ect has proved to be an enlightening e-perience for me.

YOUR NAME

DECLARATION
*, 012" )'$&, hereby declare that all the information furnished in this #"13&4!, is my original work containing authentic facts. !his piece of work is only being submitted to 41++&5& )'$& in the partial fulfillment for the degree of #ost 5raduation %iploma in 6usiness $anagement.

YOUR NAME

Table o Co!"e!"#
Se$%al No 1 C&a'"e$ I!"$o)*+"%o! 1. 1 'bout !he 1rganization 1. , 'bout !he !opic 1. / 1b ective and Scope of Study Re#ea$+& Me"&o)olo(, ,.1 $ethods of %ata 4ollection ,., Sampling ,./Hypothesis and 'bout ;uestionnaire HR Pol%+%e# %! Dee'a- N%"$%"e L"). Da"a A!al,#%# a!) I!"e$'$e"a"%o! Co!+l*#%o!# S*((e#"%o!# a!) Re+omme!)a"%o!# B%bl%o($a'&, A!!e/*$e Pa(e No 8 ,7 ,9 /: /1
32

/ 7 < = 8 9

// 77 =7 =<

<

E0ECUTI1E SUMMARY
$y internship at %eepak )itrite +imited, #une was a great e-posure to the industry. 'fter going through my summer training, * had a firsthand e-perience of how an industry as well as H" department functions. INTRODUCTION OF PROJECT !his pro ect is about the H" #olicies in %eepak )itrite +imited. !he H" #olicies in an organization helps every individual to raise his/her potential in all facets by helping him to be satisfied and secured about his present and future. PROJECT TITLE !he title of the pro ect is >H" #olicies and *ts *mplementation in %eepak )itrite +imited?. 's the name indicates it is the study of the H" #olicies prevalent in the organization. ORGANISATION %eepak )itrite began with a vision to support the country@s drive towards self sufficiency and import substitution in 1A8:. .hat began as a fully indigenous sodium nitrite and sodium nitrate plant in )andesari, 5u arat, has now grown into a globally proactive company with a presence in over ,: countries , including 2S', &uropean 2nion B &ast &uropean nations, 3apan, 'S&') countries, South (orea and South 'merica. !his has led to a paradigm shift from low value bulk chemicals and intermediates to high value fine and specialty chemicals based on our core e-pertise as well as lateral and vertical integration of our e-isting products, e-ploring downstream derivatives. .ith a strong focus on customer satisfaction, the company has set up 4ustom $anufacturing services to meet specific needs of end users. 1ur capabilities e-tend to the manufacture of highCvalue, specialty products either based on our own end products or developed especially for our users. %)+ has been ranked amongst the top <:: 6ody corporates by %un and 6radstreet for the last three years.

INTRODUCTION

ABOUT THE ORGANI2ATION

%eepak )itrite began with a vision to support the country@s drive towards self sufficiency and import substitution in 1A8:. .hat began as a fully indigenous sodium nitrite and sodium nitrate plant in )andesari, 5u arat, has now grown into a globally proactive company with a presence in over ,: countries , including 2S', &uropean 2nion B &ast &uropean nations, 3apan, 'S&') countries, South (orea and South 'merica. !his has led to a paradigm shift from low value bulk chemicals and intermediates to high value fine and specialty chemicals based on our core e-pertise as well as lateral and vertical integration of our e-isting products, e-ploring downstream derivatives. .ith a strong focus on customer satisfaction, the company has set up 4ustom $anufacturing services to meet specific needs of end users. 1ur capabilities e-tend to the manufacture of highCvalue, specialty products either based on our own end products or developed especially for our users. %)+ has been ranked amongst the top <:: 6ody corporates by %un and 6radstreet for the last three years. %eepak )itrite is a leading manufacturer of organic, inorganic, fine and specialty chemicals and a world leader in ,, 7 and ,, = Dylidine. .orking with our partners, customers, we seek to find better ways to meet market demands, using innovative processes and methods. 1ur people, our technologies and our years of e-pertise unite to deliver superior products and services that improve life. %eepak )itrite is the preferred business partner of chemical ma ors worldwide in #harma, "ubber, 4olourants and *maging chemicals. Headquartered at #une, we are a multiCdivision and multiCproduct company that has manufacturing facilities at )andesari, in 5u arat and at #une, "oha and !alo a in $aharashtra and Hyderabad in 'ndhra #radesh, all of them complying with *S1 A::1E,::: standards. .e are poised to take on the opportunities offered by globalization, increasing shareholder value, improving opportunities for our employees, driving greater innovation and seeking sustainable solutions for the world. .e are a signatory to the "esponsible 4are initiative and are committed to ethical business practices.

1ISION 3 MISSION !he purpose of all human activity is to make life better. %)+ believes in improving life through innovative science. !hrough innovations, we constantly endeavor to bring better products and processes that bring greater value to society Co$e P*$'o#e F*mprove +ife !hrough *nnovative ScienceF 1%#%o! .e are a role model enterprise, respected globally for e-cellence in quality and innovation o .e enhance stakeholder value while adhering to the code of responsible care and ethical values o .e are an employer of choice and preferred business partner worldwide
o

Co$'o$a"e 1al*e# %)+ believes in honoring its commitment. integrity and transparency are an integral part of our relationship with customers, employees, society. "espect for +ifeE the company believes that life in all its forms must be respected. .e respect and value our people. 1ur employees are our value creators whose efforts, creativity and bond we cherish. 1ur customers, who reward us for our value creation and our stakeholders, who are committed to us in our endeavor to improve life. .e also recognize and respect our environment and take every effort to preserve it.

1ALUE Integrity

STATEMENT .e are open, ethical, transparent B uncomprising in our work. Set a goal, analyze the facts and work on alternatives and conclude them in fi-ed time frame.

Decisiveness

Team Spirit

.e encourage group interaction and working together. 2nited and collective drive achieves the desired goal.

Commit ment

Caring

Excellen ce

Innovati on

Custome r Orientati on

de the compan y. . e k e e p a l l p r o m i s e s m a d e w i t h i n a n d o u t s i .e are concern ed for our environ ment, society and employ ees and work for their betterm ent. .e are a role model and benchm ark compan y for our product s, services and busines s process es.

facets of our business.

