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A Project Report on Hr Pratice

A Project Report on Hr Pratice

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A PROJECT REPORT ON Organisation effectiveness through Hr practice in Bombay Dyeing Project submitted to YMT College of Management In partial fulfillment

of requirement for the award of Master of Management Studies Of University of Mumbai
Submitted by Kunal thakur Academic Year 2011-2013 Under the guidance of SP. Anand



We hereby declare that the project entitled “Organisation effectiveness through Hr practice in bombay dyeing” submitted to YMT College of Management in partial fulfillment for the Award of Master of Management Studies of University of Mumbai is our original work and does form any part of previously carried/conducted projects.

Signature of Student

Place: Navi Mumbai




This is to certify that the project entitled “Organisation Effectiveness through Hr pratice in bombay dyeing” submitted by “kunal thakur” in partial fulfillment for the award of Master in Management Studies of University of Mumbai is their original work and does not form any part of the projects undertaken previously.

Also it is certified that the project represents the original work on the part of the candidate.

Signature of Guide

Place: Navi Mumbai Date:


D. Also we would like to thank our internal college mentors for their constant guidance and providing necessary help for completion of our project. and help and for everything.ACKNOWLEDGEMENT It is indeed pleasure to appreciate all the eminent personalities who have contributed towards our project. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . strength. express a sense of gratitude to my friends and my parents for their support. Page 4 DR. Also we would like to appreciate the employees of Bombay dyieng and manufacturing company limited for their help and co-operation during our internship. Last but not least we wish to avail myself of this opportunity. G. We would like to thank them for sharing their immense knowledge with me in such short span of time. We have learned immensely from the interactions and advices. Anand (HR senior Manager) & Mukund Pathradkar (HR Manager) for their co-operation and providing us the required information. We wish to express our sincere gratitude towards our industry guide SP. to realize that behind every successful project there laid the efforts of many hands.

According to effectiveness of firm treat HRM practices as the organisation‟s strategy to encourage team responsibilities. Hence training develop the knownledge. As we conclude that hrm practice relate to specific practice. This in turn will lead them to perform greater in effective activities. production processes and management practice in daily operation. Page 5 DR. skill and ability which would be contribute effective in term of products.. formal policies and philosophies that are designed to attract. develop and retain employee who ensure the effective functioning and survival of the organisation. For insatnce. Training help the employee to gain knownledge. skill and ability of employee to perform effectively in their job will leads to higher organisation effectiveness. It is also conceptualised as a set of internally consistent policies and practice designed and implemented to ensure that a firm of human capital contribute to achievement of its business objective. It encourage employee to become motivate thereby increase their participation in contributiing the innovation ideas. develop successful new products and generate ideas. promotion and other recognisation in order to motivate the employee to take the risk. performance apprisal increase employee commitment and satisfication since employees are given chance to discuss about their work performance. It gives greater importance to be attached to fit between person and company culture. enhance organisation culture as bulid up customer relationship through participatant and empowerment.EXECUTIVE SUMMARY As the world is becoming more competitive and unstable than ever before manufacturing based industries are seeking to gain competitive advantage at all cost and are turning to more source through hrm practice..D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . motivates and retains employees to ensure the effective implementation and the survival of the organisation and its member. G. develops. Reward syatem provides financila award. They have defined several ascept: schuler and Jackson defined hrm practice as a system that attracts. which lead to higher organisational. Recruitment involves employing and obtaining appropriate and competent candidate throgh external sourcing.

2.safety and welfare faclities department procedure 6. PARTICULARS PAGE NUMBER 8-9 10 11 12 13-22 INTRODUCTION OBJECTIVE SCOPE RESEARCH METHODOLOGY COMPANY PROFILE HR pratice and procedure:  Recruitment procedure  Performance apprisal procedure  Training and development procedure  Selection procedure  Industrial relation procedure  Employee relation procedure  Attendence syatem procedure  Human relation planing procedure  Job analysis procedure  Human resource development procedure  Security department procedure  Corporate and social responsibility procedure  Health. 3. NO 1.Table content SR.D. 4. 5. 23-53 Page 6 DR. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .


