DECLARATION

I hereby declare that this project report “A CRTICAL ANALYSIS OF ROLE

OF HUMAN RESOURCE DEVELOPMENT POLICIES IN ROGER

INDUSTRIES LTD.AGRA” is my own work, to the best of my knowledge and

belief.

It contains no material previously published or written by another person nor

material which to a substantial extent has been accepted for the award of any other

degree or diploma of any other institute, except where due acknowledge has been

made in the text.

Signature: Name:- Poonam Kumari

Roll No. 1270670007

Date:

2
 ACKNOWLEDGEMENT

I am overwhelmed to avail this rare opportunity to convey my profound sense of

gratitude to who provided me valuable guidance, constant encouragement and

strong inspiration in preparing this project report.

It is a great pleasure to acknowledge my dept and profound gratitude to my Project

Guide, Mr. Brijesh for her persistent encouragement and debonair discussion

throughout the study, despite of the hectic schedule. Her constructive criticism and

valuable suggestions throughout the entire project leads this project to a meaningful

conclusion.

I also take the opportunity to express my thanks to various executives & staff

members of Roger Industries Ltd., for providing me necessary information,

guidance and moral support during my study & enabled me to successfully complete

this project. .

Poonam Kumari

Roll No. 1270670007

3
 PREFACE

This program is an important part of the curriculum of MBA (Master of Business

Administration). I got the privilege of working over the project entitled

“A CRITICAL ANALYSIS OF ROLE OF HUMAN RESOURCE

DEVELOPMENT (HRD) POLICIES IN ROGER INDUSTRIES LTD.,
AGRA”. It gives me immense pleasure in placing this project.

The objective of this project is to study the numerous human resource development
activities that an organization hold to keep their employees motivated and give
their 100 percent towards the interest of the organization. This project deals with
the employee human resource development activities that undertake by Roger so
that they can retain and attract their talent.

4
 TABLE OF CONTENTS

S.NO TOPIC NAMES PAGE NO

1. EXECUTIVE SUMMARY 07
2. INTRODUCTION 08
3. RESEARCH OBJECTIVES 09

PART-A

S.No TOPIC NAMES PAGE NO

1. INDUSTRY PROFILE 10
2. EXPORT PROJECTIONS FOR THE NEXT TWO 15
YEARS

3. COMPANY PROFILE 16
4. VALUE OF ROGER 17
5. VISION OF ROGER 22
6. COMPANY POLICY OF ROGER 22
7. GROWTH AND DEVELOPMENT OF 24
ORGANIZATION
8. PRESENT STATUS OF ORGANIZATION 25
9. OBJECTIVES OF ROGER 26
10. MANUFACTURING PROCESS OF ROGER 28

5
 PART-B

S.No TOPIC NAMES PAGE

NO
11. INTRODUCTION TO THE TOPIC 29
12. IMPORTANCE OF EMPLOYEE HUMAN RESOURCE 32
DEVELOPMENT
13. OBJECTIVES OF EMPLOYEE HUMAN RESOURCE 33
DEVELOPMENT POLICIES
14. STRATEGIES OF HUMAN RESOURCE DEVELOPMENT 36
15. ELIGIBILITY AND DUTIES OF HUMAN RESOURCE 45
DEVELOPMENT OFFICER
16. OBJECTIVES OF THE STUDY 47
17. RESEARCH METHODOLOGY 49
18. LIMITATIONS 52
19. HUMAN RESOURCE DEVELOPMENT POLICIES AT 54
ROGER
20. ANALYSIS AND INTERPRETATION 62
21. RECOMMENDATION AND CONCLUSION 80
22. APPENDIX 82
23. BIBLIOGRAPHY 83
24. QUESTIONNAIRE ON HUMAN RESOURCE 84
DEVELOPMENT POLICIES

6
 EXECUTIVE SUMMARY:

This project was undertaken to find out the various Human Resource Development
activities, that an organization organize so that the employees working in their
organization remain connected to it, which gives profitability to the organization,
and give rise towards Employee satisfaction and Mitigating Grievances.

A survey was done to Study HRD Policies provided by the organization for the
employee human resource development and what are Different Statutory & Non
Statutory Policies presently incorporated in organization for satisfaction level of
employees. The survey was done at Roger Industries Ltd.

The sample size taken was 50.

The data so obtained was then analyzed and after analyzing the data findings and
recommendation were made.

7
 INTRODUCTION

STATEMENT OF THE PROBLEM

To analyze HRD Policies Implemented for Employees in Roger Industries Ltd.To

analyze the Affectivity of HRD policies running at Roger Industries Ltd. and to
find out the employee satisfaction level towards these Policies. If Any Sort of
dissatisfaction is there in the employees for the current HRD activities? And also to
find out what Improvements they need in these policies?

INTRODUCTION TO THE AREA OF RESEARCH

The research project work undertaken for the partial fulfillment of the MBA
program.

This project was undertaken to find out the various HRD Policies, that an
organization organize so that the employees working in their organization remain
connected to it, which gives profitability to the organization, and give rise towards
Employee satisfaction and Mitigating Grievances.

A survey was done to Study HRD policies provided by the organization for the
employee human resource development and what are Different Statutory & Non
Statutory Policies presently incorporated in organization for satisfaction level of
employees

8
 RESEARCH OBJECTIVES

 To Study HRD policies

 To Study HRD Policies Implemented In Roger Industries Ltd.

 To analyze Employee Satisfaction Level Towards HRD Policies

 To Study The Benefits Of Incorporating HRD Policies In Organization

 To Consider The Grounds On Which Benefits Of HRD Policies Are

Provided To The Employees

9
 PART-A
CHAPTER-1
INDUSTRY PROFILE

10
 INDIAN FOOTWEAR INDUSTRY
 The Footwear Industry is a significant segment of the Leather Industry in
India.

 India ranks second among the footwear producing countries next to China.