.e nurture creativit y and encoura ge applicat ion of knowle dge and ideas in all

4ustomer .e work to e-ceed his e-pectations

1:

4UALITY AND EN1IORNMENT

't %)+ quality is the keyword in every activity and a constant endeavour to achieve standards of the highest levels has been an ongoing commitment from the time of its inception as well as recognition and acknowledgement of this devotion. !his achievement has been set as a benchmark to go forward in e-cellence. Gor %)+ it is an ongoing process to continuously e-plore new product applications, competitive technologies and potential markets. %)+ has scaled this success with its trademark of commitment and quality. !he commitment towards this is apparent from the fact that %)+ has a total manpower of 9< persons supporting the ;uality and !echnical functions at its various manufacturing facilities. 'll its products are manufactured in accordance with the current acceptable world standards. 'll its manufacturing facilities have been upgraded conforming to the current *S1E A::1E,::: standard, from the earlier *S1E A::,E1AA7 standard, and are now certified by (#$5 for *S1E A::1E,::: standard.. !he ma or environmental issues addressed areE 1ngoing manufacturing processes are studied in detail with a view to minimize generation of liquid/gaseous waste streams as a part of continuous improvement. o ' specially constituted #ollution control 4ell at our "B% centre is actively engaged in developing technologies for environment protection at our manufacturing plants. 1ur #ollution 4ell in fact also helps out smaller industrial units that do not have capabilities and infrastructure for such obs. !he efforts of our team are not aimed at ust pollution minimization but also to conserve energy, improve process yields and product quality.
o

!he above practices help in achieving strict compliance with statutory standards laid down by the regional #ollution 4ontrol 'uthorities for plant effluent and emission quality.

11

FACILITIES
%eepak )itrite +imited has five manufacturing facilities at different locations in the .estern part of *ndia that have a logistic advantage being within si- hours from a ma or port. !he company manufactures *norganic, 1raganic and Gine B Speciality chemicals. !here are two units in the state of 5u arat and three units in the state of $aharashtra. !he *norganic 4hemicals are produced at one of the facilities in 5u arat while the 1rganic and Gine B Speciality chemicals are produced at the other facilities. 1ne of the facilities is devoted to the processes Hydrogenation and "eductive 'lkylation. &ach of the facilities has %4S controlled operations. !he companyHs main strengths are )itration, 4hlorination and Hydrogenation. !he company also has the technical capabilities to carry out the following reactions at its plants.
1. ,. /. 7. <. =. 8.

'lkali Gusion C High !emperature Gusion "eactions 'lkylation I Hydrogenation 'mination I )itration 4hloronation C :-idative 6romination %iazotisation C "eductive alkylation &sterification I Sulphonation 'cylation C High #ressure/ !emperature 1-idations

!he manufacturing facilities produce a range of chemicals that cater to a spectrum of industries like #harmaceuticals, 4olourants, 'grochemicals, 4osmetics, .ater !reatment B 4orrosion #revention, "ubber and "efineries. !he facilities are equipped to handle bulk hazardous raw materials like 6enzene, !oluene, Dylene, 'mmonia, 4oncentrated )itric 'cid, 4oncentrated Sulphuric 'cid, 4hlorine and Sulphur !rio-ide. &ach manufacturing facility has a proper &!# to ensure that the 41% and 61% levels of the discharge are maintained as per the prescribed standards set by the #ollution 4ontrol 6oards.

1,

RESEARCH AND DE1ELOPMENT

't %eepak )itrite, "B% is the key to survival and growth, given that a fast paced global environment results in ever changing customer needs and new products and processes drain away competitiveness. Grom mere quality issues, %eepak )itrite has now moved into the field of customized chemicals, newer technologies, e-panding applications that satisfy customers. !o that end we have a central "B% facility, the %eepak "esearch B %evelopment 4entre J%"%4K at #une that has been approved by the 5overnment of *ndia., %ept. of Science B !echnology. %"%4 has a sophisticated analytical laboratory and facilities for testing new technologies and new products. ' team of over /: persons, including #h%s and 4hemical &ngineers are supported by a technical services group of 4hemists / 4hemical &ngineers at the manufacturing divisions. !he 4entre works closely with reputed universities and research institutes of *ndia like the 2niversity *nstitute of 4hemical !echnology I $umbai, )ational 4hemical +aboratory C #une and the *ndian *nstitute of 4hemical !echnology I Hyderabad. 'pproved by the 5overnment of *ndia., %ept. of Science B !echnology, the centre is primarily engaged in research and process development for new products as well as optimization of the manufacturing processes for e-isting products. !he pilot plant of the company ensures solutions for e-tremely demanding customers.

1/

BOARD OF DIRECTORS
S&$% C. K. Me&"a5 C&a%$ma! He is the founder of the 4ompany and is associated with it since ,nd $ay 1A8:, right from the date of inception of the 4ompany. He is a well known industrialist, having 7= years of versatile e-perience in the 4hemical !rade and *ndustry and is also founder of %eepak Gertilisers and #etrochemicals 4orporation +imited. He is the 4hairman of both the 4ompanies. S&$% Dee'a- C. Me&"a5 1%+e C&a%$ma! 3 Ma!a(%!( D%$e+"o$ He is a Science 5raduate closely associated with the 4ompany since ,/ years. He is a $anaging %irector of the 4ompany and successfully looking after day to day affairs of the 4ompany from 1A9/. S&$% A6a, C. Me&"a5 Ma!a(%!( D%$e+"o$ He is a Science 5raduate with Honours and $aster of Science J4hemical &ngineeringK from the 2niversity of !e-as, 2S'. He is actively associated with the 4ompany since 1A97 and is a $anaging %irector of the 4ompany from 1.1,.1A9A. S&$% S&$e!%- Ka#"*$b&a% He is a well known *ndustrialist and a $6' from Harvard 2niversity. He is a financial e-pert and a person upholding the highest virtues. He provided e-emplary leadership as the 4hairman of the 4ompany for a period of ,8 years. He is associated with the +albhai group of 4ompanies for past many years. S&$% M. R. B. P*!6a Gormer 4hairman and $anaging %irector of the *ndustrial %evelopment 6ank of *ndia J*%6*K, a premier financial institution of the 4ountry, he possesses rich e-perience in the field of Ginance and $anagement. S&$% A.K. Da#(*'"a He is a Science 5raduate along with 6achelor of 4hemical &ngineering having rich e-perience in the field of 4hemicals and is responsible for producing various resins and chemicals for the first time in *ndia. He has been associated with the 4ompany since 1A89.
17

S&$% Ha#m*-& S&a& He is &-C4hairman and $anaging %irector of *ndian #etrochemicals 4orporation +imited. He has also held various important positions like 3oint Secretary to the #rime $inister of *ndia, Secretary of #ost and !elegraph 6oard, 4hairman of 5u arat *ndustrial *nvestment 4orporation, Lice 4hairman of 5& 4apital J*ndiaK, 4hairman of 5u arat *ndustrial "esearch B %evelopment 'gency and 5u arat &cology 4ommission. Shri Shah has made significant contribution in social, cultural and rural development activities like leprosy eradication, water management conservation and management of manCmade and other natural heritage. He has also contributed significantly in the academic and research areas. He is holding the office of 4hairman in )ational *nstitute of %esign and 5u arat *nstitute of %esert &cology and is an active member on the 6oard of several 4ompanies. He has oined the 4ompany w.e.f. ,1/1:/,::/. S&$% N%me#& Kam'a!% He is a chartered 'ccountant. He has built up ,< years strong domestic franchise for the 3$ Ginancial 5roup in *ndia. Shri (ampani who is arguably the oldest investment banker in the country, has in a career spanning the last three decades, been involved in the development of the capital markets in *ndia and advised many 4orporates on restructuring , merger and acquisitions and providing complete financial solutions tailorCmade for their capital raising needs. He has served on various committees of Securities and &-change 6oard of *ndia JS&6*K and was a member of the 6hagwati 4ommittee on S&6* regulation for Substantial 'cquisition of Shares and takeovers. He has also served as a 4hairman and member of the Ginancial Services 4ommittee and )ational 4ouncil of the 4onfederation of *ndian *ndustry J4**K. He has oined the 4ompany w.e.f. ,1/1:/,::/.