Introduction Organizational effectiveness is the concept of how effective an organization is in achieving the organization intends to produce. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . An organization's effectiveness is also dependent on its communicative competence and ethics. develops. they provide the essential support functions needed for the organization to successfully finance and administer its programs. G. and the demand within those segments for the services the organization supplies. honesty. As the world is becoming more competitive and unstable than ever before manufacturing based industries are seeking to gain competitive advantage at all cost and are turning to more source through hrm practice. Foundations always have more requests for funds or funding proposals and treat funding as an investment using the same care as a venture capitalist would in picking a company in which to invest. Instead of measuring organizational effectiveness directly. An organization must exemplify respect. Organizational effectiveness is an abstract concept and is difficult for many organizations to directly measure. Along with ethics and communicative competence. types and sizes of population segments served. the organization selects proxy measures to represent effectiveness. They have defined several ascept: schuler and Jackson defined hrm practice as a system that attracts. Activities such as administration. These other activities are overhead activities that indirectly assist the organization in achieving its desired outcomes. Proxy measures may include such things as number of people served. The relationships between these three are simultaneous. members in that particular group can finally achieve their intended goals. Foundations and other sources of grants and other types of funds are interested in organizational effectiveness of those people who seek funds from the foundations. Ethics is a foundation found within organizational effectiveness. The idea of organizational effectiveness is very important for non-profit organizations as most of people who donate money to nonprofit organizations and charities are interested in knowing whether the organization is effective in accomplishing its goals. volunteer training are important inputs into organizational effectiveness because although they do not directly result in programmatic results.D. motivates and retains employees to ensure the effective implementation Page 8 DR. integrity and equity to allow communicative competence with the participating members.

Hence training develop the knownledge. As we conclude that hrm practice relate to specific practice. promotion and other recognisation in order to motivate the employee to take the risk. It is also conceptualised as a set of internally consistent policies and practice designed and implemented to ensure that a firm of human capital contribute to achievement of its business objective. performance apprisal increase employee commitment and satisfication since employee is given chance to discuss about their work performance. production processes and management practice in daily operation. which lead to higher organisational.. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 9 DR. For insatnce. skill and ability which would be contribute effective in term of products. It encourage employee to become motivate thereby increase their participation in contributiing the innovation ideas. enhance organisation culture as bulid up customer relationship through participatant and empowerment.. G. skill and ability of employee to perform effectively in their job will leads to higher organisation effectiveness. develop successful new products and generate ideas. training help the employee to gain knownledge.and the survival of the organisation and its member. Recruitment involves employing and obtaining appropriate and competent candidate throgh external sourcing.D. Reward syatem provides financila award. It gives greater importance to be attached to fit between person and company culture. According to effectiveness of firm treat HRM practices as the organisation‟s strategy to encourage team responsibilities. formal policies and philosophies that are designed to attract. develop and retain employee who ensure the effective functioning and survival of the organisation. This in turn will lead them to perform greater in effective activities.

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . They can add the value by ensuring that in all its other plans the organisation takes account of and plan for change in wider environment perspective.OBJECTIVE This study belongs to organisation effectiveness through HR practice. The following are the objective to be studied: Recruitment is depending on having the right people in the right job at right time meet rapidly changing organisation requirement. Right people must be obtained to perform the right role of HR function by using appropriate HR pratice in organisation. training. Staffing. HR and employment practice being followed in other organisation such as new flexible work practice {job rotation}. Page 10 DR. G. In this we are studying how organisation is effected through HR practice.D. P&A is important component in the rational and syatematic process HRM. It will need to show that careful planing of the people issue will make suatainable eaiser for the organisation to achieve the wider startegic and operational goal. It identify fundamental underlying issue which must be addressed by any organisation or business house if its people are to be motivated and commited to operate effectively. compensation and performance management are basically important tool in the HR practice that shape the organisation role in a staisfying need of its all stakeholder.

