hr policies by edlogix software solutions

CHAPTER - I

INTRODUCTION

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INTRODUCTION

“PEOPLE” are the most important and valuable resource every organization has

in the form of its employees. Dynamic people can make dynamic organizations.

Effective employees can contribute to the effectiveness of the organization

Competent and motivated people can make things happen and enable an

organization to achieve its goals.

Organizations have now started realizing that the systematic attention to human

resources is the only way to increase organizational efficiency in terms

productivity, quality, profits and better customer orientation. HR can help deliver

organizational excellence by focusing on learning, quality, teamwork, and through

various employee friendly strategies.

The HR Policies 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.

The current project has been accomplished in Edlogix Software Solutions Pvt.

Ltd. This project has been accomplished in two parts:

The first priority was to understand the HR policies at Edlogix Software

Solutions.

The secondary priority was to understand the working of an HR department

including various processes like recruitment & selection, induction, training &

development, compensation etc. and to suggest improvement measures.

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NEED OF THE STUDY

Human resource management is concerned with people element in management.

Since every organization is made up of people, acquiring their services,

developing their skills/ motivating to high level of performances and ensuring that

they continue to maintain their commitments to the organization which are

essential to achieve organizational objectives.

This project is meant to know the Human Resource Policies in the organization.

The HR Policies are a tool to achieve employee satisfaction and thus highly

motivated employees. The main objective of various HR Policies is to increase

efficiency by increasing motivation and thus fulfill organizational goals and

objectives.

The objective is to provide the reader with a framework of the HR Policy Manual

and the various objectives that the different policies aim to achieve.

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OBJECTIVES OF THE STUDY

1. To explain the importance of HR Polices in any organization.

2. To study the HR Policies at Edlogix Software Solutions.

3. To take the feedback of employees at Edlogix on the existing HR policies.

4. To identify the positives & drawbacks in the current policies.

5. To suggest improvement measures in the HR Policies thereby increasing

the employee productivity, satisfaction and motivation levels.

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SCOPE OF THE STUDY

In any organization human resource is the most important asset. As most

of the company’s overall performance depends on its employee’s performance

which depends largely on the HR Policies of the organization. So the project has

wide scope to help the company to perform well in today’s global competition.

The core of the project lies in analyzing and assessing the organization and

to design an HR Policy manual for the organization.

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RESEARCH METHODOLOGY

“Research Methodology” is a term made up of two words, research &

methodology. ‘Research’ means ‘search for knowledge’. It is a scientific and

systematic search for potential information on a specific topic. It is an art of

scientific investigation. It is careful investigation or inquiry especially for search

of new fact in any branch of knowledge.

Methods Of Data Collection

Data can be of two type’s primary and secondary data. Primary data are those

which are collected afresh and for the first time, and it is in original form. Primary

data can be collected either through experiment or through survey. The researcher

has chosen the survey method for data collection. In case of survey, data can be

collected by any one or more of the following ways:

Observation

Questionnaire

Personal or Group Interview

Telephone survey

Communication with respondents

Analysis of documents and historical records

Case study

Small group study of random behavior

Questionnaire method of data collection is chosen to collect the data due to

limited time in hand. While designing data-collection procedure, adequate

safeguards against bias and unreliability must be ensured. Whichever method is

selected, questions must be well examined and be made unambiguous. The

collected data has been checked for completeness, comprehensibility, consistently

and reliability. Secondary data which have already been collected and analyzed by

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someone else is also used to prepare the report. Various information from

journals, historical documents, magazines and reports is also used to prepare the

report.

For the present piece of research, the following methods have been used:

Questionnaire

Interview

Observation

Sample Of The Study

A sample design is a definite plan for obtaining a sample from the

sampling frame. It refers to the technique or the procedure the researcher

would adopt in selecting some sampling units from which inferences

about the population is drawn. Sampling design is determined before any

data are actually collected for obtaining a sample from a given

population. The researchers must decide the way of selecting a sample.

There are various methods o sampling like systematic sampling, random

sampling, deliberate sampling, mixed sampling, cluster sampling, etc.

Among these methods of sampling researcher has used random sampling

so that bias can be eliminated and sampling error can be estimated.

Designing samples should be made in such a fashion that the samples

may yield accurate information with minimum amount of research effort.

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Sampling

Sampling may be defined as the selection of some part of an aggregate or

totality on the basis of which a judgment or inference about an entire

population by examining only a part of it.

The items so selected constitute what is technically called a sample, their

selection process or technique is called sample design and the survey

conducted in the basis of sample is described as sample survey.

Sample Size

In sampling design the most complicated question is: what should be the

size of the sample. If the sample size is too small, it may not serve to achieve the

objectives and if it is too large, we may incur huge cost and waste resources. So

sample must be of an optimum size that is, it should neither be excessively large

nor too small. Here, researcher has taken 30 as the sample size.

Hypothesis Of Project

Human Resource Policies provided by the organization of employees

works as an agent for the growth of employees and also motivates the

employees to perform well i.e. employee performance and satisfaction is

the valuable outcome of sound of HR Policies of the organization.

Ensure healthier growth of organization in terms of business and

motivation among mangers.

The various HR Policies in Edlogix Software Solutions Pvt. Ltd. makes

the employees enthusiastic towards work.

About The Questionnaire

In this method a questionnaire is sent to the employees concerned with a

request to answer the questions and return the questionnaire. The questionnaire

consisted of a number of questions printed or typed in a definite order. The

employees have to answer the questions on their own. This method of data

collection is chosen due to low cost incurred, it is free from bias of the interviewer

and respondents have adequate time.

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LIMITATIONS

The limitations of the study are the following

The data was collected through questionnaire. The responds from the

respondents may not be accurate.

The sample taken for the study was only 50 and the results drawn may not be accurate.

