SUMMER INTERNSHIP PROJECT REPORT

ON

HUMAN RESOURCE PLOICY IN ARIHANT ENTERPRISES

Submitted in Partial Fulfillment for the requirement of MMS degree

to University of Mumbai

Submitted by:

BHARTI PATIL

MMS (HR)

(Roll No.6122)

Research Guide:

Prof. TRUPTI CHAUPAGAR

2015-2017
1
 DECLARATION

I hereby declare that the Summer Internship Project Report done on HUMAN
RESOURCE PLOICY IN ARIHANT ENTERPRISES submitted in the partial
fulfillment for the requirement of the degree of Masters of Management Studies at
Swayam Siddhi College of Management & Research, University of Mumbai,
during the year 2015 -2017, is an authentic work and has not been submitted to any
other University/Institute for award of any degree/diploma.

Place: Mumbai

Date:

Student Name: BHARTI PATIL

Signature of the Student

2
[Approved by AICTE, Affiliated to University of Mumbai & Govt. of Maharashtra DTE Code MB 3133]

Sonadevi Compound, Near Octroi Naka, Kalyan Bhiwandi Road, Temghar, Bhiwandi, Dist Thane-
421302 . Ph. No 910255248257. Website: www.sscmrmba.in

CERTIFICATE

This is to certify that Ms. Bharti Pandharinath Patil Roll No.6122, student of
first year Master of Management Studies (MMS/MBA) of SWAYAM SIDDHI
COLLEGE OF MANAGEMENT & RESEARCH has successfully completed
the summer project work titled HUMAN RESOURCE PLOICY IN ARIHANT
ENTERPRISES

In partial fulfillment for the degree of master of management Studies of University

of Mumbai.

Date: / / 2016

(Prof. Trupti chaurpagar) (Dr. Devashish Bose)

3
Signature of The Project Guide Director

4
 Arihant Enterprises

PROJECT: ARIHANT CITY

BUILDER: ARIHANT ENTERPRISES
LOCATION: BHIWANDI, MUMBAI BEYOND THANE
A PIEC

ACKNOWLEDGEMENT

Preapairing of this nature is an arduous task and I was fortune enough to get
support from large number of person to whom I shall always remain grateful. At
the beginning, I would like to thank almighty GOD for his shower of blessings.
The desire of completing this dissertation was given a way by my guide prof.
TRUPTI PAGARE.

I would like to record my gratitude to ARIHANT ENTERPRISES COMPANY for

allowing me to undertake this project. I take this opportunity to record a deep sense
of gratitude to Shri. PARASKUMAR JAIN Managing Director whos kind of
supervision; keen interest and valuable suggestions and went all the way in
successful completion and work and I would like to thank Shri. SACHIN
CHHAYA (Engineer of the Arihant construction side) he was lot of help me about
the project.

With immense pleasure I would like to express my sincere thanks & gratitude to
pro, faculty member and project guide, for having given me this rare privilege of
working under him and completing this project. Last but not the least would like to
thank my friends, family members and all those people who helped me for the
completion this project.

Place: Mumbai
5
Date:

Signature of the student.

INDEX

Sr.No Contents Page No.

1. CHAPTER:1
EXECUTIVE SUMMARY 1,2
OBJECTIVE OF THE STUDY 3
SCOPE OF THE STUDY 3
2 CHAPTER:1
INTRODUCTION TO REAL ESTATE 4,5
ABOUT THE TOPIC (HUMAN 6
RESOURCE POLICIES)

3 CHAPTER-3
INTRODUCTION ARIHANT CITY 7
VISION AND MISSION 8
COMPANY PHILOSOPHY
9
QUALITY CERTIFICATION
PRODUCT AND SERVICES 10
PROJECT SNAPSHOT 10
COMPANY PROFILE
13
AMENITIES FOR ARIHANT CITY
UNITS DETAIL & FLOOR PLAN 15
BUYER GUIED 17
WHY BHIWANDI
21
WHY ARIHANT CITY
23

6
 24
26

4 CHAPTER-4
HUMAN RESOURCE POLICY IN ARIHANT 30
ENTERPRISES
4.1 TYPES OF HUMAN RESOURCE POLICY 31to37
4.2 BENEFITS OF HR POLICIES 38
4.3 DEVELOPING HR POLICIES 39
4.4 ADVANTAGES OF HR POLICIES 41

