A PROJECT REPORT

ON

“HUMAN RESOURCE MANAGEMENT”

Submitted
By
CHIRAG B. PRAJAPATI
In partial fulfilment for the award of the degree

BACHLOER OF BUSINESS ADMINISTRATION

ARUNODAYA UNIVERSITY

NAHARLAGUN, ITANAGAR

ARUNACHAL PRADESH-791110

JUNE, 2022

1
 A PROJECT REPORT

ON

“HUMAN RESOURCE MANAGEMENT”

Submitted
By
CHIRAG B. PRAJAPATI
(2022)
Enrollment No: 12A119430629

In partial fulfilment for the award of the degree

BACHLOER OF BUSINESS ADMINISTRATION

ARUNODAYA UNIVERSITY

NAHARLAGUN, ITANAGAR

ARUNACHAL PRADESH-791110

JUNE, 2022

DECLARATION OF LEARNER

I, CHIRAG B. PRAJAPATI Student of B.B.A ARUNODAYA UNIVERSITY

2
 Hereby declare that the Project Report on
HUMAN RESOURCE MANAGEMENT is been result of my own work and has been
Carried out under supervision of SWETA SINGH

I declare that this submitted work is done solely by me and to the best of my knowledge; no
such work has been submitted by any other person for the award of post-graduation degree
or diploma.

I also declare that all the information collected from various secondary sources has been
duly acknowledged in this project report.

PLACE: SURAT CHIRAG B. PRAJAPATI

DATE: 15/06/2022

3
 DECLARATION OF GUIDE

Certified that the work incorporated in this Project Report HUMAN RESOURCES MANAGEMENT
submitted by ……………..(Learner’s name) is his original work and completed under my guidance.

Material obtained from other sources has been duly acknowledged in the Project Report.

Date
Signature of Guide Place

4
 ACKNOWLEDGEMENT

This project Report was undertaken for the fulfilment of BBA Programme pursuing at (
University Name) I would like to thanks my institute and
my Guide ( Guide Name)
( Designation and College/institute name), for his invaluable help
and guidance throughout my work. He kindly evinced keen interest in my work and furnished
some useful comments, which could enrich the work substantially.

In fact it is very difficult to acknowledge all the names and nature of help and encouragement
provided by them. I would never forget the help and support extended directly or indirectly to me
by all.

( FULL NAME)

5
S.NO. PARTICULARS PAGE
NO.
1 INTRODUCTION OF HUMAN RESOURCES 7
MANAGEMENT
2 OBJECTIVE AND SCOPE OF THE STUDY 11

3 CONCEPTUAL FRAMEWORK ON HUMAN 13

RESOURCES MANAGEMENT
4 29
RESEARCH METHODOLOGY
 STATEMENT OF PROBLEM
 NEED FOR STUDY
 LIMITATION
 SCHEME OF RESEARCH
 RESEARCH DESIGN
 MODE OF DATA COLLECTION

5 ANALYSIS OF DATA 33

 FOCUS GROUP
 SAMPLING METHODS
 SAMPLE SIZE
 TOOLS USED
 ANALYSIS AND INTERPRETATION

6 FINDINGS 47

SUGGESTIONS & RECOMMENDATIONS

TABLE OF CONTENTS

6
7 CONCLUSION 52

8 SUMMARY OF THE PROJECT REPORT (SYNOPSIS) 53

ANNEXURES (QUESTIONNAIRE) 55

BIBLIOGRAPHY 62

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CHAPTER NO. 1

INTRODUCTION OF HUMAN RESOURCES MANAGEMEN

performance in service of their employer’s strategic objectives. HR is primarily concerned with how
people are managed within organizations, focusing on policies and systems. HR departments and units
in organizations are typically responsible for a number of activities, including employee recruitment,
training and development, performance appraisal, and rewarding. HR is also concerned with industrial
relations, that is, the balancing of organizational practices with regulations arising from collective
bargaining and governmental laws.

HR is a product of the human relations movement of the early 20th century, when researchers began
documenting ways of creating business value through the strategic management of the workforce. The
function was initially dominated by transactional work, such as payroll and benefits administration, but
due to globalization, company consolidation, technological advancement, and further research, HR now
focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning,
industrial and labor relations, and diversity and inclusion.

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In startup companies, HR's duties may be performed by trained professionals. In larger companies, an
entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks
and functional leadership engaging in strategic decision making across the business. To train
practitioners for the profession, institutions of higher education, professional associations, and companies
themselves have created programs of study dedicated explicitly to the duties of the function. Academic
and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by
several field-specific publications. HR is also a field of research study that is popular within the fields of
management and industrial/organizational psychology, with research articles appearing in a number of
academic journals, including those mentioned later in this article.

In the current global work environment, most companies focus on lowering employee turnover and
retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but
also increases the risk of the newcomer not being able to replace the person who was working in that
position before. HR departments also strive to offer benefits that will appeal to workers, thus reducing
the risk of losing knowledge.

CONCEPT OF HUMAN RESOURCE MANAGEMENT

Human resource management is a process of bringing people and organizations together so that the goals
of each other are met. The role of HR manager is shifting from that of a protector and screener to the role
of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game
today in business is personnel. Nowadays it is not possible to show a good financial or operating report
unless your personnel relations are in order.

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are
decreasing. This calls for future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing a change in systems, management cultures and philosophy due
to the global alignment of Indian organizations. There is a need for multi skill development. Role of
HRM is becoming all the more important.

Some of the recent trends that are being observed are as follows:

The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric
organizations. Organizations now need to prepare themselves in order to address people

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centered issues with commitment from the top management, with renewed thrust on HR issues, more
particularly on training.

Charles Handy also advocated future organizational models like Shamrock, Federal and Triple I. Such
organizational models also refocus on people centric issues and call for redefining the future role of HR
professionals.

To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma
practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method
for sustainable improvement. These practices improve organizational values and helps in creating defect
free product or services at minimum cost.

Human resource outsourcing is a new accession that makes a traditional HR department redundant in an
organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international
players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies.

With the increase of global job mobility, recruiting competent people is also increasingly becoming
difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to
work out a retention strategy for the existing skilled manpower

NEW TRENDS IN INTERNATIONAL HRM

International HRM places greater emphasis on a number of responsibilities and functions such as
relocation, orientation and translation services to help employees adapt to a new and different
environment outside their own country.

