project report on hr policies

7/25/2019 Project Report on Hr Policies

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A

PROJECT REPORT

ON

HR POLICIES AND ITS IMPLEMENTATION

AT

HEG

SUBMITTED BY

Name

UNDER THE GUIDANCE OFNAME

COLLEGE NAME AND ADDRESS

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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 obectives.

!his proect is meant to know the Human "esource #olicies in the organization.!he H" #olicies are a tool to achieve employee satisfaction and thus highlymotivated employees. !he main obective of various H" #olicies is to increaseefficiency by increasing motivation and thus fulfill organizational goals andobectives.

!he obective is to provide the reader with a framework of the H" #olicy$anual and the various obectives that the different policies aim to achieve. !hemain focus was on the managerial levels of employees in H%& '!(.

ACKNOWLEDGEMENT

)


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!his report is an outstanding prospect to convey my gratefulness to those manypeople whose timely help and guidance went a long way in finishing this proectwork from commencement to achievement.

* would like to e+press my sincere thanks to -$% for giving me anopportunity to e+plore the practical knowledge practiced by the company.

!his proect could not been completed without the able guidance and support of-$% and the faculty members.

* am very glad to work with the organization as a trainee. * am grateful to H"(epartment of H%& '!(. for helping me to get the information and an

invaluable e+perience.

'ast but not the least would like to thank my friends, family members and allthose people who helped me for the completion and deeper understanding of theconcept of performance appraisal.

orking on this proect has proved to be an enlightening e+perience for me.

YOUR NAME

DECLARATION


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*, 02" -$%, hereby declare that all the information furnished in this#"3%4!, is my original work containing authentic facts. !his piece of work isonly being submitted to 4''%&% -$% in the partial fulfillment for the

degree of #ost &raduation .

YOUR NAME

Table o Co!"e!"#

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Se$%al

No

C&a'"e$ Pa(e

No

1 I!"$o)*+"%o!1.1 -bout !he rganization1.) -bout !he !opic1. bective and Scope of Study

6

)5

)7

) Re#ea$+& Me"&o)olo(,).1 $ethods of (ata 4ollection).) Sampling

).Hypothesis and -bout 8uestionnaire

91

32

HR Pol%+%e# %! HEG L")-

5 Da"a A!al,#%# a!) I!"e$'$e"a"%o! 55

: Co!+l*#%o!# ;5

; S*((e#"%o!# a!) Re+omme!)a"%o!# ;:

6 B%bl%o($a'&,

7 A!!e.*$e

E/ECUTI0E SUMMARY

:


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$y internship at H%& 'imited,


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INTRODUCTION

ABOUT THE ORGANI1ATION

!he main companies are ?@

1.&raphite electrode

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H%& 'imited

). !e+tile

"S$ 'td.

$aral overseas ltd.


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HEG L%m%"e)

H%& 'td, a premier company of the '3 to be ? = A VIBRANT GLOBALLY

ACKNOWLEDGED TOP LEAGUE PLAYER IN GRAPHITE ELECTRODES AND

ALLIED BUSINESSES WITH COMMITMENT TO GROWTH, INNOVATION,

QUALITY AND CUSTOMER FOCUS.

*n &raphite, our focus is on 2H# grade electrodes, and we have e+panded our

product range and established the same on some of the toughest furnaces of our

customers. !oday, we have years of e+perience supplying quality 2H# grade

electrodes all over the world.

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!he encouragement from our customers has led us to increase production capacity

and become a significant global producer of quality 2H# grade electrodes for %-G

application. ur ability to source the best raw materials from sources worldwide

and the skills of our human resources has been the key to our growth.

ith a recent "s 5.: billion B 2S 1)9 millionC investment, we have now e+panded

our manufacturing capacity.

-s a responsible graphite electrode manufacturer, we continue to invest in

technology, development of new products and in our human resources.

Set up in 1E66, H%& is a diversified company with interests in &raphite

%lectrodes and #ower. Grom a modest investment made in 1E66, the

company reported a turnover of "s. ;:99 million B2S159 millionC in fiscal

)996. - Glagship of the '3


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years.

-lso won the ational !op %+port -ward from the &overnment of *ndia

QualityPolicy

e, in H%&, are committed to being a customer@oriented organisation where

8uality is the inspiration and innovation is the way of life.

e believe that world is our market and therefore competitive quality of our

products, response and service is the essence of our being.

e recognise that the involvement of the employees is basic to quality and for

continuing growth and improvements.e would involve our suppliers in the

continuing programme for 8uality *mprovement.

e believe that quality can only be obtained in a safe, clean and orderly

environment and therefore, we are committed to these basics in our day to day

activity.

