SUMMER TRAINING PROJECT REPORT

ON
“Hr Policies and their Implementation”

AT

“MindaSai Limited”

NOIDA

Submitted for the partial fulfillment towards the awards of the degree in Master
of Business Administration of Dr. A.P.J Abdul Kalam Technical University,
Lucknow.

Submitted by:

Ankit kumar singh

(1513370010)

(Batch:2015-17)

Under the supervision of

Prof. Gaurav Aggarwal

Department of MBA Noida Institute of Engineering and

Technology (NIET) 19, Knowledge park-1nstitutional Area,
Greater Noida Gautam Buddh Nagar (UP), India- 201306
 DECLARATION

I ANKIT KUMAR SINGH , hereby declare that all the information furnished in this

PROJECT, is my original work containing authentic facts. This piece of work is only being

submitted to NOIDA INSTITUTE OF ENGINEERING & TECHNOLOGY in the partial

fulfillment for the degree of Master of Business Management.

(Ankit kumar singh)

 ACKNOWLEDGEMENT

My sincere thanks to the people at the MINDA LTD., who supplied me in the completion of

this project.I am grateful to the Dr.DILEEP SINGH(Prof & HOD) for providing me this

academic tenure at this reputed center of learning. I convey my gratitude to Mr.GAURAV

AGGARWAL without whose guidance this project could not have been presented in this

way. They have been constant sources of inspiration and encouragement.

(ANKIT KUMAR SINGH)

 Table of Contents

Chapter Title of Chapter Page no.

No.
1. Chapter-1: INTRODUCTION 1-13

1.1 Introduction of the Topic 1

1.2 Objective of the study 10

1.3 Need and Scope of Study 10

1.4 Limitation of study 11

1.5 Executive Summary 12

2. Chapter-2:COMPANY PROFILE 14-29

2.1History 23

2.2 Organization structure 24

2.3 Product range 29

3. Chapter-3:THEORITICAL FRAMEWORK OF THE 30-35
TOPIC AND RESEARCH METHODOLOGY
30
3.1 Human Resource Policies
34
3.2 Research Methodology
4. Chapter-4: DATA ANALYSIS AND INTERPRETATION 36-54
5. Chapter-5: CONCLUSION 55-59

5.1 Findings 56

5.2 Suggestions & Recommendations 57

 5.3 Future scope 58
6. Bibliography 60-61

7. Annexure 62-65

8. List Of Pie Charts 36-54

Fig.4.1 36

Fig. 4.2 37

Fig. 4.3 38

Fig. 4.4 39

Fig. 4.5 40

Fig. 4.6 41

Fig. 4.7 42

Fig. 4.8 43

Fig. 4.9 44

Fig. 4.10 45

Fig. 4.11 46

Fig. 4.12 47

Fig. 4.13 48

Fig. 4.14 49

Fig. 4.15 50

Fig. 4.16 51

Fig. 4.17 52

Fig. 4.18 53

Fig. 4.19 54
 CHAPTER-1: INTRODUCTION

1.1 INTRODUCTION OF TOPIC

In reviewing the purpose of HR Policies at MindaSai Ltd., the organization stated that the HR

Policies has been a key part of the management process for the effective utilization of human

resource. The company aims to fulfil the following objectives through its HR Policies:

 Ensure a high degree of selectivity in recruitment so as to secure super achievers and

nurture them to excel in their performance.

 Impart such induction, orientation and training as to match the individual to the task

and inculcate a high sense of organizational loyalty.

 Provide facilities for all round of growth of individual by training in and outside the

organization, reorientation, lateral mobility and self-development through self-

motivation.

 Groom every individual to realize his potential in all facets while contributing to

attain higher organizational and personal goals.

 Build teams and foster team-work as the primary instrument in all activities.

 Recognize worthy contributions in time and appropriately, so as to maintain a high

level of employee motivation and morale. Appraisals and promotions shall be ethical

and impartial.

 Implement equitable, scientific and objective system of rewards, incentives and

control.

 Contribute towards health and welfare of employees.

 1

Corrective Action For Non Conformance

 Non conformance to the policies mentioned is reviewed by the Group HR Cell,

respective CEO and HR Head of the company. The review will suggest remedial

measures to avoid repetition of the non conformance through elimination of the root

causes for the same.

 Board of Directors is kept informed of the review and action plans decided to avoid

the non conformance in the ensuing monthly meeting.

Document And Data Control

 Documents and data are generated by the Corp. HR in the form of hard copies or

electronic medium.

 Documents are reviewed and approved for adequacy by Corp. HR prior to issue.

The various procedures that form the HR Policy of the Organization are:

1. Recruitment and selection of manpower

2. Induction and Placement

3. Job Rotation

4. Performance appraisal

5. Counselling

6. Career Planning

7. Succession planning

8. Employee training and Development

 2

9. Human Resource Information Management System

10. Retirement Planning

11. Job Enrichment

12. Exit Interviews

A brief preview of the above mentioned policies and the various objectives that these policies

aim to achieve are given in the subsequent chapters.

