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Introduction

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. The main focus was on the managerial levels of employees in Honeypot ITC

CONTENTS

CHAPTER I Introduction Need for Study Objectives of study Methodology of study Limitations of study CHAPTER II Company Profile CHAPTER III Company HR Policy CHAPTER IV Theoretical Frame work CHAPTER V Data Analysis & Interpretation Summary Findings&Suggestions Conclusion CHAPTER VI

BIBLIOGRAPHY

INTRODUCTION

Human resources play a very crucial role in the development process of an economy. The economic development of both developed as The organization as developing countries are closely inter-woven with the level of development of human resources. It is said that all development comes from the human mind. The quantity and quality of human contribution, it should be recognized, are entirely dependent upon the human body and mind.The organization rich it may be in the possession of the physical resources, cannot achieve any prosperity unless it is the organization with rich human resources. The human resources are, therefore, to be developed and properly organized in order to bring about economic development in and country. It should be noted that human resources are responsible for the transformation of traditional economies into modern industrial economies and also for the existing levels of economic development in different countries. The phenomenal growth achieved by a country like Japan, poor in its natural resources, can be attributed to its rich human resources. In essence, the difference in the level of economic development of the countries is largely a reflection of the differences in quality of their human resources. The key elements in this proposition are that the values, attitudes, general orientation and quality of the people of a country determine its economic development. At the micro level, human resource is the most valuable asset in the organization and not the money or physical equipment. It has, in fact, come to be recognized as an important economic resource. Therefore, human resources are to be developed, nurtured and properly organized in order to bring about prosperity in any country. Human resource is the total knowledge, skills creative abilities, talents and aptitudes of an organizations work force, as The organization has the values, attitudes and

beliefs of the individuals involved. Human factor in organizations also gained significance due to the fact that most of the problems in the modern organizations are human and social in nature rather than physical, technical or economic. It is people who can make a difference and who can have an ever lasting impact on the survival and functioning of organization. Peters and Waterman in their widely acclaimed research work, In search of Excellence, have found Productivity of People as one of the important attributes that characterized the most excellent and innovative companies in United States. As pointed out by the noted psychologist, Mc Gregor, much management would agree that the effectiveness of their organizations would be at least doubled if they could discover how to tap the unrealized potential present in their human resources. As such, successful companies are the ones who achieve extraordinary results through ordinary people. The human resources account for a large part of national output and there existed wide scope for enhancing productivity through their proper development. The physical resources, viz., material, machine, money and energy are all important in achieving the productivity of the Organization, but they will not give results unless the human resources are applied to them. In addition to providing value to the physical resources, the human resources provide a dynamic character to the economy and to the individual enterprise. The human resources are also significant from psychological stand point. They require a particular psychological environment to work. The essence of psychological environment is motivation which provides dynamism to these unique resources. The individual and organizational goals are sought to be achieved through effective utilization of human resources. It may be noted that an organizations performance and resulting productivity are directly proportional to the quantity and quality of its human resources. Any

organization that exists to produce goods and services has good chance to survive and prosper if it consists of Right People. This is true for all organizations and similarly, people also need organizations for their development. Thus, the development of human resources plays a very significant role in developing of the workforce of the organization in particular and economy in general. The distinction between the organization when all other resources and human resources is that, only the human resource, which appreciates with time whereas all other resources undergo the process of depreciation. All the firms buy the same material and machines but it is the people in the firm who build the organization and make a difference in the final product. A machines maximum value reaches the day it starts producing. Man never reaches an ultimate value throughout the lifetime at work, but is able to change grow and enrich his value. Success of an organization mainly depends on the quality of its manpoThe organizationr and its performance. HUMAN RESOURSCE POLICIES Human Resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and Resouce Planning.

Each company has a different set of circumstances, and so develops an individual set of human resource policies.

PURPOSES:

HR policies allow an organization to be clear with employees on:


The nature of the organization What they should expect from the organization What the organization expects of them How policies and procedures work What is acceptable and unacceptable behavior The consequences of unacceptable behavior

The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as The organization as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behavior and document displinary procedures, is now the standard approach to meeting these obligations.

HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four The organizationeks holidays per year and receive less pay across the year.

Developing the HR Policies

HR policies provide an organization with a mechanism to managerisk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the companies vision & the human resource helping the company to archive it or work towards it are at all levels benefited and at the same time not deviated from their main objective.

Need for the study: HR policies aims at motivation of employees to the maximum extent possible so that they can became dynamic contributors to organizational goals. As employee motivation is influenced by organizational climate and a healthy organizational climate is required for utilizing and enhancing employee competencies,. A healthy climate is one where the free expression of ideas, opinions and suggestions is encouraged; there is promotion of collaboration among various individuals, teams and departments; people say what they mean, do what they say, and where people can be trusted; initiative pro-activity and creativity is encouraged; seniors support their subordinates and juniors respect their seniors; every senior sees developing their subordinates as their responsibility; every incident is treated as a learning opportunity; people have a sense of satisfaction from their work; people feel that they are cared for and have a sense of belongingness etc

Implied in the above goals are the goals of developing superior-subordinate relationships, team development, inter-team collaboration and organizational health. All these contribute a lot for the development of the workforce in the organization and also help in enhancing of individual competencies, two person relationships, team spirit and organizational health, these all

make the organization a very better place to work in. Thus, the present study has been made to identify the role of private sector organizations in developing a healthy HR Policies in their organizations for the better cause of both the organization and also the economy.