Since the organization has strict control, it acts as another barrier for getting data.

Another difficulty was very limited time-span of the project.

Lack of experience of Researcher.

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CHAPTER - II

REVIEW OF LITERATURE

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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” that

govern the relationship with employees in the attainment of the organization

objectives.

HR Policies cover the following:

o Policy of hiring people with due respect to factors like reservations, sex,

marital status, and the like.

o Policy on terms and conditions of employment-compensation policy and

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

like.

o Policy with regard medical assistance-sickness benefits, ESI and company

medical benefits.

o Policy regarding housing, transport, uniform and allowances.

o Policy regarding training and development-need for, methods of, and

frequency of training and development.

o Policy regarding industrial relations, trade-union recognition, collective

bargaining, grievance procedure, participative management and

communication with workers.

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Formulating Policies

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

1. Past practice in the organization.

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors and the top management.

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel problems on day to day basis.

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Benefits Of HR Policies

Organizations should have personnel policies as they ensure the following

benefits:

a. The work involved in formulating policies requires that the management

give deep thought to the basic needs of both the organization and the

employees. The management must examine its basic convictions as well as

give full consideration to the prevailing practices in other organizations.

b. Established policies ensure consistent treatment of all personnel

throughout the organization. Favoritism and discrimination are, thereby,

minimized.

c. Continuity of action is assured even though top management personnel

change. The CEO of a company may possess a very sound personnel

management philosophy. He/she may carry the policies of the organization

in his/her head, and he she may apply them in an entirely fair manner. But

what happens when he/she retires? The tenure of office of nay manager is

finite. But the organization continues. Policies promote stability.

d. Policies serve as a standard of performance. Actual results can be

compared with the policy to determine how well the members of the

organization are living up to the professional intentions.

e. Sound policies help build employee motivation and loyalty. This is

especially true where the policies reflect established principles of fair play

and justice and where they help people grow within the organization.

f. Sound policies help resolve intrapersonal, interpersonal and intergroup

conflicts.

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Principles Of HR Policy

1. Principle of individual development to offer full and equal opportunities

to every employee to realize his/her full potential.

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

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

communication open and encourage upward, downward, horizontal,

formal and informal communication.

4. Principle of participation to associate employee representatives at every

level of decision-making.

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

salaries commensurate 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 holder with

dignity and respect.

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

industrial relations.

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

employees.

10. Principle of contribution to national prosperity to provide a higher

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

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HR Policies In Edlogix Software Solutions

In reviewing the purpose of HR Policies at Edlogix Software Solutions

Pvt. 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 fulfill 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.

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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. Counseling

6. Career Planning

7. Succession planning

8. Employee training and Development

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.

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1. Recruitment Policy

In Edlogix Software Solutions Pvt. Ltd, 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.

2. Induction And Placement Policy

At Edlogix Software Solutions Pvt. Ltd, 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.

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3. Job Rotation Policy

At Edlogix Software Solutions Pvt. Ltd, 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. 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.

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5. Counseling

Counseling sessions, which are conducted by HR Department OR

Professional Counselor OR Performance Appraiser, are available to all the

employees in order to fulfill 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 and

subordinate.

To enable employees to cope with personal problems.

6. Career Planning Policy

Career Planning system in Edlogix Software Solutions Pvt. Ltd is

aimed at developing people of the right caliber to meet present and

future needs of the organization. It shall be an essential ingredient

for Succession Planning.

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 average caliber.

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.

f. The number of high flyers that the organization requires or

can accommodate within the organization at different levels

for smooth succession.

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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 Edlogix Software Solutions Pvt. Ltd, 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 provide special

training.

9. Human Resource Information Management System

Human Resource Information Management Systems (HRIMS)

aims at:

a. Providing accurate information about employees to

management for 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.

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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.

10. Retirement Planning

At Edlogix Software Solutions Pvt. Ltd, retirement of all

individuals is aided through planned programs by HR Department

so as to lessen the associated misgivings and anxiety.

11. Job Enrichment

Edlogix Software Solutions Pvt. Ltd follows a people centered

approach to job enrichment with a view to enhance the

performance of the employee, leading to higher job satisfaction.

12. Exit Interviews

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.

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CHAPTER - III

COMPANY PROFILE

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Edlogix Software Solutions Pvt. Ltd.

Company Overview

Edlogix Software Solutions Pvt. Ltd. is an information technology

services provider of software solutions and human capital needs to leading

businesses across the globe. A long time player in the business, the company

has helped clients maximize value from deploying their applications across

various platforms and vendors.

Edlogix delivers solutions that help automate and streamline process

and practices across the enterprise. This in turn, helps the enterprise to develop

an adaptive infrastructure to deal with real-time market dynamics. With its

combination of people, processes, technology, and delivery models, Edlogix

can be your preferred technology solutions partner.

Products:

1 Consulting

Many IT consulting companies specialize in one or two areas. At

Edlogix Software Solutions you will find that we are well versed in many IT

industries, technologies, and industry trends. At Edlogix, we feel this diversity

is one of strengths we bring to the table. We are often able to see the big

picture, and use our knowledge of other industries and areas to apply and

improve our client’s particular needs. We find that all too often a client looks

to just their competitors or the industry they are in for their answers.

However, looking outside the box can really open up a world of

options, unique answers, and potential competitive advantages. This is where

Edlogix can come into the picture, and provide guidance, leadership, and

solutions. We offer a wealth of talented, well rounded consultants, system

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http://www.jrdsi.com/EnterpriseArchitectureServices.html

architects, business solution experts, and leaders that can add extreme value to

almost any situation.