 India produces more of gents’ footwear while the world’s major production
is in ladies footwear.

 The industry is labour intensive and is concentrated in the small and cottage
industry sectors. While leather shoes and uppers are concentrated in large
scale units, the sandals and chappals are produced in the household and
cottage sector.

 In the case of chappals and sandals, use of non-leather material is prevalent

in the domestic market.

 The major production centers India are Chennai, Ranipet, and Ambur in
Tamil Nadu, Mumbai in Maharashtra, Kanpur in U.P., Jalandhar in Punjab,
Agra and Delhi. The following table indicates concentration of units in
various parts of the country:

Region Large & Medium Scale SSI Household

Tamil Nadu 64 31 7
Delhi & up North 4 8 25
Agra, Kanpur 9 34 14
Calcutta 1 3 19
Bangalore 6 3 4
Mumbai 3 11 4
Others 13 10 32

11
  The estimated annual footwear production capacity in 1999 is nearly 1736
million pairs (776 million pairs of leather footwear and 960 million pairs of
non-leather footwear). Region-wise share of total estimated capacities is as
follows:

Region Leather Non-leather Leather Shoe Leather Non

shoes Shoes Uppers Sandals Leather
Sandals

Tamil Nadu 26% 5% 54% 1% 0%

Delhi & up 10% 77% 4% 1% 60%
North
Agra, Kanpur 45% 0% 32% 62% 0%
Calcutta 12% 0% 2% 3% 0%
Bangalore 3% 3% 4% 0% 0%
Mumbai 4% 2% 1% 32% 0%
Others 0% 13% 3% 1% 40%
Total 100% 100% 100% 100% 100%

12
  Shoes manufactured in India wear brand names like Florsheim, Gabor,
Clarks, Salamander and St. Michael’s. As part of its effort to play a lead role
in the global trade, the Indian leather industry is focusing on key
deliverables of innovative design, consistently superior quality and unfailing
delivery schedules.

 India in itself has a huge domestic market, which is largely untapped.

 The Indian footwear industry is provided with institutional infrastructure

support through premier institutions like Central Leather Research Institute,
Chennai, Footwear Design & Development Institute, Noida, National
Institute of Fashion Technology, New Delhi, etc in the areas of technological
development, design and product development and human resource
development.

 The availability of abundant raw material base, large domestic market and
the opportunity to cater to world markets makes India an attractive
destination for technology and investments.

IMPORT
 In 1999, the global import of footwear (leather and non-leather) in terms of
value was around US$ 43278 million, accounting a share of 63.42% in the
total global import of leather and leather products. Out of this, import of

leather footwear alone accounted for US$ 26379 million and non-leather
footwear US$ 16899 million.

13
 EXPORT
 India’s export of Leather Footwear touched US$ 331 million in 1999-2000,
recording an increase of 3.29% over the preceding year. India thus holds a
share of 1.25% in the global import of leather footwear. The major markets
for Indian Leather Footwear are the U.K., the U.S.A., Germany, Italy,
France and Russia. Nearly 71% of India‘s export of Leather Footwear is to
Germany, the U.S.A., the U.K and Italy.

 In 1999-2000, export of leather footwear from India constituted 21% share

of its total export of leather and leather products. Nearly 33 million pairs of
various types of leather footwear were exported during the year, out of
which shoes / boots constituted 90%.

 The different types of leather footwear exported from India are dress shoes,
casuals, moccasins, sport shoes, horrachies, sandals, ballerinas, booties.

14
 Export projections for the next two years:
(Value in million US$)

PRODUCT 2012-13 2013-14

Leather Footwear 453 506

MARKET SHARE OF FOOTWEAR COMPANIES

15
 CHAPTER -2
COMPANY PROFILE

16
 PROFILE OF ROGER INDUSTRIES LTD.-

 It has controlled the specification, production, distribution And technical

information of Footwear Technology

 It was founded in 1979 on the modest scale in the city AGRA. A move to set
up more units were necessary to cope with the abrupt Increase in the volume
of business

 A 100% Export Oriented Unit in Agra

 Produces Men's and Ladies Leather Footwear

VALUES OF ROGER

A Footwear Manufacturing group strong values towards:-

 Clientele

 Quality

 Infrastructure

17
 INSTALLED CAPACITY OF ROGER

• Ladies ~ 2000 Pairs/ day

• Men’s ~ 4000 Pairs/ day

• Uppers ~ 2000 Pairs/ day

MAIN MARKET OF ROGER INDUSTRIES LTD.

• U.K. & Europe

• North America

• South America

• Australia

EXPANSION AND DIVERSIFICATION OF ROGER INDUSTRIES

• Double Capacity From 6400 to 10000 Pairs a Day

• Company Has Plans To Foray Into Retail

• Plans to Launch Own Brand Globally.

• To Foray in Chain Of Hospitals in Tier 3 Cities in North India

18
 COMPANY PROFILE

“To give the better quality product and to be the customer first choice.”

ROGER INDUSTRIES LTD.: -Is a export house Engaged in the manufacture &
export of men’s footwear. i.e classic- comfort Classic & support line & all type of
upper.

ROGER INDUSTRIES LTD.:- is a export house engaged in the Manufacture &

export of ladies footwear * fashion * comfort * sporty *Wovel Ankled – mid –
long boots , shoe & sandals .

Mr. Kulbir Singh works with this mission. In 1979, He started to pay order from
the customer he learned salesman ship 1987 he comes in export. In 1987 the
turnover of Roger Industries Ltd. is 1 crore. It decline to 90 lacks in 1988.