Due to high level of secrecy maintained in the organization, the policies given below are

according to my understanding and interpretation of the subject.

1. RECRUITMENT POLICY

 In Minda Group, recruitment and selection of personnel is explicitly based on the

criteria of their knowledge, skills and attitudes, so as to secure super achievers and

nurture them to excel in their performance.

 All fresh candidates are absorbed only after satisfactory completion of appropriate

training.

 All direct recruitment is through the HR department.

 Detailed selection procedures as decided from time to time are adhered to without any

compromise.

 Above procedures shall undergo continuous refinement through evaluation and

feedback.
 3

2. INDUCTION AND PLACEMENT POLICY

 At Minda Group, new recruits imparted such induction, orientation, training and

placement so as to individuals to the task and inculcate a high sense of organizational

loyalty.

 The HRD Department and the concerned heads of parent departments prepare a well-

structured Induction Program to acquaint the new recruits with the people,

organizational structure, and interface between different departments, functions and

culture of the organization.

 The Induction Program is formulated to suit the position of the candidate and

necessary to be provided to him.

3. JOB ROTATION POLICY

 At Minda Group, facilities are provided for all-round growth of individuals through

lateral mobility. This shall enhance their employability as well as equip them to

shoulder higher responsibilities.

 Systematic Job Rotation from time to time shall have a revitalizing effect on the

individual as well as the organization.

 All promotions to the level of HODs will be considered only when an individual has

undergone rotation through at least 2 sections.

 4

4. PERFORMANCE APPRAISAL POLICY

 Performance Appraisal grooms every individual to realize his potential in all facets by

helping to identify and achieve his personal goals within the framework of

organizational objectives.

 Appraisals shall be ethical and impartial so as to recognize worthy contributions

appropriately and in time in order to maintain a high level of employee motivation and

morale.

 The Performance Appraisal Systems aims at integration of individual and

organizational goals.

5. COUNSELLING

Counselling sessions, which are conducted by HR Department or Professional Counsellor or

Performance Appraiser, are available to all the employees in order to fulfil the following

objectives:

 To enhance employees’ competence and job satisfaction.

 To prepare employees for future responsibilities.

 To establish a better working relationship between the superior andsubordinate.

 To enable employees to cope with personal problems.

 5

6. CAREER PLANNING POLICY

 Career Planning system in MindaGroup is aimed at developingpeople of the

rightcaliber to meet present and future needs of the organization. It shall be an

essential ingredient for SuccessionPlanning.

 The mandatory factors to be considered prior to career planning shall

be:

a. The organization’s long and short term plans.

b. Manpower skills required towards implementing these plans.

c. Attrition rate of people with high potential, above average and

averagecaliber.

d. Recruitment through internal and external sources at all levels and its

ratio as appropriate to the organization.

e. The number of people recruited and trained every year.

7. SUCCESSION PLANNING POLICY

HODs and above identify successors, primary and secondary, to his position at the time of

annual appraisal. This is reviewed every year along with the annual appraisal.

8. TRAINING AND DEVELOPMENT POLICY

  At Minda Group, training and development activities strive to ensure continuous

growth of organization by nurturing the strengths of the employees and providing the

environment and opportunity for every individual to realize his/her potential.

 The policy aims at broadening the outlook of the individuals and bridging the gap

between actual performance and the performance necessary to deliver results.

 Facilities are provided to all individuals towards self development and all round

growth through training.

 HR Department identifies average performers and provides special training.

9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

 Human Resource Information Management Systems (HRIMS) aims at:

a. Providing accurate information about employees to managementfor decision-

making.

b. Eliminating duplication of efforts.

c. Offering quick and easy access to human resource information at random as

well as in regular report form.

 The system has two layers of security. Access to the system is through keying in the

valid combination of username and password. Permission to access certain programs

is restricted to identify key personnel.

 An integrated employee database is maintained and continuously updated with

information from personnel at regular intervals regarding biographical data, work

experience, qualifications, appraisal, training and career paths.

 7

10. RETIREMENT PLANNING

 At Minda Group, retirement of all individuals is aided through planned programs by

HR Department so as to lessen the associated misgivings and anxiety.

11. JOB ENRICHMENT

 Minda Group follows a people centred approach to job enrichment with a view to

enhance the performance of the employee, leading to higher job satisfaction.

12. EXIT INTERVIEW

 The organization has a regular turnover of employees due to various reasons such as

retirement, voluntary retirement, and resignation etc. from time to time. Feedback is

obtained from the employee on occasions of separation from the organization. Such

feedback on matters that effect well being of the people is useful in improving the

organization in respect of HR Policies and practices.