Objectives: To know the profile of the selected organization (Honeypot ITC Pvt Ltd ). To observe the HR policies in Honeypot ITC Pvt Ltd. To study the various elements of the Human Resource Management viz.,HR policies in systematically.

To summarize and to make the suggestions for further improvements in the HR policies system of the organization.

Methodology & Analysis of Data: Research Methodology: The information pertaining to various developers , software engineers of the organization welfare philosophies has been collected mainly from various books Primary Data: This is done by personal discussion with various officials in employee relation department and human resource development. Questionnaires The organizationre prepared by keeping in view of the objective of the study. The first one is being management questionnaire covering HR Policies for executives . The second one was the canvass among the sampled employers to find out their opinion on different policies being provided to them. The questionnaire was distributed to 50 and the response The organizationre limited to 72 including all location . The study is confined to a sample of 50 only. Secondary Data: The secondary data has been collected from Annual Reports of Honeypot ITC Pvt ltd various reports available in the Organization, Books,NHRD The

Journals,Newsletters,Magazines,etc..The organizations are verified. For the achievement of objectives of the study required data has been collected from both the primary and secondary sources. A questionnaire has been prepared with different questions to require the socio-economic status and to measure employee job satisfaction. Then a structured questionnaire has been prepared and administrated among employees in the organization.

Limitations: Study has been done during working hours.Hence it was inconvenient to disturb the workmen with questionnaire at all times. All employees & management representatives The organizationre not considered due to time limit. Hence sample of limited percent of employees has taken up for the purpose of the study. Data collection consumed a lot of time. Last but not least time was a major constraint. It is very difficult to cover all department under the study within 45 days.

CHAPTER II

HONEYPOT IT CONSULTING PRIVATE LIMITED.

Company Profile

Honeypot IT Consulting is internationally established software Technology Company with offices in USA and India. The Indian offshore centre is located in a state-of-art facility in the heart of Hyderabad City.

Honeypot IT initialized its unique opportunity project / product development and enterprise service offerings to deliver value for money results to our customers / clients.

Honeypot IT strongly believes to partner with leading technology companies worldwide to ensure technology focus that helps it provide solutions in line with the emerging technologies.

Our technology understanding ahead of the market place and our domain experts and business development team is constantly updated. This ensures our technical team upgrades its skill sets all the time converting them into our most powerful assets.

Honeypot IT offers its clients a dedicated coordinated two-pronged approach to their technical requirements.

Our offshore development centre in India is well structured in terms of resources, with senior project managers to deliver best of breed technology solutions tailored to customer requirements.

Honeypot's onsite team is a smaller team, however, top-notch technical people led by well experienced project manager, works at client site to ensure the effective and efficient delivery and deployment exceeding the client's expectations.

Our Vision

Our vision statement underlies our aspirations to establish the Honeypot as the benchmark reference for the provision of software ser vices and even further, in line with the increased needs of our customers operating across the globe.

Our Mission

To imagine, conceive, create and deploy creative and effective products and services that can help our clients meet their objectives.

OUR CORPORATE VALUES

Integrity

Our commitment to the highest standards of business ethics and our alertness in the protection of the necessary trust required of a financial institution.

Customer Centric

The assurance of quick, dedicated & unrivalled ser vices to our valuable customers.

Teamwork

Our approach towards synergistic potential among our people & between the companies of the Group alongside leveraging individual skills & competencies.

Innovation

A long-standing in-house tradition of proactively seeking for opportunities at the technological, operational & managerial levels - a long string of market firsts testifies to this.

Knowledge

A strong commitment to nurture our human capital through lifelong development & learning towards achieving our vision.

Excellence

Our ability to constantly rethink ourselves and reflecting our effort to instill, collectively & individually, behaviors tuned to outstanding performance.

Our Corporate Code of Conduct

We strive to develop our own technologies and supply products and services that are valuable to customers.

We incorporate customer feedback into the way we conduct our business and strive to improve customer satisfaction.

We place top priority on the quality and safety of our products and services through a quality assurance system based on our Group Quality Guidelines.

To create new value that our customers will support and trust, we are actively developing technologies that can be applied in every stage of the production process, from development to production, distribution, and sales.

We provide accurate information to our customers and deliver a sense of security and reliability along with our products and services.

We respond promptly, sincerely, and politely to customer complaints by quickly confirming the facts of the situation, identifying the causes of the problem, and taking appropriate measures to achieve a solution.

Quality

Honeypot is committed to assure quality deliverables to its customers. Our quality program is the prime vehicle by which we ensure that our philosophy of agility, expertise and capability is consistently delivered to provide business value to customers.

Quality System covers Design, Development, Marketing, Support and Maintenance of Application Software covering Projects, Products and Software Tools. This integrated quality system, which is implemented in SRA, ensures that quality is built into the software during the various stages of the Software Development Life Cycle.

Honeypot's Offshore Development Center has well established with best practices, processes and procedures. The quality system is designed for continuous improvement and for tailoring. We realize that processes have to be customized based on the nature of tasks and the need to work seamlessly with our customers' quality systems.