2. Solutions

One of Edlogix Software Solutions core strengths and focuses is being

a full solutions IT provider. Edlogix solutions that exceed expectations at a cost

very few can offer. For over 5 years Edlogix has been providing IT solutions in

varied industries using a wide range of technologies. We care about our clients

and the quality of the work we provide. Edlogix works hand in hand with our

clients to fully understand their business practices, their IT needs, their goals,

and the solutions they are looking for. Once we understand your company and

its needs, we can then offer and provide solutions that make sense.

Edlogix Software Solutions can provide custom designed solutions

tailored to meet specialty needs you may have, or we can install and configure

a packaged solutions that makes sense for your company. We have provided

full end to end custom solutions for many Fortune 500 companies as well as to

small startup companies and anything in between. Being a Microsoft Gold

Certified partner, also allows us to specialize and provide custom solutions

utilizing a wealth of Microsoft software and applications.

Our resume includes a very diverse set of past and current solutions and

projects.

A few examples include:

Complex custom dynamic websites for clients such as – insurance,

healthcare, logistics retails stores, education, etc.

1. Full custom enterprise resource planning solutions integrating time

tracking, project scheduling, resource tracking, reporting, and

accounting.

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2. Inventory tracking and management solutions.

3. High end printing automation solutions.

4. Many state and government IT solutions in multiple states.

5. End to end Microsoft SharePoint solutions.

6. Extensive database and data warehouse solutions.

7. Miscellaneous applications in many other technologies and platforms.

At Edlogix Software Solutions, all our solutions and work come with a

warrantee that proves we stand behind all our work and solutions. We are a

very client focused and client satisfaction driven organization from top to

bottom. This is very apparent by the amount of repeat and long term clients we

have and retain.

You will find that Edlogix Software Solutions is more than willing to

meet with you at your convenience and discuss any IT needs and services you

may have.

3. Document Automation

With vast amounts of dynamic content continually flowing in and out

of your organization these days, we at Edlogix Software Solutions might just

be the solution you are looking for. We can offer our professional consulting

services and a wealth of experience with tools like HP Exstream to provide

flexible customized printing solutions tailored to meet your specific business

needs.

In today’s economy it is not always possible to spend the time and

money to train and staff resources to work with very specialized tools like HP

Exstream. Edlogix Software Solutions Pvt. Ltd can offer you professionals that

are fully trained in tools like HP Exstream. Our resources can be used to

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supplement your team, and/or contracted to perform a project and/or ongoing

work.

Edlogix Software Solutions is a full IT solutions provider that has

designed, developed, and delivered many successfully print projects to clients

in a wide range of industries. Edlogix’s development and testing staff have

been trained and specialize in the use of HP Exstream and other printing

related tools and techniques. The Edlogix management team offers a great deal

of experience, strong leadership, and the desire to achieve client satisfaction.

Together, the Edlogix team is committed to working with you to fully design

and implement the solution that works for your needs.

Services:

HP Exstream resources

Document automation support

Custom solutions

Ongoing maintenance and support

1. Managed Services

So you have your website or application up and running just as you wanted it –

what now? You may find that in a lot of cases these things do not just continue

to run as desired. Maybe you have discovered you would like some additional

features, or maybe an operating system change or new release of something

else we cause you to have to make changes, or maybe you just don’t have the

resources to keep up with managing your IT applications. Edlogix Software

Solutions can offer a wide range of solutions for managing your ongoing IT

services including:

Edlogix Software can supplement your current staff with our IT

professionals

Edlogix can take over maintenance and upkeep on your IT services – at

our locations or yours

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Edlogix can be contracted on a time and materials basis to work on

your ongoing IT needs

Edlogix can help find the person you are looking for to manage your IT

services, so that you can permanently hire them if you desire.

In today’s dynamic and customized IT services world, it is critical to

keep systems up and running. So often an entire organization can be crippled if

any one of their IT services goes down and becomes unavailable for any

extended period of time. Ongoing maintenance, enhancements, and general

upkeep can be an area that an organization easily overlooks until it’s too late

and a system crashes.

Is there a disaster recovery plan? Can someone actually execute it? Are

there experts on staff or available to you that are familiar with your systems

and set up and can get you back up and running quickly? Any organization that

counts on IT services to run their business should be asking themselves these

and several other questions. At Edlogix Software Solutions we can work with

you to manage your ongoing IT services and help you answer “YES” to your

organizations critical IT questions.

2. Staff Augmentation

In today’s quick changing and aggressive IT Industry it is not always

possible or practical to staff full time IT professionals that you may need to

build, enhance, or upgrade the IT in your company. At Edlogix Software

Solutions, we specialize in understanding your IT needs and working with you

to find the resources that will help make your organization successful.

One of the major strengths of the Edlogix is their focus, attention to

detail, and overall knowledge of staff augmentation services. Edlogix has been

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working in this realm for over 12 years and as evident by its many high profile

and repeat clients, is very successful at it.

Our well rounded and experienced recruiters not only recruit for the

general public but, for Edlogix itself and its many projects. At Edlogix, we are

a full solutions IT provider, and because we are always internally managing

and working on client projects we know and are familiar with a vast majority

of the IT world and the needs many organizations would have. In other words,

we have done it so we understand what it takes to do it.

It all starts with understanding your needs. We understand that many

candidates could potentially fill your requirements but, are they truly a fit for

your organization? Our recruiters work hard to understand the job

requirements, as well as the dynamics around and in your organization, and

any intangible needs your organization may have for a candidate.

Edlogix Software Solutions has a very rigorous screening and

evaluation process for each candidate. We don’t just give you a stack of

resumes and let you pick. Edlogix adds a tremendous amount of value by

researching each candidate and narrowing down your choices so that your

selection process is much quicker and easier.

Generally, candidates go through a series of interviews, both technical

and non-technical, so that our staff gets to know the candidate as much as

possible. Candidates can also be tested in specific technologies to assure their

resume and actual technical background match. Ultimately, Edlogix Software

Solutions strives to present valid, experienced candidates that makes sense for

each particular client and their needs.