5 CHAPTER-5
LITERATURE REVIEW 44

6 CHAPTER-6
RESEARCH METROLOGY 46
FINDING 47

DATA ANALYSIS AND INTERPRITETION 48 to52

CONCLUSION 53

SUGGESTIONS 54

ANNEXURES (QUESTIONNAIRES) 56
BIBLIOGRAPHY 60

7
 FIGURE NO FIGURE NAME PAGE NO
FIGURE 2.1 REAL ESTATE 4

FIGURE 3.1 7
ARIHANT CITY
FIGURE 3.2 VISION 8

FIGURE 3.3 COMPANY 9

PHILOSOPHY
FIGURE 3.4/3.6 PROJECT SNAPSHOT 13
FIGURE 3.7 14

FIGURE 3.8 COMPANY PROFILE 15

FIGURE 3.9 OVERVIEW ABOUT 17

PROJECT
FIGURE 6.1 SUGGESTION 55

8
 LIST OF FIGURESLIST OF TABLES

3.1 units detail & floor plan 21

9
 CHAPTER NO: 1

EXECUTIVE SUMMARY

Arihant Enterprises is a leading construction company in Bhiwandi and Thane. I

took this project to study the the feedback of the consumers about the product and
the services offered by it and this feedback is compared with the performance of
the competitors like Tata Amantra Atlanta, Edenwood, Labh enclave, square
group, Tirupati Developers, Riddhi siddhi developers to Find out the Kind of brand
perception.

My internship at Arihant enterprises, Bhiwandi 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 Arihant enterprises. 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.
1. Responsibility and obligation to customers;

Respect for Customers

Creating value
Providing value
Customer satisfaction
Fulfill Requirement

10
2. Fair competition

Pursuit of Free Competition

Compliance with laws and regulation

3. Fair transaction

4. Basics ethics for employees

Basic ethics
Completion of duty
Self-development
Fairness in performance
Avoid of conflict with company intest

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OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the amendments made in the HR Policies of Arihant Enterprises. Since
the time of incorporation.
3. To incorporate the amendments in the base policy and prepare a final policy.
4. To design a HR Policy manual for the company with special emphasis on the
Managerial Service Conditions. `

SCOPE OF STUDY
1. In any organization human resource is the most important asset. In todays
current scenario.
2. To study real Estate

3. Basic of real estate industry

4. How real estate offers to the customers

5. To understand the organizations business objective.

6. To study the strategic function.

7. As most of the companys overall performance depends on its employees

Performance which depends largely on the HR POLICIES of the organization.
8. So the project has wide scope to help the company to perform well in todays
global competition.
9. The core of the project lies in analyzing and assessing the organization and to
design an HR POLICY manual for the organization.

12
 CHAPTER NO: 2

REAL ESTATE

Real estate is "property consisting of land and the buildings on it, along with
its natural resources such as crops, minerals or water; immovable property of this
nature; an interest vested in this (also) an item of real property, (more generally)
buildings or housing in general. Also: the business of real estate; the profession of
buying, selling, or renting land, buildings or housing.

Figure 2.1

Residential real estate

Residential real estate is a type of property, containing either a single family or

multifamily structure that is available for occupation for non-business purposes.

13
Residences can be classified by, if, and how they are connected to neigh
bouring residences and land. Different types of housing tenure can be used for the
same physical type. For example, connected residents might be owned by a single
entity and leased out, or owned separately with an agreement covering the
relationship between units and common areas and concerns.

Construction is the process of constructing a building or infrastructure.

Construction differs from manufacturing in that manufacturing typically involves
mass production of similar items without a designated purchaser, while
construction typically takes place on location for a known client. Construction as
an industry comprises six to nine percent of the gross domestic product of
developed countries. Construction starts with planning, design, and financing; and
continues until the project is built and ready for use.

Large-scale construction requires collaboration across multiple disciplines. An

architect normally manages the job, and a construction manager, design
engineer, construction engineer or project manager supervises it. For the
successful execution of a project, effective planning is essential. Those involved
with the design and execution of the infrastructure in question must consider
zoning requirements, the environmental impact of the job, the
successful scheduling, budgeting, construction-site safety, availability and
transportation of building materials, logistics, inconvenience to the public caused
by construction delays and bidding, etc. The largest construction projects are
referred to as megaprojects.

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 ABOUT THE TOPIC
HUMAN RESOURCE POLICIES
Human Resource Policies refers to principles and rules of conduct which
formulate, redefine, break into details and decide a number of actions that
govern the relationship with employees in the attainment of the organization
objectives.
HR Policies cover the following:
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.

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 CHAPTER NO: 3
ARIHANT CITY
Since our inception in 2005, we have been making each project a memorable part
of our city skyline. And we take pride not just in
building remarkable structures but also in a
reputation that is equally solid. And with every new
project, we have consciously worked towards being
more environments friendly. With over three to four
lakh sq. ft. of real estate development every year, we
have gone about doing our job with thoughtful
planning, marvelous architecture and meticulous
execution.

To us, our artists and our architects, the passion to

deliver world class living is what drives us. And just
as we promise, the comforts and opulence of high
life from around the world is delivered in every
ventures of ours. More than just concrete, its this philosophy that holds all our
constructions together. Arihant city Figure 3.1

16
3.1OUR VISION

Arihant Group is a brand devoted to enabling and helping consumers fulfill 'the
best of world experiences' through offerings that appeal to their senses, imagination
and lifestyle. And by doing these we will strive to be the most desired realty brand
and ensure ultimate customer delight in whatever that we do.
We will achieve this by using the
best industry practices, excellent
management systems, latest in
building technology and offer
innovative and world class realty
solutions.
Quality with a class to the mass
quality we fallow the quality
standards to keep at pace with the
top notch companies around... class we are innovative and follow the state of the
Art architecture and design to
Figure 3.2
keep us abreast of the term players of the industry.