The HR Policy Manual (or Managerial Service condition Manual) was designed in order to

facilitate the mangers in gathering the information regarding the various service conditions

that are offered by the organization. This manual includes the service conditions which are

most frequently asked for. The various services conditions included are:
1. Provident Fund

2. Gratuity

3. Privilege Leave

4. Superannuation Scheme

5. Medical Reimbursement & Hospitalization

6. Dental Policy

7. Group Accident Insurance Scheme

8. Housing Loan Scheme

9. Vehicle Loan Scheme

10. Phone Policy

11. Leave Travel Assistance (LTA)

12. Local Conveyance Rules

13. Transfer Policy

14. HRR Policy for Area Office Managers

15. Canteen Service

16. Cash Payments & Advance Settlements

17. Performance Excellence Scheme

18. Performance excellence Form

19. ParivarSurakshaYojna

20. Policy for Get Together of Employees

21. Notice Period for Managerial Employees

22. Conveyance Reimbursement for Interview Candidates

23. Car Policy

24. Post Retrial Benefits

 25. Inland Travel Rules

26. Foreign Travel Rules

27. Application for Housing Loan

28. Application for Car Loan

29. Application for 2-wheeler Loan

30. Application for 2-wheeler (wards) Loan

1.2 OBJECTIVE OF THE STUDY

1. To study the HR Policies of the company.

2. To incorporate the amendments in the base policy and prepare a final policy.

3. To design a HR Policy manual for the company with special emphasis on the

“Managerial Service Conditions”.

1.3 NEED & SCOPE OF STUDY

1. In any organization human resource is the most important asset. In today’s current

scenario, MindaSai Ltd. is a very large manufacturer and marketer of chemical.

2. As most of the company’s overall performance depends on its employee’s

performance which depends largely on the HR POLICIES ofthe organization.

3. So the project has wide scope to help the company to perform well in today’s global

competition.
 4. The core of the project lies in analyzing and assessing the organization and to design

an HR POLICY manual for the organization.

10

1.4 LIMITATIONS OF THE STUDY

1. The employees are comparatively less motivated than the organisation expect them to

be.

2. Accurate Performance Appraisal technique is absent due to which the employees are

not able to perform their respective jobs upto the level as aimed by the organisation.

3. The employees are not satisfied with the communication and decision-making

process as it leaks the information related to organization.

4. The employees do not receive the appropriate recognition and rewards for their

contributions and accomplishments.

5. The employees feel that they are not paid fairly for the contributions they make to

company’s success.
 11

1.5EXECUTIVE SUMMARY

My internship at MindaSai Limited, Greater Noida was a great exposure to theindustry. After

going through my summer training, I had a firsthand experienceof how an industry as well as

HR department functions.

INTRODUCTION OF PROJECT

This project is about the HR Policies in MindaSai Limited. The HRPolicies in an organization

helps every individual to raise his/her potential in all

facets by helping him to be satisfied and secured about his present and future.

PROJECT TITLE

The title of the project is “HR Policies and Its Implementation in MindaSaiLimited”. As the

name indicates it is the study of the HR Policies prevalent inthe organization.

ORGANISATION
MindaSai Ltd. began with a vision to support the country’s drive towards selfsufficiency and

import substitution in 1970. What began as a fully indigenous sodium nitrite and sodium

nitrate plant in Nandesari, Gujarat, has now growninto a globally proactive company with a

presence in over 20 countries ,including USA, European Union & East European nations,

12

Japan, ASEANcountries, South Korea and South America. This has led to a paradigm shift

from low value bulk chemicals and intermediates to high value fine andspecialty chemicals

based on our core expertise as well as lateral and verticalintegration of our existing products,

exploring downstream derivatives.

With a strong focus on customer satisfaction, the company has set up CustomManufacturing

services to meet specific needs of end users. Our capabilitiesextend to the manufacture of

high-value, specialty products either based on ourown end products or developed especially

for our users.

MSL has been ranked amongst the top 500 Body corporates by Dun andBradstreet for the last

three years.
 13

CHAPTER-2: COMPANY PROFILE

• Group founded in 1958 by Late Shri SL Minda

 Global presence across various product segments in Auto Component Industry

Cater to all OEMs and vehicles manufacturers in India, and large vehicle

manufacturers in Europe, Asia & CIS Region

• 2012 -13 Revenue: INR 3145 Cr/USD 572Mn/ Euro 437Mn.

Locations:

 India: 23 Plants

 Poland: 1 plant

 Indonesia: 1 Plant

 Germany: 4 plants

 Czech Republic: 1 plant

 Vietnam: 1 plant

 Uzbekistan: 1 Plant

Offices in Japan & Russia.

• Over 11,200 employees

 14

VISION & MISSION

The purpose of all human activity is to make life better. MSL believes in improving life

through innovative science. Through innovations, we constantlyendeavour to bring better

products and processes that bring greater value tosociety.

Core Purpose

"Improve Life Through Innovative Science"

Vision

 We are a role model enterprise, respected globally for excellence in quality and

innovation

 We enhance stakeholder value while adhering to the code of responsible care and

ethical values

 We are an employer of choice and preferred business partner worldwide

Corporate Values

MSL believes in honouring its commitment, integrity and transparency are an integral part of

our relationship with customers, employees, society.

