hr polices

7/25/2019 hr polices

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A

PROJECT REPORT

ON

HR POLICIES AND ITS IMPLEMENTATION

AT

SHIVAM SALES CORPORATION

SUBMITTED BY

Name

P.GAURAV PATEL

UNDER THE GUIDANCE OF

NAME

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PREFACE

Human resource management is concerned with people element in management.Since every organization is made up of people, acquiring their services,developing their skills motivating to high level of performances and ensuringthat they continue to maintain their commitments to the organization which areessential to achieve organizational ob!ectives.

This pro!ect is meant to know the Human "esource #olicies in the organization.The H" #olicies are a tool to achieve employee satisfaction and thus highly

motivated employees. The main ob!ective of various H" #olicies is to increaseefficiency by increasing motivation and thus fulfill organizational goals andob!ectives.

The ob!ective is to provide the reader with a framework of the H" #olicy$anual and the various ob!ectives that the different policies aim to achieve. Themain focus was on the managerial levels of employees in SH%&'$ S'()SC*"#*"'T%*+.

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ABOUT THE TOPIC

HUMAN RESOURCE POLICIES

Human "esource #olicies refers to principles and rules of conduct which

formulate, redefine, break into details and decide a number of actions- thatgovern the relationship with employees in the attainment of the organizationob!ectives.

H" #olicies cover the following

/. #olicy of hiring people with due respect to factors likereservations, se0, marital status, and the like.

1. #olicy on terms and conditions of employment2compensationpolicy and methods, hours of work, overtime, promotion, transfer,lay2off and the like.

3. #olicy with regard medical assistance2sickness benefits, )S% andcompany medical benefits.

4. #olicy regarding housing, transport, uniform and allowances.

5. #olicy regarding training and development2need for, methods of,and frequency of training and development.

6. #olicy regarding industrial relations, trade2union recognition,collective bargaining, grievance procedure, participativemanagement and communication

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EXECUTIVE SUMMARY

$y internship at Shivam Sales Corporation, Hyderabad was a great e0posure tothe industry. 'fter going through my summer training, % had a firsthand

e0perience of how an industry as well as H" department functions.

INTRODUCTION OF PROJECT

This pro!ect is about the H" #olicies in Shivam Sales Corporation. The H"#olicies in an organization helps every individual to raise hisher potential in allfacets by helping him to be satisfied and secured about his present and future.

PROJECT TITLE

The title of the pro!ect is H" #olicies and %ts %mplementation in Shivam Sales

Corporation-. 's the name indicates it is the study of the H" #olicies prevalentin the organization.

ORGANISATION

Shivam Sales Corporation began with a vision to support the country7s drivetowards self sufficiency and import of wodden logs in /89:. ;hat began as afully indigenous sal wood, Teak wood, $eranthi wood,


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BOARD OF DIRECTORS

Sh! Sa"#h$%h 'ma Cha'ha"( =ounder

He is the founder of the company and associated with it since /89:, right from

the date of inception of the company. He is well known businessman, having 1:

years of e0perience in the wooden field.

Shri Chandulal Patel, Co-Founder

He is the Co-Founder of the company and associated with it since

/89:, right from the date of inception of the company. He has 15 years of

e0perience in the wooden field because it is his family occupation.

Sh! Rame%h Pa#e), Chairman

He is the Chairman of the Sri Mahalashmi Timber epot and

associated with it since /89:, right from the date of inception of the company.

He has 1: years of e0perience in the wooden field because it is his family

occupation and he is brother of Chandulal patel.

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ABOUT THE ORGANI*ATION

Shivam Sales Corporation began with a vision to support the country7s drivetowards self sufficiency and import of wodden logs in /89:. ;hat began as afully indigenous sal wood, Teak wood, $eranthi wood,


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VISION & MISSION

The purpose of all human activity is to make life better.SSCBShivam Sales Corporation believes in improving life throughinnovations in the wood field. Through innovations, they wanted to

bring better products and processes that bring greater value tosociety

C$+$a#e Va)'e%

SSCBShivam Sales Corporation believes in honoring itscommitment. integrity and transparency are an integral part of ourrelationship with customers, employees, society.