Selection of employees requires careful evaluation of the personal characteristics of the candidate and
his/her spouse.

Training and development extends beyond information and orientation training to include sensitivity
training and field experiences that will enable the manager to understand cultural differences better.
Managers need to be protected from career development risks, re-entry problems and culture shock.

To balance the pros and cons of home country and host country evaluations, performance evaluations
should combine the two sources of appraisal information.

Compensation systems should support the overall strategic intent of the organization but should be
customized for local conditions.

In many European countries - Germany for one, law establishes representation. Organizations typically
negotiate the agreement with the unions at a national level. In Europe it is more likely for salaried
employees and managers to be unionized.

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HR Managers should do the following things to ensure success-

Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.

Employ innovative reward plans that recognize employee contributions and grant enhancements. Indulge
in continuous quality improvement through TQM and HR contributions like training, development,
counseling, etc

Utilize people with distinctive capabilities to create unsurpassed competence in an area, e.g. Xerox in
photocopiers, 3M in adhesives, Telco in trucks etc.

Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g. Motorola
is famous for short product development cycles. It has quickly commercialized ideas from its research
labs.

Lay off workers in a smooth way explaining facts to unions, workers and other affected groups
e.g. IBM , Kodak, Xerox, etc.

HR Managers today are focusing attention on the following-

 Policies- HR policies based on trust, openness, equity and consensus.

 Motivation- Create conditions in which people are willing to work with zeal, initiative and
enthusiasm; make people feel like winners.
 Relations- Fair treatment of people and prompt redress of grievances would pave the way for
healthy work-place relations.
 Change agent- Prepare workers to accept technological changes by clarifying doubts.
 Quality Consciousness- Commitment to quality in all aspects of personnel administration will
ensure success.

Due to the new trends in HR, in a nutshell the HR manager should treat people as resources, reward them
equitably, and integrate their aspirations with corporate goals through suitable HR policies.

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CHAPTER NO. 2 OBJECTIVE OF

THE STUDY

To find the relation and effect of Human Resources Management with organization effectiveness.

1. To understand the recruitment procedure adopted by the Indian companies

2. To understand the HR Practices and policies adopted by Indian companies.
3. To identify the training and development program adopted by the Indian companies
4. To identify compensation salary increment policy adopted by the Indian companies
5. To identify the present performance of an employee being appraised through career
advancement.
6. To identify employee welfare scheme launch by the govt.
7. To identify working hours of the Indian companies.
8. To provide better employee health, safety, welfare facilities as per their standard policies.
9. To understand the quality circle is beneficial for solving the problem.
10. To understand the reason of employee turnover.

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SCOPE OF THE STUDY

The scope of the research is very vast; however the total time period available was very limited for the
purpose of the study observation, analysis and conclusion. Second important thing is on account of
ethical and moral obligation of a manager disclosure of all pertained and particular policies has got
limitation because of his positional accountability and responsibility,

Studying “organization effectiveness through Human Resources Management” of the employee as

specialized subject restrict a training, recruitment and selection, job analysis, performance appraisal for
entering into Human Resources Management of different parameter as well as view of the company. The
finding of the study can be refried to as a reference for entire organizational policies, parameter and
particles.

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 CHAPTER NO. 3

CONCEPTUAL FRAMEWORK ON HUMAN RESOURCES

MANAGEMENT.

In order to achieve the company objectives, Human Resource Management undertakes the following
activities:

1. Recruitment, selection and placement of personnel.

2. Training and development of employees.
3. Appraisal of performance of employees.
4. Remuneration of employees.
5. Social security and welfare of employees.

1. RECRUITMENT, SELECTION AND PLACEMENT OF PERSONNEL.

Mode of Appointment:

The appointment to various points shall be made in the following manner:-

By Direct Recruitment:-

a. The qualifications for direct recruitment shall be such as specified in the staffing pattern.

b. The appointment shall be made according to the merit list drawn at the time of selection.

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 c. All appointments except to class-IV services shall be made on the recommendations of the
selection Committee consisting of the following:-

By Promotion

a. Appointment by promotion to the next higher post in the respective discipline in any category shall
be made on the basis of ‘Seniority-cum-Merit’ from amongst the employees working in the lower
category having at least five years service on the said post in the steel Industry.

By Transfer:

a. By permanent transfer of services of surplus staff of company the terms & conditions as
Prescribed by company and adopted by the Board from time to time subject to the approval of
Register.

b. By permanent transfer of an employee on his own request and upon the terms & conditions as
prescribed by the compnay and adopted by the board from time to time subject to the approval of
Registrar.

COMMENCEMENT OF SERVICE:

Services shall be deemed to have commenced from the working day on which the employee reports for
duty. If he reports for the duty in the afternoon’ the services shall be deemed to have commenced from
the following day.

ATTENDANCE AND LATE COMING:-

No employee shall enter or leave the premises of the Establishment accept by the gate or gates meant for
this purpose.

An employee who is off his duty or has resigned or has been discharged or declared by the competent
Medical Authority to be suffering from any contagious or infectious disease, shall immediately leave the
premises of the Established and shall not enter any part of it, except with the express permission of the
competent authority.

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All employees shall be liable to be searched both at the time of entry and exit at the main entrance of the
Establishment by an authorized person of the same sex with due dignity.

If more than one shift is working, the employee shall be liable to be transferred from one shift to
another.

SENIORITY:

The seniority of an employee under these rules shall be determined in a particular category of post on the
basis of the length of service on that post provided that in the case of employees appointment by the
direct recruitment which join within the period specified in the order of appointment or within such
period specified by direct recruitment who join with in the period specified in the order of appointment
or within such period as may from time to time be extended by the appointing authority, subject to a
maximum of one month from the data of order of appointment, the order of merit determined, shall not
be disturbed. Provided further that in the case a candidate is permitted to join the service after the expiry
of the said period of one month, his seniority shall be determined from the data he joins the service.

POSTING AND TRANSFERES:

Managing Director shall be competent to post/ transfer any employee within the establishment. He shall
also be competent to transfer an employee against any equivalent post or along with post.

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 2. TRAINING AND DEVELOPMENT OF EMPLOYEES.