In house production of shoes, TRP soles and shoes Roger family is larger and
growing family. It expands beyond the people who work for Roger group. Their
families are also integral part of it group shares the hopes and an inspiration of its
people and their children. It goes out of its way to revered their hard work and
dedication.

19
 INFRASTRUCTURE:

It is hazard free airy, well lit and well built working facility, they provide there
complex with clean toilets and educated drinking water facilities.

RECREATION:

There is a volley ball court in the front amidst sprawling greens. It has witness
many a competitive in house tourneys it is important for our peoples to know the
joy of willing and agony of losing to each other. But together they make a
formidable team of 800 strong and highly skilled people we are proud .

MARKETING TACTICS:

Our product range is exhibited is many prestigious fair like ITALY, GERMANY
AND USA.

WORK STRENGTH:

For a company to stay ahead in term of quality and competitiveness. It has a relay
on the strength of its own infrastructure and resource. We at Roger releasing it very
early.

Today we not only have a most modern manufacturing complies but also an array
so sophisticated manufacturing complies but also array of sophisticated machine to
produce a diverse range of world class footwear.

20
 Besides a no of Italian hasting machines and German closing machines, there are
other machines of various stages of production online quality checks enable us to
monitor consistency in production of particular order from shoes upper to complete
shoes; everything is produced in house there by reducing production had time
enhancing cost effectiveness. Over the year the group kept a study pace with
technologically advances in footwear production. It has continuously upgraded in
to infrastructure to produce quality footwear.

Quality Policy

At Roger, we look at quality from a different prospective concern for quality is

ingrained in our system. it is an integral part of our through process. And that is
how it has become a tangibles aspect of our product you can see and feel it. Quality
is not taking about it. It’s should be inherent in our belief system.

We at Roger have involved our own quality policy turned in to

capabilities of our peoples.

They produce quality because we provide them quality environment and facilities.
We lead the crusade for quality from the front. At professional inspect it a together
they deliver it.

21
 From time to time people undergo orientation programmers conducted with
the assistance of technocrats to understand qualitative aspect of products we
make. To top it all, the management of Roger Industries Ltd. monitors the
production process to ensure the each foot bears Roger’s seal of quality always.

VISION OF ROGER

“To be the best Quality footwear & footwear components producing world
class plant with lowest production cost, Ecofriendly,Safe & healthy
environment, conformance with social /ethical compliance.”

COMPANY POLICY OF ROGER

We at ROGER INDUSTRIES LTD. a leading manufacturer and exporter of

footwear and footwear components are committed to carry out our activities with
highest concern for Customer delight, Environmental protection, Occupational
Health & Safety, Ethical governance and in compliance with all applicable
statutory, legislative and national and international standards requirements.

22
To this goal, we shall:

 Supply high quality of footwear and footwear components and meet

requirements of our customers.

 Continually improve Quality, Productivity, Social Performance, cost of poor

quality, impact of our activities on air, water & land and also in prevention /
control of Occupational Health and Safety risks;

 Monitor, control and upgrade our technology / processes and operational

practices so as to optimize resource consumption and ensure safe work
environment / well being at work place;

 Recognize and care for the concerns of our employees and affected interested
parties regarding the impact of our operations on the environment and
Occupational Health & Safety hazards at work place;

 Participate in overall social development of the neighborhood;

 Strengthen awareness, skill and competence of our employees so as to enable
them to contribute effectively in ensuring sound quality, environmental, social,
occupational health and safety management.

23
 GROWTH AND DEVELOPMENT OF
ORGANIZATION

MONTHLY SALES PERFORMANCE

1000
938

V 900 849
A 841

L 800 761

U 700

E 617
600

I 500 458

N 400
368 364

L 300
215 211
A 200

C
100
S
0
APRIL APRIL MAY '06 MAY '07JUNE '06JUNE '07JULY '06JULY '07AUG '06 AUG '07
'06 '07

MONTH
Cumulative Total (In Lacs) 826 1587 2525 3366

This Index show how ROGER INDUSTRIES LTD. increase his

performance Month by month and also year by year

24
 PRESENT STATUS OF ORGANIZATION

Ranks of the Footwear company in Agra :-

1. DAWAR GROUP
2. TEZ SHOES
3. GUPTA OVERSES
4. ROGER EXPORT
5. VIROLA INDUSTRY
6. PARK EXPORT
7. METRO & METRO
8. SUPER HOUSE
9. VASHANA EXPORT
10. NOVA SHOES

25
 OBJECTIVES OF ROGER
 To reduce spillage & leakage

 To reduce oil, grease & leather contents in discharged water to zero

 To reduce electrical energy consumption by 5%

 To provide Awareness Training to all employees of company &

subcontractors

 To ensure improved emergency preparedness

 To ensure safe Workplace for employees

 To ensure improved safe work practices

 To review & update personal Manual

 To upgrade sanitation facilities in the plant

 To maintain zero overtime

 To reduce diesel energy consumption by 3%

26
 EXPORT %

Market Profile of the Organization:

Roger Industries Ltd. captures 10% shoe market in whole AGRA

6%
7%
24% DAWAR GROUP
7% TEJ SHOE
GUPTA OVERSES
8%
ROGER EXPORT
VIROLA INDUSTRY
PARK EXPORT
METRO & METRO
SUPER HOUSE
8% 12%
VASHANA EXPORT
NOVA SHOES
8% 10%
10%

27
 MANUFACTURING PROCESS OF ROGER

Raw Material

Cutting

Closing

Lasting

28
 PART-B
CHAPTER -1

INTRODUCTION TO THE TOPIC

29
HRD activities entails all those activities of Employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries which enable workers to live a richer and more satisfactory life &
improving their health, efficiency, economic betterment and social status.