Mass: Though our work is quality with a classy look we try and make it
confortable and cost effective to the Mass We aim to deliver the top 24 products
to the Mass who has always wanted to live a hi-life style in their budget.

Mission: we offer what we commit

17
18
3.2COMPANY PHILOSOPHY

To us, our artists and our architects, the passion to deliver world class living is
what drives us. And just as we promise, the comforts and opulence of high life
from around the world is delivered in every ventures of ours. More than just
concrete, its this philosophy that holds all our constructions together. This is why
we take our inspiration to build life-spheres from not just one place, but the entire
world. By bringing together the comforts, luxuries and grandeur from the most
Lavish places across the globe, we recreate the experience of the high-life within
every home. Making each and every project a testimony to world class living.

Figure 3.3

19
3.3Quality certification

Arihant enterprises are a quality of builder of distinctive homes in some of the

finest locations in bhiwandi. Our reputation is built on providing our customers
with quality craftsmanship, innovative design and second to none after sales
service. It is a reputation built bricks, home by home in our single family and
condominium home development. We at Arihant Enterprises believe in changing
with the times. From small residential buildings to huge commercial complexes, it
has always walked with the times thus in its end over of quality infrastructure for
the quality.

3.4Product and services

A Patil enterprise is well known as a leading building material supplier operating in

the region. Catering to various construction requirement of the value client, at
arihant enterprises, we are also supplying various building and construction
material such as bricks, cement, stone, stand, marble, etc. at very affordable rates.
Building material supply by us is known for their premium quality and is widely
sed. We have with us huge stock of different type of row materials which enables
us to effectively meet various requirements of the clients.

20
MILESTONES

Arihant Group has always been a pioneer in thought, in beliefs, in action. The
company has been aggressive in pushing boundaries in not just property
development but in each of those spheres that build a lifestyle. We at Arihant
Group were the first to transform the landscapes of New Bhiwandi and Thane
regions into vibrant, ultra-modern and premium mixed & used townships with the
best of amenities and facilities within easy distance.

Youre Dream...Our Commitment

We were the first to create living spaces amidst greenery and not merely include
greenery in living spaces. Through emphasizing on interweaving living spaces with
a veritable wealth of nature, we have embodied a concern for bringing man closer
to nature in every walk of life. The beauty of Arihant City is testimony to our
corporate belief that to Your Dream...Our Commitment

21
OUR TEAM

The companys ability to meet the special requirements of the real estate market
and clients stems from the strong foundations of professionalism. The groups
strength lies in its panel of dynamic, young, qualified and highly experienced
management and dedicated marketing professionals that takes care of the entire
activities keeping its main thrust on customer satisfaction, which is the main motto
of the company.

The marketing strategy is end and sales methodology employed by Arihant, has
resulted in a strong relationship with associates and channel partners who have
remain loyal to the company and has been instrumental in helping the company to
grow.

Arihant Group also has a dedicated customer care center that comprises of
experienced executives. A vast database of customers is maintained and customers
can call them up for enquiries, complaints, feedback, grievances.

22
3.5PROJECT SNAPSHOT

Property Type: Residential Apartments

Location:
Temghar, Kalyan-Bhiwandi Road

Area Range: 600 sqft - 1000 sqft.

Bedroom: 1 & 2 bhk

Price Range: Rs.2400000/- Onwards

Possession: Dec, 2013

23
 Figure 3.7

24
3.6COMPANY PROFILE

25
With an entrepreneurial spirit, talent and a deep sense of commitment to
community Arihant Enterprises began a home building company located in
bhiwandi in 2008.

Figure 3.8

26
Arihant enterprises are a premier builder of dinstive home in some of the finest
location in bhiwandi and its nearby villages. Their reputation is built on providing
customers with quality craftsmanship, innovative design and second to none after
sales services. It is a reputation built bricks by briks home by home, in our single
family and condominium home development. With having and edge over the
residential projects its now it has also diversified in building commercial complex.
Quality, style, innovation and responsiveness to the needs of homebuyers are the
foundation upon which Arihant Enterprises have built our stellar reputations. We
call it The art of Home Building. Youll call it Home. Arihant Enterprises
have been actively involved in the areas of property developments and construction
for over 2 decades. Recognizing that families living in Mumbai do enjoy the citys
unique charm. Our client base of satisfied families continues continue to grow day.

27
3.7ARIHANT CITY OVERVIEW ABOUT PROJECT

Arihant Enterprises established in 1994, situated in Thane. Having residential

Project at Bhiwandi and Beyond Thane.

Total 610 Flats. 1 BHK and 2 BHK

Figure 3.9

R.C.C. Construction with Earthquake Resistance Design.