SafetyPolicy

e in H%&, are committed to being a safe and eco @ friendly organization. we

believe that protection of our personnel and the environment is one of our prime

responsibilities.

e, therefore, commit ourselves to?

*ntroduce sound safety, health and environment management practices.

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4onduct our business responsibly through adoption of safer, healthier, cleaner

and energy@ efficient technologies.

4omply with all applicable legislations and regulations related to safety

health and environment.

4ontinually improve our safety, health and environmental performance by

developing effective controls of our operation.

*nvestigate the accidents to identify root causes and introduce corrective and

preventive measures.

&enerate a high degree of awareness amongst all the interested parties,

Ca$e o$ E+olo(,

H%&, an *S 15991?1EE; company, is fully

aware of the ecological impact of its processes and

actions can have and has put in place effective

mechanisms to minimise any negative fallout.

-lso, the 4ompany has carried out comprehensive

afforestation programme in and around its facilitiesd

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.!he 4ompanyKs facility at $andideep has been

regarded one of the cleanest graphite electrode plant

in the world when seen in the light of the material used and the products

manufactured there.

ABOUT THE TOPIC

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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> that

govern the relationship with employees in the attainment of the organizationobectives.

H" #olicies cover the following?

1. #olicy of hiring people with due respect to factors like reservations,se+, marital status, and the like.

). #olicy on terms and conditions of employment@compensationpolicy and methods, hours of work, overtime, promotion, transfer,

lay@off and the like.

. #olicy with regard medical assistance@sickness benefits, %S* andcompany medical benefits.

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

:. #olicy regarding training and development@need for, methods of,and frequency of training and development.

;. #olicy regarding industrial relations, trade@union recognition,collective bargaining, grievance procedure, participativemanagement and communication with workers.

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FORMULATING POLICIES

!here are five principal sources for determining the content and meaning ofpolicies?

1. #ast practice in the organization.

). #revailing practice in rival companies.

. -ttitudes and philosophy of founders of the company as also its directorsand the top management.

5. -ttitudes and philosophy of middle and lower management.

:. !he knowledge and e+perience gained from handling countless personnelproblems on day to day basis.

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BENEFITS OF HR POLICIES

rganizations should have personnel policies as they ensure the followingbenefits?a. !he work involved in formulating policies requires that the management

give deep thought to the basic needs of both the organization and theemployees. !he management must e+amine its basic convictions as wellas give full consideration to the prevailing practices in otherorganizations.

b. %stablished policies ensure consistent treatment of all personnelthroughout the organization. Gavoritism and discrimination are, thereby,minimized.

c. 4ontinuity of action is assured even though top management personnelchange. !he 4% of a company may possess a very sound personnelmanagement philosophy. He/she may carry the policies of theorganization in his/her head, and he she may apply them in an entirelyfair manner.


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PRINCIPLES OF HR POLICY

1. P$%!+%'le o %!)%2%)*al )e2elo'me!" to offer full and equalopportunities to every employee to realize his/her full potential.

). P$%!+%'le o #+%e!"%%+ #ele+"%o!to select the right person for the rightob.

. P$%!+%'le o $ee lo3 o +omm*!%+a"%o! to keep all channels ofcommunication open and encourage upward, downward, horizontal,

formal and informal communication.

5. P$%!+%'le o 'a$"%+%'a"%o!to associate employee representatives at everylevel of decision@making.

:. P$%!+%'le o a%$ $em*!e$a"%o! to pay fair and equitable wages andsalaries commensurating with obs.

;. P$%!+%'le o %!+e!"%2eto recognize and reward good performance.

6. P$%!+%'le o )%(!%", o labo*$to treat every ob and every ob holderwith dignity and respect.

7. P$%!+%'le o labo*$ ma!a(eme!" +o4o'e$a"%o! to promote cordialindustrial relations.

E. P$%!+%'le o "eam #'%$%"to promote co@operation and team spirit amongemployees.

19.P$%!+%'le o +o!"$%b*"%o! "o !a"%o!al '$o#'e$%", to provide a higherpurpose of work to all employees and to contribute to national prosperity.

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OBJECTI0ES OF STUDY

1. !o study the H" #olicies of the company.). !o study the amendments made in the H" #olicies of H%& 'td. since thetime of incorporation.