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At Edlogix Software Solutions, we maintain a substantial database of

potential candidates that have already been screened and could potentially be a

match for future clients. In many cases this significantly speeds up the time

necessary to present the client with potential candidates.

Clients have many options as to what type of staff augmentation service

Edlogix can provide. We work with just about every possible scenario

including:

Direct Hires;

Contracts;

Contract to hire;

Time and materials;

Consulting services;

There are a lot of players out there in the staff augmentation world but,

not many that truly take the time to understand the client’s and candidate’s

needs and concerns. We work hard to nurture each and every relationship we

have, in order to build long term relationships with all of our clients.

3. Technology

Can any company keep up with technology? Should you? Can you

afford to? How do you know if your technology direction/choice is a good

decision for the future? What advantages does newer technology provide?

Technology is ever changing and in many companies a large factor in

the way a company does business. Of course if utilized correctly, technology

can be a huge completive advantage, provide cost savings, increase

productivity, and open up doors that many businesses never had before.

However, choose the wrong direction and in no time at all you can be obsolete,

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forever have maintenance issues and costs, and never really get what you

wanted or meets your company’s needs. Technology is ever changing and in

many companies a large factor in the way a company does business. Of course

if utilized correctly, technology can be a huge completive advantage, provide

cost savings, increase productivity, and open up doors that many businesses

never had before. However, choose the wrong direction and in no time at all

you can be obsolete, forever have maintenance issues and costs, and never

really get what you wanted or meets your company’s needs.

At Edlogix Software Solutions, Technology is our business. Whether

it’s older, current, or future technology Edlogix Software Solutions often lives

and breathes it. On a daily basis we work with clients from a variety of

industries, infrastructures, platforms, operating systems, and languages. Our

professionals have 1000’s of hours of training and have achieved certifications

in many of yesterdays and today’s latest technologies.

We also have many Microsoft certified, Sun Java certified, Project

Management Professionals (PMP), and many other certifications within our

company.

Our professionals can develop, implement, maintain, and enhance using

a wide range of computer languages and skill sets. On a regular basis we often

work on projects, or place candidates that work with just about any computer

language or technology.

While many organizations fear technology and change, they still know

they have to deal with and use it. Edlogix Software Solutions works with you

and/or for you to solve and provide all your technology needs thus letting you

concentrate on the other aspects of your business. You can focus on what you

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do best, and feel confident we will take care of what we do best – the

technology!

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INDUSTRY PROFILE:

Information Technology in India

The Indian information technology (IT) industry has played a key role in

putting India on the global map. Over the past decade, the Indian IT-BPO sector

has become the country’s premier growth engine, crossing significant milestones

in terms of revenue growth, employment generation and value creation, in

addition to becoming the global brand ambassador for India.

According to a research report published by National Association of

Software and Service Companies (NASSCOM), ‘IT-BPO Sector in India:

Strategic Review 2010,’ the IT-BPO industry is estimated to aggregate revenues

of US$ 73.1 billion in FY2010, with the IT software and services industry

accounting for US$ 63.7 billion of revenues.

The Indian information technology industry accounts for a 5.19% of the

country's GDP and export earnings as of 2010, while providing employment to a

significant number of its tertiary sector workforce. More than 2.3 million people

are employed in the sector either directly or indirectly, making it one of the

biggest job creators in India and a mainstay of the national economy. In FY 2010,

annual revenues from outsourcing operations in India amounted to US$50 billion

and this is expected to increase to US$225 billion by 2020.

IT services is expected to grow by 2.4 per cent in 2011, and 4.2 per cent in

2012 as companies coming out of recession harness the need for information

technology to create competitive advantage.

NASSCOM said that the domestic IT-BPO is expected to grow by 15-17

per cent during FY11. According to NASSCOM, the industry will witness a

healthy growth in 2011, led by growth in the core markets and supplemented by

significant contributions from emerging markets. Growth drivers include a thrust

on platform BPO, Analytics, Finance & Accounting, Remote Infrastructure

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Management, ADM, and Cloud Services. The annual survey on the outlook for

FY10-11 said that the growth in the domestic IT-BPO spend is driven by a robust

economy, increased IT spending by government and adoption of IT by SMBs.

The data centre services market in the country is forecast to grow at a

compound annual growth rate (CAGR) of 22.7 per cent between 2009 and 2011,

to touch close to US$ 2.2 billion by the end of 2011, according to research firm

IDC India's report published in March 2010. The IDC India report stated that the

overall India data centre services market in 2009 was estimated at US$ 1.39

billion.

India will see its number of internet users triple to 237 million by 2015,

from 81 million registered in September 2010, according to a report titled

'Internet's New bn', by the Boston Consulting Group (BCG). BCG said Internet

penetration rate in India is expected to reach 19 per cent by 2015, up from the

current seven per cent.

TRAI said on December 7, 2010 that it was targeting a 10-fold increase in

broadband subscribers to 100 million by 2014. The country has 10.29 million

subscribers now. "We will have 100 million broadband subscribers by 2014," J.S.

Sarma, Chairman, Telecom Regulatory Authority of India (TRAI) said at the fifth

India Digital Summit 2010 organized by the Internet and Mobile Association of

India.

Overall India PC market sales touched 27.9 lakh units during the July-

September 2010 quarter recording a 27 per cent year-on-year (y-o-y) and an 18

per cent quarter-on-quarter (q-o-q) increase. Desktop PC sales accounted for

nearly two-thirds of total PC sales at 1.67 million units, representing a 15 per cent

increase y-o-y. The sales of Notebook computers grew at 52 per cent y-o-y to

cross 1.11 million units for the quarter, according to research firm IDC India.