"Employee Development" was seen as too evocative of the master-slave relationship between employer
and employee for those who refer to their employees as "partners" or "associates" to be comfortable with.
"Human Resource Development" was rejected by academics, who objected to the idea that people were
"resources" — an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon
"Learning and Development", although that was itself not free from problems, "learning" being an over
general and ambiguous name. Moreover, the field is still widely known by the other names.

Training and development (T&D) encompasses three main activities: training, education, and
development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development, note that
these ideas are often considered to be synonymous. However, to practitioners, they encompass three
separate, although interrelated, activities:

 Training: This activity is both focused upon, and evaluated against, the job that an
individual currently holds.
 Education: This activity focuses upon the jobs that an individual may potentially hold in the
future, and is evaluated against those jobs.

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  Development: This activity focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in the future, and is almost impossible to
evaluate.

The "stakeholders" in training and development are categorized into several classes. The sponsors of
training and development are senior managers. The clients of training and development are business
planners. Line managers are responsible for coaching, resources, and performance. The participants are
those who actually undergo the processes. The facilitators are Human Resource Management staff. And
the providers are specialists in the field. Each of these groups has its own agenda and motivations, which
sometimes conflict with the agendas and motivations of the others.

The conflicts are the best part of career consequences are those that take place between employees and
their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as
author, workplace relationship authority, and executive coach, Dr. John Hoover points out, "Tempting as
it is, nobody ever enhanced his or her career by making the boss look stupid." Training an employee
to get along well with authority and with people who entertain diverse points of view is one of the
best guarantees of long-term success. Talent, knowledge, and skill alone won't compensate for a sour
relationship with a superior, peer, or customer.

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 3. APPRAISAL OF PERFORMANCE OF EMPLOYEES.

An employee performance appraisal is a process—often combining both written and oral elements—
whereby management evaluates and provides feedback on employee job performance, including steps to
improve or redirect activities as needed. Documenting performance provides a basis for pay increases
and promotions. Appraisals are also important to help staff members improve their performance and as
an avenue by which they can be rewarded or recognized for a job well done. In addition, they can serve a
host of other functions, providing a launching point from which companies can clarify and shape
responsibilities in accordance with business trends, clear lines of management-employee
communication, and spur re- examinations of potentially hoary business practices. Yet Joel Myers notes
inMemphis Business Journal that "in many organizations, performance appraisals only occur when
management is building a case to terminate someone. It's no wonder that the result is a mutual dread of
the performance evaluation session—something to be avoided, if at all possible. This is no way to
manage and motivate people. Performance appraisal is supposed to be a developmental experience for
the employee and a 'teaching moment' for the manager."

PERFORMANCE APPRAISAL AND DEVELOPMENT

While the term performance appraisal has meaning for most small business owners, it might be helpful
to consider the goals of an appraisal system. They are as follows:
1. To improve the company's productivity

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 2. To make informed personnel decisions regarding promotion, job changes, and termination
3. To identify what is required to perform a job (goals and responsibilities of the job)
4. To assess an employee's performance against these goals
5. To work to improve the employee's performance by naming specific areas for improvement,
developing a plan aimed at improving these areas, supporting the employee's efforts at
improvement via feedback and assistance, and ensuring the employee's involvement and
commitment to improving his or her performance.

All of these goals can be more easily realized if the employer makes an effort to establish the
performance appraisal process as a dialogue in which the ultimate purpose is the betterment of all
parties. To create and maintain this framework, employers need to inform workers of their value, praise
them for their accomplishments, establish a track record of fair and honest feedback, be consistent in
their treatment of all employees, and canvass workers for their own insights into the company's processes
and operations.

A small business with few employees or one that is just starting to appraise its staff may choose to use a
prepackaged appraisal system, consisting of either printed forms or software. Software packages can be
customized either by using a firm's existing appraisal methods or by selecting elements from a list of
attributes that describe a successful employee's work habits such as effective communication, timeliness,
and ability to perform work requested. Eventually, however, many companies choose to develop their
own appraisal form and system in order to accurately reflect an employee's performance in light of the
business's own unique goals and culture. In developing an appraisal system for a small business, an
entrepreneur needs to consider the following:

1. Size of staff

2. Employees on an alternative work schedule

3. Goals of company and desired employee behaviours to help achieve goals

4. Measuring performance/work

5. Pay increases and promotions

6. Communication of appraisal system and individual performance

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 4. REMUNERATION OF EMPLOYEES

Employee Remuneration refers to the reward or compensation given to the employees for their work
performances. Remuneration provides basic attraction to a employee to perform job efficiently and
effectively. Remuneration leads to employee motivation. Salaries constitute an important source of
income for employees and determine their standard of living. Salaries affect the employee’s productivity
and work performance. Thus the amount and method of remuneration are very important for both
management and employees.

There are mainly two types of Employee Remuneration

1. Time Rate Method

2. Piece Rate Method

These methods of employee remuneration are explained below in detail

Methods of Employee Remuneration

1. Time Rate Method: Under time rate system, remuneration is directly linked with the time spent
or devoted by an employee on the job. The employees are paid a fixed pre- decided amount
hourly, daily, weekly or monthly irrespective of their output. It is a very simple method of
remuneration. It leads to minimum wastage of resources and lesser chances of accidents. Time
Rate method leads to quality output and this method is very beneficial to new employees as they
can learn their work without any reduction in their

21
 salaries. This method encourages employee’s unity as employees of a particular group/cadre get
equal salaries.

There are some drawbacks of Time Rate Method, such as, it leads to tight supervision, indefinite
employee cost, lesser efficiency of employees as there is no distinction made between efficient
and inefficient employees, and lesser morale of employees.

Time rate system is more suitable where the work is non-repetitive in nature and emphasis is
more on quality output rather than quantity output.

2. Piece Rate Method: It is a method of compensation in which remuneration is paid on the basis of
units or pieces produced by an employee. In this system emphasis is more on quantity output
rather than quality output. Under this system the determination of employee cost per unit is not
difficult because salaries differ with output. There is less supervision required under this method
and hence the per unit cost of production is low. This system improves the morale of the
employees as the salaries are directly related with their work efforts. There is greater work-
efficiency in this method.

There are some drawbacks of this method, such as; it is not easily computable, leads to
deterioration in work quality, wastage of resources, lesser unity of employees, higher cost of
production and insecurity among the employees.

Piece rate system is more suitable where the nature of work is repetitive and quantity is
emphasized more than quality.