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . job analysis. Page 11 DR. analysis and conclusion. parameter and partices. performance appriasal for entering into HR pratice of different parameter as well as view of the company.D. Studying “organisation effectiveness through HR poratice” of the employee as specialised subject restrict a training. G. recruitment and selection. The finding of the study can be reffred to as a refrence for entire organisational policies.SCOPE The scope of the research is very vast. Second important thing is on account of ethical and moral obligation of a manager disclosure of all pertainet and particular policies has got limitation because of his positional accountablity and responsibility. however the total time period available was very limited for the purpose of the study observation.

web sites. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D. economical. Research was carried out at BOMBAY DYEING MFG. . Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.Ltd to find out the “Organisation effectiveness through HR pratices”. research is required and a methodology applied for the solutions can be found out. magazines. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. These problems in life call for acceptable and effective solutions and for this purpose. etc. G. social.Research methodology In everyday life human being has to face many problems viz. Secondary Data: Data was collected from books. DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to senior HR manager and other HR manager. financial problems.CO. The questionnaires were carefully designed by taking into account the parameters of my study. going through the records of the organisation. Page 12 DR.

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . POLYESTER DIVISION. LTD.Bombay dyieng and manufacturing company ltd Company profile THE BOMBAY DYEING AND MFG. Page 13 DR.D. CO. G.

In Page 14 DR. was signed. including men-of-war for the British Navy.HISTORY OF WADIAS’ GROUP OF INDUSTRIES WADIA GROUP The Group Genesis The Wadia‟s first venture.D. and with it. opportunities for new areas of business. G. sending Honkong to England. was in the area of ship building. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . trading grew. The Spring Mills began operations in 1903 Emerging opportunities: With the wave of industrialization in the 19th century. over 250 years ago. more than 355 ships were designed and built by the Wadia‟s. It was on one such ship that the American National Anthem was composed. and on another Wadia built deck that the 'Treaty of Nanking'.

A modest beginning for a company that was to grow in the following 115 yr. he began a small operation. Bombay Dyeing has spawned dozens of other companies. into one of India's largest producer of textiles. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Ltd. A legacy that would give rise to one of India's most respected. It was at this time that Mr. On August 23rd. Along the path of growth and diversification. Bombay was next only to New Orleans as the world's largest cotton port. a legacy was born. had been born. In technical and financial collaboration with world leaders. Humble opportunities: The Bombay Dyeing & Manufacturing Co. The textile products of the company are exported to different nations all across the world like the United States. Here. In fact. European Union Countries.1879. cotton yarn spun in India was dip dyed by hand in three colors-turkeys red. Bombay Dyeing is one of the leading companies in the textile business. It was more than just a company that was born in 1879. such companies have pioneered the manufacture of various chemicals and have grown to be leaders in their new fields. Nowrosjee Wadia set his sights on India's mushrooming textile industry. in a humble redbrick shed. India has made a position in the world textile sector holding the hands of Bombay Dyeing. green and orange-and laid out in the sun to dry. Page 15 DR.D. G. Australia and New Zealand.

Products of Bombay Dyeing: Bombay Dyeing by using advanced technology has brought about a change in the textile business.  Shoe Lining and Duck Fabrics. is quite high with the Net Profit reaching to 17. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . weaving and spinning and winding.Bombay Dyeing was incorporated in the year 1879.  Polyester Cotton Sheeting. Page 16 DR. Moreover. Nusli Wadia. The entire production is divided into two broad streams. at present is Mr.  Yarn dyed fabrics. in today‟s world. G.D. Some of the important products of the company that have already become significant in both.000 meters of fabrics. domestic and export markets are  Cotton Sheeting. The production level on a daily basis is over 300. The chairman of Bombay Dyeing.  Poly Cotton Drills. by the Wadia Group and within a short span of time created a name for itself in the textile business.  Satin Furnishings.88 crores. The financial results for the quarter ending on 30th June in the year 2007. Bombay Dyeing is a household name with above 600 franchise retail shops all across the country.

