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PROCEDURESANDITSIMPLEMENTATION
P.GAURAVPATEL
(105113684020)
Projectsubmittedinpartialfulfillmentoffortheawardofthedegreeof
BachelorofBusinessAdministration
By
OsmaniaUniversity,Hyderabad500007
Certificate
Thisistocertifythattheprojectwork
entitled
APROJECT
REPORTONHRPOLICIES,PROCEDURESANDITSIMPLEMENTATION
Isthebonafideworkdoneby
NAME:P.GAURAVPATEL
ROLLNO.:105113684020
asapartoftheircurriculumintheDepartmentofCommerce
AurorasDegree&PGCollege,
Chikkadpally,Hyderabad500020.
Thisworkhasbeencarriedoutundermyguidance
Mr.VISWANADHAMBULUSU
MrsP.MADHAVILATHAMrs.VEENAKAPOOR
Principal
HeadofDepartment Mentor
AurorasDegree&PGCollege,Chikkadpally,Hyderabad20.
ExternalExaminer
ANNEXURE I
DECLARATION
ANNEXURE II
CERTIFICATION
This is to certify that the Project Report titled EMPLOYEE ONHRPOLICIES,
PROCEDURESANDITSIMPLEMENTATIONsubmitted in partial fulfilment for the award of
BBA Programme of Department of Business Management, O.U. Hyderabad, was carried out by
P.GAURAV PATELunder my guidance. This has not been submitted to any other University or
Institution for the award of any degree/diploma/certificate.
ACKNOWLEDGEMENT
This project work would not have been complete without the mention of following people.
We express our hearty gratitude to our principal sir MR. VISHWANADHAM BULUSU for
providing us the opportunity and platform to work on the project.
And our project mentor Mrs.VEENA KAPOOR who has supported and guided us
throughout our project.
A
PROJECT REPORT
ON
HR POLICIES AND ITS IMPLEMENTATION
AT
SHIVAM SALES CORPORATION
SUBMITTED BY
Name
P.GAURAV PATEL
UNDER THE GUIDANCE OF
NAME
HR POLICIES IN
SHIVAM SALES
CORPORATION
PREFACE
EXECUTIVE SUMMARY
My internship at Shivam Sales Corporation, Hyderabad was a great exposure to
the industry. After going through my summer training, I had a firsthand
experience of how an industry as well as HR department functions.
INTRODUCTION OF PROJECT
This project is about the HR Policies in Shivam Sales Corporation. The HR
Policies in an organization helps every individual to raise his/her potential in all
facets by helping him to be satisfied and secured about his present and future.
PROJECT TITLE
The title of the project is HR Policies and Its Implementation in Shivam Sales
Corporation. As the name indicates it is the study of the HR Policies prevalent
in the organization.
ORGANISATION
Shivam Sales Corporation began with a vision to support the countrys drive
towards self sufficiency and import of wodden logs in 1970. What began as a
fully indigenous sal wood, Teak wood, Meranthi wood, Burma teak, Indian
Teak, Mango Teak and Balharsha Teak. They also manufactures the lamination
doors, Flush doors, Membrane Doors, and also sales the UPVC doors which is
water proof. The Shivam Sales Corporation has its branch in the wood market
called Mahalaxmi Timber depot, Which is well known as oldest and finest
dealer of timbers in the city of Hyderabad with a focus on customer satisfaction.
At presently Shivam Sales Corporation is the leading wholesaler of timbers in
the wooden market of Hyderabad dealing with morethan 60 of the small scale
timber depots.
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BOARD OF DIRECTORS
Shri Santhosh Kumar Chauhan, Founder
He is the founder of the company and associated with it since 1970, right from
the date of inception of the company. He is well known businessman, having 20
years of experience in the wooden field.
Co-Founder
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12
Corporate Values
SSC(Shivam Sales Corporation)
believes in honoring its
commitment. integrity and transparency are an integral part of our
relationship with customers, employees, society.
Respect for Life: the company believes that life in all its forms must
be respected. We respect and value our people. Our employees are
our value creators whose efforts, creativity and bond we cherish.
Our customers, who reward us for our value creation and our
stakeholders, who are committed to us in our endeavor to improve
life. We also recognize and respect our environment and take every
effort to preserve it.
13
OBJECTIVES
To study the HR policies of the company.
To study Amandments made in the HR policies of Shivam
Sales Corporation.
To study the work environment of Shivam Sales Corporation
SCOPE OF THE STUDY
In any organisation human resource is the most important
asset. In todays current scenario, Shivam Sales Corpaoration
is a very large dealers and manufacturer of wooden doors and
windows, Lamination doors, Membrane doors, Door frames
and window frames.
As most of the firms overall performance depends only on
chairmans planning and workers performance, which depends
largely on the HR policies of the firms.
The core of the project lies in analysing and assessing the
organisation and to design a HR policy manual for the
organisation.
LIMITATIONS OF HR POLICY IN ORGANISATION
Its challenging for a single researcher to collect data from
documents and employees observation.
The HR person has to know the daily status of the labours
behaviour in the organisation with the co-workers.
The well being of the employees or workers is the
mainoutcome in the end.
But its very tough because employee management is very
vast in nature, every aspect couldnt be put under one roof.