Outsourcing

India is a preferred destination for companies looking to offshore their IT

and back-office functions. It also retains its low-cost advantage and is a

34

financially attractive location when viewed in combination with the business

environment it offers and the availability of skilled people.

Some big deals in the outsourcing space include:

1. Four Soft Ltd, which offers software solutions for the logistics and

transportation industry, has signed a large contract with Jacobson

Companies, for implementing its multimodal transport management

system and business intelligent tool across Jacobson locations globally.

2. Information technology (IT) services and solutions provider Patni

Computer Systems has signed a five-year contract worth over US$ 32.09

million with UK-based IT services provider 2e2. Patni will provide a range

of support services to 2e2s end-user clients and in-house support services.

3. Firstsource Solutions, a Mumbai-based business process outsourcing

(BPO) provider, has announced a five-year outsourcing partnership with

Barclaycard, the UK-based credit card and consumer lending business of

Barclays PLC.

4. Vertex, a global customer management outsourcing (CMO) and business

process outsourcing (BPO) company, has announced a joint venture with

Shell Transource to address the domestic BPO market. Vertex will own

over 70 per cent in the joint venture, with Shell Transource holding the

rest.

5. Patni Computer Systems has secured outsourcing engagements from the

Scandinavian insurance company Codan Group and the UK-based Serco

Learning.

Domestic Markets

The market for enterprise networking equipment in India is estimated to

grow from US$ 1 billion in 2010 to US$ 1.9 billion by 2012, recording a

compounded annual growth rate (CAGR) of 15 per cent during this period,

according to a study by Springboard Research titled ‘Epicenter of Growth–Indian

Enterprise Networking Equipment Market Report' released in December 2010.

35

Investments

Between April 2000 and December 2010, the computer software and

hardware sector received cumulative foreign direct investment (FDI) of US$

10,406.16 million, according to the Department of Industrial Policy and

Promotion.

The total investments of EMC Corporation, a leading global player of

information infrastructure solutions in India, will touch US$ 2 billion (over US$

2.01 billion) by 2014.

Syntel, an IT company, plans to invest around US$ 50 million in its global

development centre in Chennai.

Russian IT security software provider, Kaspersky Lab, will be investing

US$ 2 million in its India operations at Hyderabad during the next financial year.

Government Initiatives

The government has constituted the Technical Advisory Group for Unique

Projects (TAGUP) under the chairmanship of Nandan Nilekani. The Group would

develop IT infrastructure in five key areas, which includes the New Pension

System (NPS) and the Goods and Services Tax (GST).

The government set up the National Taskforce on Information Technology

and Software Development with the objective of framing a long term National IT

Policy for the country.

Enactment of the Information Technology Act, which provides a legal

framework to facilitate electronic commerce and electronic transactions.

Setting up of Software Technology Parks of India (STPIs) in 1991 for the

promotion of software exports from the country, there are currently 51 STPI

centres where apart from exemption from customs duty available for capital goods

there are also exemptions from service tax, excise duty, and rebate for payment of

Central Sales Tax. But the most important incentive available is 100 per cent

36

exemption from Income Tax of export profits, which has been extended till 31st

March 2011.

Government is also setting up Information Technology Investment

Regions (ITIRs). These regions would be endowed with excellent infrastructure

and would reap the benefits of co-siting, networking and greater efficiency

through use of common infrastructure and support services

Moreover, according to NASSCOM government, IT spend was US$ 3.2

billion in 2009 and is expected to reach US$ 5.4 billion by 2011. Further,

according to NASSCOM, there is US$ 9 billion business opportunity in e-

governance in India.

The most prominent IT hub is IT capital Bangalore. The other emerging

destinations are Chennai, Hyderabad, Mumbai, Pune, NCR, Jaipur and Kolkata.

Technically proficient immigrants from India sought jobs in the western world

from the 1950s onwards as India's education system produced more engineers

than its industry could absorb. India's growing stature in the information age

enabled it to form close ties with both the United States of America and the

European Union. However, the recent global financial crisis has deeply impacted

the Indian IT companies as well as global companies. As a result hiring has

dropped sharply and employees are looking at different sectors like financial

service, telecom or manufacturing industries, which are growing phenomenally

over the last few years. Due to meltdown the IT industry's pace of growth has

dropped significantly many experts believe that it has lost it flair.

India's IT Services industry was born in Mumbai in 1967 with the

establishment of Tata Group in partnership with Burroughs. The first software

export zone SEEPZ was set up here way back in 1973, the old avatar of the

modern day IT park. More than 80 percent of the country's software exports

happened out of SEEPZ, Mumbai in 80s.

Each year India produces roughly 500,000 engineers in the country, out of

them only 25% to 30% possessed both technical competency and English

37

language skills, although 12% of India's population can speak in English. India

developed a number of outsourcing companies specializing in customer support

via Internet or telephone connections.

By 2010, India also has a total of 37,160,000 telephone lines in use, a total

of 506,040,000 mobile phone connections, a total of 81,000,000 Internet users—

comprising 7.0% of the country's population, and 7,570,000 people in the country

have access to broadband Internet— making it the 12th largest country in the

world in terms of broadband Internet users. Total fixed-line and wireless

subscribers reached 543.20 million as of November, 2010.

Formative years (till 1991)

The Indian Government acquired the EVS EM computers from the Soviet

Union, which were used in large companies and research laboratories. In 1968

Tata Consultancy Services—established in SEEPZ, Mumbai by the Tata Group—

were the country's largest software producers during the 1960s. As an outcome of

the various policies of Jawaharlal Nehru (office: 15 August 1947 – 27 May 1964)

the economically beleaguered country was able to build a large scientific

workforce, second in numbers only to that of the United States of America and the

Soviet Union.