S&$% S*)&%! C&o-#e, Shri Sudhin 4hoksey is a 4hartered 'ccountant having vast e-perience in the field of Ginance. He is a $anaging %irector of 5"2H Ginance +imited and also a %irector and member of 'udit 4ommittee of 5u arat State Ginancial Services +imited. He has oined the 4ompany w.e.f. /:/://,::<.

1<

S&$% Be$(%# De#a% Shri 6er is %esai is a Solicitor and a $anaging #artner of $/s. 3. Sagar B 'ssociates, a renowned firm of Solicitors B 'dvocates. He has e-tensive e-perience as an arbitrator and counsel in the field of 4orporate +aws and also in international commercial B domestic arbitration. He has also worked as a ournalist with a leading *ndian daily and continues to be a columnist in the *ndian newspapers. He is a member of 'merican 'rbitration 'ssociation, !he 6ombay *ncorporated +aw Society and an 'rbitrator at !he +ondon 4ourt of *nternational 'rbitration D$. R%+&a$) H. R*'' %r. "upp is #h. %. 4hemistry Jwith distinctionK from 2niversity of (arlsruhe, 5ermany and has done his program for &-ecutive %evelopment, *$% at +ausanne, Switzerland. %r. "upp has held various top level positions in leading multinational companies such as Hoechst '5, 5ermany, +onza, Switzerland and 'llessachemie, 5ermany. His focus has been in the field of pharmaceuticals and fine chemicals. %r. "uppHs e-perience encompasses a mi- of scientific, technical as well as managerial roles. He is well acquainted with the 2S, &uropean and 'sian markets, especially the *ndian subCcontinent by virtue of his earlier tenure as "B% %irector, Hoechst *ndia +td. J1A97 C 1A99K. #resently, %r. "upp is associated with 'coris "esearch +imited as #resident. S&$% S*)&%$ Ma!-a) Shri Sudhir $ankad has done $' in History from %elhi 2niversity and %iploma in %evelopment Studies from 4ambridge 2niversity. He was in the *ndian 'dministrative Services J*'SK from 1A81 to ,::8. He has held various important positions in 5overnment of *ndia including various top level positions in 5overnment of 5u arat as #rincipal Secretary, Ginance %epartment, #rincipal Secretary, &ducation %epartment, $% 5u arat 'lkalis and 4hemicals +td., 3oint $%, 5u arat *ndustrial *nvestment 4orporation, and %irector of Higher &ducation. He had also been the 4hairman of 5u arat *ndustrial #ower 4ompany +td. and 5u arat $aritime 6oard J5$6K in past. #resently, he is a 4hairman of 5u arat *nstitute of %esert &cology and a $ember of High #ower &-pert 4ommittee on 2rban %evelopment, 5overnment of *ndia. He has oined the 4ompany w.e.f. 1/th $ay, ,::A.

1=

ACHIE1EMENTS
%)+ has many a firsts to its credit and these have been earned through its constant endeavour for identification of products that are required by the end user industries. %)+Hs "B% centre in #une aims to provide specialized products that add value and enhance every aspect of life. $entioned here are some of the companyHs achievementsE
Sir #. 4. "'0 'ward for the 6est 4hemical $anufacturing 2nit in *ndia o 'warded the F&D#1"! H12S&F status by the 5ovt. of *ndia in 1AA9 and is in force till date. o !he Gederation of *ndian 4hambers of 4ommerce and *ndustry JG*44*K award was presented, by the then #rime $inister of *ndia, $r. *. (. 5u ral, to the then LiceC4hairman of %)+ $r. 4. (. $ehta 1AA8CA9. o !he company won the 4ertificate of $erit, at the F&)L*"1!&4H HA/F, for sustainable development for adopting environment friendly practices Hin houseH for the treatment and disposal of the effluent generated at its various manufacturing facilities, from the 4H&$!&4H Goundation, *ndia. !he company is one of the first to display the figures of the pollution emitted at the gate of each of its manufacturing facilities on a daily basis.
o

18

MILESTONES
*n a short span of /: years %)+ has steadily climbed the steps of e-cellence and is continuing in its efforts to reach the top and be the best. $entioned here are some of its milestonesE Be,o!) 7888 %iversification and 4onsolidation in related product areas 'cquired 'ryan #estocides +td, %'S%' business of Lasant 4hemicals +td. 9:: ; 4atalytic Hydrogenation plant commissioned 9:: < $erit 4ertificate from 4H&$!&4H Goundation 9:: 9 )itro 'romatics plant commissioned 9:= > %)+ acquires %yestuff and *ntermediates 2nit 9:= 7 %)+ #romotes %eepak Gertilizers B #etrochem. +td. 9:? > #.4. "ay award 9:? 7 Sodium )itrite #lant commissioned 9:? 9 %)+ went #ublic 9:? 8 %)+ #romoted

19

DNL PRODUCT RANGE

.ith years of e-pertise, a track record of innovation and indigenous development, %eepak )itrite produces a spectrum of chemicals. .e cater to a wide range of industries including 4olourants, 'grochemicals, #harmaceuticals, "ubber, Speciality B Gine chemicals and have the world@s largest chemical companies as our customers. %eepak )itrite is the world leader in ,, 7 Dylidine and ,, = Dylidine and the second largest producer of %'S%'. .e also manufacture a wide range of intermediates for use in industrial e-plosives, paints, cosmetics, lubricants, polymers, optical brighteners, photographic chemicals, petroleum additives, specialty fibres and water treatment chemicals. 4lick here to view the %)+ F4hemistry of 5rowthF chart. P$o)*+"# ma!* a+"*$e) a$e "a%lo$ ma)e a# 'e$ "&e !ee)# a!) #'e+% %+ $e@*%$eme!"# o "&e +*#"ome$. I!o$(a!%+ 3 Pe$ o$ma!+e C&em%+al# SYNONYM PRODUCT
Sodium )itrite Sodium )itrate oC)itrocumene %)#! J6lovelK

CAS Re(. No.