Respect for Life: the company believes that life in all its forms must berespected. We respect

and value our people. Our employees are our valuecreators whose efforts, creativity and bond

we cherish. Our customers, whoreward us for our value creation and our stakeholders, who

are committed to usin our endeavour to improve life. We also recognize and respect our

environment and take every effort to preserve it.

15

VALUE STATEMENT

Integrity We are open, ethical, transparent & uncompressing in ourwork.

Decisiveness Set a goal, analyzes the facts and work on alternatives andconclude them

in fixed time frame.

Team Spirit We encourage group interaction and working together.United and

collective drive achieves the desired goal.

Commitment We keep all promises made within and outside thecompany.

Caring We are concerned for our environment, society andemployeesand work

for their betterment.

Excellence We are a role model and benchmark company for ourproducts,services

and business processes.

Innovation We nurture creativity and encourage application ofknowledgeand ideas

 in all facets of our business.

Customer Customer is uppermost in our mind.

16

QUALITY AND ENVIORNMENT

At MSL quality is the keyword in every activity and a constant endeavour to achieve

standards of the highest levels has been an ongoing commitment from the time of its

inception as well as recognition and acknowledgement of this devotion. This achievement has

been set as a benchmark to go forward in excellence.

For MSL it is an ongoing process to continuously explore new product applications,

competitive technologies and potential markets. MSL has scaled this success with its

trademark of commitment and quality. The commitment towards this is apparent from the fact

that MSL has a total manpower of 85 persons supporting the Quality and Technical functions

at its various manufacturing facilities.

All its products are manufactured in accordance with the current acceptable world standards.

All its manufacturing facilities have been upgraded conforming to the current ISO: 9001:2000

standard, from the earlier ISO: 9002:1994 standard, and are now certified by KPMG for

ISO:9001:2000 standard.
The major environmental issues addressed are:

 Ongoing manufacturing processes are studied in detail with a view to minimize

generation of liquid/gaseous waste streams as a part of continuous improvement.

 A specially constituted Pollution control Cell at our R&D centre is actively engaged

in developing technologies for environment protection at our manufacturing plants.

Our Pollution Cell in fact also helps out smaller industrial units that do not have

17

capabilities and infrastructure for such jobs. The efforts of our team are not aimed at

just pollution minimization but also to conserve energy, improve process yields and

product quality.

The above practices help in achieving strict compliance with statutory standards laid down by

the regional Pollution Control Authorities for plant effluent and emission quality.

FACILITIES

Manufacturing Facilities

Along with producing world class products, the manufacturing is geared towards innovation,

reduction of costs & overheads to offer Value for money Solutions.

The company operates with five state-of-the-art plants, at  Greater Noida, Murbad (Mumbai),

Kakkalur ( Chennai), Pithampur (Indore) and Pune.

With sound foundation for manufacturing components, applicators, assembly & circuit

checking boards &moulding tools in-house, Minda produces harnesses to meet OEM's

requirements.

18

Product Design

Latest technologies for product design results in shorter lead time for development.

Testing Facilities
For wiring harnesses two types of testing are carried out :

1. On Line i.e. Routine and

2. Performance / Endurance i.e. Non-Routine Tests

Online (Routine)

During production there is:

 100% circuit checking for fitment & electrical continuity

19

 100% visual checking for verifying critical parameter

Performance / Endurance (Non-Routine Tests)

These are of the following types :

 Electrical

 Mechanical

 Environmental

 Endurance

Electrical

 Oil immersion testing.

 High Voltage Test.

 Conductor resistance/ voltage drop

Mechanical/Optical
 Insertion/ withdrawal forces of Coupler to Coupler

 Crimping dimensions / strength

 Mechanical position of joints/ branches and overall dimensions (critical)

Environment Test

 Salt spray on plated parts.

 Heat resistance test for wires/ sleeve

 Cold resistance test for wires/ sleeve

20

ACHIEVEMENTS

"Q" Award for Quality & Delivery – Honda Motorcycle for 2

consecutive years
Supplier Quality Circle Award by TVS

DOL Award from Sonalika

Award for Dev - M & M

Award from ACMA

 NPD award –VECV

21

RESEARCH AND DEVELOPMENT

The Company has formidable technological alliances with globally renowned players in all its

business verticals. The slew of acquisitions and joint ventures has brought global best

technologies to its folds. The Company has set up an advanced Research & Development

center at Noida, which is equipped with best-in- class physical and human capital. The

Company is leveraging the manpower cost advantage in India to carry out breakthrough

developments at its R&D centre and supporting all its global manufacturing units including

those in India. MSL has kept pace and grown with technology. Design innovations and

technological adaptability as the strength of the Group, the Company is focussed on

developing new products.

A dedicated cell to develop new technology products for its customers and a team of 75

engineers working on Mechanical & Electronic Security Systems, Door Systems, Window
regulators, Electronic controllers & Plastic Interiors definitely give the group an upper hand

in designing new products.