We have a defined process that outlines the following:

Core Processes

Project Management Requirements Methodology Design Methodology

Development Methodology Testing Methodology Acceptance Release Maintenance

Supporting Processes

Configuration Management Measurement Review Audit Corrective Action

Defect Prevention

The quality methodology at Honeypot has been both reductionistic and holistic. We give close attention to the quality of components built upon various platforms and sources and at the same

time, give broad attention to the emergent proper ties of the whole assembled system, in terms of its overall fit to business requirements.

All our methodologies and processes are in line with the quality expectations of both internal and external clients. Many leading inter national clients have assigned their QA activities and testing services to Honeypot - thanks to the reliable and agile Quality Processes that have been built over the years.

The Team

With Honeypot's Team network in place, your offshore team will seem like they are sitting next door. You get the best of both worlds - high quality, reliability and expertise at lower costs.

Also, you can avail reliable management assistance, state-of-the-art infrastructure support and the option of leveraging compliant software processes for no additional cost. Our agile team, which is intrinsically capable to ramp up in short notices can perform a variety of roles and possesses a wide variety of skills. Team comprises of providing a dedicated team that will work alongside your IT team. The Team Lead will be the technical liaison for you to ensure the smooth completion of the project on time.

The Team network Model shows the various members involved in a typical IT Services offering. The core of the team consists of the Team Lead and the members of the team. The Team Lead coordinates with members and is your primary point of contact. You would have access to individual team members as well, if required.

The difference in time zones between the US and India is used to advantage with overlapping work hours between the US and India. Honeypot Team - A virtual technology that works closer to you ensures that Support Services are provided 24x7.

Technical Competency

Microsoft Technologies

Honeypot's agility in Microsoft technologies - both in project development and product development should result in the setting up of a Microsoft .Net Center of Excellence. It is exclusively dedicated to development work on .Net Technologies.

Services provided

Product Initiatives: Port existing products of Honeypot and build new products on .Net platform.

Project Initiatives: Provide clients timely, cost-effective, end-to-end solutions coupled with high standards of service and support in .Net related projects.

Consultancy Initiatives: Address the gap in the supply of quality professionals who are required to help customers realize their .Net vision.

The .Net Center of Excellence delivers focused skills transfer, application design & architectural assistance and software development mentoring. This allows rapid learning and application of new development skills to define business and technology problems.

We have a strong background in Web and Interactive Media, as well as PHP, MYSQL, AJAX, Frame works, ZEND , ZENCART, OSCOMMERCE, SMARTY TEMPLATE INTIGRATION, GOOGLE MAP INTIGRATIONS, YAHOO MAP INTEGARTIONS, GOOGLE XPATH INTEGRTAIONS, CRE etc.

We have an excellent Reporting , website design team with creativity , Graphic designers , Multimedia Developers who together create some of the most innovative, attractive and intelligent web pages.

Human Resources at Honeypot

Honeypot has highly charged technical whiz kids, with an eye for future technology, working towards shaping Technology of the Future. The objective of this group is to deliver software

services, solutions and products, using emerging technologies, through innovation and creativity, with the highest standards of quality and integrity. The ambit of the Human Resource management team at Honeypot goes beyond the number game into the subtler areas of employee attitude, behavior and commitment.

The tasks constantly before the HR team include:

Encouraging employees to be creative, generating fresh ideas and innovative practices that enhance the company's ability to compete with competitors and accept new Responsibilities and participate in activities aimed at making systems more efficient, and processes more streamlined, effective and valuable.

Developing and maintaining an environment that promotes a cohesive, inclusive, and diverse community, affirming the inherent worth of all individuals and underscoring the importance of teamwork, trust, and open communication to create a positive living and learning environment.

The HR policies at Honeypot are centered on how we treat people, how we operate, what we deliver, how we feel and how we think. Similarly the recruitment policy at Honeypot is tailored around what we have, new skill sets required to accomplish the pre-set goals and how we fit in with the plans of the professionals.

Honeypot believes in recruiting professionals with not merely the right skill set and expertise but with the right attitude to fit into its environment. Like any startup in the IT industry, Honeypot is flexible without compromising quality. The same can be said of its recruitment policy.

The HRD team believes that great companies are made, not born. The secret behind it is in hiring the right people. This is, of course, easier said than done. Statistically, half of all employment situations result in mis-hire, i.e., hiring the wrong person for the job. For building a team of professionals to hold various responsible positions, to carry out the activities, the HRD team takes utmost care to ensure the inflow and management of the right skill into the organization at the right time.

The HRD team believes in re-inventing relationships and building a shared vision with its employees. It helps the organization by framing policies and procedures for the company and ensuring that these are implemented and the employees are educated on the need to heed these policies and procedure.

Infrastructure

With the Internet expanding rapidly across every corporate network, businesses are making huge investments in complex mission critical network infrastructure. This increases the challenges of managing and administering them.

Honeypot has certified engineers on SUN, CISCO, Oracle, IBM, and Microsoft among other platforms. Honeypot, with its extensive experience in building and managing data centers and IP networks, is well positioned to assist its clients with all aspects of managed services. Honeypot provides services such as System Administration, Network Management, Messaging Solutions, Database Administration, Data Center Support and Help Desk.

Our Services

Corporate Design Services Corporate Website Design Website Re-design

E-Business Solutions

Knowledge Management Enterprise Internet Application Development E-Business Integration with legacy systems Customer Management Solutions

IT Consulting

IT Planning IS Management Policy formation Strategic Outsourcing

Quality Integration Project Management and Design Consulting E-Business Strategy Consulting Customer Relationship Management Consulting and Change Management

Software Solutions

Client-server Application Development Distributed Application Development

Overseas Branches:

Michigan Office: 304, Candlewyck dr, #1422 Kalamazoo, Michigan 49001. Ph: 001 2694644647.