MEANING OF HRD ACTIVITIES:-

HRD Policies is comprehensive term including various services, benefits and
facilities offered to employee by the employer. Through such generous fringe
benefits the employer makes life worth living for employees. The human resource
development amenities are extended in addition to normal wages and other
economic rewards available to employees as per the legal provisions. Human
resource development helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The human
resource development measures need not be in monetary terms only but in any
kind/forms. Employee human resource development includes monitoring of
working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and unemployment
for the workers and their families

Employee development is a comprehensive term including:-

“Employee human resource development is a dynamic concept varying from
country to country and from region to region within same country. It is a flexible
and ever changing concept as new human resource development measures are
added to the existing measures from time to time.”

“Human resource development measures are in addition to regular wages and other
economic benefits available to employees under legal provisions and collective
30
bargaining.”

“Human resource development measures may be provided not only by employers

but by the government, trade unions and other agencies too.”

“The basic purpose of employee human resource development is to improve the lot
of the working class and thereby make a worker a good employee and a happy
citizen.”

“Employee human resource development is an essential part of social human

resource development. It involves adjustment of an employee’s work life and
family life to the community or social life.”

Employee human resource development is in the interest of the employee, the

employer and the society as a whole. For the employee, human resource
development measures help to counteract the negative effects of the factory
system.

31
 IMPORTANCE OF EMPLOYEE HUMAN
RESOURCE DEVELOPMENT
 Enables workers to have a richer and more satisfying life.

 Raises the standard of living of the workers by indirectly reducing the

burden on their pocket.

 Absorb the shocks injected by industrialization and urbanization on workers.

 Promotes a sense of belonging among workers, preventing them for

resorting to unhealthy practices like absenteeism, labour turnover, strikes,
etc.

DEFINITIONS OF EMPLOYEE HUMAN RESOURCE

DEVELOPMENT POLICIES:-

 BY ILO:-

“Such services, Facilities, and Amenities, which may be established in, or in

the Vicinity of undertakings to enable persons employed therein to perform
their work in Healthy and congenial surroundings and provided with
Amenities conducive to good Health and High Morale”

 BY DR.PARANDIKAR:-

“Labour human resource development work is work for improving the health,
safety and general well being and the industrial efficiency of the worker beyond
the minimum standard lay down by labour legislation.

32
 OBJECTIVES OF EMPLOYEE

HUMAN RESOURCE DEVELOPMENT

POLICIES:-
 To Provide Better life and Health to the Workers

 To Make the Workers Happy and Satisfied

 To Relieve Workers from Industrial Fatigue

 To Improve Intellectual and Material conditions of Living of the workers.

 It helps to improve recruitment. As the job becomes more attractive,

more efficient employees can be recruited.

 Employee human resource development improves the morale and loyalty

of workers by

making them happy and satisfied.

 It reduces labour turnover and absenteeism thereby building a stable

workforce.

 It helps to improve employee productivity or efficiency by improving

their physical and mental health. By supplementing wages, human
resource development measures free employees from the worries of daily
life and thereby enable them to concentrate on their jobs.

 Improvement in material, intellectual and cultural conditions of life

protects workers from social evils like drinking, gambling etc.
33
  Employee human resource development helps to improve industrial
relations and industrial peace. When the workers feel that the employer
and the government are interested in their happiness, they are less likely
to indulge in militant trade unionism.

 Human resource development measures help to improve the goodwill and

public image of the enterprise.

 Voluntary efforts for the human resource development of workers reduce

the threat of further government intervention.

FEATURES OF EMPLOYEE HUMAN RESOURCE

DEVELOPMENT:-
* Employee human resource development is a comprehensive term including
various services, facilities and amenities provided to employees for their
betterment.

* The basic purpose in to improve the lot of the working class.

* Employee human resource development is a dynamic concept.

* Employee human resource development measures are also known as fringe

benefits and services.

* Human resource development measures may be both voluntary and statutory.

 Adequacy of Wages

 Social Liability of Industry

34
  Impact on Efficiency

 Increase in Personality

 Totality of Human resource development

 Co-ordination & Integration

 Democratic Values

 Responsibility

 Accountability

 Timely Implementation

35
 STRATEGIES FOR HRD
STRATEGIES PRIORITIES

 Raise awareness of the need for a learning culture that leads to continuous

improvement

 Develop the competence of managers to become actively involved in

learning that leads to knowledge creation

 Expand learning capacity throughout the organization

 Focus on all the organization ‘s knowledge workers ,not just the key

personnel harness e-learning to knowledge sharing and knowledge creation

DEVELOPMENT STEPS:

The steps required to develop a learning and development strategy are:

1. Agree on the strategy making team

2. Clarify organization mission and vision

3. Explore core values

4. Identify the strategic issues facing the organization

5. Agree on strategy and strategic plan

36
MANAGEMENT DEVELOPMENT STRATEGY:-

The management development strategy will be concerned overall with the

organization intends to do about providing for its future management needs in the

light of business plan. The strategy will be concerned with the role of the parties

involved and with the approaches the organization proposes to use to develop its

managers.

The prime aim of these benchmarks statements is to identify the key facets that

make up management development activities .they provide personnel and line

managers with a means of conducting their own evaluation and analysis of the state

of management development within their organization. Each facets or dimension in

the statement brings together such aspects as the links between the management

development plan, the assessment of skills and identification of skills gap , and the

delivery of appropriate and effective training and development .