"espect for (ife the company believes that life in all its forms mustbe respected. ;e respect and value our people. *ur employees areour value creators whose efforts, creativity and bond we cherish.*ur customers, who reward us for our value creation and ourstakeholders, who are committed to us in our endeavor to improvelife. ;e also recognize and respect our environment and take everyeffort to preserve it.

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OBJECTIVES

To study the H" policies of the company.

To study 'mandments made in the H" policies of Shivam

Sales Corporation.

To study the work environment of Shivam Sales Corporation

SCOPE OF THE STUDY

%n any organisation human resource is the most important

asset. %n today7s current scenario, Shivam Sales Corpaoration

is a very large dealers and manufacturer of wooden doors and

windows, (amination doors, $embrane doors, >oor frames

and window frames.

's most of the firms overall performance depends only on

chairmans planning and workers performance, which depends

largely on the H" policies of the firms.

The core of the pro!ect lies in analysing and assessing the

organisation and to design a H" policy manual for the

organisation.

LIMITATIONS OF HR POLICY IN ORGANISATION

%ts challenging for a single researcher to collect data from

documents and employees observation. The H" person has to know the daily status of the labours

behaviour in the organisation with the co2workers.

The well being of the employees or workers is the

mainoutcome in the end.


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RESEARCH METHODOLOGY

METHOD OF DATA COLLECTION,

The researcher have chossenthe questionnaire method of

data collection due to limited time in hand and busyness of the

people of H" and chairman in thebusiness.

H-+$#he%!% $ +$/e0#,

Human resource policies provided by the firm of employees

works as an agent for the growth ofemployees and also

motivates the employees to perform well i.e., employees and

workers performance and satisfaction is the valiable outcome

of sounf of H" policies of the organisation.

The various H" polivies in SH%&'$ S'()S

C*"#*"'T%*+ makes the workers enthusiastic towards

work.

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INTRODUCTION

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INTRODUCTION,

)very organisation is involved in taking varied desicions. Sum

desicion have long term orientation while other concern day to day

operations long desicions provide guide lines for future decisionmaking. policy is the such part of planning which provide guide

lines for future desicioning.

' policy is a general statement which is formulated by an

organisation for the guidence of his personnel. =irst ob!ects are first

formulated and then policy are planned to achieve them. #olicy are

a more of thoughts and the principle underlying the activities of an

organisation or business entities. #olicies do not require action, but

are intended to guide manager in the decision commitment whenthey do not make decisions. #olicies provides a framework within

which a person has freedom to act.

#olicies acting as principles provides rule of action for

achieving organisations specific ob!ectives. The co2ordinating links

inthe organisation are provided by the policies. They governs and

guides the action of an organisations overall performance and its

ob!ectives in the various areas of operation2production, finance

marketing and prosonnel. The clear formulation of policies help thee0ecutives to plan every operational aspect of the enterprise.

Though ob!ectives and policies are used to achieve

organisational goals but are different in assence. The ob!ectives are

the goals and the policies are the ways to achieve them. ' policy

gives guidelines and leaves scope for interpretation for the person

implementing them. This means that a policy has the fle0ibility for

interpretation. ' rigid policy become a rule.

Human resource policies are the generally formal rules andguidelines that businesses put in place to hire, train, assess and

reward the members of their work force.

This policies when organised and disseminated in an easily used

form, can serve to pre2empt many misunderstandings between

employees and employees about their rights and obligations in the

business place.

Having policies written is important so that it is clear to all

what the policies are and that they are applied consistently andfairly across the organisation.

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SUBJECT COVERED BY COMPANY HR POLICIES,

Small business owners should make sure that they address the

following basic human resource issues when putting together

their personnel policies

)qual employment oppurtunity policies.

)mployee classifications.

;ork days, pay days and pay advances.

*ver time compensation.

$eal periods and break periods

#ayroll deductions. &actions policies.

Holidays.

Sick days and personal leaves.

#erformance evaluation and salary increases.

#erformance improvements.

Termination policies.

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REVIE1

OFLITERATURE

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REVIE1 OF LITERATURE OF HR POLICIES( PROCEDURES AND

IMPLEMENTATIONS

The company conducts backgrounds checks on all times, part times and

temporary staff employees, post offers as well as non2employess who are not

on the companies pay2rolls, but are on business serving in various roles such

as builders, contracters, engineers, carpenters, etc..The company also use a

third party check backgrounds of the employees. The type of information that

can be compared by this company includes but is not limited to criminal

background check , education, employment history, credit and professionaland personal references. This process is conducted to verify the accuracy of

the information provided by the candidate and determine hisDher suitability

for employment.