. !o incorporate the amendments in the base policy and prepare a final policy.5. !o design a H" #olicy manual for the company with special emphasis on the

=$anagerial Service 4onditions>.

SCOPE OF STUDY1. *n any organization human resource is the most important asset. *n

todayKs current scenario.

). -s most of the companyKs overall performance depends on its employeeKsperformance which depends largely on the H" #'*4*%S of theorganization.

. So the proect has wide scope to help the company to perform well intodayKs global competition.

5. !he core of the proect lies in analyzing and assessing the organizationand to design an H" #'*40 manual for the organization.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY

5- METHOD OF DATA COLLECTION

!he researcher has chosen the questionnaire methods of data collection due tolimited time in hand. hile designing data@collection procedure, adequatesafeguards against bias and unreliability must be ensured. "esearcher hase+amined the collected data for completeness, comprehensibility, consistentlyand reliability.

"esearcher has also gathered secondary data which have already been collected

and analyzed by someone else. He got various information from ournals,historical documents, magazines and reports prepared by the other researchers.Gor the present piece of research the investigator has used the followingmethods?

8uestionnaire

*nterview

bservation

6- SAMPLE SI1E

Here, researcher has taken 9 as the sample size.

7- HYPOTHESIS OF PROJECT

Human "esource #olicies provided by the organization of employees

works as an agent for the growth of employees and also motivates theemployees to perform well i.e. employee performance and satisfaction isthe valuable outcome of sound of H" #olicies of the organization.

!he various H" #olicies in H%& 'td. makes the employees enthusiastic

towards work.

8- ABOUT THE 9UESTIONNAIRE

*n this method a questionnaire is sent to the H" $anager concerned with arequest to answer the questions and return the questionnaire. !he questionnaireconsisted of a number of questions printed or typed in a definite order. !he H"

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$anager has to answer the questions on their own. !he researcher has chosenthis method of data collection due to low cost incurred, it is free from bias of theinterviewer and respondent have adequate time.

HR POLICIES INHEG LIMITED

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OBJECTI0ES

*n reviewing the purpose of H" #olicies at H%& 'td., the organization statedthat the H" #olicies has been a key part of the management process for theeffective utilization of human resource. !he company aims to fulfill thefollowing obectives through its H" #olicies?

%nsure a high degree of selectivity in recruitment so as to secure super

achievers and nurture them to e+cel in their performance.

*mpart such induction, orientation and training as to match the individualto the task and inculcate a high sense of organizational loyalty.

#rovide facilities for all round of growth of individual by training in and

outside the organization, reorientation, lateral mobility and self@development through self@motivation.

&room every individual to realize his potential in all facets while

contributing to attain higher organizational and personal goals.


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CORRECTI0E ACTION FOR NON CONFORMANCE?

on conformance to the policies mentioned is reviewed by the &roup H"

4ell, respective 4% and H" Head of the company. !he review willsuggest remedial measures to avoid repetition of the non conformancethrough elimination of the root causes for the same.


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5- RECRUITMENT POLICY

*n H%& &roup, recruitment and selection of personnel is e+plicitly

based on the criteria of their knowledge, skills and attitudes, so asto secure super achievers and nurture them to e+cel in their

performance. -ll fresh candidates are absorbed only after satisfactory completion

of appropriate training. -ll direct recruitment is through the H" department.

(etailed selection procedures as decided from time to time areadhered to without any compromise.

-bove procedures shall undergo continuous refinement through

evaluation and feedback.

6- INDUCTION AND PLACEMENT POLICY

-t H%& &roup, new recruits imparted such induction, orientation,

training and placement so as to individuals to the task and inculcatea high sense of organizational loyalty.

!he H"( (epartment and the concerned heads of parent

departments prepare a well@structured *nduction #rogram toacquaint the new recruits with the people, organizational structure,and interface between different departments, functions and cultureof the organization.

!he *nduction #rogram is formulated to suit the position of the

candidate and necessary to be provided to him.

7- JOB ROTATION POLICY

-t H%& &roup, facilities are provided for all@round growth of

individuals through lateral mobility. !his shall enhance theiremployability as well as equip them to shoulder higherresponsibilities.

Systematic 3ob "otation from time to time shall have a revitalizingeffect on the individual as well as the organization.

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-ll promotions to the level of H(s will be considered only when

an individual has undergone rotation through at least ) sections.