Decorative Entrance Lobby.
Standard Height Decorative Doors.
24" x 24" Vitrified Tiles for Flooring in all Rooms.
Antiskid Ceramic Tiles Flooring in Toilets.
Wall Finish Pop Plaster with Acrylic / Plastic Paint.
Powder Coated Aluminum Sliding Window with Superior Plain Glass.
Concealed Plumbing Fitting Everywhere in the Flat with High Quality
Material.
Concealed Electrical Wiring in Flat with Separated M.C.B. System.
Provision for Split Ac Piping and Electrical Point Provided.
Intercom System with Flat to Flat Connectivity.
Generator Back up for Lifts and Common Area.

28
 High Speed Elevators Stretcher Lift.
External Paint Apex Acrylic.
Automatic Level Control System for Water Tank.
Fire Alarm System for Security Purpose.
24 Hrs. Water Supplies.
Provision for Gas Pipeline.
Drainage, Overhead and Underground Tanks, Water Pumps etc. as per
Municipal Rules.
M.S. Grill in all Windows.
Granite Platform for Kitchen.
Dado Work in Ceramic/ Alazed / Vitrified Tiles.
Arihant City - Amenities

Common Amenities for Arihant City

Landscape Garden with Fountain.

Ample Car Parking.
Provision for Swimming Pool & Club House.
Temple
Children Play Ground.
Generator Back-up.
Jogging track
Security
Lift
Gymnasium
Power backup

Floorings

Balcony: Standard

Kitchen: Vitrified Tiles

Living/Dining: Vitrified Tiles

29
Master Bedroom: Vitrified Tiles

Other Bedroom: Vitrified Tiles

Toilets: Anti-Skid Tiles

Fittings

Doors: Decorative Doors

Electrical: Concealed Wirings

Kitchen: Granite Platform with SS Sink

Windows: Powder Coated Aluminum Windows

Toilets: CP

Others: Standard

Walls

Exterior: Waterproof

Interior: Standard

Kitchen: Glazed Dado Tiles

Toilets: Glazed Tiles

30
3.8UNITS DETAIL & FLOOR PLAN

Type Built up Price/Sqft Price Floor Plan

Area (Sq.
ft.)
1 600 Sqft. 4000 Rs.2400000 Ground Floor
BHK psqft. First & Second Floor
1 700 Sqft. 4000 Rs.2800000
Third Floor
BHK psqft.
Typical Floor
1 695 Sqft. 4500 Rs. 3127500
BHK psqft.
2 915 Sqft. 4000 Rs. 3660000
BHK psqft.
2 950 Sqft 4000 Rs. 3800000
BHK psqft.
2 1000 Sqft. 4500 Rs. 4500000
BHK psqft.

Table no: 3.1

31
The buildup aria available have a minimum area of 840 sq.ft, 915 sq.ft, 950 sq.ft,
1000 sqft, &1040 sq.ft 2 BHK and 1 BHK 550 sq.ft, 585 sq.ft, 600 sq.ft, 635 sq.ft,
685 sq.ft, 695 sq.ft & 710 sq.ft and priced for ready passesion Rs. 5500/-p.s.f. plus
Rs. 25/- floor rise from second floor and running construction Rs. 4500 /- p.s.f. to
Rs. 5000 /- p.s.f. as per work stage complete. There is a 20% premium on all
corner plots & garden touching / facing plots. The plot areas are given in the
enclosed layout plan. Each plot has a bungalow plan sanctioned on it. You can
book your plot by paying only 20% and balance as per payment schedule. A unique
feature is the well-furnished recreation center with a garden & a childrens park.
You are assured of clear & marketable title, as the building plan has already been
sanctioned by the BNCMC, Bhiwandi.

32
3.9BUYER GUIED

HOME LOANS
You must be at least 21 years of age for the loan to be sanctioned. The loan must
terminate before or when you turn 65 years of age. You must be employed or self-
employed with a regular source of income.

LOAN AMOUNTS
A number of factors such as your income, age, number of dependents,
qualifications, assets and liabilities, income stability/ continuity of your
employment / business etc. are taken into account when assessing your repayment
capacity.

However, there are ways by which you can enhance your eligibility: If your spouse
is earning, add him/her as a co-applicant. The additional income shall be included
to enhance your loan amount. Incidentally, if there are any co-owners they must
necessarily be co-applicants. Providing additional security like bonds, fixed
deposits and LIC policies may also help to enhance eligibility. If so our loan officer
would provide you with the necessary details. However, the final amount to be
sanctioned will depend on your repayment capacity.

TAX BENEFITS
When buying a property with loans from banks & financial institutions, tax
authorities provide certain benefits and exemptions.

33
3.10WHY BHIWANDI

The Bhiwandi is fastest developing residential zone under Bhiwandi Nizampur City
Municipal Corporation.

The town is located in the main railway roots which are-

Vasai-Bhiwandi Road- Diva
Vasai-Bhiwandi Road- Panvel

Bhiwandi road is existing railway station which have access to western to western,
central and harbour routs, which shows its development potential in near future.