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 5. SOCIAL SECURITY AND WELFARE OF EMPLOYEES

PROVIDENT FUNDS:

Employees shall be entitled to the membership of the Employees Provident Fund and other schemes
under the employees Provident Fund and Misc. Provisions Act’ 1952 irrespective of the pay drawn b him
re-employed persons shall be governed by the terms of their appointment.

BONUS:

Employees shall b entitled to payment of the Bonus under the payment of Bonus Act, 1965 as amended
or re-enacted from time to time.

MEDICAL BENEFITS:

An employee, as and when covered under the PSI Act/Scheme, shall get medical benefits as provided
there in. An employee not covered under the PSI Act/Scheme shall be entitled to medical benefits as may
be decided by the board from time to time with the concurrence of the compnay

ALLOWANCE:

Dearness Allowance, Additional Dearness Allowance, House Rent Allowance, City Compensatory
Allowance, Rural Allowance and Other Compensatory Allowance Shall be

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Admissible to the Employees of the Life Insurance as per the Decision of the Board with the concurrence
of the company.

BENEFITS ADMISSIBLE IN THE EVENT OF DEATH OF AN EMPLOYEE DURING

SERVICE:

In case of death of an employee while in the service of company his family members shall be entitled to
the following benefits/ facilities at the rates/scales and on the teams & conditions as approved by the
board.

Ex-gratia grant.
a. House Rent Allowance.
b. Encashment of P. leaves.
c. Priority for employment of window/dependent of deceased employee.
d. Special Ex-gratia grant to the family members of an employee of the compnay Killed
by terrorist action.

LEAVE:

All the employees shall be entitled to the following kinds of leave:-

 PRVILEGE LEAVE (LEAVE WITH WAGES:

One day for every 18 days of service (for the purpose of calculation of days of services, the period of
Privilege Leave availed and leave without wages/ absence shall not be counted).

 CASUAL LEAVE:

12 days per annum.

 SICK LEAVE:

14 days per annum to those employees who are not covered by the ESI ct/Schemes. 7 days

per annum to these employees who are covered by the ESI Act/Scheme.

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RESIGNATION:

If a regular/permanent employee intends to leave the service of tendering resignation, he shall have to
give one month’s notice in writing, otherwise, he shall have to deposit on e month’s notice in writing,
otherwise, he shall have to deposit one month’s salary or salary for the period by which the notice falls
short of one month (for this purpose salary will include basic pay +all other allowance admissible
thereon, experts House Rent/Rural allowance, Conveyance Allowance and Medical Allowance.)24 hours
notice shall be required for tendering resignation during probation period.

The resignation tendered by the employee may be accepted by the appointing authority.

SUPERANNUATION / RETIREMENT

Every employee shall be superannuated on the afternoon of the last day of the month in which he attains
the age of 58 years.

Not with standing anything contained in Rule 17.1 above, an employee may be permitted at his own
request to retire room the service attaining the age of 50 years or after 20 years of service at any time by
the appointing authority provided three months notice.

A thing contained in rule 17.1 and 17.2 above, the appointing authority shall, if it is of the opinion after
reviewing the entire service record of an employee that he is not fit to be retained in the service and that
it is in the interest of the Life Insurance.

Major misconducts:

Without prejudice to the generality of the term, “misconduct”, the following acts of communion or
omission shall, interlaid, constitute specific acts of Major Misconduct on the part of the employee:

1. Breach or habitual breach of any standing instructions or rules regulations, conditions of the
appointment letter or orders issued by the establishment from time to time.

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 2. Acting in any manner prejudicial to the inertest or reputation of the establishment, disregard
of any operation & maintenance.

3. Negligence or habitual negligence of duty or laziness or in efficiency or incompetence or

malingering or neglect of work or carelessness in work, poor or unsatisfactory performance
intentionally. Bring narcotic, liquor or other intoxicating things in premises or reporting.

4. Doing private or personal work during working hours, engaging in any other trade, business
profession, service of the Establishment without while in the competent authority.

PUNISHMENTS FOR MAJOR MISCONDUCTS:

One or more of the following punishments may be imposed on an employee who is found guilty of a
major misconduct, namely:-

1. Stoppage of one or more annual grade increments of pay with or without cumulative effect

2. Recovery of damages or the amount of loss suffered by the Establishment on account of

misconduct of the employee.

3. Demotion to the Lower post.

4. Termination of service.

5. Dismissal from service.

PUNISHMENTS FOR MINOR MISCONDUCTS:-

One or more of the following punishments may be imposed on an employee who is found guilty or
minor misconduct, namely:-

1. Warning or Censure.

2. Making an adverse entry in his service record.

26
 3. Stoppage of one annual grade increment of pay with or without cumulative effect for a
period of six months.

4. Recovery of loss of goods expressly entrusted to the employee or more for which he is
accountable.

5. Recovery from his pay of the he is accountable, pecuniary loss caused by him to the
establishment by negligence or breach of orders.

6. Suspension without pay or subsistence for a period not exceeding 15 days.

PROCEDURE FOR AWRDING PUNISHMENT FOR ACTS OF MINOR

MISCONDUTS:

Where an allegation of minor misconduct is alleged against an employee, he shall be called

upon to explain his position.

PROCEDURE OF ENQUIRY AND PUNISHMENT FOR MAJOR MISCONDUCTS.

An employee against whom a major misconduct is alleged shall be served with a charge Sheet by the
competent authority clearly setting forth the imputation of mis conduct and calling upon the employee to
submit his explanation within a period of 7 days, provided that such time may be extended for a
maximum period of 7 days , after the expiry of initial period of 7 days if sufficient reasons are advised by
the employee for seeking an extension, for which purpose a written request will have to be made him.

In case where the employee admits in writing the charge(s) leveled against him, it shall be open to the
competent authority to award one or more of the punishments provided in these rules without holding
any enquiry.

In the case of the explanation submitted by the employee is found to be satisfactory, the matter will be
dropped.

In case the employee fails to submit his explanation within the prescribed time or extended time allowed
to him or where the extended time allowed to him or where the explanation submitted by him is not
found satisfactory, the competent authority shall appoint a person to hold an enquiry

27
and issue ordered in this regards specifying there in the names of the Enquiry officers and the Presenting
officers.