M8=/,C::C:N M8=/1CAAC7N M=<,=C8,C/N M1:1C,<C8N

Gilmerine, &rinitrit )itric 'cid sodium salt, Soda niter, )itrate of soda
,C)itrocumene %initrosopentamethylenetetramine J6lovelK

F%!e 3 S'e+%al%", C&em%+al# PRODUCT

$$%#' $etho-yamine H4l S$*' &tho-y 'mine 6ase "esorcinol 1,/ 4H% 7CHydro-y 4arbazole %'S%' #)!S'

SYNONYM
7C$etho-y C, $ethyl %i #henyl 'mine 1C$ethylhydro-ylamine hydrochloride OC,C$etho-yiminoC,CJfurylC,CylKacetic acid, ammonium salt 1C&thylhydro-ylamine 1,/C%ihydro-ybenzene 1,/ 4yclohe-anedione 7CHydro-y 4arbazole 7,7 %iaminostilbene ,,, %isulphonic 'cid #ara )itro !oluene 1rtho Sulphonic 'cid

CAS Re(. No.

M71/18C1<C1N M<A/C<=C=N MA8179C/AC<N

M=,7C9=C,N M1:9C7=C/N M<:7C:,CAN M<,==,C/AC9N P91C11C9Q M1,1C:/CAN

1A

%)S%' %&$'# 4rstalline %&$'# (eto 'cids 'cetaldehyde o-ime

7,7 %initrostilbene ,,, %isulphonic 'cid ),)C%iethylCmCaminophenol 7CJ%iethylaminoK salicylaldehyde 'cetaldo-ime

M/8:AC7/C1N MA1C=9CAN M188<7CA:C 7N M1:8C,ACAN

O$(a!%+ C&em%+al# PRODUCT

, &H) ,,/CDylidine ,,7CDylidine ,,<CDylidine ,,=CDylidine /,7CDylidine /C)itroCoC-ylene 7C)itroCoC-ylene #4 pC)itrocumene $46 1)46 #)46 $)46 1%46 #%46 ,,< %4)6 ,,7 %)46 1)! #)! $)! 1! #! $! 1! 6ase #)' ,,7,< !4' O! Dema!) P$o)*+" Ra!(e PRODUCT

SYNONYM
, &thyl He-yl )itrate J , &H) K ,,/C%imethylaniline ,,7C%imethylaniline ,,<C%imethylaniline ,,=C%imethylaniline /,7C%imethylaniline /C)1D,,,/C%imethylnitrobenzene 7C)1D, /,7C%imethylnitrobenzene pC4umidine, 7C*sopropylaniline 1CJ1CmethylethylKC7CnitroCbenzene $onochlorobenzene oC)itrochlorobenzene,,C )itrochlorobenzene pC)itrochlorobenzene,7C )itrochlorobenzene mC)itrochlorobenzene,/C )itrochlorobenzene oC%ichlorobenzene pC%ichlorobenzene ,,<C%ichloronitrobenzene ,,7C%initrochlorobenzene oC)itrotoluene,,C)itrotoluene #C)itrotoluene,7C)itrotoluene mC)itrotoluene, /C$ethylnitrobenzene oC!oluidine, ,C!oluidine #C!oluidine, 7C!oluidine mC!oluidine, /C'minotoluene /,/C%imethyl 6enzidine pC)itroaniline, 7,C)itroaniline ,,7,< !richloro 'niline

CAS Re(. No.

M,8,78CA=C 8N M98C<AC,N MA<C=9C1N MA<C89C/N M98C=,C8N MA<C=7C8N M9/C71C:N MAAC<1C7N MAAC99C8N M1918C78C=N M1:9CA:C8N M99C8/C/N M1::C::C<N M1,1C8/C/N MA<C<:C:1N M1:=C7=C8N M9AC=1C,N M A8C::C8 N M99C8,C,N MAACAAC:N MAAC:9C1N MA<C</C7N M1:=C7AC:N M1:9C77C1N M11ACA/C8N M1::C:1C=N M=/=C/:C=N CAS Re(. No.

SYNONYM

'ceto-ime 'lkali 6lue

'cetone o-ime #igment 6lue =1 ,:

M1,8C:=C:N M1/,7C8=C1N

6enzophenoneC/ 6enzotriazole 6etaC"esorcylic acid 76 acid 6lue / 5

1-ybenzone, , hydro-yC7C metho-ybenzophenone 1,,,/C6enzotriazole, 1HC6enzotriazole ,,7C%ihydro-ybenzoic 'cid =C'minoCmCtoluenesulfonic acid, =C'minoC/Ctoluenesulphonic acid )itrate salt Oinc salt 6enzeneC1,/Cdisulphonic acid disodium salt, 6enzeneCmCdisulphonic acid disodium salt ,,7C%ihydro-ybenzophenone %imethylCmCaminophenol, /C%imethylaminophenol 5uanidinium carbonate H' 6ase H'H4l, Hydro-ylamine hydrochloride H'S, 1-ammonium sulphate Hydro-ylamine 1CSulphonic 'cid 'cid 6lue A/, 'niline blue mC'minophenol, /C'minophenol mC4hloroaniline, /CC4hloroaniline $ono methyl ether of Hydroquinone $ethyl ethyl keto-ime, $&( 1-ime $ethyl isobutyl keto-ime, $*6( o-ime ),1C'lkylatedCH' )C'lkylatedC$'# )C&thylCmCtoluidine, )C&thylC/Ctoluidine )C&thyCoCtoluidine, )C&thylC,Ctoluidine oC'nisidine, ,C'nisidine ,C$etho-ynitrobenzene 1 !oluidine < Sulfonic 'cid oC#henylenediamine, ,C #henylenediamine oC4hloroaniliner,,C4hloroaniline pC4hloroaniline, 7C4hloroaniline #henylCalphaCnaphthylamine 6asic "ed A, 4.*. 7,<::

hydrochloride "hodamine 6 6ase $6'

6%S'C%SS %H6# %$$'# 54 J5uanidine carbonateK Hydro-ylamine free base Hydro-ylamine H4l Hydro-ylamine sulphate H'1S' *nk 6lue $'# $4' $&H; $&(1 $*6(1 )C1C'lkylated Hydro-ylamines )C'lkylated 'minophenols )&$! )&1! 1' oC)itroanisole 1 !oluidine < Sulfonic 'cid 1#%' 14' #4' #')' #ararosaniline

M1/1C<8C8N
MA<C17C8N M9AC9=C1N

M99C77C9N
M8/<8:C<,C,N M//,:/C9,C=N

M9/1C<AC7N
M1/1C<=C=N MAAC:8C:N M<A/C9<C1N M89:/C7AC9N M<78:C11C1N M1::/AC<7C:N M,A<:C7/C9N M===98C:8C9N M<A1C,8C<N M1:9C7,CAN M1<:C8=C<N MA=C,AC8N MA=C,AC8N