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RESEARCH METHODOLOGY
METHOD OF DATA COLLECTION:
The researcher have chossenthe questionnaire method of
data collection due to limited time in hand and busyness of the
people of HR and chairman in thebusiness.
Hypothesis of project:
Human resource policies provided by the firm of employees
works as an agent for the growth ofemployees and also
motivates the employees to perform well i.e., employees and
workers performance and satisfaction is the valiable outcome
of sounf of HR policies of the organisation.
The various HR polivies in SHIVAM SALES
CORPORATION makes the workers enthusiastic towards
work.
15
INTRODUCTION
16
INTRODUCTION:
Every organisation is involved in taking varied desicions. Sum
desicion have long term orientation while other concern day to day
operations long desicions provide guide lines for future decision
making. policy is the such part of planning which provide guide
lines for future desicioning.
A policy is a general statement which is formulated by an
organisation for the guidence of his personnel. First objects are first
formulated and then policy are planned to achieve them. Policy are
a more of thoughts and the principle underlying the activities of an
organisation or business entities. Policies do not require action, but
are intended to guide manager in the decision commitment when
they do not make decisions. Policies provides a framework within
which a person has freedom to act.
Policies acting as principles provides rule of action for
achieving organisations specific objectives. The co-ordinating links
inthe organisation are provided by the policies. They governs and
guides the action of an organisations overall performance and its
objectives in the various areas of operation-production, finance
marketing and prosonnel. The clear formulation of policies help the
executives to plan every operational aspect of the enterprise.
Though objectives and policies are used to achieve
organisational goals but are different in assence. The objectives are
the goals and the policies are the ways to achieve them. A policy
gives guidelines and leaves scope for interpretation for the person
implementing them. This means that a policy has the flexibility for
interpretation. A rigid policy become a rule.
Human resource policies are the generally formal rules and
guidelines that businesses put in place to hire, train, assess and
reward the members of their work force.
This policies when organised and disseminated in an easily used
form, can serve to pre-empt many misunderstandings between
employees and employees about their rights and obligations in the
business place.
Having policies written is important so that it is clear to all
what the policies are and that they are applied consistently and
fairly across the organisation.
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18
REVIEW
OF
LITERATURE
19
Criteria:
Does the employees knows that difference between good and bad
Credibility:
Does an employee believe the manager will deliver on promises?.
The most effective managers are those who deliver on their promises, no
matters how small a promise and to whom they gave it.
However, many manages forget what they said, or were lying for
convenience. Problem employees often arise because they were promised
rises, bonuses or promotion for good performance and the manager come
through
Many managers\supervisors do mistake of thinking that money is only
compensation and forget about employees that they also look at the non
monetary rewards for their good performance. The most overlooked of
compensation for a employee is a simple Thank you. Many bosses of the
organisation suppose that there pay is enough compensation to retain
employees to make happy.
Communicate:
It is very vital element of the 9cs and since none would work without
it. Does the manager communicate with the sub-ordinate?
Almost all supervisors/ managers assume that communicate is talking
but actual it is listening. Most of the problems have very little
communication. Thus, using the 9cs, communication is the main way for the
supervisor to turn a problem of employees around.
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22
DATA ANALYSIS
AND
INTERPRETATION
23
organization.
18%
agree
disagree
82%
24
Monetary reward
26%
agree
disagree
74%
25
3. Are you satisfied with the background checks conduct for employees .
Backgroud checks
22%
Agree
Disagree
78%
26
4.Are you satisfied with the monetary limits given to you for the expenses?
Expenses
21%
Agree
Disagree
79%
27
B. INDUCTION
1. The induction programme of your organization is informal type.
Induction programme
18%
Agree
Disagree
82%
28
Induction
10%
Agree
Disagree
90%
29
Employee performance
24%
Agree
Disagree
76%
INTERPRETATION:
Regarding
employee
performance,
76%
of
Classroom method
27%
Agree
Disagree
73%
Effectiveness of Training
program
32%
Agree
Disagree
68%
D. PERFORMANCE APPRAISAL
Agree
Disagree
92%
33
Feedback
28%
Agree
Disagree
72%
34
E.CAREER PROGRESSION
d. Are you satisfied with the mentor system followed for career
progression?
Mentor system
16%
Agree
Disagree
84%
INTERPRETATION:
career
e. Are you satisfied with the competence analysis and feedback from
manager?
22%
Agree
Disagree
78%
36
F. LEAVE POLICY
Privilege leave
17%
Agree
Disagree
83%
37
of the employees are satisfied whereas 17% of the employees are not
satisfied.
Agree
Disagree
87%
38
24%
Agree
Disagree
76%
39
Monetary Rewards
33%
Agree
Disagree
67%
40
Contingencies
24%
Agree
Disagree
76%
41
J. MEDICLAIM POLICY
Services
11%
Agree
Disagree
89%
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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 self-development through selfmotivation.
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
decision-making 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.
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SUGGESTIONS &RECOMMENDATIONS
44
BIBLIOGRAPHY
Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J. Niehaus.
Websites:
www.citehr com
www.ask.com
www.hrgroup.com
www.wikepedia.com
www.managmentparadise.com
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46
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 2. Disagree
B. Induction
1. The induction programme of your organization is informal type.
1. Agree
2. Disagree
2. The induction of your organization covers organizational structure and policies.
1. Agree 2. Disagree
C. Training and Development
1. 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