The facets are broken down into four aspects of performance:

 Commitment to management development;

 Reviewing the current position of management development;

 Making progress in management development;

 Excellent in management development

37
The purpose of introducing and implementing HRD strategies in an company is to

develop employee to meet higher levels of performance in the modern fast

changing of managerial decision and actions that competitive world.

Before implementing any new strategy at formulation level, top level management

must first assess the viability of current mission objectives, strategies,

Policies, programs, technology, workforce and lastly the resources. They must

assess the different aspects of external environment that may pose be a threat to the

opportunities.

HUMAN RESOURCE DEVELOPMENT:-

Human resource development is a series of organized activities, conducted within a

specified time and designed to produce behavioral change.

Human resource development is a process in which the employees of an company

are continuously helped in a planned way to:

1. Acquire or sharpen their capabilities required to perform various functions

associated with their present and future expected roles.

2. Develop their enabling capabilities as individual ,so that they are able to

discover and exploit their own inner potential for their own /or organization

development purposes
38
 3. Develop a company culture where superior subordinate relationships,

teamwork and collaboration among different subunits and contribute to the

company health, dynamism and pride of the employees.

Purpose of introducing and implementing HRD strategies:-

 To develop employee to meet higher levels of performance in the

modern fast changing competitive world.

 HRD strategies relate to attracting, engaging retaining developing,

motivating and utilizing employees and their competencies to effective

organizational functioning, growth and excellence.

 HRD strategies contribute to winning employees commitment, motivation

and devotion in creating a self disciplined workforce and responsive

company.

COMMUNICATION STRATEGY:

It is essential to educate and train employees about the need for change and

seeking their commitment is a critical factor in success of any change management

process of a company.

Accountability and ownership:

Employee accountability and ownership is vital to company intending to stay

39
competitive employees and ownership leads to higher productivity and customer

excellence.

Thereof fostering accountability and ownership through various HRD process and

systems such as performance appraisal, career planning and development,

counseling and mentoring, quality of work life etc which must be linked to

business plans.

LEARNING STRATEGY:

Continuous learning and development environment promote self development of

employees; of self and by self .it requires HRD process and systems to focus on

1. Coaching and monitoring culture

2. Self directed learning /systems

QUALITY STRATEGY:

Quality is a mindset which needs to be fostered in the employee through training

and development. TQM places emphasis on quality that encompasses the entire

company and involves

1. Continuous improvement

2. Employee empowerment, quality circles

40
3. Benchmarking -best at similar activities, even if in different industries

4. Just in time requires quality of suppliers

COST REDUCTION STRATEGY:

Cost reduction strategy plays an significant roles the company. Employees need to

see waste everywhere.

SYSTEMATIC TRAINING STRATEGY:

It is based on job analysis and job performance, company mission and objectives

leads to improved returns on investment the planning and company of formal on

the job training and off the job training leads to improving vital employees

characteristic, build and sustain appropriate work culture and brings in more

professionalism in action.

41
DIFFERENT HUMAN RESOURCE DEVELOPMENT
FACILITIES ARE:-
HOUSING: In view of acute shortage of housing accommodation in cities
industrial housing is an important part of employee human resource development
in India. An Industrial housing scheme was introduced in 1952. Under this
scheme, the central government provides loans and subsidies for the construction
of houses for industrial workers. Low Income housing scheme and a special
housing scheme for displaced persons have also been introduced .The committee
on labour human resource development stressed the need for state governments
acquiring land near industrial areas and renting houses at reasonable rates. The
National Commission on labour recommended that the Government should take
the major responsibility for housing fiscal and monetary incentives should be
provided.

EDUCATION: The Indian Industrial Commission (1918) and the Royal

Commission on Labour (1931) stressed the need for workers education. In 1957
the Government of India formulated an All India Scheme of Workers Education
was constituted to administer the scheme. The programme of workers education
operates in three tiers:

42
THE SCHEME OF WORKERS EDUCATION IS DESIGNED TO
ACHIEVE THE FOLLOWING OBJECTIVES:

 To develop strong trade unions through trained officials and more

enlightened members.

 To develop leadership from the rank and file and promote the growth of
the democratic processes and traditions in trade union organization and
administration.

 To equip organized labour to take its due place in a democratic society and
to fulfill its function and responsibilities effectively.

 To promote among workers a greater understanding of the problems of

their economic environment and their privileges and obligations as union
members and as citizens.

The National Commission on Labour and the Committee on Labour Human

resource development recommended that trade unions should take an active
interest in educating workers and in running schools for the children of workers.

1. TRANSPORTATION:

With the growth of industries, the distance between the workplace and
residence of worker has increased considerably. It is, therefore, necessary to
provide proper transport facilities to and from the factory. Such facilities will
reduce strain and absenteeism. The Committee on Labour Human resource
development recommended the provision of adequate transport facilities to
workers to enable them to reach their workplace without loss of much time and
without fatigue’
43
Employers should also advance loans for purchase of bicycles, scooters, etc by
employees. In undertakings where transport services are not provided, some
conveyance allowance mutually agreed upon the employer and the employees
should be paid.

2. RECREATION:

Recreation in the form of music, art, theatre, sports and games can play an
important role in the physical and mental development of employees. The I.L.O
has urged upon the members countries to take appropriate steps to provide
recreational facilities for the workers in or near the undertaking in which they are
employed.

3. CONSUMER COOPERATIVE STORES:

The National Cooperative Development Board set up a committee in 1961. The

committee suggested that employers should introduce consumer cooperative stores
in their Labour Conference in 1963 adopted a scheme for setting up consumer
cooperative stores in all industrial establishment including plantations and mines
employing 300 or more workers. The employer was required to give assistance in
the form of share capital, working capital, loan, free accommodation and other
amenities.