MMRDA has special plan for Bhiwandi route, i.e. 200 sq.feet Ring Road which will
connect to Thane GB Road.

Metro Railway Corporation has announced plans to connect the Thane - Kalyan line
through Bhiwandi.

MMRDA also given contract to Supreme Infrastructure to construct the 3 Fly overs on
NH-3 and expansion of NH-3 road, work in progress.

Bhiwandi is slowly gaining ground and getting noticed on the realty map of Mumbai also
is conveniently connected to Kalyan, Thane, Mumbai, and Nasik & Pune.

Bhiwandi is increasingly becoming the preferred choice for not

only end users but also investors looking for good deal.

34
3.11 WHY ARIHANT CITY

Arihant City is a Land Mark of Bhiwandi.

MMRDA proposed 200 sq.ft. Ring road touch to Arihant City project.

Arihant City is connected to Mumbai-Nasik highway NH-3(Approx 700 meter

distance).

Bhiwandi Road Railway Station distance from Arihant City approx 4.5 k.m.

Kalyan Railway Station distance from Arihant City approx 7.00 k.m.

Thane City distance from Arihant City approx 12 k.m.

Bhiwandi state transport Bus depot distance from Arihant City approx 2.5 k.m.

Market place on walkable distance.

Swayam Siddhi College of Management & Research touches to Arihant City

project.

35
English Medium School available in Bhiwandi

All Saint High School

Presidency School
Podar International School
Oswal Vidhyalaya and Junior College
Leo International School.
KME English Medium Highschool
Swami Vivekanand Highschool
Global English School
Glory English Highschool

36
CARRIER
WHY ARIHANT CITY

After delivering an array of successful premium developments in Bhiwandi, we

have succeeded in carving a niche for ourselves. Our strong project execution and
quality construction across Residential, Office, Retail, Hospitality and Social
Infrastructure spaces have helped us transform into a brand to reckon with. The
company has a very experienced management team which continually strategizes,
plans, monitors and reviews the progress of its developments. The company has a
young and motivated work-force that brings in fresh thinking and energy to the
drawing board and continually brings in global talent to leverage international best
practices.

LIFE AT ARIHANT CITY

We dont just create, we inspire. This philosophy is etched intrinsically within us

and a testimony to it is the way our each department operates. Every employee is
encouraged to bring in new innovative ideas and better solutions to maintain a
competitive edge.

We offer a positively challenging work environment. We partner with the best in

the World and India in the areas of architecture, design, engineering and
construction to continuously keep ourselves abreast with changing global and
national trends.

The Companys culture and philosophy is engineered to attract and retain the best
minds in the industry. With our best practices and work ethos, it aims to be the
37
preferred employer in the industry. With an open work
environment which aids communication and feedback into the
system, it has helped the company to create inordinate work
dynamics.

Well established management training and monitoring programmers for succession

planning across various levels of our organization is in place for our continued
growth.

We regularly engage our employees through activities, events and celebrations. We

encourage our employees for development of a healthy mind and body with
periodic health camps, workshops and seminars.

Apply for job

WHY ARIHANT CITY

We are always in search of the right talent. Our people being our biggest asset we
ensure that the talent we hire is with the right attitude and aptitude. We encourage
diversity in the work force and believe in building strong partnership to create a
better future for the employees and the company.

You can send your resume to hr@arihantcity.in and we shall get in touch with you.

38
 CHAPTER: 4
HUMAN RESOURCE POLICIES

Human resource policies are continuing guidelines on the approach the

organization intends to adopt in managing its people. It represents specific
guidelines to HR managers various matters concerning employments. It states the
intend of the organization about different aspects of Human Resource management
such as recruitment, promotion, compensation, training, selections etc. They
define the conception and value of the organization on how people and things
should be treated. Therefore, it serves as a reference point when human resources
management practices are being developed or when decisions are being made
about people. A good HR policy could provide generalized guidance on the
approach adopted by the organization, and therefore its employees, concerning
various aspects of employments. A procedure spells out precisely what action
should be taken in line with the policy.

However, each company has a different set of circumstances, and so develops an

individual set of human resource policies

39
4.1 THE VARIOUS PROCEDURES THAT FORM THE HR
POLICY OF THE ORGANIZATION ARE:

Recruitment and selection of manpower

Induction and Placement
Job Rotation
Performance appraisal
Counseling
Career Planning
Succession planning
Employee training and Development
Human Resource Information Management System
Retirement Planning
Job Enrichment
Exit Interviews
A brief preview of the above mentioned policies and the various objectives that
these policies aim to achieve are given in the subsequent chapters. Due to high
level of secrecy maintained in the organization, the policies given below are
according to my understanding and interpretation of the subject.

40
1. RECRUITMENT POLICY
In Arihant Enterprise, recruitment and selection of personnel is
explicitly based on the criteria of their knowledge, skills and attitudes, so as
to secure super achievers and nurture them to excel in their performance.
All fresh candidates are absorbed only after satisfactory completion of
appropriate training.
All direct recruitment is through the HR department.
Detailed selection procedures as decided from time to time are adhered to
without any compromise.
Above procedures shall undergo continuous refinement through evaluation
and feedback.