On 18 August 1951 the minister of education Maulana Abul Kalam Azad,

inaugurated the Indian Institute of Technology at Kharagpur in West Bengal.

Possibly modeled after the Massachusetts Institute of Technology these

institutions were conceived by a 22 member committee of scholars and

entrepreneurs under the chairmanship of N. R. Sarkar.

Relaxed immigration laws in the United States of America (1965) attracted

a number of skilled Indian professionals aiming for research. By 1960 as many as

10,000 Indians were estimated to have settled in the US.

By the 1980s a number of engineers from India were seeking employment

in other countries. In response, the Indian companies realigned wages to retain

their experienced staff. In the Encyclopedia of India, Kamdar (2006) reports on

38

the role of Indian immigrants (1980 - early 1990s) in promoting technology-

driven growth:

The National Informatics Centre was established in March 1975. The

inception of The Computer Maintenance Company (CMC) followed in October

1976. Between 1977-1980 the country's Information Technology companies Tata

Infotech, Patni Computer Systems and Wipro had become visible. The 'microchip

revolution' of the 1980s had convinced both Indira Gandhi and her successor

Rajiv Gandhi that electronics and telecommunications were vital to India's growth

and development. MTNL underwent technological improvements.

Between 1986-1987, the Indian government embarked upon the creation of

three wide-area computer networking schemes: INDONET (intended to serve the

IBM mainframes in India), NICNET (the network for India's National Informatics

Centre), and the academic research oriented Education and Research Network

(ERNET).

1991–2001

Regulated VSAT links became visible in 1985. Desai (2006) describes the

steps taken to relax regulations on linking in 1991:

In 1991 the Department of Electronics broke this impasse, creating a

corporation called Software Technology Parks of India (STPI) that, being owned

by the government, could provide VSAT communications without breaching its

monopoly. STPI set up software technology parks in different cities, each of

which provided satellite links to be used by firms; the local link was a wireless

radio link. In 1993 the government began to allow individual companies their own

dedicated links, which allowed work done in India to be transmitted abroad

directly. Indian firms soon convinced their American customers that a satellite

link was as reliable as a team of programmers working in the clients’ office.

Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic

Mail Service in 1991, the 64 kbit/s leased line service in 1992, and commercial

39

Internet access on a visible scale in 1992. Election results were displayed via

National Informatics Centre's NICNET.

The Indian economy underwent economic reforms in 1991, leading to a

new era of globalization and international economic integration. Economic growth

of over 6% annually was seen between 1993-2002. The economic reforms were

driven in part by significant the internet usage in the country. The new

administration under Atal Bihari Vajpayee—which placed the development of

Information Technology among its top five priorities— formed the Indian

National Task Force on Information Technology and Software Development.

Wolcott & Goodman (2003) report on the role of the Indian National Task

Force on Information Technology and Software Development:

The Task Force could act quickly because it built upon the experience and

frustrations of state governments, central government agencies, universities, and

the software industry. Much of what it proposed was also consistent with the

thinking and recommendations of international bodies like the World Trade

Organization (WTO), International Telecommunications Union (ITU), and World

Bank. In addition, the Task Force incorporated the experiences of Singapore and

other nations, which implemented similar programs. It was less a task of invention

than of sparking action on a consensus that had already evolved within the

networking community and government.

The New Telecommunications Policy, 1999 (NTP 1999) helped further

liberalize India's telecommunications sector. The Information Technology Act

2000 created legal procedures for electronic transactions and e-commerce.

Throughout the 1990s, another wave of Indian professionals entered the

United States. The number of Indian Americans reached 1.7 million by 2000. This

immigration consisted largely of highly educated technologically proficient

workers. Within the United States, Indians fared well in science, engineering, and

management. Graduates from the Indian Institutes of Technology (IIT) became

known for their technical skills.

40

The success of Information Technology in India not only had economic

repercussions but also had far-reaching political consequences. India's reputation

both as a source and a destination for skilled workforce helped it improve its

relations with a number of world economies. The relationship between economy

and technology—valued in the western world—facilitated the growth of an

entrepreneurial class of immigrant Indians, which further helped aid in promoting

technology-driven growth.

India is now one of the biggest IT capitals in the modern world

The economic effect of the technologically inclined services sector in India

—accounting for 40% of the country's GDP and 30% of export earnings as of

2010, while employing only 25% of its workforce—is summarized by Sharma

(2010):

The share of IT (mainly software) in total exports increased from 1 percent

in 1990 to 18 percent in 2010. IT-enabled services such as backoffice operations,

remote maintenance, accounting, public call centers, medical transcription,

insurance claims, and other bulk processing are rapidly expanding. Indian

companies such as TCS, Wipro, and Infosys may yet become household names

around the world.

Today, Bangalore is known as the Silicon Valley of India and contributes

33% of Indian IT Exports. India's second and third largest software companies are

head-quartered in Bangalore, as are many of the global SEI-CMM Level 5

Companies.

And Mumbai too has its share of IT companies that are India's first and

largest, like TCS and well established like Reliance, Patni, LnT Infotech, i-Flex,

WNS, Shine, Naukri, Jobspert etc are head-quartered in Mumbai. And these IT

and dot com companies are ruling the roost of Mumbai's relatively high octane

industry of Information Technology.

41

Such is the growth in investment and outsourcing, it was revealed that Cap

Gemini will soon have more staff in India than it does in its home market of

France with 21,000 personnel+ in India. On 25 June 2002 India and the European

Union agreed to bilateral cooperation in the field of science and technology. A

joint EU-India group of scholars was formed on 23 November 2001 to further

promote joint research and development. India holds observer status at CERN

while a joint India-EU Software Education and Development Center is due at

Bangalore.

Road Ahead

The Indian information technology sector continues to be one of the

sunshine sectors of the Indian economy showing rapid growth and promise.