California Office: 730 E, Evelyn Avenue. # 221, Sunnyvale, California 94086. Ph: 001 7632133507.

Organization Chart -I

Managing Director Mr.Ramesh Parsa

IT Dept Admin Accounts HR Project Manager Team Lead Software Engineers Trainees

Sales Sales Manager Sales Executives Trainees

CHAPTER III Honeypot ITC HR Policy HR POLICY (In brief)

EMPLOYMENT WITH THE ORGANIZATION RECRUITMENT: Recruitment will be by Honeypot under the following purposes: To Fulfill the requirements in the client place Expansion into new areas To fill a vacancy created in an existing position Vacancies will be made known internally and externally. The CEO announces all vacancies in accordance with the approved Annual Plan & Budget or after approval of the Managing Committee of Honeypot. Some employments with Honeypot may be on contractual basis depending on the requirement.

Sources of Recruitment: Word-of-Mouth/Networks/Website/ other Job Placement Websites Database with Honeypot Campus Recruitment Selection process: The whole process of selection would take place in two stages. Internal Recruitment Technical Round HR Round Appointment Induction External Recruitment Written Test Voice & Accent Round JAM Session HR Round

HOURS OF WORK: Working hours in Honeypot will be between 10.00 a.m. to 6:00 p.m., Monday to Friday with a lunch interval from 1:00 p.m. to 2:00 p.m. In case of staff requiring leaving office early or late to office, sanction may be taken from the CEO/Director Operations. A total of three late comings of one hour each are allowed per month and subsequent late comings will be treated as half a day casual leave. CEO will have discretion to waive this clause under exceptional circumstances.

LEAVE POLICY: Staff with Honeypot will be entitled for Leaves and Holidays which will be in accordance with the calendar year.

HOLIDAYS: The CEO will declare the official list of Holidays at the beginning of the calendar year after reviewing the Government Holiday list. A maximum of 15 days holidays per annum.

CASUAL LEAVE: Staff is eligible for casual leave of 8 days per annum. Unused casual leave cannot be accumulated. It can not be combined with sick leave. Staff can not avail more than three casual leaves at a time.

SICK LEAVE: Staff shall be eligible for 12 days sick leave per annum. Unused sick leave can be accumulated for a maximum of 120 days, and is not encashable.

MATERNITY LEAVE: The maternity leave entitlement is as per the provisions of the Maternity Benefit Act, 1981 or any such Act that be in force from time to time.

PATERNITY LEAVE: Male Staff, within the first month of becoming a father, are entitled for a paternity leave of 6 days.

LOSS OF PAY LEAVE: Staff on leave without the same being approved by the concerned authority will be considered or treated as being on Leave with Loss of Pay. Continuous absence for more than ten days without consent will result in disciplinary action including dismissal.

PROCEDURE FOR APPLYING LEAVE:

Step 1: Employee sends an e-mail to M.D(CC: To HR) with clear reasons and type of leave required. Excepting unavoidable or emergent situations, all leaves must have prior sanction. Step 2: If leave is sanctioned, the application will be forwarded to HR Department for up-dating employee leave records. If leave is not sanctioned. The employee concerned may be advised/counseled accordingly.

GENERAL RULES:

Prior Approval: No leave is sanctioned, if an employee avails of leave without getting it sanctioned and also he is not allowed to regularise it on the date of resuming duty excepting

reasons which are of emergency or unavoidable nature. This will be decided by HOD concerned.

If this attitude is repeated, HOD may discuss with Personnel /HR Dept to take appropriate action against erring employees. Just applying leave does not mean that he got the sanction. He must get the leave sanctioned and only then, he may proceed on leave.

Over Staying: Employees are not allowed to extend their leave except in the reasons/Situations which are beyond the control. If this attitude is repeated, concerned HOD may take up the matter with Personnel Manager to take appropriate action against erring employees.

ABSENCE: If an employee is absent continuously more than 7 days, without any Valid reasons, his name will be removed from the rolls of the Company and Suitable disciplinary action will be taken against the faulty employees.

SUGGESTED SALARY STRUCTURE:

1. Basic Pay 2. HRA 3. Conveyance 4. City Compensatory Allowance

50% of Gross Pay 40% of basic pay 800 8% of basic pay of basic pay

5. Medical Reimbursement 6. Special Allowance

8.33% of basic pay Balance

ANNUAL INCREMENT

The professional/staff of the Honeypot may be eligible for a performance based annual increment. Staff will be eligible for an Annual Increment in Basic Pay as applicable to their respective level.

STAFF WILL GET: 30% hike , if he/she had been completed one year of service. A proper Performance Appraisal system shall be put in place which shall have provision to assess the average, good and excellent performance of staff during the year.

CHAPTER IV Theoretical Frame work

Human Resource Policies Literature Review INTRODUCTION

Human Resource Policies

Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning The Project outline :

A-Human Resources Policy Definition B-Subjects covered by Company HR Policies C-Advantages of Formal Human Resource Policies D- Creating the Link between the Company and HR Function E-How to get an effective Relevant HR Policies F-How to make the HR Policy successful

A-Human Resource Policies Definition :

The formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their work force

These policies, when organized and disseminated in an easily used formsuch as an employee manual or large postingscan go far toward eliminating any misunderstandings between employees and employers about their rights and obligations in the business environment.