The accused employee shall be entitled to the reimbursement of actual rail/bus fare only besides conveys
undertaken by him for inspection of relevant records and attending the enquiry proceedings at a station
other than his HQs.

The enquiry officer shall on the conclusion of the enquiry, submit his report in writing giving his
findings with the reasons therefore to the authority.

APPEAL AGAINST PUNISHMENT:

 An appeal against the orders of the competent authority imposing punishment, under rules 29 and
30 of these riles shall lie to the board of directors of the company. The board shall constitute a
committee consisting of chairman, nominee of the company, nominee of RCs and nominee of
NDDB to examine the appeal on the basis of records.

 An appeal shall be filled within a period of 30 days from the data on which the appellant receives a
copy of the order appealed against or is deemed to have received.

 The appellate authority may after consideration of the case and on recording sufficient reasons yet
aside, reduce, confirm or enhance the punishment and its decides to enhance the punishment, the
accused employee shall be given an opportunity to show cause against such enhancement.

SUSPENSION:

In a case where it is considered that the employee be suspended pending enquiry, the competent authority
may suspend the employee pending issues of a charge sheet or subsequent domestic enquiry or till the
final orders are passed on the enquiry case. Where criminal proceeding against an employee in respect of
any offence involving moral turpitude is pending and the competent authority is satisfied that it is
necessary/desirable to place the employee under suspension, the competent.

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SUBSISTENCE ALLOWANCE DURING SUSPENSION:

o An employee shall be paid during the period of suspension subsistence Allowance @ 50

% of the wages to which the employee was entitled to immediately preceding the date of such
suspension for the first 90 days of suspension and 75% of such wages for the remaining period of
suspension.

o The payment of subsistence Allowance to the suspended employee shall be subject to his
processing a certificate every month about his having not taken up any other employment and his
having remained at the head quarters.

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CHAPTER NO. 4

RESEARCH METHODOLOGY

In order to cope up with the emerging challenges due to tough global competitions, the way out for this is
to produce quality products at reasonable prices. This is possible only through an organization culture of
quality consciousness and enhanced productivity. Optimal utilization of resources especially the human
resources are one sure way of meeting this objective. That’s why proper induction of an employee is very
important.

STATEMENT OF THE PROBLEM

The topic selected for the study is “Human Resources Management” The main theme of the project is the
analysis and interpretation of practices of the employees using Human Resources as a tool.

It is prepared to know whether the company is preparing well or not; performance of the company and
about its competitiveness by the analysis and interpretation of the Human Resources Management
Process.

A critical study of the effectiveness of Human Resources Management system and suggest ways for
improvement.

The problem lies in identifying relationship, mutual understanding between the management and the
employees.

The Human Resources Management system provides detailed information about person so that the
management can take appropriate steps to improve and achieve the organization goals and help to
maintain the smooth relationship between them.

NEED OF THE STUDY

Provides information about the performance ranks, basis on which decision regarding salary
fixation, confirmation, promotion, transfer and demotion are taken.

30
 Provide feedback information about the level of achievement and behaviour of subordinate this
information helps to review the performance of the subordinate, rectifying performance
deficiencies and to set new standards of work, if necessary.

Provide information to diagnose deficiency in employee regarding skill, knowledge, determine

training and developmental needs and to prescribe the means for employee growth provides
information for correcting placement.

LIMITATION

a) The time limit to complete the project was less.

b) There are lot of difference between authors of same subject.
c) All data collection is based on books, internet and employees of different-different companies.
d) The information provided by the companies is not very specified and clear in order to analyze
the statement.
e) The basic nature of these statements is historical and past can never be precise.
f) Analysis of primary data is done on the assumption that the answers given by the respondents
are true and correct.
g) Most of the employees are not ready to share the information.

RESEARCH OBJECTIVES

The current research will be aimed at determining the Human Resources Management at Indian
companies. The research will be focused on the following major issues.

a) To study the significance of Human Resources Management.

b) To study the system development at Indian companies

c) To measure the factors related to Human Resources Management.

31
 d) To study the employee relation and executive response for Human Resources
Management in Indian companies.

SCHEME OF RESEARCH

The following methodology was adopted in project

 Comprises of understanding the theoretical concepts in general.
 Questionnaire study
 Analysis of the primary data
 Analysis of the secondary data

RESEARCH DESIGN

Research design means a specified framework for controlling the data collection. The research is of
descriptive in nature, which could provide an accurate picture of induction procedure conducted in the
organization. Descriptive research includes surveys and fact-finding inquiries of different kinds. The
research is of Ex post facto nature in which researcher no control over the variables has. Statistical
method lay stress on objectivity rather than rely on intuition and judgment and average & percentages
can easily be calculated.

The statically method needs the collection of data in two forms

1. Primary data
2. Secondary data

1. PRIMARY DATA

The primary data are those, which are collected afresh and for the first time, and thus happen to be
original in character. The data on the required information is collected from actual persons using the
product/ services. This data is more suited for the objectives of the project.

2. SECONDARY DATA

The data which have already been collected by someone else or taken from published or unpublished
sources and which have been already been passed through the statistical process.

32
MODE OF DATA COLLECTION

The study is based on Secondary data which includes:-

Secondary Data will be gathered from books and journals on Human Resources Management, data
available in different-2 companies’ websites, and other HRM websites.

33
CHAPTER NO. 5

 FOCUS GROUP
 SAMPLING METHODS
 SAMPLE SIZE
 TOOLS USED
 DATA ANALYSIS AND INTERPRETATION

34
FOCUS GROUP

The following Human Resources Management is highlighted in this project.

1. The main focus in this project is given on the recruitment and selection process of the company.
If the company is select the right candidate for the right person then the company has not to spend
the money on the recruitment process, if the company can select the right candidate, the candidate
can easily spend latest 5-7 years with the organisation.
2. Second main focus is given in this project report is working hours and working environment of
the company. The company working conditions is suitable for all employees or not, and
environment is good for female employees or not.
3. Whether the employees are satisfied with the health, safety, welfare facility provided by the
company or not.
4. Whether the company increment process and promotion process is liked by the employees or
not.
5. Training policy of the company is good for employee learning or not.

And there are so many other thinks which is not taken in this project due to time shortage and difficulty
in collection of the data.

35
SAMPLING METHODS
SAMPLE SIZE

Sample Size : 100 Employees of different local companies. Sampling

Method: Sampling was done on the basis of Random sampling.