2. INDUCTION AND PLACEMENT POLICY

At Arihant Enterprise, new recruits imparted such induction, orientation,
training and placement so as to individuals to the task and inculcate a high
sense of organizational loyalty.
The HRD Department and the concerned heads of parent departments
prepare a well-structured Induction Program to acquaint the new recruits
with the people, organizational structure, and interface between different
departments, functions and culture of the organization.
The Induction Program is formulated to suit the position of the candidate
and necessary to be provided to him.

41
3. JOB ROTATION POLICY
At Arihant Enterprise, facilities are provided for all-round growth
of individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher responsibilities.
Systematic Job Rotation from time to time shall have a revitalizing effect on
the individual as well as the organization.
All promotions to the level of HODs will be considered only when an
individual has undergone rotation through at least 2 sections.

4. PERFORMANCE APPRAISAL POLICY

Performance Appraisal grooms every individual to realize his potential in all
facets by helping to identify and achieve his personal goals within the
framework of organizational objectives.
Appraisals shall be ethical and impartial so as to recognize worthy
contributions appropriately and in time in order to maintain a high level of
employee motivation and morale.
The Performance Appraisal Systems aims at integration of individual and
organizational goals.

5. COUNSELLING
Counseling sessions, which are conducted by HR Department OR Professional
Counselor OR Performance Appraiser, are available to all the employees in
order to fulfill the following objectives:
To enhance employees competence and job satisfaction.
To prepare employees for future responsibilities.
To establish a better working relationship between the superior and
subordinate.
To enable employees to cope with personal problems.

42
6. CAREER PLANNING POLICY
Career planning system in Arihant Enterprise is aimed at developing people
of the right caliber to meet present and future needs of the organization. It
shall be an essential ingredient for Succession Planning.
The mandatory factors to be considered prior to career planning shall be:
The organizations long and short term plans. Manpower skills required
towards implementing these plans. Attrition rate of people with high
potential, above average and average caliber. Recruitment through
internal and external sources at all levels and its ratio as appropriate to
the organization.
The number of people recruited and trained every year.

7. SUCCESSION PLANNING POLICY

HODs and above identify successors, primary and secondary, to his position at
the time of annual appraisal. This is reviewed every year along with the annual
appraisal.

43
8. TRAINING AND DEVELOPMENT POLICY
At Arihant Enterprise, training and development activities strive
to ensure continuous growth of organization by nurturing the strengths of the
employees and providing the environment and opportunity for every
individual to realize his/her potential.
The policy aims at broadening the outlook of the individuals and bridging
the gap between actual performance and the performance necessary to
deliver results.
Facilities are provided to all individuals towards self-development and all
round growth through training.
HR Department identifies average performers and provides special training.

9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human Resource Information Management Systems (HRIMS) aims at:
Providing accurate information about employees to management for
decision making. Eliminating duplication of efforts. Offering quick and easy
access to human resource information at random as well as in regular report
form.
The system has two layers of security. Access to the system is through
keying in the valid combination of username and password. Permission to
access certain programs is restricted to identify key personnel.
An integrated employee database is maintained and continuously updated
with information from personnel at regular intervals regarding biographical
data, work experience, qualifications, and appraisal, training and career
paths.

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10. RETIREMENT PLANNING

At Arihant Enterprise, retirement of all individuals is aided through planned

programs by HR Department so as to lessen the associated misgivings and
anxiety.

11. JOB ENRICHMENT

Arihant Enterprise follows a people centered approach to job enrichment
with a view to enhance the performance of the employee, leading to higher
job satisfaction.

12. EXIT INTERVIEWS

The organization has a regular turnover of employees due to various reasons
such as retirement, voluntary retirement, and resignation etc. from time to
time. Feedback is obtained from the employee on occasions of separation
from the organization. Such feedback on matters that effect wellbeing of the
people is useful in improving the organization in respect of HR Policies and
practices.
The HR Policy Manual (or Managerial Service condition Manual) was
designed in order to facilitate the mangers in gathering the information
regarding the various service conditions that are offered by the organization.
This manual includes the service conditions which are most frequently asked
for. The various services conditions included are:
Provident Fund
Gratuity
Privilege Leave
Medical Reimbursement & Hospitalization
Group Accident Insurance Scheme
Housing Loan Scheme

45
 Vehicle Loan Scheme
Leave Travel Assistance (LTA)
Canteen Service
Cash Payments & Advance Settlements
Performance Excellence Scheme
Performance excellence Form
Notice Period for Managerial Employees

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4.2BENEFITS 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 head of a company may possess a very sound personnel management
philosophy. He may carry the policies of the organization in his head, and he she
may apply them in an entirely fair manner. But what happens when he retires? The
tenure of office of nay manager is finite. But the organization continues. Policies
promote stability.
d. Policies serve as a standard of performance. Actual results can be compared with
the policy to determine how well the members of the organization are living up to
the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is especially
true where the policies reflect established principles of fair play and justice and
where they help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

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4.3DEVELOPING HR POLICIES

In developing HR Policies, there should be clear and consistent statements of the

organization's policies regarding to all conditions of employment and procedures
for their equal and fair implementation. In order to fulfill this objective, policies
and procedures should be:

o Clear and specific, but provide enough flexibility to meet the changing
conditions.

o Comply with all appropriate law and regulation.

o Agree with one another and reflect an overall true and fair view approach to
all employees.