Human resource policies that are inconsistently applied or based on faulty or incomplete data will almost inevitably result in declines in worker morale, deterioration in employee loyalty, and increased vulnerability to legal penalties. So,. it is important to maintain a written record of its HR policies and of instances in which those policies came into play .Also, wit will be very helpful to have a record too of the updating of these policies over time and who have done the change with a preplanned forms and steps for the changes and the levels of those who insert of approve the change. B- Subjects covered by Company HR Policies: The following basic human resource issues when putting together their personnel policies: Equal Employment Opportunity policies Employee classifications Workdays, paydays, and pay advances Overtime compensation Meal periods and break periods Payroll deductions

Vacation policies Holidays Sick days and personal leave (for bereavement, jury duty, voting, etc.) Performance evaluations and salary increases Performance improvement Termination policies In addition, a broad spectrum of other issues can be addressed via human resource policies, depending on the nature of the business in question. Examples of such issues include promotion policies; medical/dental benefits provided to employees; use of company equipment/resources (access to Internet, personal use of fax machines and telephones, etc.); continuity of policies; substance abuse and/or drug testing; flextime & telecommuting policies; pension, profit-sharing, and retirement plans; reimbursement of employee expenses (for traveling expenses and other expenses associated with conducting company business); child or elder care; educational assistance ;employee privacy; dress codes; parking; mail and shipping; and sponsorship of recreational activities. C- Advantages of Formal Human Resource Policies Many observers have pointed out that even the best policies will falter if the business owners or managers who are charged with administering those policies are careless in doing so. But for those businesses that are able to administer their HR policies in an intelligent and consistent manner, benefits can accrue in several areas: Curbing litigation. Members of the legal and business communities agree that organizations can do a lot to cut off legal threats from disgruntled current or ex-employees simply by creating and applyinga fair and comprehensive set of personnel policies. Communication with employees. A good, written human resource policy manual can be an enormously effective tool in disseminating employer expectations regarding worker performance and behavior.

Communication with managers and supervisors. Formal policies can be helpful to managers and other supervisory personnel faced with hiring, promotion, and reward decisions concerning people who work under them. Time Savings. Prudent and comprehensive human resource management policies can save companies significant amounts of management time that can then be spent on other business activities, such as new product development, competitive analysis, marketing campaigns, etc. D- Creating the Link between the Company Strategy & HR Function : In nowadays organizations the HR as a function is very critical in the accomplishment of the company targets and Business Plan, HRM is facing a lot of challenges that necessitates this collaboration between the company targets and HRM as a function facing the following objectives /challenges : a. To Attract People People will be interested to join any organization if it is providing them quality working environment, attractive benefit and opportunities to excel in future. Keeping in view the opportunities in the market, the first issues will be to attract good people for your organization.

b. To Develop People Development is related to provide the opportunities for training and development to match the skills to job in particular areas. It requires careful need assessment for training and selecting effective training methods and tools. After attracting/selecting, continuous development of workforce of the organization leads towards development of the organization. So that they will start playing their important role in the organization.

c. To Motivate Motivation means to influence performance of others and to redirect the efforts in desirable direction by using different motivational tools that can help in fulfilling the mission of

organization. Third important issues/concern will be to keep your workforce motivated so that they should keep on delivering effectively.

d. To Keep Talented People This is related to retention of workforce in organization and to take steps that can prevent undesirable detachments of talented and motivated workers from the organization. In the end we will look at this interaction between the HR as a function and Organization meaning that effective HRM equals to effective organization.

E- How to get an effective Relevant HR Policies:

How to have an effective relevant HR policies requires the complete and systematic approach as outlined in the following diagram

Also, it is recommended to look at HR Policy as a tool that has input and supply form various functions within the organization such as : - Production - R& D - Finance - Marketing

In addition to the other HR functions such as : - Staffing (HR planning, recruitment and selection) - Human resource development - Compensation and benefits - Safety and health - Employee and labor relations - Records maintaining, etc. - HR research (providing a HR information base, designing and implementing employee communication system). - Interrelationship of HR functions. So, it is important to have this wide spectrum view in order to create HR policy that fulfills the company target in attracting , developing , motivating & keeping the manpower at the company to get the targeted advantage edge.

HR Policy should have a checklist to get the policy produced as needed concerning : People Retention Company targets Attracting new candidates Creating the company image Creating the company competitive advantage Saving the time and efforts for the staff and managers Achieving customer satisfaction Exceeding expectations Having the lead The Quality Assurance approach is required to be applied in order to get the targeted objectives from the HR policy/policies.

We have to look at HR as strategic partners and consequently the product exemplified in HR policies as a tool.