TOOLS USED

MOTIVATIONAL TOOLS

Motivating for work is inseparable to continue productivity. But work when itself serves as motivation
then progress is inevitable. The organization must take great care to motivate its employees through
various methods.
 Promotion may be one of the best motivational factors. Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o Initiative steps taken.

 Organization may also provide fringe benefits such as

o leave travelling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization

36
WELFARE ACTIVITIES

The organization may adopt welfare policies such as

o Transportation facility

o Canteen facility with breakfast, lunch and dinner facility along with refreshments.

o Canteen could be free, subsidized, paid. But the most preferred one is through subsidized
mode.

o The organization must also possess first aid facilities for its staff. A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be always
provided.

o The organization must also possess a grievance handling committee despite a union to
take an action for their problems. It could be a three tier of four-tier grievance committee.

37
DATA ANALYSIS AND INTERPRETATION

Data Analysis and interpretation is conducted on 100 employees of Local Companies.

1. How long you are working in the organization?

YEARS WORKING IN THE PERCENTAGE

ORGANIZATION
0-2 YEARS 6 6%
2-5 YEARS 16 16%

5-10 YEARS 30 30%

MORE THAN 10 YEARS 48 48%
TOTAL 100 100%

6
% 0-2
16
48 years
%
% 2-5 yrs

30 5-10
% yrs
>10
years

working in the organisation

Finding

From the chart that 48 employees are working for more than 10 years. Even no. of employees working
between 5-10 years are 30. This shows that most of the employees are satisfied with their job. The
attrition rate of the company is very low. This indicates that employee are satisfied and their respondent
were interviewed and it was found that employee to know while they are continuing in their company for
more than 10 year and followed that they are overall satisfied.

38
 2. Are you comfortable with the working environment?

WORK ON NUMBER OF PERCENTAGE

ENVIRONMENT RESPONDENT
GOOD 50 50%

SATISFIED 40 40%

BAD 10 10%

TOTAL 100 100%

number of respondent
60

50

40

30
number of respondent
50
2040

10
10
0 bad
good satisfied

Finding

50% of employee express as a good environment remain. From the remaining 50% about 40% says a
satisfactory job environment only about 10% feels bad working environment is there. There are not
satisfied with the way they are given the work. They feel there is the bias is there.

39
 3. What are the various sources of recruitment in your organization?

OPTION SOURCE PERCENTAGE

INTERNAL 26 26%

EXTERNAL 16 16%

BOTH 58 58%

TOTAL 100 100%

Source

26%

Internal external
both

58%
16%

Finding

About 58% of recruitment through both internal and external source and 26% of recruitment
through internal source and 16% of recruitment through external source.

40
 4. Whether the employees are satisfied with the health, safety, welfare facilities provided by
the Company?

OPTION NO OF RESPONDENT PERCENTAGE

SATISFIED 76 76%

DISSATISFIED 24 24%

TOTAL 100 100%

No.of respondent

80
70
60
50
40
30
20
no of respondent
10
0

satisfieddissatisfied
Finding

It shows that 76% are satisfied and 24% give a negative reply. After further interviewing the
respondent that there has to be the further health check-up like cancer and other test health policy.

41
 5. Are you satisfied with recruitment process of your company?

OPTION NO OF RESPONDENT PERCENT

AGE
YES 65 65%

NO 35 35%

TOTAL 100 100%

No.of respondent

35%

yes
no

65%
Finding

About 65% of employee are satisfied with recruitment process in the company because as per their
vacancy in the organization the manager check the C.V. of that candidate whatever they want from the
candidate is to be there or not and then personal and technical interview and 35% are satisfied
recruitment process as the candidate may have competence but it is not mention in the CV and may not
have preferred well were rejected.

42
 6. Are you satisfied with your organization salary increment policy?

H0: The organization salary increment policy is not effective.

H1: The organization salary increment policy is effective.

OPTION NO.OF RESPONDENT PERCENTAGE

YES 47 47%
NO 23 23%

CAN'T SAY 30 30%

TOTAL 100 100%

no.of respondent

30%
47%
yes no
can't say

23%

Finding

About 47% of employee are satisfied the organization salary increment policy because most of the
employee in the organization consider that the salary increment policy is good, 23% of employee are not
satisfied the organization salary increment policy because most of the employee is not agree what
increment they had given is not up to the mark as per their profession and 30% of employee can’t say
anything because they want to do the work what salary organization provide to the employee they are
happy. So alternative hypothesis is accepted.

43
 7. Are you satisfied training procedure given in the organization?

H0: THE TRAINING PROCEDURE IS NOT EFFECTIVE

H1: THE TRAINING PROCEDURE IS EFFECTIVE

OPTION NO.OF RESPONDENT PERCENTAGE

YES 68 68%

no.of respondent
NO 32 32%
Finding
TOTAL 100 100%
70 About
60
50
40 no.of respondent
30
20
10
0 68% of
yesno
employee are satisfied training procedure given in the organization because the trainee should understand
each and every thing what trainer should teach in the organization is about the internal training as well as
external training and 32% of employee are not satisfied training procedure given in the organization
because the training provided to the trainees which is not as per the aptitude and attitude, proficiency
level of an employee. So alternative hypothesis is accepted

44
 8. Are you getting regular training in your company?

H0: THE REGULAR TRAINING IS NOT EFFECTIVE

H1: THE REGULAR TRAINING IS EFFECTIVE

OPTION NO. OF RESPONDENT PERCENTAGE

YES 62 62%

NO 38 38%

TOTAL 100 100%

no.of respondent

38%
yes no
62%

Finding:

About 62% of employee says ‘yes’ should get the regular training in the organization because on these
training trainee should understand each and every thing what trainer should teach in the organization and
38% of employee says ‘no’ shouldn’t get the regular training in the organization because training is
provided once in the career and if they don’t perform they are terminated from a job. So alternative
hypothesis is accepted.

45
 9. Does the present performance appraisal meet your career advancement?

H0: The present performance of an employee is not being appraised through career
advancement.
H1: The present performance of an employee is being appraised through career advancement.