M1:,C,8C,N MA7C=9C9N MA:C:7C:N MA1C,/C=N MA9C//CAN MA<C<7C<N MA<C<1C,N M1:=C78C9N MA:C/:C,N M<=AC=1CAN M<:AC/7C,N M,/A9C,8C:N

#6 ' ,,< %4' /,7 %4' /,/ %46H , 4hloro #. #henylene %iamine 7 )'%'#S' Substituted keto acids $i- Dylidine

pC6romo 'nisole ,,< %ichloro 'niline J ,,< %4'K /,7 %ichloro 'niline /,/ %ichloro 6enzidine Hydrochloride , 4hloro #. #henylene %iamine 7 )itro 7 'minophenylamine , Sulfonic 'cid

M1:7CA,C 8N MA<C9,CAN MA<C8=C1N M=1,C9/C AN M=,1AC81C ,N MA1C,AC,N

Re(*la$l, '*$+&a#e) %"em#A

o o o o o o o o o o o o o

'lpha )aphthyl 'mine 'mmonia 'mmonium )itrate 'niline 1il 6enzene 4austic #otash 4austic Soda +ye 4austic Soda Glakes 4hlorine 4oncentrated )itric acid 4umene %ilute )itric acid &thyl 4hloride

o o o o o o o o o o o o o

Gormaldehyde He-amine Hydrogen $etanallic 'cid $eta 4resol $eta Dylene $ethanol #otassium 4arbonate Sulphuric 'cid Sulphur %io-ide Sulphur !rio-ide !oluene 2rea

,,

STRUCTURE OF HR DEPARTMENT

)*!*) L 'S'+('" S". $')'5&" H"B '%$*)*S!"'!*1)

%.". S'.')! 'SS!. $')'5&" C H"

3.5. 523'"'!H* 'SS!. $')5&"C '%$*)*S!"'!*1)

,/

ABOUT THE TOPIC HUMAN RESOURCE POLICIES

Human "esource #olicies refers to principles and rules of conduct which >formulate, redefine, break into details and decide a number of actions? that govern the relationship with employees in the attainment of the organization ob ectives. H" #olicies cover the followingE
1. #olicy of hiring people with due respect to factors like ,.

/. 7. <. =.

reservations, se-, marital status, and the like. #olicy on terms and conditions of employmentCcompensation policy and methods, hours of work, overtime, promotion, transfer, layCoff and the like. #olicy with regard medical assistanceCsickness benefits, &S* and company medical benefits. #olicy regarding housing, transport, uniform and allowances. #olicy regarding training and developmentCneed for, methods of, and frequency of training and development. #olicy regarding industrial relations, tradeCunion recognition, collective bargaining, grievance procedure, participative management and communication with workers.

,7

FORMULATING POLICIES
!here are five principal sources for determining the content and meaning of policiesE
1. #ast practice in the organization. ,. #revailing practice in rival companies.

/. 'ttitudes and philosophy of founders of the company as also its directors

and the top management.

7. 'ttitudes and philosophy of middle and lower management.

<. !he knowledge and e-perience gained from handling countless personnel

problems on day to day basis.

,<

BENEFITS OF HR POLICIES
1rganizations should have personnel policies as they ensure the following benefitsE a. !he work involved in formulating policies requires that the management give deep thought to the basic needs of both the organization and the employees. !he management must e-amine its basic convictions as well as give full consideration to the prevailing practices in other organizations. b. &stablished policies ensure consistent treatment of all personnel throughout the organization. Gavoritism and discrimination are, thereby, minimized. c. 4ontinuity of action is assured even though top management personnel change. !he 4&1 of a company may possess a very sound personnel management philosophy. He/she may carry the policies of the organization in his/her head, and he she may apply them in an entirely fair manner. 6ut what happens when he/she retiresR !he tenure of office of nay manager is finite. 6ut the organization continues. #olicies promote stability. d. #olicies serve as a standard of performance. 'ctual results can be compared with the policy to determine how well the members of the organization are living upto the professional intentions. e. Sound policies help build employee motivation and loyalty. !his is especially true where the policies reflect established principles of fair play and ustice and where they help people grow within the organization. f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

,=

PRINCIPLES OF HR POLICY
1. P$%!+%'le

o %!)%B%)*al )eBelo'me!" to offer full and equal opportunities to every employee to realize his/her full potential. ob.

,. P$%!+%'le o #+%e!"% %+ #ele+"%o! to select the right person for the right

/. P$%!+%'le o

$ee loC o +omm*!%+a"%o! to keep all channels of communication open and encourage upward, downward, horizontal, formal and informal communication. level of decisionCmaking.

7. P$%!+%'le o 'a$"%+%'a"%o! to associate employee representatives at every

<. P$%!+%'le o

a%$ $em*!e$a"%o! to pay fair and equitable wages and salaries commensurating with obs.

=. P$%!+%'le o %!+e!"%Be to recognize and reward good performance.

8. P$%!+%'le o )%(!%", o labo*$ to treat every ob and every ob holder

with dignity and respect.

9. P$%!+%'le o

labo*$ ma!a(eme!" +oDo'e$a"%o! to promote cordial industrial relations.

A. P$%!+%'le o "eam #'%$%" to promote coCoperation and team spirit among

employees.

1:. P$%!+%'le o +o!"$%b*"%o! "o !a"%o!al '$o#'e$%", to provide a higher

purpose of work to all employees and to contribute to national prosperity.

,8

OBJECTI1ES OF STUDY
1. !o study the H" #olicies of the company. ,. !o study the amendments made in the H" #olicies of %eepak nitrite +td. /. !o incorporate the amendments in the base policy and prepare a final policy. 7. !o design a H" #olicy manual for the company with special emphasis on the

since the time of incorporation.

>$anagerial Service 4onditions?.

SCOPE OF STUDY
1. *n any organization human resource is the most important asset. *n

today@s current scenario, %eepak )itrite +td. is a very large manufacturer and marketer of chemical.

,. 's most of the company@s overall performance depends on its employee@s

performance which depends largely on the H" #1+*4*&S of the organization. today@s global competition.

/. So the pro ect has wide scope to help the company to perform well in

7. !he core of the pro ect lies in analyzing and assessing the organization

and to design an H" #1+*40 manual for the organization.