F-How to make the HR Policy successful

To make a successful HR policy you , it is recommended to keep in mind the following new trends which necessitates the importance of having a successful HR policy a. Education

b. Work time c. Standard of living d. Expectations & demand e. Diversity and gender issues at work place f. QWL g. TQM

a- Education: Now a day organizations are available with the opportunity of having more knowledge and skilled workers, increase in the education level of societys continuously providing the highly educated work force in the organizations.

b-Work time: Flextimethe practice of permitting employees to choose, with certain limitations, their own working hours. Compressed Workweekany arrangement of work hours that permits employees to fulfill their work obligation in fewer days than the typical five-day workweek. This approach adds many highly qualified individuals to the labor market by permitting both employment and family needs to be addressed.

c. Standard of living: High employment rate, low inflation and Steady economic growth provide opportunity and rising living standards. Technological advance has enabled the worlds population to grow with improved living standards for most.

d- Expectations & demand: People's expectations that their employers will behave ethically are increasing, so much that many firms and professional organizations have created codes of ethics outlining principles and standards of personal conduct for their members. Unfortunately, these

codes often do not meet employees' expectations of ethical employer behavior. These negative perceptions have worsened over the years.

e-Diversity and gender issues at work place: Managing diversity means planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized. Managers are striving for racial, ethnic, and sexual workplace balance as a matter of economic self-interest. A study found that cultural diversity contributes to improved productivity, return on equity, and market performance.

f-QWL: High quality of work life is related to job satisfaction, which in turn is a strong predictor of absenteeism and turnover. A firm's investments in improving the quality of work life also payoff in the form of better customer service. We discuss issues covering job design and their effects on employee attitudes and behavior.

g-TQM: Many companies are implementing total quality management (TQM) initiatives, which are programs designed to improve the quality of all the processes that lead to a final product or service. In a TQM program, every aspect of the organization is oriented toward providing a quality product or service

Success factors for HR policy are :

- Matching the people needs ( Staff) - Achievement of company targets - Improving the company image - Creating a favorable environment - Advance in gaining success for the company and its position in the society

Purpose

HR policies allow an organization to be clear with employees on: The nature of the organization What they should expect from the company What the company expects of them How policies and procedures work at your company What is acceptable and unacceptable behavior The consequences of unacceptable behavior

Each policy should include all the elements needed for easy implementation:

revision and effective

Carefully researched policy language, Thorough analysis of underlying management issues, and Comprehensive legal documentation with clear explanations.

Identify the important policy issues for organization. Consider: organization current laws funder requirements any collective agreements that affect your

issues that address important concerns and support what your organization

represents Human resources play a very crucial role in the development process of an economy. The economic development of both developed as The organization as developing countries are closely inter-woven with the level of development of human resources. It is said that all development comes from the human mind. The quantity and quality of human contribution, it should be recognized, are entirely dependent upon the human body and mind.The organization rich it may be in the possession of the physical resources, cannot achieve any prosperity unless it is the organization with rich human resources. The human resources are, therefore, to be developed and properly organized in order to bring about economic development in and country. It should be noted that human resources are responsible for the transformation of traditional economies into modern industrial economies and also for the existing levels of economic development in different countries. The phenomenal growth achieved by a country like Japan, poor in its natural resources, can be attributed to its rich human resources. In essence, the difference in the level of economic development of the countries is largely a reflection of the differences in quality of their human resources. The key elements in this proposition are that the values, attitudes, general orientation and quality of the people of a country determine its economic development. At the micro level, human resource is the most valuable asset in the organization and not the money or physical equipment. It has, in fact, come to be recognized as an important economic resource. Therefore, human resources are to be developed, nurtured and properly organized in order to bring about prosperity in any country. Human resource is the total knowledge, skills creative abilities, talents and aptitudes of an organizations work force, as The organization has the values, attitudes and beliefs of the

individuals involved. Human factor in organizations also gained significance due to the fact that most of the problems in the modern organizations are human and social in nature rather than physical, technical or economic. It is people who can make a difference and who can have an ever lasting impact on the survival and functioning of organization. Peters and Waterman in their widely acclaimed research work, In search of Excellence, have found Productivity of People as one of the important attributes that characterized the most excellent and innovative companies in United States. As pointed out by the noted psychologist, Mc Gregor, much management would agree that the effectiveness of their organizations would be at least doubled if they could discover how to tap the unrealized potential present in their human resources. As such, successful companies are the ones who achieve extraordinary results through ordinary people. The human resources account for a large part of national output and there existed wide scope for enhancing productivity through their proper development. The physical resources, viz., material, machine, money and energy are all important in achieving the productivity of the Organization, but they will not give results unless the human resources are applied to them. In addition to providing value to the physical resources, the human resources provide a dynamic character to the economy and to the individual enterprise. The human resources are also significant from psychological stand point. They require a particular psychological environment to work. The essence of psychological environment is motivation which provides dynamism to these unique resources. The individual and organizational goals are sought to be achieved through effective utilization of human resources. It may be noted that an organizations performance and resulting productivity are directly proportional to the quantity and quality of its human resources. Any organization that exists to produce goods and services has good chance to survive and prosper if it consists of Right People. This is true for all organizations and similarly, people also need organizations for their development. Thus, the development of human resources plays a very significant role in developing of the workforce of the organization in particular and economy in general.

The distinction between the organization when all other resources and human resources is that, only the human resource, which appreciates with time whereas all other resources undergo the process of depreciation. All the firms buy the same material and machines but it is the people in the firm who build the organization and make a difference in the final product. A machines maximum value reaches the day it starts producing. Man never reaches an ultimate value throughout the lifetime at work, but is able to change grow and enrich his value. Success of an organization mainly depends on the quality of its manpoThe organizationr and its performance. HUMAN RESOURSCE POLICIES : Human Resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and Resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies. PURPOSES: HR policies allow an organization to be clear with employees on: The nature of the organization What they should expect from the organization What the organization expects of them How policies and procedures work What is acceptable and unacceptable behavior The consequences of unacceptable behavior The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as The organization as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other

considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behavior and document displinary procedures, is now the standard approach to meeting these obligations. HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four The organizationeks holidays per year and receive less pay across the year. Developing the HR Policies HR policies provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the companies vision & the human resource helping the company to archive it or work towards it are at all levels benefited and at the same time not deviated from their main objective.