OPTION NO.OF RESPONDENT PERCENTAGE

YES 67 67%
NO 6 6%
CAN'T SAY 27 27%
TOTAL 100 100%

No.of respondent
no.of respondent

27%

yes no
6% can't say
67%

Finding

About 67% of employee says ‘yes’, 6% of employee says ‘no’ and 27% of employee says can’t say. So
that present performance appraisal is used in the organization for charting their career planning and so
alternative hypothesis is accepted.

46
 10. Are you satisfied with promotion activities in the organization?

H0: The promotion activities are not satisfied in the organization.

H1: The promotion activities are satisfied in the organization.

OPTION NO.OF RESPONDENT PERCENTAGE

YES 76.64 76.64%

NO 23.36 23.36%

TOTAL 100 100%

no.of respondent

23.36%
yes
no
76.64%

Finding:

About 76.64% of employees are satisfied with the promotion activities in the organization
because the ranking method is used in the organization for the promotion activities and 23.36% of
employees are not satisfied with the promotion activities in the organization. According to that ranking
method is used for appraising the performance and there is no individual initiated which can focus on
development. So alternative hypothesis is accepted.

47
CHAPTER NO. 6

FINDINGS OF STUDY:
The findings during the work carried out by me can be categorized into two

A) Positive findings:-

1. A majority of employees feel that recruitment process carried out in their companies are
satisfactory. Management is also satisfied with the process of recruitment to some extent.

2. Most of the employees feel that the HR department is good. About 58% of the managers say that
they prefer both internal as well as external source for recruitment and selection.

3. Almost all the employees are satisfied with the training activities conducted in the organisation.
68% of the employees have achieved their training objectives.

4. Superiors are very supportive and helps their sub-ordinates in achieving their objectives

5. The management has understood the importance of systematic appraisal system & they are taking
every effort to implement it properly.

6. The training programme arranged for performance appraisal is good. The trainer is also very
effective to make the employees understand the concept.

7. The performance appraisal training programme is appreciated by the employees & they are really
benefited by it.

B) Negative findings:-

1. Some employees were moderately or not much satisfied with the process of recruitment.

2. Since rules and regulations are very dynamic, so most of the employees face difficulty to adjust
with them.

3. Most of the candidates do not turn up when they are called up for the interview.

4. Regional behaviour and language influence is higher during training and even after delivering their
language; the desired effects are not seen.

48
6. Most of the employees slowly understand the importance of performance appraisal.

SUGGESTIONS

As in the competitive world where the need for every organization to prove itself the best and make an
outstanding and remarkable progress is the need, no fact could be left ignored. Every organization must
know the shortcomings and must try to go for building up the shortcomings. An ethical practice in any
organization could only be achieved if the organization works for the well being of its employees. Every
organization must possess a basic structure and the organization must be capable enough to reward its
outstanding performers and must appreciate the initiative works.

According to the survey been conducted with various HR heads of various organizations here are few
suggestions from their side:

INDUCTION PRACTICES

Induction is must in every organization for all level of employees to make them well known of the
industry they are working in.

 The best ways to perform induction may be through

o Lectures
o Power point presentations prepared explaining company’s policies.
o Through SOPs (Standard operating procedures)
o Manuals
o But the most adopted one is through personal induction.

 The induction program must follow a proper feedback from employees been put into the
program which is again an ethical practice and is achieved by

o Induction scheduling

o Opinions from supervisors

o Feedback forms.

49
RECOMMENDATIONS

 For all the programs the organization must follow feedback method to understand the effectiveness
of any practice in a better way.

 Holistic views of induction should out show both positive and negative aspects of the organization.
This ultimately let the employee know about both the phases of the policies adopted by the
organization.

 Practice of providing a brief presentation of the company and a booklet for rules and regulations of
company must be maintained so that the employee could go through it whenever required.

 Individual should concentrate more while training. When an organization invests on training of an
employee, the purpose of training serves the mutual benefit of both organization and the
employee. Thus, the employee should be more oriented towards drawing as much benefits as he can.
Employees are supposed to understand their role for particular training program.

 Company must maintain training manuals or training charts and training report submitted by the
trainee. This, practice not only keeps a maintained record of the programs been conducted but also
keep the employee known of the knowledge gained by him which could later be utilized.

 A pre- evaluation and post evaluation practice should be followed to understand the success of
training and the training could be then effectively used to fill gaps later.

 Continuous training module should be conducted, personality development training should be

provided.

 To motivate the employees

 Performance awards could be given every year.

 Incentives could be paid.

50
 Salary saving schemes could be provided.

 Extra activities such as games and sports, community meetings, recreational activities, picnics, tours and
outings should be planned to improve the interpersonal relationships.

 External welfare activities could also be taken up by the organization such as

o Blood donation camps
o Safety week
o Free eye camps
o Free books for children
o Poster and quotes competition could be organized.

 Devotion, belongingness and good team member spirit should be rewarded. Employees should be
encouraged for group efforts and team work.

 To avoid worker union for better employee welfare and give suitable welfare activities from time to
time to the employees in house work committee should be developed to handle the grievance.

 Employee’s participation is key issue. Thus, suggestions should always be invited and maximum
efforts should be put up to implement the suggestions.

51
SUGGESTIONS

 Employee’s family’s involvement in motivating employee is the key element. It creates a special
pressure point.

o Drawing competitions of children could be organized.

o Special training for wives could be arranged to teach them what are the dos and
doesn’t.

o Special scholarships could be announced for the children of employees securing good
marks.

 Management by objective should be adopted. The practice should be objective to avoid

biasness.

 Kaizen award could be given to the implementer of best suggestion.

52
CHAPTER NO. 7

CONCLUSION

At last I want to say that while recruitment and selection identify acceptable candidate, the process still
continue with induction program for the new employee, we can further fine tune the fit between the
candidate’s qualities and the organization’s desire. Then to make the employees more skilled behavioral
training may be provided.

It makes the positive impact of any organization, but it needs a lot of money, time, attention and
guidance. It is just like only taking, not giving or taking the starting benefits and when the time comes for
returning back you just quit the job. So it is not always fruitful.

The employee motivation is needed to be built up through constant attempts of the organization. The
organization may adopt various methods for motivating the employees. It may be by providing
recreational activities such as tours, picnics, family outings, annual days, sport days, functions, and
parties. The organization must consider its employees as its family members and must provide some
profit sharing policy such as ESOPs , bonus, and shares. the organization may provide fringe benefits.