,9

RESEARCH METHODOLOGY

,A

RESEARCH METHODOLOGY
9. METHOD OF DATA COLLECTION !he researcher has chosen the questionnaire methods of data collection due to limited time in hand. .hile designing dataCcollection procedure, adequate safeguards against bias and unreliability must be ensured. "esearcher has e-amined the collected data for completeness, comprehensibility, consistently and reliability. "esearcher has also gathered secondary data which have already been collected and analyzed by someone else. He got various information from ournals, historical documents, magazines and reports prepared by the other researchers. Gor the present piece of research the investigator has used the following methodsE ;uestionnaire *nterview 1bservation
,. SAMPLE SI2E

Here, researcher has taken /: as the sample size.

/. HYPOTHESIS OF PROJECT

!he various H" #olicies in %eepak )itrite +td. makes the employees enthusiastic towards work.

Human "esource #olicies provided by the organization of employees works as an agent for the growth of employees and also motivates the employees to perform well i.e. employee performance and satisfaction is the valuable outcome of sound of H" #olicies of the organization.

>. ABOUT THE 4UESTIONNAIRE

*n this method a questionnaire is sent to the H" $anager concerned with a request to answer the questions and return the questionnaire. !he questionnaire consisted of a number of questions printed or typed in a definite order. !he H" $anager has to answer the questions on their own. !he researcher has chosen this method of data collection due to low cost incurred, it is free from bias of the interviewer and respondent have adequate time.
/:

HR POLICIES IN DEEPAK NITRITE LIMITED

/1

OBJECTI1ES *n reviewing the purpose of H" #olicies at %eepak )itrite +td., the organization stated that the H" #olicies has been a key part of the management process for the effective utilization of human resource. !he company aims to fulfill the following ob ectives through its H" #oliciesE
&nsure a high degree of selectivity in recruitment so as to secure super achievers and nurture them to e-cel in their performance.

*mpart such induction, orientation and training as to match the individual to the task and inculcate a high sense of organizational loyalty.

#rovide facilities for all round of growth of individual by training in and outside the organization, reorientation, lateral mobility and selfCdevelopment through selfC motivation.
5room every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals.

6uild teams and foster teamCwork as the primary instrument in all activities.
"ecognize worthy contributions in time and appropriately, so as to maintain a high level of employee motivation and morale. 'ppraisals and promotions shall be ethical and impartial.
*mplement equitable, scientific and ob ective system of rewards, incentives and control. 4ontribute towards health and welfare of employees.

MANAGEMENT RE1IEWA $anagement review meeting is held every si- months at the 5roup "eview. $eet is conducted from time to time to ensure the suitability, adequacy and effectiveness of the H" #olicies.

/,

CORRECTI1E ACTION FOR NON CONFORMANCEE

6oard of %irectors is kept informed of the review and action plans decided to avoid the non conformance in the ensuing monthly meeting.

)on conformance to the policies mentioned is reviewed by the 5roup H" 4ell, respective 4&1 and H" Head of the company. !he review will suggest remedial measures to avoid repetition of the non conformance through elimination of the root causes for the same.

DOCUMENT AND DATA CONTROLA

%ocuments and data are generated by the 4orp. H" in the form of hard copies or electronic medium.

%ocuments are reviewed and approved for adequacy by 4orp. H" prior to issue. 1. "ecruitment and selection of manpower ,. *nduction and #lacement /. 3ob "otation 7. #erformance appraisal <. 4ounseling =. 4areer #lanning 8. Succession planning 9. &mployee training and %evelopment A. Human "esource *nformation $anagement System 1:. "etirement #lanning

T&e Ba$%o*# '$o+e)*$e# "&a" o$m "&e HR Pol%+, o "&e O$(a!%Ea"%o! a$eA

11. 3ob &nrichment 1,. &-it *nterviews ' brief preview of the above mentioned policies and the various ob ectives that these policies aim to achieve are given in the subsequent chapters. %ue to high level of secrecy maintained in the organization, the policies given below are according to my understanding and interpretation of the sub ect.

//

RECRUITMENT POLICY

candidates are absorbed only after satisfactory completion of appropriate 'll fresh training. 'll direct recruitment is through the H" department. selection procedures as decided from time to time are adhered to without any %etailed compromise. 'bove procedures shall undergo continuous refinement through evaluation and feedback.

*n %eepak 5roup, recruitment and selection of personnel is e-plicitly based on the criteria of their knowledge, skills and attitudes, so as to secure super achievers and nurture them to e-cel in their performance.

INDUCTION AND PLACEMENT POLICY

a wellCstructured !he H"% %epartment and the concerned heads of parentthe departments prepare *nduction #rogram to acquaint newdifferent recruits with the people, organizational structure, interface between departments, functions and culture of the and organization.

't %eepak 5roup, new recruits imparted such induction, orientation, training and placement so as to individuals to the task and inculcate a high sense of organizational loyalty.

!he *nduction is formulated to suit the position of the candidate and necessary to be provided to #rogram him.

JOB ROTATION POLICY

Systematic 3ob "otation from time to time shall have a revitalizing effect on the

't %eepak 5roup, facilities are provided for allCround growth of individuals through lateral mobility. !his shall enhance their employability as well as equip them to shoulder higher responsibilities.

individual as well as the organization. 'll promotions to the level of H1%s will be considered only when an individual has undergone rotation through at least , sections.

/7

PERFORMANCE APPRAISAL POLICY

#erformance 'ppraisal grooms every individual to realize his potential in all facets by helping to identify and achieve his personal goals within the framework of organizational ob ectives.

'ppraisals shall be ethical and impartial so as to recognize worthy contributions appropriately and in time in order to maintain a high level of employee motivation and morale.
!he #erformance 'ppraisal Systems aims at integration of individual and organizational goals.

COUNSELLING 4ounseling sessions, which are conducted by H" %epartment 1" #rofessional 4ounselor 1" #erformance 'ppraiser, are available to all the employees in order to fulfill the following ob ectivesE !o enhance employees@ competence and ob satisfaction.

employees for future responsibilities. !o prepare

!o establish a better working relationship between the superior and subordinate. !o enable employees to cope with personal problems.

CAREER PLANNING POLICY

!he mandatory factors to be considered prior to career planning shall beE

4areer #lanning system in %eepak 5roup is aimed at developing people of the right caliber to meet present and future needs of the organization. *t shall be an essential ingredient for Succession #lanning.

!he organization@s long and short term plans. a. $anpower skills required towards implementing these plans. b. 'ttrition rate of people with high potential, above average and average caliber. c. "ecruitment through internal and e-ternal sources at all levels and its ratio as appropriate to the organization. d. !he number of people recruited and trained every year.

/<

SUCCESSION PLANNING POLICY H1%s and above identify successors, primary and secondary, to his position at the time of annual appraisal. !his is reviewed every year along with the annual appraisal.
8. TRAINING AND DE1ELOPMENT POLICY

actual !he policy aims at broadening the outlook of the individuals and bridging the gap between performance and the performance necessary to deliver results. are provided to all individuals towards self development and all round growth Gacilities through training. H" %epartment identifies average performers and provide special training.