44
 ELIGIBILITY AND DUTIES OF HUMAN RESOURCE
DEVELOPMENT OFFICER
The human resource development officer should possess (a) a university degree;
(b) degree or diploma in social service/social work/social human resource
development from a recognized institution; and (c) adequate knowledge of the
language spoken by the majority of the workers in the area where the factory is
situated. The committee on labour human resource development (1969) has
prescribed the following duties of labour human resource development officers:

I. Supervisor of (a) safety, health and human resource development

programmers like housing sanitation recreational, (b) working of joint
committees; (c) grant of leave with wages; (d) redressed of workers
grievances.

II. Counseling workers in (a) personal and family problems; (b) adjustment to
their work environment (c) understanding their right and privileges.

III. Advising management on matters of (a) formulating labour and human

resource development policies; (b) apprenticeship training programmes; (c)
meeting statutory obligations to workers; (d) developing fringe benefits; (e)
workers education and use of communication media.

IV. Stabilization with workers so that they may (a) understand the limitation
under which they work; (b) appreciate the need of harmonious industrial
relation in the plant; (c) interpret company policies correctly; (e) come to a
settlement in case of dispute.

V. Establishing liaison with management so that they may appreciate

45
 workers viewpoint on various matters in the plant.

VI. Working with management and workers to improve productivity.

VII. Working with outside public to secure proper enforcement of various laws.

To sum up, a human resource development officer is expected to act as an

adviser, counselor, mediator and liaison officer between management and
workers.

AGENCIES FOR HUMAN RESOURCE DEVELOPMENT WORK:-

 Central government

 State government

 Employers

 Trade unions

 Other Agencies Such as the Bombay social service league, Assam seva
samiti, Young Man Christian Association.

46
 CHAPTER-2
OBJECTIVES OF STUDY

47
 OBJECTIVE OF THE STUDY

 To provide better life and health to the workers.

 To make the worker happy and satisfied.

 To relieve workers from industrial fatigue and improve intellectual, cultural

and material conditions of living of the workers.

 The purpose of introducing human resource development policies is to bring

about the Development of the whole personality of the workers to make a
better workforce.

 Human resource development Policies foster respect and trust among all
Employees

 Employee human resource development Policies create a sense of belonging

towards an organization

48
 CHAPTER -3

RESEARCH METHODOLOGY

49
 RESEARCH METHODOLOGY

For the completion of this project a very straight forward methodology was
adopted .The first step undertaken at the beginning of this project was to start with
the literature review .This involved finding various reports and studies done earlier
on the topic “ROLE OF HUMAN RESOURCE DEVELOPMENT FOR
DEVELOPMENT IN ROGER INDUSTRIES LTD.”. The collected data was
then analyzed to form a basis on which our report could stand and serve as a basis
on which the questionnaires could be prepared. The literature review session took
in depth analysis of studies and reports done and undertaken by various people in
the past year. The collected analysis of the data helped me to understand the
concept of brand EMPLOYEE HUMAN RESOURCE DEVELOPMENT
POLICIES OF ORGANIZATIONS. This helped me a great deal in forming
questionnaires with the most appropriate questions that would enable us to fulfill
the basic objective of the entire project. The questionnaire was formulated and
consisted of questions which dealt in those areas of activities that the various
organizations undertake for the human resource development of employees in
organization.

After having completed the literature survey and formulating the

questionnaires, it was clearly defined how the entire survey was to be carried out.

The study will be based on following two data:-

1. Primary Data- Primary data that is collected by circulating a questionnaire,
which consist of several questions.

2. Secondary Data- By various resources.

50
DATA COLLECTION
Since research is combination of secondary data collection through desk research
and primary data that is collected through filling up the questionnaire by face to
face interview and interviews taken on telephone and through personal
observation.

Tools Used For Data Collection

 Personal Interviews/ Interactions

 Documents/ Files/ Manuals

 Questionnaires

 Reference Books

 Internet

 Journals/ Magazine

SAMPLE SIZE
The sample size taken for the survey was 50.

TYPE OF RESEARCH

Analytical Research

51
 CHAPTER-4

LIMITATIONS

52
 LIMITATIONS

 Maximum employees were hesitant towards responding so there was the

problem in fiiling of the questionnaire
 Less support from top mgmnt.employees the workers because they are
having busy schedules.
 Employees were not willing to fill the entire questionnaire due to the less
time available to them.
 Due to less time available, could not gather more information through the
employees
 The organizations rules were very strict regarding the communication of
outsider with the employees

 This research is a very comprehensive process and requires long

time for the precise results .

 Sometimes the respondents are unable to give correct information due

to fear and ambiguity of the questions .

 All the questions were attempted by the employees in a reluctant manner so

that it may not cause any risk to their job as the answer given by them can go
against their organization and may cause harm to the image of the
organization.

53
 CHAPTER-5
HUMAN RESOURCE DEVELOPMENT
POLICIES AT ROGER

54
 HUMAN RESOURCE DEVELOPMENT POLICIES
AT ROGER

GRATUITY

 15 Days salary is provided as a gratuity.

 Gratuity is provided to the permanent employees.

 It should be awarded only once in a financial year.

FESTIVAL BONUS

 1 Month salary is provided as Festival Bonus.

 Festival Bonus is provided to the permanent as well as Temporary

Employees.

 It should be awarded only on Festivals.

ESI & PROVIDENT FUND

 Esi & PF is provided at the Rate of 1.75 %.

 Esi & PF is provided to the permanent employees.

 It should be awarded only once in a financial year.

55
EDUCATION FACILITY FOR CHILDRENS OF EMPLOYEES

 Amount for education is provided at the Rate of 15 %

 Education amount is provided to the permanent employees having salary

less than Rs 4000 per month

 It should be awarded every month for the education of their children.