Welfare activities to be undertaken by the organization may include various facilities such as uniform for
the employees for whom HR department is responsible for its maintenance and providing it.

Last but not the least rewards are the main motivational activity, which may be monetary and non-
monetary rewards.

At last to conclude, I would like to say that with enthusiasm that it was a great experience working with
many experienced people working at senior positions. Interacting and spending time with the people rich
in learning experience. The people were very cooperative and helpful and encouraging. It is an
experience to be cherished for a long time.

It was great of learning so much about HR practices and implementing them. I’m really thankful for all
the senior members who explain me the working strategies and methodologies of organizations.

53
CHAPTER NO. 8

SUMMARY OF THE PROJECT REPORT (SYNOPSIS)

S.NO. PARTICULAR
1 TITLE OF THE PROJECT
2 STATEMENT OF THE PROBLEM
3 OBJECTIVES OF THE STUDY

TITLE: HUMAN RESOURCES MANAGEMENT

Human resource management is a process of bringing people and organizations together so that the goals
of each other are met. The role of HR manager is shifting from that of a protector and screener to the role
of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game
today in business is personnel. Nowadays it is not possible to show a good financial or operating report
unless your personnel relations are in order.

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are
decreasing. This calls for future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing a change in systems, management cultures and philosophy due
to the global alignment of Indian organizations. There is a need for multi skill development. Role of
HRM is becoming all the more important.

STATEMENT OF THE PROBLEM

The topic selected for the study is “Human Resources Management” The main theme of the project is the
analysis and interpretation of practices of the employees using Human Resources as a tool.

It is prepared to know whether the company is preparing well or not; performance of the company and
about its competitiveness by the analysis and interpretation of the Human Resources Management
Process.

A critical study of the effectiveness of Human Resources Management system and suggest ways for
improvement.

54
The problem lies in identifying relationship, mutual understanding between the management and the
employees.

The Human Resources Management system provides detailed information about person so that the
management can take appropriate steps to improve and achieve the organization goals and help to
maintain the smooth relationship between them.

OBJECTIVE OF THE STUDY

To find the relation and effect of Human Resources Management with organization effectiveness.

1. To understand the recruitment procedure adopted by the Indian companies

2. To understand the HR Practices and policies adopted by Indian companies.
3. To identify the training and development program adopted by the Indian companies
4. To identify compensation salary increment policy adopted by the Indian companies
5. To identify the present performance of an employee being appraised through career
advancement.
6. To identify employee welfare scheme launch by the govt.
7. To identify working hours of the Indian companies.
8. To provide better employee health, safety, welfare facilities as per their standard policies.
9. To understand the quality circle is beneficial for solving the problem.
10. To understand the reason of employee turnover.

55
ANNEXURE

This questionnaire is to study the “HUMAN RESOURCES MANAGEMENT”. You are requested to
please give few minutes to fill the questionnaire and provide us with valuable information. All the
information provided by you will be treated as confidential. We will be glad to share the summary of the
survey with you ….

Instructions

You may mark more than one option if relevant.

You are free to put your remarks in every blank provided.

1) Name of the company
2) Complete address
3) Name of HR head
4) E-mail address
5) Telephone no.
6) Work force of the company
7) Turnover rate
8) does your organization have other manufacturing units in India (Yes /
No)
9) if Yes, how many permanent employees do u have in each
(1) (2) (3)
INDUCTION PROGRAM
1) Does the company provide induction for new employees (yes/no)
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd’s
o Any other, please specify

3) Who participates in delivering the function?

56
 o HR department
o Related department
o All departments
o Any, other please specify

4) Does induction is
o Same for all
o Different for different levels

5) Induction related to which areas are provided

6) What is the duration of induction program `
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other, please specify

8) Do the organization follow any induction scheduling ?

9) Any other best induction practices you would like to share

BEHAVIORAL TRAINING

1) How does the company recognize the need for training?

o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product

57
 o Unsatisfactory promotions
o Any others, please specify

2) What type of training is conducted?

o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify

3) Who gives the training?

o Internal trainer
o External trainer
o Any other, please specify

4) what is the percentage of employee involved in training

5) what is the annual budget for training
6) what is the module duration of training
7) How do you take feedback of training program

8) Please provide us any other information to help us understand the measurement of

training effectiveness

9) Any best practice in training you would like to

share

58
MOTIVATIONAL TOOLS

1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)

o Picnics
o Tours
o Family outings
o None
o Any other, please specify

2) Does the company provide any profit sharing policy

o ESOP’S
o Bonus
o Shares
o None
o If any other, please specify

3) Does the company take up initiative for improving interpersonal relationship

o Parties
o Functions
o Get together
o Community meetings

59
 o Any other, please specify

4) does the company provide any retirement benefits

o Gratuity
o VRS( voluntary retirement scheme)

o PF (Provident fund)

o Pension
o Old age security
o Any other, please specify
5) What are the promotional bases adopted by the organization

6) What are the fringe benefits provided by an organization

7) Any other motivational initiative you would like to share with

us

WELFARE ACTIVITIES

1) Does the company provide any transportation facilities (yes/no)

2) If yes, what type of facilities have been provided

3) Does the company provide uniform for its employees(yes/no)

60
 4) If yes,
o Who is responsible for providing these uniforms
o Who take care of their maintenance

5) Does the company has well establish cafeteria/canteen(yes/no) If yes,

6) What facilities are provided?

o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
8) Does the company has any special aid facility( you can mark more than one
option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please
specify
9) Does the company adopt any on job safety measures
o Fire safety
o Electric/ shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None

61
 o If any other please
specify
10) What policy do the company has for rehabilitation of injured staff

11) What are the grievance handling procedures of the organization

12) Any other welfare related initiative you would like to share

62
BIBLIOGRAPHY

Books

 PERSONNEL / HUMAN RESOURCE MANAGEMENT

 DECENZO & ROBBINS

 HUMAN RESOURCE MANAGEMENT

 GARY DESSLER

 PERSONNEL/ HUMAN RESOURCE MANAGEMENT

 ROBERT L MATHIS
 JOHN H. JACKSON

 HUMAN RESOURCE MANAGEMENT

 DEEPAK BHATTACHARYA

Websites: -

http://en.wikipedia.org/wiki/Human_resource_management

www.cityhr.com

THANK YOU VERY MUCH FOR YOUR SUPPORT!!!

63