The HR policies are developed by making decisions and taking actions on the day-
to-day problems of the organization. The Process on developing HR policies
involved the assessment of the following factors: [9]

1. Identify the purpose and objectives which the organization wish to attain
regarding to its Human Resources department.

2. Analysis of all the factors under which the organization's HR policy will be
operating.

3. Examining the possible alternatives in each area which the HR policy

statement is necessary.

4. Implementation of the policy through the development of a procedure to

support the policy.

48
5. Communication of the policy and procedures adapted to the entire
organization.

6. Auditing the policy so as to reveal the necessary areas requiring change.

7. Continuous revaluation and revision of policy to meet the current needs of

the organization.

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4.4ADVANTAGES OF HR POLICIES

The following advantages could be achieved by the setup of HR policies:

1. It helps the managers at various levels of decision making to take decisions

without the consulting their superiors. Subordinates are more willing to
accept responsibility because policies indicate what is expected of them and
they can quote a written policy to justify their action.

2. It ensures long term welfare of employees and makes for good employee
relationship as favoritism and discrimination are reduced. Well-established
policies ensure uniform and consistent treatment of all employees
throughout the organization.

3. It lays down the guidelines pursued in the organization and thereby

minimizes the personal bias of managers.

4. It ensures prompt action for taking decisions because the policies serve as
standards to be followed. They prevent the wastage of time and energy
involved in repeated analyses for solving problems of a similar nature.

5. It establishes consistency in the application of the policies over a period of

time so that each one in the organization gets a fair and just treatment.
Employees know what action to expect in circumstances covered by the
policies. Policies set patterns of behavior and permit employees to work
more confidently.

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WHY DEVELOP AN HR POLICY?

o To help the employees and management teams run the organization in an

efficient manner.
o To help take major human resource decisions, develop company guidelines
and procedures that can make the organization a better run entity.
o To help in documenting and communicating to all the employees the
managements plans, rules, intents and business procedures.
o To help in comparing the policy alternatives, understanding their importance
and evaluating the companys current practices.
o To save countless hours of management time.
o To prevent mere legal issues from becoming serious legal problems.
o To organize and announce the managements plans for the growth of the e
organization and also explain employee benefits and workplace issues.
o To define management standards for making decisions on various personal
and organizational issues
o To help an organization run at its most cost-effective and efficient level
thereby bringing about additional revenue.
o To protect the legal interest of the company as well as define the rights and
obligation of the employees and the company

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 HOW DO THEY HELP?
HR Policies also provide guidance in the following
highlighted areas:
o Ensures that the employees dedicate themselves to total quality and constant,
never ending improvement of the organization.
o Hiring people on the basis of skill, training, attitude, ability and character,
being oblivious to other discriminatory factors like age, color, sex, race,
creed, national origin, religion, political belief or disability that does not
prohibit performance of essential job functions.
o Pay all the employees according to their effort and contribution to the
success of the business.
o Operating an economically successful business so that a consistent level of
steady work is available.
o Review wages, employee benefits and working conditions constantly with
objectives of providing maximum benefits in these areas, consistent with
sound business practice.
o Provide paid vacations and holidays to all eligible employees. Provide
eligible employees with medical and other benefits.
o Develop competent people who understand and meet organization's
objectives and who accept ideas, suggestions and constructive criticism of
fellow employees with an open mind.
o Address complaints which may arise in everyday conduct of the business,
promptly in a practical way.
o Respect individual rights and treat all employees with courtesy and
consideration and help in maintaining mutual respect in the workplace
leading to an amicable

52
 CHAPTER-5
LITERATURE REVIEW
Human Resource Policy: Connecting Strategy with Real-world Practice
By Mike Fazey
Contemporary thought in HRM focuses very much on HR strategy, but
neglects the policy function as the vital link between strategy and practice.
The aim of this book is to provide students and practitioners with a
conceptual framework and practical guidelines to establish and maintain an
effective HR policy function. Part 1 looks at HR policy from a conceptual
perspective. What is it? Why do we need it? What influences the shape of
HR policies? This part also examines how policy connects with HR strategy
and HR practice, and also how it connects with broader management issues.
Part 2 focuses on processes - essentially how policies are conceived,
produced and introduced in organizations. The basic message in this part of
the book is that policy making needs to be systematic in order to make
policies dynamic and relevant. Part 2 also examines a number of policy
management issues and problems, and discusses how these can best be
addressed. Part 3 looks at the main types of HR policies that most
organizations need and discusses the various policy options that might be
included. The emphasis in this part of the book is on translating our
theoretical understanding of business and people management principles into
policies that give life to HR strategies and broader business strategies. Key
Features Connects the HR policy functions in the light of contemporary
strategic HR theory with real-world practices. Examines HR policy's
contribution to risk management, to organizational culture and change, to
organizational ethics, and to corporate social responsibility. Provides
guidelines and techniques for effective development, design,

53
implementation, management and review of policy. Discusses
policy options for all major HR functions. Provides learning activities
including discussion questions, case studies, policy analysis exercises and
policy writing exercises.