The company recognises that staff employess are key to achieving its

statergic plan and ob!ectives. The office of human resource is committed to

being a customer oriented. Human resources partner implementing best

practices , policies, and programs that contribute to the companies

mission.;e offer e0pertise through our work in the functional areas of human

resources including employee services, benefits and compensation, employeerelations, learning and development, human resource operations, human

information system and more. ;e contribute to the goal of being top business

in higher market through these efforts and by helping to balance the needs of

our individual community members and those of institution as a whole.

POLICIES OF THE COMPANY

'ffirmative 'ction #olicy. Conflict of interest policy.

>rug free work place policy.

)mployment after retirement policy.

)qual employment opportunity policy.

#olicy on staff learning and development.

#olicy prohibiting illegal,fraudulent, dis2honest and unethical

conduct.

#romotion policy for professional and support staff. Tele commuting policy.

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+on2&iolence in the work place policy .

%n olden days, the H" functions were performed by the line managers in the

large organisations.They were responsiblefor supporting daily people

management and act as statergic business partners range from advisor to linemanagers. %n the organisation, the line managers are the main bodies who

implements the H" statergics.

C!#e!a,

>oes the employees knows that difference between good and bad-

Ce2!3!)!#-, >oes an employee believe the manager will deliver on promisesE-.

The most effective managers are those who deliver on their promises, nomatters how small a promise and to whom they gave it.

However, many manages forget what they said, or were lying for

convenience. #roblem employees often arise because they were promised

rises, bonuses or promotion for good performance and the manager come

through

$any managersDsupervisors do mistake of thinking that money is only

compensation and forget about employees that they also look at the non

monetary rewards for their good performance. The most overlooked of

compensation for a employee is a simple Thank you-. $any bosses of the

organisation suppose that there pay is enough compensation to retainemployees to make happy.

C$mm'"!0a#e, %t is very vital element of the 8c7s and since none would work without

it. >oes the manager communicate with the sub2ordinateE

'lmost all supervisors managers assume that communicate is talking

but actual it is listening. $ost of the problems have very little

communication. Thus, using the 8c7s, communication is the main way for the

supervisor to turn a problem of employees around.

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Be"e!#% $ #a!"!"4 a"2 2e5e)$+me"# #$ #he

$4a"!%a#!$", The advantage that many smaller firms have over their larger counter

part in term of H">, is their ability to be more innovative and entrepreneurial

and respond quickly to the diversity that modern work forces present.

H!4h M$a)e )mployees who receive training have increased

confidence and motivation.

L$6e C$%# O P$2'0#!$" Training eliminate risk because train

personnel are able to make better and economic use of material andequipment there by reducing and avoiding waste.

L$6e T'" O5e Training brings a sense of security at the work

place which reduces labour turn over and absent is avoided.

P$5!2e Re0$4"!#!$" )nhanced responsibility and the possibility of

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DATA ANALYSISAND

INTERPRETATION

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A. RECRUITMENT AND SELECTION

/. 're you satisfied with the e0ternal recruitment sources performed in your

organization.

External recruitment sources

1#&

a'ree

disa'ree

#2&

INTERPRETATION, "egarding e0ternal recruitment sources A1F

employees are satisfied or agree whereas /AF are not satisfied which

is performed in the organization. Therefore, the employees are

satisfied by recruitment process.

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

candidate on boardE

Monetary reward

2!&

a'ree

disa'ree

"4&

INTERPRETATION, "egarding monetary reward given on bringing on

board

94F of employees are satisfied and 16F are not satisfied.

2%


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

Backgroud checks

22&

('ree

isa'ree

"#&

INTERPRETATION, "egarding background checks which is conduct for

employees 9AF employees are satisfied whereas 11F employees are not

satisfied.

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4.'re you satisfied with the monetary limits given to you for the e0pensesE

Expenses

21&

('ree

isa'ree

"$&

INTERPRETATION, "egarding monetary limits provided to employees

for their e0penses 98F of the employees are satisfied and 1/F of the

employees are not satisfied.