The design teams of the group companies in Germany and Japan are very much integrated

with MSL design team in India. The Company has all types of design software like Pro-E,

CATIA, ANYSIS, MDO, AutoCAD etc.

The R&D team jointly undertakes specific development projects with premium technical

institutes in India. The R&D not only works for its Indian operations but also develops

products for its manufacturing companies in Indonesia and Vietnam. Japanese advisors are

available on panel to update technology.

22

2.1HISTORY

For over five decades, MINDA has been a major presence in India's automobile industry.

These fifty years have been interspersed by a number of technological innovations that have

gone on to become industry standards. Today the Group has emerged as one of the leading

manufacturer of automobile components with a turnover of Rs. 3145 Crores ($ 572

million) for 2012-13 and employs more than 11,200 people in India and Overseas.

For the technological edge, we have a dedicated R&D facility and collaborations with the

pioneers and leaders of the Automobile Industry. For assimilating the latest technologies,

Spark Minda has entered into strategic alliances and technical collaborations with leading

international companies and acquired businesses across Europe. This has provided Spark

Minda with the cutting edge in product design and technology to meet strict international

quality standards.
The Group companies are accredited with QS 9000, ISO-14001, and TS Certification. We

are one of India's leading manufacturers of Security Systems, Wiring Harnesses, Couplers &

Terminals, Instrument Clusters, Sensors, Die Casting, Interiors, Windows Regulators, Keys &

Key Duplicating Machines that caters to all major two, three, four wheeler & off-road

vehicles manufacturer in India and Overseas.

The products are well accepted worldwide both within OEMs and the after-market.

23

2.2 ORGANISATION STRUCTURE

o Board Of Directors

 Mr. Ashok Minda, 51 years of age is Graduate in Commerce Stream.

 He has rich and vast experience of more than 27 years in the Automotive Industry. He

served as Director of MindaChairman & Group CEO,IndustriesLimited from December

 12, 1996 to April 14, 2011.Spark MindaHe is holding theposition of a Director and is

Member ofvarious Committees of the Company's Board.

 Mr.AvinashPrakash Gandhi is 73 Years of age. Mr. Gandhi holds Bachelor's Degree in

Mechanical Engineering from Birla Institute of Technologyand has completed Director &

Member ofSenior Management programs atIndian Institute of Management

CommitteeandAdministration Staff CollegeofIndia. He is presently holding theposition of

director and member/chairman of various committeeson the Boards of Lumax Industries Ltd.,

ContinentalEngines Ltd., Indo Alusys Ltd., PanalfaAuto EktriePvt. Ltd andClutch Auto Ltd.

24

 Mr.Rakesh Chopra, 61 years of age, is a Chartered Accountant (England & Wales) and an MBA

from Cranfield University, U.K.Committee.Mr. Chopra has spearheaded various industry groups

Director & Chairman of Audit at top management levels, including Escorts, till September 2006.

He has rich experience of around 35 years. He is holding the positionofDirector in GPR Enterprises

Private Limited, Kempty CottagesPrivate Limited, Bharat Gears Limited and Fairfield Atlas

Limited.He is also a founder member and Chairman of IndraprasthaCancerSociety (Rajiv Gandhi

Cancer Hospital & Research Centre).

 Mr.LaxmanRamnarayan holds various academic and professionalqualifications including B.COM,

CWA and MMS. At 44, he hasLAXMAN RAMNARAYANexperience of over two decades in

finance strategy. He is a Director Director& Member ofin Kotak Investment Advisors Limited.

Mr.Laxman ispresently Audit committeeholding the position of a director of audit

committeemember of Mahindra Aerospace Private Limited and MahindraAero structures Private

Limited.

25

 Mr.JeevanMahaldar, 53, is an MBA and a B. Tech (Mechanical).He has rich and

vast experience of more than 31 years in Automotive Industry. He was appointed as

Managing Director of Executive Director & CEO theCompany in the year 2007.

Earlier, he has worked with TataFicosaAutomotive Systems Limited.

Mr.Mahaldar is presentlyholding the position of a director in Minda Vale

Security SystemsPrivate Limited.

 26

MANAGEMENT TEAM

Praveen Gupta Chief Executive Officer

Corporate Heads :

ArunWadhwa : Head – Corporate Finance & Accounts

Deepak Manocha : Head – Corporate Purchase

Har Singh Mehra : Head – Corporate IT

Navi Seth : Head – Corporate MfgEngg& Business

Excellence

Ritwik Guha : Head – Corporate Design Engineering

Jagat Singh Dangi : Head – Corporate Human Resources

Unit Heads :

Sanjay Garg   : SBU Head – Component Division

Kanwaljit Singh Thukral   : SBU Head – G.Noida

Neeraj Sharma : SBU Head – Murbad

D. ArumugaSwamy : SBU Head – Kakkalur

Manoj Mishra : SBU Head – Pithampur

27

2.3 MSL PRODUCT RANGE

Spark Minda, Ashok Minda Group manufactures different lines of automobile parts that

broadly fall under the following categories:

1. Safety, Security and Restraint System:

 Electronic & Mechanical Security System

 Window Regulator & Door Checker

 Key (Mechanical & Electronics) and Key

Duplicating Machine.