8- PERFORMANCE APPRAISAL POLICY

#erformance -ppraisal grooms every individual to realize his

potential in all facets by helping to identify and achieve hispersonal goals within the framework of organizational obectives.

-ppraisals 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.

!he #erformance -ppraisal Systems aims at integration of

individual and organizational goals.


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+- -ttrition rate of people with high potential, above average andaverage caliber.

)- "ecruitment through internal and e+ternal sources at all levelsand its ratio as appropriate to the organization.

e- !he number of people recruited and trained every year.

>- SUCCESSION PLANNING POLICY

H(s and above identify successors, primary and secondary, to hisposition at the time of annual appraisal. !his is reviewed every year alongwith the annual appraisal.

?- TRAINING AND DE0ELOPMENT POLICY

-t H%& &roup, training and development activities strive to

ensure continuous growth of organization by nurturing thestrengths of the employees and providing the environment andopportunity for every individual to realize his/her potential.

!he policy aims at broadening the outlook of the individuals and

bridging the gap between actual performance and the performancenecessary to deliver results.

Gacilities are provided to all individuals towards self development

and all round growth through training. H" (epartment identifies average performers and provide special

training.

@- HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human "esource *nformation $anagement Systems BH"*$SC

aims at?a- #roviding accurate information about employees tomanagement for decision making.

b- %liminating duplication of efforts.+- ffering quick and easy access to human resource information

at random as well as in regular report form.

!he system has two layers of security. -ccess to the system is

through keying in the valid combination of username andpassword. #ermission to access certain programs is restricted toidentify key personnel.

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-n integrated employee database is maintained and continuously

updated with information from personnel at regular intervalsregarding biographical data, work e+perience, qualifications,

appraisal, training and career paths.

5-RETIREMENT PLANNING

-t H%& &roup, retirement of all individuals is aided through

planned programs by H" (epartment so as to lessen theassociated misgivings and an+iety.

55- JOB ENRICHMENT

H%& &roup follows a people centered approach to ob

enrichment with a view to enhance the performance of theemployee, leading to higher ob satisfaction.

56-E/IT INTER0IEWS

!he organization has a regular turnover of employees due tovarious reasons such as retirement, voluntary retirement, andresignation etc. from time to time. Geedback is obtained from theemployee on occasions of separation from the organization. Suchfeedback on matters that effect well being of the people is usefulin improving the organization in respect of H" #olicies and

practices.

!he H" #olicy $anual Bor $anagerial Service condition $anualC wasdesigned in order to facilitate the mangers in gathering the information

regarding the various service conditions that are offered by the organization.!his manual includes the service conditions which are most frequently askedfor. !he various services conditions included are?

1. #rovident Gund). &ratuity. #rivilege 'eave5. Superannuation Scheme

:. $edical "eimbursement I Hospitalization;. (ental #olicy

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6. &roup -ccident *nsurance Scheme7. Housing 'oan SchemeE. Fehicle 'oan Scheme19.#hone #olicy

11.'eave !ravel -ssistance B'!-C1).'ocal 4onveyance "ules1.!ransfer #olicy15.H"" #olicy for -rea ffice $anagers1:.4anteen Service1;.4ash #ayments I -dvance Settlements16.#erformance %+cellence Scheme17.#erformance e+cellence Gorm1E.#arivar Suraksha 0ona

)9.#olicy for &et !ogether of %mployees)1.otice #eriod for $anagerial %mployees)).4onveyance "eimbursement for *nterview 4andidates).4ar #olicy)5.#ost "etrial


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DATA ANALYSIS

ANDINTERPRETATION

)E


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A- RECRUITMENT AND SELECTION

1. -re you satisfied with the e+ternal recruitment sources performed in your

organization.

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82%

18%

External recruitment sources

agree

disagree

INTERPRETATION: "egarding e+ternal recruitment sources 7)D

employees are satisfied or agree whereas 17D are not satisfied which

is performed in the organization. !herefore, 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 boardL

74%

26%

Monetary reward

agree

disagree

INTERPRETATION: "egarding monetary reward given on bringing on board

65D of employees are satisfied and );D are not satisfied.

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. -re you satisfied with the background checks conduct for employees.

78%

22%

Backgroud checks

Agree

Disagree


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INTERPRETATION: "egarding background checks which is conduct for

employees 67D employees are satisfied whereas ))D employees are not

satisfied.