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B. INDUCTION

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

Induction programme

1#&

('ree

isa'ree

#2&

INTERPRETATION, "egarding induction programme which is

conducted in

the organization, A1F of the employees are satisfied whereas /AF of

the

employees are not satisfied.

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1. The induction of your organization covers organizational

structure and policies.

Induction

1%&

('ree

isa'ree

$%&

INTERPRETATION, "egarding induction of organization, 8:F of the

employees are satisfied and /:F of the employees are not satisfied. %t

means that most of the employees are benefited.

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C. TRAINING AND DEVELPOMENT

a. =or )mployee performance is the training need analyzed in your

organization

Employee performance

24&

('ree

isa'ree

"!&

INTERPRETATION, "egarding employee performance, 96F of

employees are satisfied whereas 14F of employees are not satisfied. %t

means that most of the employees get affected from this evaluation.

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

organization to train the employeesE

Classroom method

2"&

('ree

isa'ree

"3&

INTERPRETATION, "egarding Classroom method, 93F of the

employeesare satisfied whereas 19F of the employees are not satisfied. %t

means most of the employees get affected but some of the employees want

training and development programmes to train employees.

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c. )ffectiveness of training program in your *rganization is

evaluated by observing the post training performance of

employees.

Eectieness of !rainingprogram

32&

('ree

isa'ree

!#&

INTERPRETATION, "egarding effectiveness of training program, 6AFof the employees are satisfied whereas 31F of the employees are not

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satisfied. %t means that some of the employees want that evaluation of

effectiveness of training program should be done with some other method.

D. PERFORMANCE APPRAISAL

/. 're you satisfied with the


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INTERPRETATION, "egarding


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INTERPRETATION, "egarding feedback 91F of the employees are

satisfied whereas 1AF of the employees are not satisfied. %t means that

some of the employees get benefited but some are not.

E.CAREER PROGRESSION

2. 're you satisfied with the mentor system followed for career

progressionE

Mentor system

1!&

('ree

isa'ree

#4&

INTERPRETATION, "egarding mentor system followed forcareer

progression, A4F of the employees get benefited and only /6F ofthe

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employees are e0empted.

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

managerE

Competence analysis and

feed#ack

22&

('ree

isa'ree

"#&

31


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INTERPRETATION, "egarding competence analysis and feedback from

manager 9AF of the employees are satisfied whereas 11F are not satisfied.

%t means that some of the employees want feedback from other source.

F. LEAVE POLICY

/. 're you satisfied with the privilege leave provided to youE

Priilege leae

1"&

('ree

isa'ree

#3&

32


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INTERPRETATION, "egarding privilege leave provided to employees, A3F

of the employees are satisfied whereas /9F of the employees are notsatisfied.

G. COMMUNICATION AND DECISION MAING PROCESS

/. 're you satisfied with the informal communication patternE

Informal communication pattern

13&

('ree

isa'ree

#"&

33


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INTERPRETATION, "egarding informal communication pattern, A9F of

theemployees are satisfied and /3F of the employees are not satisfied. %t

means most of the employees are comfortable with this communicationprocess.

1. 're you satisfied with the opinion survey and >epartment

meetingE

$pinion surey and %epartment

meeting

24&

('ree

isa'ree

"!&

34


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INTERPRETATION, "egarding opinion survey and department

meeting,

96F of the employees are satisfied and 14F of the employees are notsatisfied.

H. RE1ARDS AND RECOGNITION

/. 're you satisfied with the monetary rewardsE

Monetary &ewards

33&

('ree

isa'ree

!"&

35


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INTERPRETATION, "egarding monetary rewards, 69F of the

employees aresatisfied whereas 33F of the employees are not satisfied. %t

means that some of the employees want to implement non2monetary

rewards in the organization.

I. PERSONAL ACCIDENT INSURANCE POLICY

/. 're you satisfied with contingencies cover under #ersonal

'ccident %nsurance policyE

Contingencies

24&

('ree

isa'ree

"!&

3!


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INTERPRETATION, "egarding contingencies provided under this policy,

96F of the employees are satisfied and 14F of the employees are notsatisfied.

J. MEDICLAIM POLICY

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

policyE

Serices

11&

('ree

isa'ree

#$&

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INTERPRETATION, "egarding services provided under $ediclaimpolicy,

A8F of the employees are satisfied and //F of the employees are not

satisfied.