 Die Casting

2. Driver Information and Telematics System:

 Instrument Clusters and Sensors

 Wiring Harness

3. Interior Systems:

 Kinematics, Seats and Trunks

 Engine, Under Body and others

28
CHAPTER-3: THEORITICAL BASE OF THE TOPIC AND

RESEARCH METHODOLOGY

HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct which“formulate, redefine,

break into details and decide a number of actions” thatgovern the relationship with employees

in the attainment of the organizationobjectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations,sex, marital status,

and the like.

2. Policy on terms and conditions of employment-compensationpolicy and methods,

hours of work, overtime, promotion, transfer,lay-off and the like.

3. Policy with regard medical assistance-sickness benefits, ESI andcompany medical

benefits.

4. Policy regarding training and development-need for, methods of,and frequency of

training and development.

5. Policy regarding industrial relations, trade-union recognition,collective bargaining,

grievance procedure, participativemanagement and communication with workers.

FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization.

29
 2. Attitudes and philosophy of founders of the company as also its directorsand the top

management.

3. Attitudes and philosophy of middle and lower management.

4. The knowledge and experience gained from handling countless personnelproblems on

day to day basis.

BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the followingbenefits:

a. The work involved in formulating policies requires that the managementgive deep

thought to the basic needs of both the organization and theemployees. The

management must examine its basic convictions as wellas give full consideration to

the prevailing practices in otherorganizations.

b. Established policies ensure consistent treatment of all personnelthroughout the

organization. Favouritism and discrimination are, thereby,minimized.

c. Continuity of action is assured even though top management personnelchange. The

CEO of a company may possess a very sound personnelmanagement philosophy.

He/she may carry the policies of theorganization in his/her head, and he she may

apply them in an entirelyfair manner. But what happens when he/she retires? The

tenure of officeof nay manager is finite. But the organization continues. Policies

promote stability.

30
 d. Policies serve as a standard of performance. Actual results can becompared with the

policy to determine how well the members of theorganization are living upto the

professional intentions.

e. Sound policies help build employee motivation and loyalty. This isespecially true

where the policies reflect established principles of fairplay and justice and where they

help people grow within the organization.

PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equalopportunities to every

employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the rightjob.

3. Principle of free flow of communication to keep all channels ofcommunication open

and encourage upward, downward, horizontal,formal and informal communication.

4. Principle of participation to associate employee representatives at everylevel of

decision-making.

5. Principle of fair remuneration to pay fair and equitable wages andsalaries

commensurating with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labour to treat every job and every job holderwith dignity and

respect.

8. Principle of labour management co-operation to promote cordialindustrial

relations.

9. Principle of team spirit to promote co-operation and team spirit amongemployees.

10. Principle of contribution to national prosperity to provide a higherpurpose of work

to all employees and to contribute to national prosperity.

32
 RESEARCH METHODOLOGY

1. METHODS OF DATA COLLECTION

Types of data used:

1. Primary data: All the people from different profession were personally visited. They

were the main source of Primary data.

2. Secondary data: It was collected from internal sources. The secondary data was

collected on the basis of organizational file, official records, news papers, magazines,

management books preserved information in the company’s database and website of

the company.

He got various information from journals,historical documents, magazines and reports

prepared by the other researchers.

For the present piece of research the investigator has used the followingmethods:

 Questionnaire

 Interview

 Observation

2. SAMPLE SIZE

Here, researcher has taken 30 as the sample size.

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4. SAMPLING TECHNIQUE

Here, random sampling techniquehasbeen used.

5. QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with request to answer

the questions and return the questionnaire. The questionnaireconsisted of a number of

questions printed or typed in a definite order. The HRManager has to answer the questions

on their own. The researcher has chosenthis method of data collection due to low cost

incurred, it is free from bias of theinterviewer and respondent have adequate time.

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CHAPTER-4: DATA ANALYSISANDINTERPRETATION

A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in your

organisation?

Fig. 4.1

INTERPRETATION: Regarding external recruitment sources 82%employees are satisfied

or agree whereas 18% are not satisfied whichis performed in the organization. Therefore, the

employees aresatisfied by recruitment process.

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 2. Are you satisfied with the monetary reward given on bringing a candidateon board?

Fig. 4.2

INTERPRETATION: Regarding monetary reward given on bringing on board 74% of

employees are satisfied and 26% are not satisfied.

36
 3. Are you satisfied with the background checks conduct for employees?

Fig. 4.3

INTERPRETATION: Regarding background checks which is conductfor employees 78%

employees are satisfied whereas 22% employees are not satisfied.

37
 4. Are you satisfied with the monetary limits given to you for the expenses?