5.-re you satisfied with the monetary limits given to you for the e+pensesL

79%

21%

Expenses

Agree

Disagree

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INTERPRETATION:"egarding monetary limits provided to employees for

their e+penses 6ED of the employees are satisfied and )1D of the employees

are not satisfied.

B- INDUCTION

1. !he induction programme of your organization is informal type.

82%

18%

Induction programme

Agree

Disagree

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INTERPRETATION:"egarding induction programme which is conducted in

the organization, 7)D of the employees are satisfied whereas 17D of the

employees are not satisfied.

). !he induction of your organization covers organizational

structure and policies.

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90%

10%

Induction

Agree

Disagree

INTERPRETATION: "egarding induction of organization, E9D of the

employees are satisfied and 19D of the employees are not satisfied. *t meansthat most of the employees are benefited.

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C- TRAINING AND DE0ELPOMENT

a. Gor %mployee performance is the training need analyzed in your

organization

76%

24%

Employee performance

Agree

Disagree

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INTERPRETATION: "egarding employee performance, 6;D of employees

are satisfied whereas )5D of employees are not satisfied. *t means that most of

the employees get affected from this evaluation.

b. -re you satisfied with the 4lassroom method adopted by your

organization to train the employeesL

73%

27%

Classroom method

AgreeDisagree

E


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INTERPRETATION: "egarding 4lassroom method, 6D of the employeesare satisfied whereas )6D 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.

c. %ffectiveness of training program in your rganization is evaluated by

observing the post training performance of employees.

68%

32%

Eectiveness of Training program

Agree

Disagree

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INTERPRETATION: "egarding effectiveness of training program, ;7D of theemployees are satisfied whereas )D of the employees are not 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

1. -re you satisfied with the


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92%

8%

Balance scorecard method

Agree

Disagree

INTERPRETATION: "egarding


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72%

28%

Feedack

Agree

Disagree

INTERPRETATION: "egarding feedback 6)D of the employees are satisfied

whereas )7D of the employees are not satisfied. *t means that some of the

employees get benefited but some are not.

E- CAREER PROGRESSION

)- -re you satisfied with the mentor system followed for career

progressionL

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84%

16%

Mentor system

Agree

Disagree

INTERPRETATION: "egarding mentor system followed for career

progression, 75D of the employees get benefited and only 1;D of the

employees are e+empted.

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

managerL

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78%

22%

Competence analysis and feedack

Agree

Disagree

INTERPRETATION: "egarding competence analysis and feedback from

manager 67D of the employees are satisfied whereas ))D are not satisfied. *t

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

F- LEA0E POLICY

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1. -re you satisfied with the privilege leave provided to youL

83%

17%

!rivilege leave

Agree

Disagree

INTERPRETATION:"egarding privilege leave provided to employees, 7D

of the employees are satisfied whereas 16D of the employees are not satisfied.

G- COMMUNICATION AND DECISION MAKING PROCESS

1. -re you satisfied with the informal communication patternL

5;


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87%

13%

Informal communication pattern

Agree

Disagree

INTERPRETATION: "egarding informal communication pattern, 76D of the

employees are satisfied and 1D of the employees are not satisfied. *t means

most of the employees are comfortable with this communication process.

). -re you satisfied with the opinion survey and (epartment meetingL

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76%

24%

"pinion survey and #epartment meeting

Agree

Disagree

INTERPRETATION: "egarding opinion survey and department meeting, 6;D

of the employees are satisfied and )5D of the employees are not satisfied.

H- REWARDS AND RECOGNITION

1. -re you satisfied with the monetary rewardsL

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67%

33%

Monetary $ewards

Agree

Disagree

INTERPRETATION: "egarding monetary rewards, ;6D of the employees are

satisfied whereas D of the employees are not satisfied. *t means that some of

the employees want to implement non@monetary rewards in the organization.

I- PERSONAL ACCIDENT INSURANCE POLICY

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1. -re you satisfied with contingencies cover under #ersonal -ccident

*nsurance policyL

76%

24%

Contingencies

Agree

Disagree

INTERPRETATION: "egarding contingencies provided under this policy,

6;D of the employees are satisfied and )5D of the employees are not satisfied.

J- MEDICLAIM POLICY

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1. -re you satisfied with the services covered under $ediclaim policyL

89%

11%

%ervices

Agree

Disagree

INTERPRETATION: "egarding services provided under $ediclaim policy,

7ED of the employees are satisfied and 11D of the employees are not satisfied.