't %eepak 5roup, training and development activities strive to ensure continuous growth of organization by nurturing the strengths of the employees and providing the environment and opportunity for every individual to realize his/her potential.

HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human "esource *nformation $anagement Systems JH"*$SK aims atE #roviding accurate information about employees to management for decision

making.

a. &liminating duplication of efforts. b. 1ffering quick and easy access to human resource information

at random as well as in regular report form.

!he system has two layers of security. 'ccess to the system is through keying in the valid combination of username and password. #ermission to access certain programs is restricted to identify key personnel.

'n integrated employee database is maintained and continuously updated with information from personnel at regular intervals regarding biographical data, work e-perience, qualifications, appraisal, training and career paths.

/=

RETIREMENT PLANNING

't %eepak 5roup, retirement of all individuals is aided through planned programs by H" %epartment so as to lessen the associated misgivings and an-iety.

JOB ENRICHMENT
%eepak 5roup follows a people centered approach to ob enrichment with a view to enhance the performance of the employee, leading to higher ob satisfaction.

E0IT INTER1IEWS !he organization has a regular turnover of employees due to various reasons such as retirement, voluntary retirement, and resignation etc. from time to time. Geedback is obtained from the employee on occasions of separation from the organization. Such feedback on matters that effect well being of the people is useful in improving the organization in respect of H" #olicies and practices.

!he H" #olicy $anual Jor $anagerial Service condition $anualK was designed in order to facilitate the mangers in gathering the information regarding the various service conditions that are offered by the organization. !his manual includes the service conditions which are most frequently asked for. !he various services conditions included areE #rovident Gund 5ratuity #rivilege +eave Superannuation Scheme $edical "eimbursement B Hospitalization %ental #olicy 5roup 'ccident *nsurance Scheme Housing +oan Scheme Lehicle +oan Scheme 1:. #hone #olicy 11. +eave !ravel 'ssistance J+!'K 1,. +ocal 4onveyance "ules 1/. !ransfer #olicy 17. H"" #olicy for 'rea 1ffice $anagers
1. ,. /. 7. <. =. 8. 9. A. /8

1<. 4anteen Service 1=. 4ash #ayments B 'dvance Settlements 18. #erformance &-cellence Scheme 19. #erformance e-cellence Gorm 1A. #arivar Suraksha 0o na ,:. #olicy for 5et !ogether of &mployees ,1. )otice #eriod for $anagerial &mployees ,,. 4onveyance "eimbursement for *nterview 4andidates ,/. 4ar #olicy ,7. #ost "etrial 6enefits ,<. *nland !ravel "ules ,=. Goreign !ravel "ules ,8. 'pplication for Housing +oan ,9. 'pplication for 4ar +oan ,A. 'pplication for ,Cwheeler +oan /:. 'pplication for ,Cwheeler JwardsK +oan

/9

DATA ANALYSIS AND INTERPRETATION

/A

A. RECRUITMENT AND SELECTION

1. 're you satisfied with the e-ternal recruitment sources performed in your

organization.

External recruitment sources

18%

agree disagree

82%

INTERPRETATIONA "egarding e-ternal recruitment sources 9,S employees are satisfied or agree whereas 19S are not satisfied which is performed in the organization. !herefore, the employees are satisfied by recruitment process.

7:

,. 're you satisfied with the monetary reward given on bringing a candidate

on boardR

Monetary reward

26%

agree disagree

74%

INTERPRETATIONA "egarding monetary reward given on bringing on board 87S of employees are satisfied and ,=S are not satisfied.

71

/. 're you satisfied with the background checks conduct for employees .

Backgroud checks

22%

Agree Disagree

78%

INTERPRETATIONA "egarding background checks which is conduct for employees 89S employees are satisfied whereas ,,S employees are not satisfied.

7,

7.'re you satisfied with the monetary limits given to you for the e-pensesR

Expenses

21%

Agree Disagree

79%

INTERPRETATIONA "egarding monetary limits provided to employees for their e-penses 8AS of the employees are satisfied and ,1S of the employees are not satisfied.

7/

6. INDUCTION

1. !he induction programme of your organization is informal type.

Induction programme

18%

Agree Disagree

82%

INTERPRETATIONA "egarding induction programme which is conducted in the organization, 9,S of the employees are satisfied whereas 19S of the employees are not satisfied.

77

,.

!he induction of your organization covers organizational structure and policies.

Induction
10%

Agree Disagree

90%

INTERPRETATIONA "egarding induction of organization, A:S of the employees are satisfied and 1:S of the employees are not satisfied. *t means that most of the employees are benefited.

7<

TRAINING AND DE1ELPOMENT

a. Gor &mployee performance is the training need analyzed in your

organization

Employee performance

24%

Agree Disagree

76%

INTERPRETATIONA "egarding employee performance, 8=S of employees are satisfied whereas ,7S of employees are not satisfied. *t means that most of the employees get affected from this evaluation.

7=

b. 're you satisfied with the 4lassroom method adopted by your

organization to train the employeesR

Classroom method

27% Agree Disagree

73%

INTERPRETATIONA "egarding 4lassroom method, 8/S of the employees are satisfied whereas ,8S of the employees are not satisfied. *t means most of the employees get affected but some of the employees want training and development programmes to train employees.

78

c. &ffectiveness of training program in your 1rganization is evaluated by

observing the post training performance of employees.

Effectiveness of Training program

32% Agree Disagree 68%

INTERPRETATIONA "egarding effectiveness of training program, =9S of the employees are satisfied whereas /,S of the employees are not satisfied. *t means that some of the employees want that evaluation of effectiveness of

training program should be done with some other method.

79

PERFORMANCE APPRAISAL

1. 're you satisfied with the 6alanced Scorecard methodR

Balance scorecard method

8%

Agree Disagree

92%

INTERPRETATIONA "egarding 6alance scorecard method, A,S of the employees are satisfied whereas only 9S of the employees are not satisfied. *t means that most of the employees are benefited from this evaluation method.

7A

,. 're you satisfied with the feedback given to you by organizationR

Feedback

28% Agree Disagree

72%

INTERPRETATIONA "egarding feedback 8,S of the employees are satisfied whereas ,9S of the employees are not satisfied. *t means that some of the employees get benefited but some are not.

<:

&. CAREER PROGRESSION d. 're you satisfied with the mentor system followed for career

progressionR

Mentor system
16%

Agree Disagree

84%

INTERPRETATIONA

"egarding mentor system followed for career

progression, 97S of the employees get benefited and only 1=S of the employees are e-empted.

<1

e. 're you satisfied with the competence analysis and feedback from

managerR

Competence analysis and feedback

22%

Agree Disagree

78%

INTERPRETATIONA "egarding competence analysis and feedback from manager 89S of the employees are satisfied whereas ,,S are not satisfied. *t means that some of the employees want feedback from other source.