Fig. 4.4

INTERPRETATION: Regarding monetary limits provided to employees for their expenses

79% of the employees are satisfied and 21% of the employees are not satisfied.

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B. INDUCTION

1. The induction programme of your organization is informal type.

Fig. 4.5

INTERPRETATION: Regarding induction programme which is conducted in the

organization, 82% of the employees are satisfied whereas 18% of the employees are not

satisfied.

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2. The induction of your organization covers organizational structure and policies.

Fig. 4.6

INTERPRETATION: Regarding induction of organization, 90% of theemployees are

satisfied and 10% of the employees are not satisfied. It means that most of the employees are

benefited.

40
C. TRAINING AND DEVELPOMENT

1. Is the training need analyzed for Employee performance in your

organization?

Fig. 4.7

INTERPRETATION: Regarding employee performance, 76% of employees are satisfied

whereas 24% of employees are not satisfied. It means that most of the employees get affected

from this evaluation.

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2. Are you satisfied with the Classroom method adopted by your organization to

train the employees?

Fig. 4.8

INTERPRETATION: Regarding Classroom method, 73% of the employees are satisfied

whereas 27% of the employees are not satisfied.It means most of the employees get affected

but some of the employeeswant training and development programmes to train employees.

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3. Effectiveness of training program in your Organization is evaluated by

observing the post training performance of employees.

Fig. 4.9

INTERPRETATION: Regarding effectiveness of training program, 68% of the employees

are satisfied whereas 32% of the employees are not satisfied. It means that some of the

employees want that evaluation of effectiveness of training program should be done with

some other method.

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D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Fig. 4.10

INTERPRETATION: Regarding Balance scorecard method, 92% of theemployees are

satisfied whereas only 8% of the employees are not satisfied. It means that most of the

employees are benefited from this evaluation method.

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2. Are you satisfied with the feedback given to you by organization?

Fig. 4.11

INTERPRETATION: Regarding feedback 72% of the employees aresatisfied whereas 28%

of the employees are not satisfied. It means that some of the employees get benefited but

some are not.

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 E. CAREER PROGRESSION

1. Are you satisfied with the mentor system followed for careerprogression?

Fig. 4.12

INTERPRETATION: Regarding mentor system followed for careerprogression, 84% of the

employees get benefited and only 16% of theemployees are exempted.

46
2. Are you satisfied with the competence analysis and feedback frommanager?

Fig. 4.13

INTERPRETATION: Regarding competence analysis and feedbackfrom manager 78% of

the employees are satisfied whereas 22% are not satisfied. It means that some of the

employees want feedback from other source.

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F. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Fig. 4.14

INTERPRETATION: Regarding privilege leave provided to employees, 83% of the

employees are satisfied whereas 17% of the employees are notsatisfied.

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G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Fig. 4.15

INTERPRETATION: Regarding informal communication pattern, 87% of the employees

are satisfied and 13% of the employees are not satisfied.It means most of the employees are

comfortable with this communication process.

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2. Are you satisfied with the opinion survey and Department meeting?

Fig. 4.16

INTERPRETATION: Regarding opinion survey and department meeting,76% of the

employees are satisfied and 24% of the employees are not satisfied.

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H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Fig. 4.17

INTERPRETATION: Regarding monetary rewards, 67% of the employees are satisfied

whereas 33% of the employees are not satisfied. It means that some of the employees want to

implement non-monetary rewards in the organization.

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I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident

Insurance policy?

Fig. 4.18

INTERPRETATION: Regarding contingencies provided under this policy, 76% of the

employees are satisfied and 24% of the employees are not satisfied.

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J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim policy?

Fig. 4.19

INTERPRETATION: Regarding services provided under Mediclaim policy, 89% of the

employees are satisfied and 11% of the employees are not satisfied.

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 CHAPTER-5: CONCLUSION

The Policy of the company provides facilities for all round growth ofindividuals by training

in-house and outside the organization,reorientation, lateral mobility and self-development

through self motivation.It grooms every individual to realize his potential in all facetswhile

contributing to attain higher organizational and personal goals.

The Policy builds teams and foster team-work as the primary instrumentin all activities. It

implements equitable, scientific and objective system ofrewards, incentives and control. It

recognizes worth contributions in time and appropriately, soas to maintain a high level of

employee motivation and morale.The employees agree on the part of their performance that

they knowwhat is expected from them.The employees understand how their work goals relate

to company’sgoals.

Company inspires the employees to do their best work every day.The employees are not

satisfied with the communication anddecision-making process as it leaks the information

related toorganization. The employees do not receive the appropriate recognition and

rewardsfortheir contributions and accomplishments.The employees feel that they are not paid

fairly for the contributions theymake to company’s success.

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 5.1 FINDINGS

Study shows that

1. The Policy of the company provides facilities for all round growth of individuals by

training in-house and outside the organization, reorientation, lateral mobility and self-

development through self motivation.

2. The Policy grooms every individual to realize his potential in all facets while

contributing to attain higher organizational and personal goals.