CONCLUSION

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Study shows that

1. !he #olicy of the company provides facilities for all round growth ofindividuals by training in@house and outside the organization,

reorientation, lateral mobility and self@development through self@motivation.

). !he #olicy grooms every individual to realize his potential in all facetswhile contributing to attain higher organizational and personal goals.

. !he #olicy builds teams and foster team@work as the primary instrumentin all activities.

5. !he #olicy implements equitable, scientific and obective system ofrewards, incentives and control.

:. !he #olicy recognizes worth contributions in time and appropriately, so

as to maintain a high level of employee motivation and morale.;. !he employees agree on the part of their performance that they knowwhat is e+pected from them.

6. !he employees understand how their work goals relate to companyKs goals.

7. 4ompany inspires the employees to do their best work every day. E. !he employees are not satisfied with the communication and decision@ making process as it leaks the information related to organization.

19.!he employees do not receive the appropriate recognition and rewards fortheir contributions and accomplishments.

11.!he employees feel that they are not paid fairly for the contributions theymake to companyKs success.

1.

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SUGGESTIONS RECOMMENDATIONS

1. !he #erformance -ppraisal of employee is evaluated on the basis of ;9degree feedback or 179 degree feedback.

). !he rganization should focus on mentor system intend to helpemployees in their career progression.

. !he rganization should conduct #sychometric tests for employees.5. !he !raining should be mandatory for all level of employees.:. !he (epartments should develop constructive attitude towards each other.;. !he company should give the appropriate recognition for the

contributions and accomplishments made by employees. - fle+iblereward system should be adopted by organization to improve employeemotivation.

6. - more transparent and full proof communication system developed inthe organization.

7. "eplacing the lacuna in the current system.E. ages and salary administration process should have a more scientific

approach laying stress on equal wages for equal work done.

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BIBLIOGRAPHY

Boo#:

=Human "esource $anagement> by -shwathapa.=Human "esource $anagement> by $ichael -rmstrong.=Human "esource #olicy -nalysis? rganizational -pplications> by "ichard 3. iehaus.

Jo*$!al# A$"%+le#:

1. -rticles by !.F."ao 'earning Systems.). #olicies of H%& 'td.. (ocuments of H%& 'td.

Web#%"e#:333-+%"e&$-+om

333-a#-+om

333-3%%'e)%a-+om

333-&$($o*'-+om

333-''#'*bl%#&e$#-+om

333-#+$%b)-+om

333-"2$l#-+om

:5
http://www.citehr.com/http://www.ask.com/http://www.wikipedia.com/http://www.hrgroup.com/http://www.ppspublishers.com/http://www.scribd.com/http://www.tvrls.com/http://www.citehr.com/http://www.ask.com/http://www.wikipedia.com/http://www.hrgroup.com/http://www.ppspublishers.com/http://www.scribd.com/http://www.tvrls.com/


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ANNE/URES

Name o Em'lo,ee: 44444444444444444444444444444444444444444444444444444444444444444444444

De#%(!a"%o!: 4444444444444444444444444444444444444444444444444444444444444444444444

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9UESTIONNAIRES

-. "ecruitment and Selection

1. Are you satisfed with the external reruit!ent soures "er#or!ed

in your organi$ation.

1. -gree ). (isagree ). -re you satisfied with the monetary reward given on bringing a candidate on boardL 1. -gree ). (isagree . -re you satisfied with the background checks conduct for employees.

1. -gree ). (isagree 5. -re you satisfied with the monetary limits given to you for the e+pensesL 1. -gree ). (isagree


57/58

1. -gree ). (isagree). -re you satisfied with the feedback given to you by organizationL

1. -gree ). (isagree

%. 4areer #rogression

1. -re you satisfied with the mentor system followed for career progressionL

1. -gree ). (isagree). -re you satisfied with the competence analysis and feedback from managerL


G. 'eave #olicy

1. -re you satisfied with the privilege leave provided to youL


&. 4ommunication and (ecision making process

1. -re you satisfied with the informal communication patternL

1. -gree ). (isagree). -re you satisfied with the opinion survey and (epartment meetingL


H. "ewards and "ecognition

1. -re you satisfied with the monetary rewardsL


*. #ersonal -ccident *nsurance #olicy

1. -re you satisfied contingencies cover under this policyL


3. $ediclaim #olicy

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58/58

1. -re you satisfied with the services covered under this policyL


project report on hr policies

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