CONCLUSION

Study shows that

/. The #olicy of the company provides facilities for all round growth ofindividuals by training in2house and outside the organization,reorientation, lateral mobility and self2development through self2

motivation.1. The #olicy grooms every individual to realize his potential in all

facets while contributing to attain higher organizational and personalgoals.

3. The #olicy builds teams and foster team2work as the primaryinstrument in all activities.

4. The #olicy implements equitable, scientific and ob!ective system ofrewards, incentives and control.

5. The #olicy recognizes worth contributions in time and appropriately,so as to maintain a high level of employee motivation and morale.

6. The employees agree on the part of their performance that theyknow what is e0pected from them.

9.The employees understand how their work goals relate tocompany7s goals.

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

8. The employees are not satisfied with the communication anddecision2making process as it leaks the information related toorganization.

/:.The employees do not receive the appropriate recognition andrewards for their contributions and accomplishments.

//. The employees feel that they are not paid fairly for the contributionsthey make to company7s success.

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SUGGESTIONS &RECOMMENDATIONS

/. The #erformance 'ppraisal of employee is evaluated on the basis of 36:degree feedback or /A: degree feedback.

1. The *rganization should focus on mentor system intend to helpemployees in their career progression.

3. The *rganization should conduct #sychometric tests for employees.

4. The Training should be mandatory for all level of employees.5. The >epartments should develop constructive attitude towards each

other.

6. The company should give the appropriate recognition for thecontributions and accomplishments made by employees. ' fle0iblereward system should be adopted by organization to improveemployee motivation.

9. ' more transparent and full proof communication system developedin the organization.

A. "eplacing the lacuna in the current system.

8. ;ages and salary administration process should have a morescientific approach laying stress on equal wages for equal work done.

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BIBLIOGRAPHY

B$$7%,

Human "esource $anagement- by 'shwathapa.Human "esource $anagement- by $ichael 'rmstrong.Human "esource #olicy 'nalysis *rganizational 'pplications- by "ichard G. +iehaus.

J$'"a)% & A#!0)e%,

/. 'rticles by T.&."ao (earning Systems.

1. #olicies of SH%&'$ S'()S C*"#*"'T%*+.3. >ocuments of SH%&'$ S'()S C*"#*"'T%*+.

1e3%!#e%,666.0!#eh 0$m

666.a%7.0$m

666.h4$'+.0$m

666.6!7e+e2!a.0$m

666.ma"a4me"#+aa2!%e.0$m

4%
http://www.ask.com/http://www.hrgroup.com/http://www.wikepedia.com/http://www.managmentparadise.com/http://www.hrgroup.com/http://www.wikepedia.com/http://www.managmentparadise.com/http://www.ask.com/


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9UESTIONNAIRES

'. "ecruitment and Selection

1) (re you satis*ed +ith the e,ternal recruitment sources performedin your

or'aniation)

/. 'gree 1. >isagree

1. 're you satisfied with the monetary reward given on bringing a candidate on boardE/. 'gree 1. >isagree

3. 're you satisfied with the background checks conduct for employees./. 'gree 1. >isagree

4. 're you satisfied with the monetary limits given to you for the e0pensesE/. 'gree 1. >isagree

isagree

C. Training and >evelopment

/. =or )mployee performance is the training need analyzed in your organization./. 'gree 1. >isagree

1. 're you satisfied with the Classroom method adopted by tour organization to trainthe employeesE


3. )ffectiveness of training program in your *rganization is evaluated by observingthe post training performance of employees.


>. #erformance 'ppraisal

/. 're you satisfied with the


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). Career #rogression

/. 're you satisfied with the mentor system followed for career progressionE


1. 're you satisfied with the competence analysis and feedback from managerE/. 'gree 1. >isagree

=. (eave #olicy

/. 're you satisfied with the privilege leave provided to youE


. Communication and >ecision making process

/. 're you satisfied with the informal communication patternE

/. 'gree 1. >isagree1. 're you satisfied with the opinion survey and >epartment meetingE


H. "ewards and "ecognition

/. 're you satisfied with the monetary rewardsE


%. #ersonal 'ccident %nsurance #olicy

/. 're you satisfied contingencies cover under this policyE


G. $ediclaim #olicy

/. 're you satisfied with the services covered under this policyE


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