54
 CHAPTER NO: 6

RESEARCH METHODOLOGY

Primary Data

Here the data has been collected through personal observations and discussions
with various department heads, and the employees in arihant enterprises.

Secondary Data

Secondary data was collected through company website and record. And also have
referred to magazines.

www.arihantcity.com

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 FINDING

There is a good relationship of employee with their superior management.

Arihant enterprises provides to the customers good quality builder of

distinctive homes in some of the finest locations in bhiwandi.
The organization is not providing Proper welfare facilities to the employees.
Company workers are well disciplined and attend their duties in time.
Working environment in the company is good.
There are no canteen facilities for these workers.
Only sufficient working hours no overtime working.
They should provide to the workers who have working on the construction
side they give Hard hats.

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 DATA ANALYSIS AND INTERPRETATION

A. RECRUITMENT AND SELECTION

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

External recruitment source

18%

agree

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.

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B. TRAINING AND DEVELPOMENT
Q. For Employee performance is the training need analyzed in your Organization

Employee performance

agree
disagree

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.

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C. PERFORMANCE APPRAISAL
Q. Are you satisfied with the Balanced Scorecard method?

PERFORMANCE APPRAISAL

agree
disagree

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.

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D. LEAVE POLICY
Q. Are you satisfied with the privilege leave provided to you?

LEAVE POLICY

agree
disagree

INTERPRETATION: Regarding privilege leave provided to employees, 83% of

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

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E. PERSONAL ACCIDENT INSURANCE POLICY
Q. Are you satisfied with contingencies cover under Personal Accident Insurance
policy?

PERSONAL ACCIDENT INSURANCE POLICY

agree
disagree

INTERPRETATION: Regarding contingencies provided under this policy,

76% of the employees are satisfied and 24% of the employees are not satisfied.

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 CONCLUSION

1 The Policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization, reorientation,
lateral mobility and self-development through self-motivation.
2 The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
3 The Policy builds teams and foster team-work as the primary instrument in
all activities.
4 The Policy implements equitable, scientific and objective system of rewards,
incentives and control.
5 The Policy recognizes worth contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale.
6 The employees agree on the part of their performance that they know what is
expected from them.
7 The employees understand how their work goals relate to 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.
1 The employees feel that they are not paid fairly for the contributions they
make to companys success.
1

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 SUGGESTIONS

Construction project generally are expensive and time-consuming, so construction

business owners dont have the benefit of capitalizing on impulse buys or sales.
Nevertheless, many people need construction services at some point, whether
theyre building their dream home or just redoing the deck. In addition to word
mouth a huge source of business leads in the construction business. In the
construction industry, a significant portion of new jobs comes from repeat business
and from referrals. Keeping a good relationship with past customers is key in
getting their business for future projects and in their recommending you to others.
Top-notch service is critical, but checking in with your customers, sending them
occasional updates on your business and offering troubleshooting for basic
construction problems can help them keep their business in mind. Magnets, pens
and other promotional items with your business name on them are excellent
options as well. After completing a major construction project, try placing a visible
but unobtrusive sign in front of the home or businesses. This is especially helpful if
the project is visible from the street, as passersby who are looking for a
construction company and who like your work are more likely to call your
company and see if you can do your similar project for them. Advertising directly
on your company vehicle also draws attention to your business. Print logos on
vehicles or make magnetic signs for your employees to place on their vehicle while
they are on the job. In an era when social media is king, a well design a social
networking profile page can help draw in new customers and keep past and current
customers engaged. Post photos of construction project, offer discount to fans of
your page or provide do it home improvement tips. Social media is an extremely
helpful marketing tool you can use to engage customers and supply useful
information many people being their hunt for a contractor by searching online for

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reviews and information. And informative website with and easy contact
method such as form or email link can help you draw in new customers. Internet
search engine advertising can help you attract customers who are looking for
construction businesses consider setting up a Google Ad words account to target
internet searches.

The Organization should conduct Psychometric tests for employees.

The Training should be mandatory for all level of employees.

The Departments should develop constructive attitude towards each other

The Organization should focus on mentor system intend to help

employees in their career progression.

Figure 6.1

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 ANNEXURES

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

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

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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?

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 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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 BIBILOGRAPHY

http://www.arihantcity.com
www.google.com
www.scribed.com
www.wikipedia.com
www.ask.com

Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J.
Niehaus.

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