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: 1. Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like. 2. Policy on terms and conditions of employment-compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off and the like. 3. Policy with regard medical assistance-sickness benefits, ESI and company medical benefits. 4. Policy regarding housing, transport, uniform and allowances.

5. Policy regarding training and development-need for, methods of, and frequency of training and development. 6. Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure, participative management and communication with workers. General HR Policies

Attendance Religious Holidays Vacation Time Recognition Policy Harassment Free Workplace Performance Correction Personal Days Termination of Employment Staff Development Risk Management Out of Scope Compensation Plan Staff Evaluation Work Schedules Leaves of Absence Holidays Classification of Jobs Discipline of Staff Leave of Absence Without Pay Computer Use Policy Personal Relationships Supplementary Salary Leave Plan

Professional Responsibility Management Compensation Plan Computer Usage Confidential HR Info Dress Code Email Usage New Employee Documentation Offers of Appointment Position Classification Training and Development Identification Cards Continuous Service Employment Disciplinary Action Service Awards Time and Attendance Records Hours of Work Holidays Annual Leave Sick Leave Personal Leave Rest Periods and Meal Breaks Family and Medical Leave Policy Parental Leave Policy Separations of Employment Exit Interviews Retirement Employment Assistance Program Code of Ethics Personnel Records

Grievance Procedure Ethical Conduct Employee Registration Orientation Employment Offers References Medical Exams & Immunization Interviewing Consultants and Contractors Basic Life Insurance Accidental Insurance Occupational Health and Safety Performance Personnel Files and Confidential Info Staff Development Workshops and Seminars

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 commensurating with jobs.

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

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

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.

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 upto 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.

BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits: g. 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. h. Established policies ensure consistent treatment of all personnel throughout the organization. Favoritism and discrimination are, thereby, minimized. i. 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. j. 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 upto the professional intentions. k. 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. l. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

Value of Human Resource Policies HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees. The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include: Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety. Transaction activities - dealing with financial matters such as pay and benefits Transformation activities - introducing changes that make for a good working culture e.g. induction, training. Measurement - putting in place systems that show a tangible return on investing in people. The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees: * Represent your business * Bring knowledge, skills and experience to your business which are intangible but are also priceless * Create customer satisfaction Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies. What a Good HR Policy dos * Minimize the costs associated with high employee turnover * Improve retention of skills, knowledge, motivation and morale, which in time impact productivity

* Give employees job security and money in their * Give employees opportunities - to learn new skills and gain more knowledge

pockets

Employees are a significant part of your competitive advantage - they can make or break your business in the way that they interact with your customers, consumers and the general public.Employees are also your business' reputation Some of the Components of A Common HR Policy Attendance Sexual Harassment Religious Holidays Vacation Time Recognition Policy Harassment Free Workplace Employment of Performance Personal Jury Drug Free Conflict of Interest Relatives Correction Days Duty Workplace

Family and Illness Leave Staff Development Harassment AIDS or HIV Harassment Attendance Leave of Absence Without Pay Workplace Violence Computer Use Policy Bilingual Customer Service Personal Relationships Drugs and Alcohol Supplementary Salary Leave Plan

Affirmative Action Termination of Employment Drugs Staff Development Sexual Harassment Risk Management Nepotism Out of Scope Compensation Plan

Staff Work Dispute Leaves of Holidays Classification Discipline of Staff

Evaluation Schedules Resolution Absence of Jobs

Professional Responsibility Management Compensation Plan Dispute Resolution Conflict of Interest Drug Free Workplace Computer Usage

Nepotism Sexual Harassment Movement from Bargaining Unit to Management Pay Adjustments Temporary Positions

CHAPTER V Data Analysis & Interpretation Summary Findings&Suggestions Conclusion

A. RECRUITMENT AND SELECTION 1. Are you satisfied with the external recruitment sources performed in your organization.

External recruitment sources

18%

agree disagree

82%

INTERPRETATION: Regarding external recruitment sources 82% employees are satisfied or agree whereas 18% are not satisfied which is performed in the organization. Therefore, the employees are satisfied by recruitment process.

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

Monetary reward

26%

agree disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board 74% of employees are satisfied and 26% are not satisfied.

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

Backgroud checks

22%

Agree Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for employees 78% employees are satisfied whereas 22% employees are not satisfied.

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

Expenses

21%

Agree Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees for their expenses 79% of the employees are satisfied and 21% of the employees are not satisfied.

B. INDUCTION

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

Induction programme

18%

Agree Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in the organization, 82% of the employees are satisfied whereas 18% of the employees are not satisfied.

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

Induction
10%

Agree Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the employees are satisfied and 10% of the employees are not satisfied. It means that most of the employees are benefited.

C. TRAINING AND DEVELPOMENT

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

Employee performance

24%

Agree Disagree

76%

INTERPRETATION: Regarding employee performance, 76% of employees are satisfied whereas 24% of employees are not satisfied. It means that most of the employees get affected from this evaluation.