NAGRIK SURAKSHA INSURANCE POLICY
 Amount Of Insurance Is Provided In Accordance Of Designations Of
Employees

 Insurance Should Be Provided To The Permanent Employees

 It is Valid for the Term of Service of employee with Organization.

TRANSPORTATION
 Transportation Facility is provided Free of Cost.

 Transportation Facility is provided to the permanent as well as

Temporary Employees

 It is provided Round the Year for Employees.

MEDICLAIM
 50 % Amount of Medical Bill bears by Roger.

 Mediclaim is provided to the permanent as well as Temporary

56
 Employees.

 It is provided whenever is needed by Employee in a Financial Year.

OVERTIME

 Salary of one day is provided to the Employee against Overtime.

 Overtime is provided to the permanent as well as Temporary Employees.

 Amount is provided on Daily basis of Overtime.

TEA COUPONS

 125 coupons are provided as Tea Coupons.

 Coupons are provided to the Permanent Employees.

 Coupons are provided on Monthly Basis.

CULTURAL PROGRAMMES & PARTIES
 Organized Only on Festivals.

 Open for permanent as well as Temporary Employees.

 Provides cooperation & Sense of Belongingness in Employees.

RECREATIONAL ACTIVITIES

 There is a volley ball court in the front amidst sprawling greens.

57
  It is important for Employees to know the joy of willing and agony of losing
to each other.

 Together Employees make a formidable team of 800 strong and highly

skilled people as a pride of Roger.

NOTICE BEFORE FIRING

 1 month Notice is given to the employee before Firing.

WAGES ACC. TO MINIMUM WAGES ACT

 Minimum Wages Act is applicable in Roger.

 Wages are provided Acc. To Designation.

 Wages differs for unskilled, Skilled & Semi skilled Employees.

TRAINING
 Training is provided to the Employees at Each Level.

 Duration of Training Varies Acc. To the Designation of Employee.

 Management Actively Participates in Conducting training Sessions for

Employees.

PERMANENT EMPLOYEES

58
  Roger provides Training to the Employees at Entry Level.

 After Training Organization Absorbs the Employees on Muster Rolls in

Organization.

 Maximum Employees are permanent employees of Roger

FIRST AID ROOM

 First Aid Supplies are always available Round the Clock.

 Medical Checkups are conducted after Regular Intervals of Time.

 Medical Room is situated in the Premises of Roger.

MOCK DRILLS FOR SAFETY MEASURES

 Mock drills are organized for safety purposes of employees.

 Proper Safety Equipments are assembled in Roger.

 Management Actively Participates in providing safety practices to

employees.

59
 EMERGENCY GATES
 There are 2 Emergency Gates at each Floor.

 These are properly maintained by caretakers.

PROPER LIGHTING
 Proper Lighting facilities are there in premises.

 Adequate Tube lights are available at each Floor.

URINALS

 Proper Urinal facilities are there in premises.

 3 Urinals are available at each Floor.

DRINKING WATER
 Potable Drinking Water is there in premises.

 Adequate Water Bottles at each Floor.

TRAINEES
 Provision of Training is applicable for Trainees.
 Trainees got Bonus on Festivals.

60
 CHAPTER-6

ANALYSIS
AND
INTERPRETATION

61
 ANALYSIS AND INTERPRETITION
Q. Enhancement of skills and knowledge through training……

1) To great extent..2)to some extent 3)not much

20% 5%
75%

to great extent
to some extent
not much

Interpretation

Out of total respondents, maximum of them say that through training skills and
knowledge are enhanced up to great extent.

62
Q. Whether the Salary is paid in Accordance To

1) Designation….. 2) Exp. ….. 3) Gender …..

60%
40%

Designation
Experience
Gender

Interpretation

Salary is paid to the Maximum Respondents in Accordance to their Experience in

Roger.

63
Q. Whether the Respondent is Satisfied with workplace

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
10%
80%

Yes
No
Can't say

Interpretation

Maximum Respondents of Roger are satisfied with their work place.

64
Q. Whether the Respondent is Satisfied with Rules & Regulations

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
90%

Yes
No
Can't say

Interpretation

A large volume of Respondents are satisfied with the Rules and Regulations of
Roger.

65
Q. Whether the Respondent is Satisfied with the Job Security provided by Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
15% 75%

Yes
No
Can't say

Interpretation

Maximum Respondents are satisfied with the job security provided by Roger

66
Q. Whether the Respondent is Satisfied with the Salary provided by Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
90%

Yes
No
Can't say

Interpretation

A large volume of Respondents are satisfied with the Salary provided by Roger

67
Q. Satisfaction from existing Performance Appraisal System

1) Very good ….. 2) Good ….. 3) Satisfactory ….. 4) Average ….. 5) Poor …..
Very good

26% 12% Good

Satisfactory

Average
20%
Poor

26%

34%

Interpretation

Out of total respondents, maximum respondents satisfied from the existing PAS.

68
Q. What Kind of Benefits the Respondent is seeking in Respective Job

1) Bonus ….. 2) Insurance ….. 3) Gratuity …..

20%
50%

Bonus
Insurance
Gratuity

30%

Interpretation

Maximum Respondents are seeking Bonus in their job.

69
Q. Whether the Respondent is Satisfied with the Facilities provided by Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

5%
10% 85%

Yes
No
Can't say

Interpretation

A Large Number of Respondents are Satisfied with Facilities provided by Roger.