According to a report prepared by McKinsey for NASSCOM called

'Perspective 2020: Transform Business, Transform India' released in May 2009,

the exports component of the Indian industry is expected to reach US$ 175 billion

in revenue by 2020. The domestic component will contribute US$ 50 billion in

revenue by 2020. Together, the export and domestic markets are likely to bring in

US$ 225 billion in revenue, as new opportunities emerge in areas such as public

sector and healthcare and as geographies including Brazil, Russia, China and

Japan opt for greater outsourcing.

42

CHAPTER – IV

DATA ANALYSIS

AND

INTERPRETATION

43

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

Table 1: Employee Satisfaction With The External Recruitment Sources Performed

S.No. Option No. of Respondents Percentage (%)

1 Agree 41 82%

2 Disagree 9 18%

Total 50 100%Source: Primary Data

Figure 1: Employee Satisfaction With The External Recruitment Sources Performed

Source: Primary Data

Interpretation

The above graph illustrates regarding external recruitment sources. 82% of employees

are satisfied or agreed, whereas 18% are not satisfied which is performed in the

organization. Therefore, the employees are satisfied by recruitment process..

44

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

Table 2: Employee Satisfaction With The Monetary Rewards Given


1 Agree 37 74%

2 Disagree 13 26%


Figure 2: Employee Satisfaction With The Monetary Rewards Given


Interpretation

The above graph illustrates regarding monetary rewards given in the organization.

Regarding monetary reward given on bringing on board 74% of employees are

satisfied and 26% are not satisfied.

45

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

Table 3: Employee Satisfaction With The Background Checks conducted


1 Agree 39 78%

2 Disagree 11 22%


Figure 3: Employee Satisfaction With The Background Checks conducted


Interpretation

The above graph illustrates regarding background checks conducted in the

organization. Regarding background checks which are conduct for employees 78% of

employees are satisfied whereas 22% employees are not satisfied.

46

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

Table 4: Employee Satisfaction With The Monetary Limits Given


1 Agree 39 79%

2 Disagree 11 21%


Figure 4: Employee Satisfaction With The Monetary Limits Given


Interpretation

The above graph illustrates regarding the monetary limits given in the organization.

Regarding monetary limits provided to employees for their expenses 79% of the

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

47

5. The induction programme of your organization is informal type

Table 5: Informal Type Of Induction Programme Is Conducted In The Company


1 Agree 41 82%

2 Disagree 9 18%


Figure 5: Informal Type Of Induction Programme Is Conducted In The Company


Interpretation

The above graph is regarding induction programme which is conducted in the

organization. 82% of the employees are agreed with the informal type whereas 18% of

the employees are not agreed with the informal type.(structural and formal type).

48

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

Table 6: Induction Programme Covers Organizational Structure And Policies


1 Agree 45 90%

2 Disagree 5 10%


Figure 6: Induction Programme Covers Organizational Structure And Policies


Interpretation

The above graph is regarding induction of organization. 90% of the employees are

agreed with the organizational structure and policies and 10% of the employees are not

agreed with organizational structure and policies. It means that most of the employees

are benefited.

49

7. For Employee performance is the training need analyzed in your organization

Table 7: Analyzation Of Training Needs For Employee Performance


1 Agree 38 76%

2 Disagree 12 24%


Figure 7: Analyzation Of Training Needs For Employee Performance


Interpretation

The above graph is 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.

50

8. Are you satisfied with the Classroom method adopted by your organization to train the employees?

Table 8: Employee Satisfaction On The Method Adopted By Company To Train Employees


1 Agree 37 73%

2 Disagree 13 27%


Figure 8: Employee Satisfaction On The Method Adopted By Company To Train Employees


Interpretation

The above graph is 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 employees want training and development programmes to

train employees.

51

9. Effectiveness of training program in your Organization is evaluated by observing the post training performance of employees?

Table 9: Employee Effectiveness Is Evaluated By Observing The Post Training Performance Of Employees


1 Agree 34 68%

2 Disagree 16 32%


Figure 9: Employee Effectiveness Is Evaluated By Observing The Post Training Performance Of Employees


Interpretation

The above graph is regarding effectiveness of training program. 68% of the employees

are agrees with the evaluating by post training performance. 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.

52

10. Are you satisfied with the Balanced Scorecard method?

Table 10: Employee Satisfaction On The Balanced Scorecard Method


1 Agree 41 82%

2 Disagree 9 18%


Figure 10: Employee Satisfaction On The Balanced Scorecard Method


Interpretation

The above graph is regarding Balance scorecard method. 82% of the employees are

satisfied whereas only 18% of the employees are not satisfied. It means that most of

the employees are benefited from this evaluation method.

53

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

Table 11: Employee Satisfaction On The Feedback Given


1 Agree 36 72%

2 Disagree 14 28%


Figure 11: Employee Satisfaction On The Feedback Given


Interpretation

The above graph is regarding feedback. 72% of the employees are satisfied with the

company facilities whereas 28% of the employees are not satisfied. It means that some

of the employees get benefited but some are not.

54

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

Table 12: Employee Satisfaction On The Mentor System Followed


1 Agree 42 84%

2 Disagree 8 16%


Figure 12: Employee Satisfaction On The Mentor System Followed


Interpretation

The above graph is regarding mentor system followed for career progression. 84% of

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

55

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

Table 13: Employee Satisfaction On Competence Analysis And Feedback From Manager


1 Agree 39 78%

2 Disagree 11 22%


Figure 13: Employee Satisfaction On Competence Analysis And Feedback From Manager


Interpretation

The above graph is regarding competence analysis and feedback from managers. 78%

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

employees want feedback from other source.\

56

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

Table 14: Employee Satisfaction With The Privilege Leaves Provided


1 Agree 42 83%

2 Disagree 9 17%


Figure 14: Employee Satisfaction With The Privilege Leaves Provided


Interpretation

The above graph is regarding privilege leave provided to employees. 83% of the

employees are satisfied whereas 17% of the employees are not satisfied.