3. The Policy builds teams and foster team-work as the primary instrumentin all

activities.

4. The Policy implements equitable, scientific and objective system ofrewards,

incentives and control.

5. The Policy recognizes worth contributions in time and appropriately, soas to maintain

a high level of employee motivation and morale.

6. The employees agree on the part of their performance that they knowwhat is expected

from them.

7. The employees understand how their work goals relate to company’sgoals.

8. Company inspires the employees to do their best work every day.

55
 9. The employees are not satisfied with the communication and decision-making process

as it leaks the information related to organization.

11. The employees do not receive the appropriate recognition and rewards for their

contributions and accomplishments.

12. The employees feel that they are not paid fairly for the contributions they make to

company’s success.

5.2SUGGESTIONS &RECOMMENDATIONS

1. The Performance Appraisal of employee should be evaluated on the basis of 360

degree feedback or 180 degree feedback.

2. The Organization should focus on mentor system intend to helpemployees in their

career progression.

3. The Organization should conduct Psychometric tests for employees.

4. The Training should be mandatory for all level of employees.

5. The Departments should develop constructive attitude towards eachother.

56
 6. The company should give the appropriate recognition for thecontributions and

accomplishments made by employees. A flexiblereward system should be adopted by

organization to improve employeemotivation.

7. A more transparent and full proof communication system developed inthe

organization.

8. Replacing the lacuna in the current system.

9. Wages and salary administration process should have a more scientific approach

laying stress on equal wages for equal work done.

4.3 FUTURE SCOPE

MindaSai Ltd., Spark Minda Group is a people oriented and people driven organization.

An equal opportunity employer, the Group is known for attracting and nurturing talent. It

offers challenging environment and growth opportunities for everyone. We believe in

diversity, as it brings in a wealth of ideas.

The Company offers a very conducive working climate and its policies are employee

friendly. Focus on team morale is very high and no effort is spared to ensure that people

at work place are comfortable and enjoy their work. Work environment is informal and

employees are empowered to take day to day decisions. A number of Group activities

57
like Quality circles and Cross Functional Teams are encouraged to solve work place

problems.

MSL recognizes personal initiative, excellence and group effort. It offers ample scope for

experimentation and research and encourages the employees to be creative. The team is

rewarded for achievements and bettering their performances.

MSL focuses on development of its employees by giving them precise inputs for both

operational and managerial training.

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BIBLIOGRAPHY
Books:

1. Ashwathapa - “Human Resource Management”, 2e, Pearson

2. Michael Armstrong - “Human Resource Management”, 5e, McGraw Hill

3. Richard J. Niehaus - “Human Resource Policy Analysis: Organizational

Applications”, McGraw Hill

Journals & Articles:

1. Articles by T.V.Rao Learning Systems.

2. Policies of MindaSai Ltd.

3. Documents of MindaSai Ltd.

Websites:

www.minda sai.com

www.wikipedia.com

www.hrgroup.com

www.ppspublishers.com

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 ANNEXURE
Name of Employee: -----------------------------------------------------------------------

Designation: ----------------------------------------------------------------------

QUESTIONNAIRE

A. Recruitment and Selection

1. Are you satisfied with the external recruitment sources performed in yourorganization.

1. Agree 2. Disagree

2. Are you satisfied with the monetary reward given on bringing a candidate on board?

1. Agree 2. Disagree

3. Are you satisfied with the background checks conduct for employees.

1. Agree 2. Disagree

4. Are you satisfied with the monetary limits given to you for the expenses?

1. Agree 2. Disagree

60
B. Induction

1. The induction programme of your organization is informal type.

1. Agree 2. Disagree

2. The induction of your organization covers organizational structure and policies.

1. Agree 2. Disagree

C. Training and Development

1. Is the training need analyzed for Employee performance in your organization?

1. Agree 2. Disagree

2. Are you satisfied with the Classroom method adopted by tour organization to trainthe

employees?

1. Agree 2. Disagree

3. Effectiveness of training program in your Organization is evaluated by observingthe post

training performance of employees.

1. Agree 2. Disagree

D. Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?

1. Agree 2. Disagree

61
2. Are you satisfied with the feedback given to you by organization?

1. Agree 2. Disagree

E. Career Progression

1. Are you satisfied with the mentor system followed for career progression?

1. Agree 2. Disagree

2. Are you satisfied with the competence analysis and feedback from manager?

1. Agree 2. Disagree

F. Leave Policy

1. Are you satisfied with the privilege leave provided to you?

1. Agree 2. Disagree

G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?

1. Agree 2. Disagree

2. Are you satisfied with the opinion survey and Department meeting?

1. Agree 2. Disagree

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H. Rewards and Recognition

1. Are you satisfied with the monetary rewards?

1. Agree 2. Disagree

I. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?

1. Agree 2. Disagree

J. Mediclaim Policy

1. Are you satisfied with the services covered under this policy?

1. Agree 2. Disagree

63