70
Q. Whether the Respondent is Satisfied with the Reporting Structure &
Hierarchy in Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
25% 65%

Yes
No
Can't say

Interpretation

A Large Number of Respondents are Satisfied with the Reporting Structure &
Hierarchy in Roger

71
Q. What is the Provision of Fetching Mediclaim in Roger?

1) Designation….. 2) Exp. ….. 3) Gender …..

15% 85%

Designation
Experience
Gender

Interpretation

All Respondents of Roger are Fetching Mediclaim in accordance to their

Designation

72
Q. Whether the Respondent is getting

1) Family Gratuity ….. 2) Insurance ….. 3) ESI & PF ….. 4) Bonus ….. 5) All …..

100%

Family Gratuity
Insurance
ESI & PF
Bonus
All

Interpretation

All Respondents are getting all the Above Mentioned Provisions.

73
Q. Whether the Respondent is getting any Formal Training in Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

5%
15% 80%

Yes
No
Can't say

Interpretation

Maximum Number of Respondents is Getting Formal Training in Roger

74
Q. Whether the Respondent is providing Feedback

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
15% 75%

Yes
No
Ca't say

Interpretation

A Large Number of Respondents are giving feedback to their superiors in Roger.

75
Q. Whether the Respondent is Satisfied with the Opportunities of Promotions
in Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

10%
90%

Yes
No
Can't say

Interpretation

Maximum number of Respondents is satisfied with the Opportunities of getting

promoted in Hierarchy of Roger

76
Q. What can Roger do to increase your satisfaction as an employee?

1) Facilities ….. 2) Training ….. 3) Bonus…..

20%

40%

Facilities
Training
Bonus

40%

Interpretation

According to Maximum number of Respondents Roger can improve in training as

well as in bonus to be provided to Employees.

77
Q. What Areas are to be improved by Roger?

1) Compensation ….. 2) Performance Appraisal ….. 3) Human resource

development policies …..

40%
50%

Compensation
Performance Appraisal
Welfare Policies

10%

Interpretation

Among all of the Mentioned Areas Compensation & Human resource development
policies are to be improved by Roger.

78
 CHAPTER -7
RECOMMENDATION
AND
CONCLUSION

79
 RECOMMENDATIONS

The Following Are The Recommendations Which Came Into Light After The
Completion Of Study

.Employees Are Least Intested In Training Programmes Due To The Reason More
Education Should Be Given By Top Management Regarding Training Sessions.
 Employees should emphasize in providing feedback to their superiors in
organization.

 The criteria of increment in salary should be based on performance & not

affected by experience of employee in organization.

 Employees should emphasize more on giving quality rather than quantity.

 There should be proper periodic review of human resource development

policies after a regular interval of time.

 Compensation should be increased Acc. To the performance of Employees.

 Some additional facilities such as Recognition should be provided to the Top

Performers.

An Open Platform should be provided by organization for putting suggestions of

employees in front of Management.

 Career Growth should be provided to the employees along with providing

salary & human resource development measures.

80
 Conclusions
After completing the research study on 50 Employees of Roger regarding Critical
analysis of role of human resource development for development in Roger
Industries Ltd.

My Findings are:-

 Employees are encouraged to accept more responsibilities and challenges.

 Employees need to be awarded by fringe benefits in addition to salary for

their positive contribution.

 Identify factors which are contributing towards increasing job satisfaction of

employees.

 Organization took some steps in providing better human resource

development facilities to the employees.

 Negative attitude of employees would be changed by implementing new

strategies of human resource development and adopting some improvements
in it.

 Employee satisfaction is the most important parts for running any

organization.

 Human resource development policies are properly executed in Roger

Industries Ltd.

81
 CHAPTER -7
APPENDICES

82
 BIBLIOGRAPHY

www.Rogerexports.com
HR journals
Newspapers
Google

Company’s records, files, manuals.

Dr. Premveer kapoor (book) and also various other books

Company’s Data, Magazines

83
 QUESTIONNAIRRE ON HUMAN RESOURCE
DEVELOPMENT POLICIES

Q.Enhancement of skills and knowledge through training

1) To great extent ….. 2) To some extent ….. 3) Not much

Q. Whether the Salary is paid in Accordance To

1) Designation….. 2) Exp. ….. 3) Gender …..

Q. Whether the Respondent is Satisfied with Workplace

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. Whether the Respondent is Satisfied with Rules & Regulations

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. Whether the Respondent is Satisfied with the Job Security provided by Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. Whether the Respondent is Satisfied with the Salary provided by Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

84
Q. Satisfaction from existing Performance Appraisal System

1) Very good ….. 2) Good ….. 3) Satisfactory ….. 4) Average ….. 5) poor …..

Q. What Kind of Benefits the Respondent is seeking in Respective Job

1) Bonus ….. 2) Insurance ….. 3) Gratuity …..

Q.Whether the Respondent is Satisfied with the Facilities provided by Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. Whether the Respondent is Satisfied with the Reporting

Structure & Hierarchy in Roger

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. What is the Provision of Fetching Mediclaim in Roger?

1) Designation….. 2) Exp. ….. 3) Gender …..

Q. Whether the Respondent is getting

1) Family Gratuity ….. 2) Insurance ….. 3) ESI & PF ….. 4) Bonus ….. 5) All
…..

Q. Whether the Respondent is getting any Formal Training in Roger

85
 1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. Whether the Respondent is providing Feedback

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. Whether the Respondent is Satisfied with the Opportunities of Promotions

1) Yes ….. 2) No ….. 3) Can’t Say …..

Q. What can Roger do to increase your satisfaction as an employee?

1) Facilities ….. 2) Training ….. 3) Fringe Benefits …..

Q. What Areas are to be improved by Roger?

1) Compensation ….. 2) Performance Appraisal ….. 3) Human resource

development policies …..

86