<,

G. LEA1E POLICY

1. 're you satisfied with the privilege leave provided to youR

rivilege leave
17%

Agree Disagree

83%

INTERPRETATIONA "egarding privilege leave provided to employees, 9/S

of the employees are satisfied whereas 18S of the employees are not satisfied.

</

5. COMMUNICATION AND DECISION MAKING PROCESS

1. 're you satisfied with the informal communication patternR

Informal communication pattern

13%

Agree Disagree

87%

INTERPRETATIONA "egarding informal communication pattern, 98S of the employees are satisfied and 1/S of the employees are not satisfied. *t means most of the employees are comfortable with this communication process.

<7

,. 're you satisfied with the opinion survey and %epartment meetingR

!pinion survey and "epartment meeting

24%

Agree Disagree

76%

INTERPRETATIONA "egarding opinion survey and department meeting, 8=S of the employees are satisfied and ,7S of the employees are not satisfied.

<<

REWARDS AND RECOGNITION 1. 're you satisfied with the monetary rewardsR

Monetary #ewards

33% Agree Disagree 67%

INTERPRETATIONA "egarding monetary rewards, =8S of the employees are satisfied whereas //S of the employees are not satisfied. *t means that some of the employees want to implement nonCmonetary rewards in the organization.

<=

PERSONAL ACCIDENT INSURANCE POLICY

1. 're you satisfied with contingencies cover under #ersonal 'ccident

*nsurance policyR

Contingencies

24%

Agree Disagree

76%

INTERPRETATIONA "egarding contingencies provided under this policy, 8=S of the employees are satisfied and ,7S of the employees are not satisfied.

<8

MEDICLAIM POLICY

1. 're you satisfied with the services covered under $ediclaim policyR

$ervices
11%

Agree Disagree

89%

INTERPRETATIONA "egarding services provided under $ediclaim policy, 9AS of the employees are satisfied and 11S of the employees are not satisfied.

<9

CONCLUSION
Study shows that individuals by training inChouse and outside the organization, reorientation, lateral mobility and selfCdevelopment through selfC motivation. ,. !he #olicy grooms every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals. /. !he #olicy builds teams and foster teamCwork as the primary instrument in all activities. 7. !he #olicy implements equitable, scientific and ob ective system of rewards, incentives and control. <. !he #olicy recognizes worth contributions in time and appropriately, so as to maintain a high level of employee motivation and morale. =. !he employees agree on the part of their performance that they know what is e-pected from them. 8. !he employees understand how their work goals relate to company@s goals. 9. 4ompany inspires the employees to do their best work every day. A. !he employees are not satisfied with the communication and decisionC making process as it leaks the information related to organization. 1:. !he employees do not receive the appropriate recognition and rewards for their contributions and accomplishments. 11. !he employees feel that they are not paid fairly for the contributions they make to company@s success.
1. !he #olicy of the company provides facilities for all round growth of

<A

SUGGESTIONS 3RECOMMENDATIONS

1. !he #erformance 'ppraisal of employee is evaluated on the basis of /=: ,. /. 7. <. =.

8. 9. A.

degree feedback or 19: degree feedback. !he 1rganization should focus on mentor system intend to help employees in their career progression. !he 1rganization should conduct #sychometric tests for employees. !he !raining should be mandatory for all level of employees. !he %epartments should develop constructive attitude towards each other. !he company should give the appropriate recognition for the contributions and accomplishments made by employees. ' fle-ible reward system should be adopted by organization to improve employee motivation. ' more transparent and full proof communication system developed in the organization. "eplacing the lacuna in the current system. .ages and salary administration process should have a more scientific approach laying stress on equal wages for equal work done.

=:

BIBLIOGRAPHY
Boo-#A
>Human "esource $anagement? by 'shwathapa. >Human "esource $anagement? by $ichael 'rmstrong. >Human "esource #olicy 'nalysisE 1rganizational 'pplications? by "ichard 3. )iehaus.

Jo*$!al# 3 A$"%+le#A
1. 'rticles by !.L."ao +earning Systems. ,. #olicies of %eepak )itrite +td. /. %ocuments of %eepak )itrite +td.

Web#%"e#A

CCC.)ee'a-!%"$%"e.+om
CCC.+%"e&$.+om CCC.a#-.+om CCC.C%-%'e)%a.+om CCC.&$($o*'.+om CCC.''#'*bl%#&e$#.+om

CCC.#+$%b).+om CCC."B$l#.+om

=1

ANNE0URES

=,

Name o Em'lo,eeA DDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDD De#%(!a"%o!A DDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDDD

4UESTIONNAIRES
'. "ecruitment and Selection 1. 're you satisfied with the e-ternal recruitment sources performed in your organization. 1. 'gree ,. %isagree ,. 're you satisfied with the monetary reward given on bringing a candidate on boardR 1. 'gree ,. %isagree /. 're you satisfied with the background checks conduct for employees. 1. 'gree ,. %isagree 7. 're you satisfied with the monetary limits given to you for the e-pensesR 1. 'gree ,. %isagree 6. *nduction 1. !he induction programme of your organization is informal type. 1. 'gree ,. %isagree ,. !he induction of your organization covers organizational structure and policies. 1. 'gree ,. %isagree 4. !raining and %evelopment 1. Gor &mployee performance is the training need analyzed in your organization. 1. 'gree ,. %isagree ,. 're you satisfied with the 4lassroom method adopted by tour organization to train the employeesR 1. 'gree ,. %isagree /. &ffectiveness of training program in your 1rganization is evaluated by observing the post training performance of employees. 1. 'gree ,. %isagree

%. #erformance 'ppraisal 1. 're you satisfied with the 6alanced Scorecard methodR 1. 'gree ,. %isagree ,. 're you satisfied with the feedback given to you by organizationR 1. 'gree ,. %isagree =/

&. 4areer #rogression 1. 're you satisfied with the mentor system followed for career progressionR 1. 'gree ,. %isagree ,. 're you satisfied with the competence analysis and feedback from managerR 1. 'gree ,. %isagree G. +eave #olicy 1. 're you satisfied with the privilege leave provided to youR 1. 'gree ,. %isagree 5. 4ommunication and %ecision making process 1. ,. 're you satisfied with the informal communication patternR 1. 'gree ,. %isagree 're you satisfied with the opinion survey and %epartment meetingR 1. 'gree ,. %isagree

H. "ewards and "ecognition 1. 're you satisfied with the monetary rewardsR 1. 'gree ,. %isagree

*. #ersonal 'ccident *nsurance #olicy 1. 're you satisfied contingencies cover under this policyR 1. 'gree ,. %isagree 3. $ediclaim #olicy 1. 're you satisfied with the services covered under this policyR 1. 'gree ,. %isagree

=7