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

Classroom method

27%

Agree Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the employees are satisfied whereas 27% of the employees are not satisfied. It means most of the employees get affected but some of the employees want training and development programmes to train employees.

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

Effectiveness of Training program

32% Agree Disagree 68%

INTERPRETATION: Regarding effectiveness of training program, 68% of the employees are satisfied whereas 32% of the employees are not satisfied. It means that some of the employees want that evaluation of effectiveness of training program should be done with some other method.

D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Balance scorecard method


8%

Agree Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the employees are satisfied whereas only 8% of the employees are not satisfied. It means that most of the employees are benefited from this evaluation method.

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

Feedback

28%

Agree Disagree

72%

INTERPRETATION: Regarding feedback 72% of the employees are satisfied whereas 28% of the employees are not satisfied. It means that some of the employees get benefited but some are not.

E. CAREER PROGRESSION d. Are you satisfied with the mentor system followed for career progression?

Mentor system
16%

Agree Disagree

84%

INTERPRETATION: Regarding mentor system followed for career progression, 84% of the employees get benefited and only 16% of the employees are exempted.

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

Competence analysis and feedback

22%

Agree Disagree

78%

INTERPRETATION: Regarding competence analysis and feedback from manager 78% of the employees are satisfied whereas 22% are not satisfied. It means that some of the employees want feedback from other source.

F. LEAVE POLICY

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

Privilege leave

17%

Agree Disagree

83%

INTERPRETATION: Regarding privilege leave provided to employees, 83% of the employees are satisfied whereas 17% of the employees are not satisfied.

G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern


13%

Agree Disagree

87%

INTERPRETATION: Regarding informal communication pattern, 87% of the employees are satisfied and 13% of the employees are not satisfied. It means most of the employees are comfortable with this communication process.

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

Opinion survey and Department meeting

24%

Agree Disagree

76%

INTERPRETATION: Regarding opinion survey and department meeting, 76% of the employees are satisfied and 24% of the employees are not satisfied.

H. REWARDS AND RECOGNITION 1. Are you satisfied with the monetary rewards?

Monetary Rewards

33% Agree Disagree 67%

INTERPRETATION: Regarding monetary rewards, 67% of the employees are satisfied whereas 33% of the employees are not satisfied. It means that some of the employees want to implement non-monetary rewards in the organization.

I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident Insurance policy?

Contingencies

24%

Agree Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy, 76% of the employees are satisfied and 24% of the employees are not satisfied.

J. MEDICLAIM POLICY

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

Services
11%

Agree Disagree

89%

INTERPRETATION: Regarding services provided under Mediclaim policy, 89% of the employees are satisfied and 11% of the employees are not satisfied.

CONCLUSION Study shows that 1. The Policy of the company provides facilities for all round growth of individuals by training in-house and outside the organization, reorientation, lateral mobility and selfdevelopment 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 companys goals. 8. Company inspires the employees to do their best work every day. 9. The employees are not satisfied with the communication and decisionmaking process as it leaks the information related to organization. 10. The employees do not receive the appropriate recognition and rewards for their contributions and accomplishments. 11. The employees feel that they are not paid fairly for the contributions they make to companys success.

SUGGESTIONS &RECOMMENDATIONS

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. 7. A more transparent 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.

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 Honeypot ITC Pvt Ltd. 3. Documents of Honeypot ITC Pvt Ltd..

Websites: www.honeypotit.com www.betechs.com www.citehr.com www.wikipedia.com www.hrgroup.com

ANNEXURES

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

QUESTIONNAIRES

A. 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? 1. Agree 2. Disagree

3. Are you satisfied with the background checks conduct for employees. 1. Agree 2. Disagree

4. Are you satisfied with the monetary limits given to you for the expenses? 1. Agree B. Induction 1. The induction programme of your organization is informal type. 1. Agree 2. Disagree 2. The induction of your organization covers organizational structure and policies. 2. Disagree

1. Agree

2. Disagree

C. Training and Development 1. For Employee performance is the training need analyzed in your organization. 1. Agree 2. Disagree 2. Are you satisfied with the Classroom method adopted by tour organization to train the employees? 1. Agree 2. Disagree 3. Effectiveness of training program in your Organization is evaluated by observing the post training performance of employees. 1. Agree 2. Disagree

D. Performance Appraisal 1. Are you satisfied with the Balanced Scorecard method? 1. Agree 2. Disagree 2. Are you satisfied with the feedback given to you by organization? 1. Agree 2. Disagree E. Career Progression 1. Are you satisfied with the mentor system followed for career progression? 1. Agree 2. Disagree 2. Are you satisfied with the competence analysis and feedback from manager? 1. Agree 2. Disagree F. Leave Policy 1. Are you satisfied with the privilege leave provided to you? 1. Agree 2. Disagree G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern? 1. Agree 2. Disagree 2. Are you satisfied with the opinion survey and Department meeting? 1. Agree 2. Disagree H. Rewards and Recognition

1. Are you satisfied with the monetary rewards? 1. Agree 2. Disagree

I. Personal Accident Insurance Policy 1. Are you satisfied contingencies cover under this policy? 1. Agree 2. Disagree J. Mediclaim Policy 1. Are you satisfied with the services covered under this policy? 1. Agree 2. Disagree

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