57

15. Are you satisfied with the informal communication pattern?

Table 15: Employee Satisfaction On Informal Communication Pattern


1 Agree 44 87%

2 Disagree 7 13%


Figure 15: Employee Satisfaction On Informal Communication Pattern


Interpretation

The above graph is regarding informal communication pattern. 87% of the employees

are satisfied with informal communication pattern and 13% of the employees are not

satisfied (formal and transparent). It means most of the employees are comfortable

with this communication process.

58

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

Table 16: Employee Satisfaction On Opinion Survey And Department Meeting


1 Agree 38 76%

2 Disagree 12 24%


Figure 16: Employee Satisfaction On Opinion Survey And Department Meeting


Interpretation

The above graph is regarding opinion survey and department meeting. 76% of the


59

17. Are you satisfied with the monetary rewards?

Table 17: Employee Satisfaction On Monetary Rewards


1 Agree 34 67%

2 Disagree 17 33%


Figure 17: Employee Satisfaction On Monetary Rewards


Interpretation

The above graph is regarding monetary rewards, 67% of the employees are satisfied

with rewards whereas 33% of the employees are not satisfied. It means that some of

the employees want to implement non-monetary rewards in the organization like:

Performance Milestones Birthday Length of service Marriage. Innovation & creativity Team performance Customer Satisfaction Contribution towards society Any other, specify.

60

18. Are you satisfied with contingencies cover under Personal this policy?

Table 18: Employee Satisfaction With Contingencies Cover Under Personal Policy


1 Agree 39 79%

2 Disagree 11 21%


Figure 18: Employee Satisfaction With Contingencies Cover Under Personal Policy


Interpretation

The above graph is regarding contingencies provided under this policy. 79% of the


61

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

Table 19: Employee Satisfaction With The Services Covered Under This Policy


1 Agree 44 89%

2 Disagree 6 11%


Figure 19: Employee Satisfaction With The Services Covered Under This Policy


Interpretation

The above graph is regarding services provided under Mediclaim policy. 89% of the


62

CHAPTER – V

FINDINGS

SUGGESTIONS

CONCLUSION

63

FINDINGS

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 instrument in

all activities.

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

rewards, incentives and control.

5. The Policy 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 they know what

is expected from them.

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

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

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

making process as it leaks the information related to organization.

10. Employees do not receive the appropriate recognition and rewards for their

contributions and accomplishments.

11. Employees feel that they are not paid fairly for the contributions they make

to company’s success.

64

SUGGESTIONS

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

degree feedback or 180 degree feedback.

2. The Organization should focus on mentor system intend to help employees

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 each other.

6. The company should give the appropriate recognition for the contributions

and accomplishments made by employees. A flexible reward system

should be adopted by organization to improve employee motivation.

a. Performance

b. Milestones

c. Birthday

d. Length of service

e. Marriage

f. Innovation & creativity

g. Team performance

h. Customer Satisfaction

i. Contribution towards society

7. A more transparent, formal and full proof communication system

developed in the 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.

65

CONCLUSION

The study on HR Policies highlighted so many factors which will help to

motivate the employees. The performance appraisal activities really play a major

role in motivating the employees of the organization. It is a major factor that

makes an employee feels good in his work and results in his satisfaction too. The

organization can still concentrate on specific areas which are evolved from this

study in order to make the organisation more effective. Only if the employees are

properly motivated- they work well and only if they work well the organization is

going to benefit out it. Steps should be taken to improve the HR Policies in the

future. The suggestions of this report may help in this direction.

In today’s knowledge based economy, people are being called on take

on higher and more complex responsibilities. With increased responsibility, comes

higher impact on the organization’s success. Being able to identity the motivation

needs for success in a position has become critical. As a result, thousands of

organizations are viewing employee motivation as a strategy be managed and

developed.

There are various factors that influence motivational factor such as

salary, working conditions, training interpersonal relations and job satisfaction.

The findings of the study have reaffirmed that each one of these factors are

important in contributing to motivation, but none of them can be said as being

more important than the other. Motivation is the ultimate function of so many

individual attitudes taken together. It is vary complex, complicated and personal

experience. A number of material and immaterial factors contribute

66

BIBLIOGRAPHY

67

BIBLIOGRAPHY

Books:

“Human Resource Management” by Ashwathapa.

“Human Resource Management” by Michael Armstrong.

“Human Resource Policy Analysis: Organizational Applications” by Richard J.

Niehaus

Journals & Articles:

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

2. Policies of Edlogix Software Solutions Pvt. Ltd.

3. Documents of Edlogix Software Solutions Pvt. Ltd.

Websites:

www.citehr.com

www.ask.com

www.wikipedia.com

www.hrgroup.com

www.edlogix.org

68

http://www.edlogix.org/

http://www.hrgroup.com/

http://www.wikipedia.com/

http://www.ask.com/

http://www.citehr.com/

QUESTIONNAIRE

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

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

Recruitment and Selection

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

organization.

1. Agree 2. Disagree

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

board?


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


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


Induction

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


2. The induction of your organization covers organizational structure and

policies.


69

Training and Development

1. For Employee performance is the training need analyzed in your

organization.


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

to train the employees?


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

observing the post training performance of employees.


Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?


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


Career Progression

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


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

manager?


70

Leave Policy

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


A. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?


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


Rewards and Recognition

1. Are you satisfied with the monetary rewards?


B. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?


C. Medi-claim Policy

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


71

hr policies by edlogix software solutions

Documents

existing hr policies

hr department

importance of hr

organization human resource

current policies

organization competent

human resource policies

different policies