suiting and shirting fabrics. the technology used is from one of the most technologically advanced company of the world.  Dobby and Fine Count made-ups. The consumer section of Bombay Dyeing comprise of bed linen. Table Tops and Napkins. spinning and winding by Bombay Dyeing are like Sulzer Projectile Page 17 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G. and cotton and polyester blended dresses and saris. Regarding the weaving facilities. Bombay Dyeing has created a sizable market in the production of a wide range of fabrics and ready-mades. Flannel Sheeting. furnishings.  Down proof Shells and Comforters. The ready-made collection of the Bombay Dyeing has been changing its production pattern with the evolving fashion trends.  Towels.D. Sulzer. The automations used in weaving. Bombay Dyeing at present is the largest exporter of sophisticated madeup items and also of products made of cotton and poly cotton. This includes both formal and casual wear. towels. Technology used in Bombay Dyeing: The technology applied in the production process in Bombay Dyeing is of international standards.

It is one of the largest exporters of fabrics: cotton. and real Estate. G. Agroproducts. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Consultancy. where it has 125 years of textile leadership.000 meters of fabrics and 75MT of yarn daily. Textiles. Bombay Dyeing‟s branded home textiles and apparel are household names in India. Its 19 manufacturing facilities have made Group Companies the market leaders in these fields. The largest area of group activities is with Bombay Dyeing (BDMC). Besides being a responsible and good corporate citizen.D.11 Spindles. sound management. Plantations. Page 18 DR. it also has 2 hospitals in Mumbai and one educational institute in Pune. Their annual group turnover is Rs. excellence and commitment to our customers‟ interest. We bring to our work a proud heritage of accomplishment. Today it is largest manufacturers in the composites sector of the Indian Textile Industry. It ranks among leading manufacturers and marketers of cotton and synthetic fabrics and produces 300.Machines. and Schlafhorst Auto core Rotors. Laminates. Hospitals. integrity. Architecture. The Wadia Group is multidirectional with interest in Chemicals. 4000 crores. Auto Corner Winding Spindles and Schweiter CA . polyester/cotton and made ups. Foods. Electronics. Recently the group also ventured in the aviation field. Sulzer Air jet Machines. Light Engineering. Health.

G. It maintains high standards of Safety. It is certified against ISO 9001-2000. Maharashtra. 2. 70 Km. from JNPT. It is the earliest signatory to Responsible Care® initiative of the ICMA. 5. Polyester Plant is situated at Patalganga. away from Mumbai & 35 Km. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .BOMBAY DYEING – POLYESTER DIVISION 1. and OHSAS 18001-1999.   Page 19 DR. ISO 14001-2004. concern for Environment and Energy Conservation measures. 3.D. It has received 5 Star Safety Statuses with Sword of Honour by British Safety Council. 4.

Value & Services. Mutually Beneficial Relationship Business Associates : Page 20 DR. Customer : Employees : Shareholders : Quality. 3. 2. G.D. Returns & Growth. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .Vision We will offer differentiated PSF specialty products and services in a most economical way and create value for the customers and nation. Mission We will decommoditise our PSF business and pursue niche market to have competitive advantage.  Our Purpose Achieve Excellence and Provide to 1. Fulfilment & Development.

LTD. CO. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .NO: R6 DATE: 10/08/2008 COPY PAGE 1 OF 1 Edition : 2 General Manager (*) Manager – Personnel & Administration Manager – HR Manager . POLYESTER DIVISION PROCEDURES PERSONNEL & ADMINISTRATION DOCUMENT TITLE ORGANIGRAM DOCUMENT NO.Security Asst. Executive – P&A Personnel Assistant Head Security Guard Steno Cum Personnel Assistant Security Guard Yardman Note : (*) Covered in Apex Manual.MANUAL TITLE THE BOMBAY DYEING & MFG. Page 21 DR.PAP012 REV.Security & Administration Inspector . G.D.

 Ensure uniformity in application and speedy administration.  Develop an organization that all of us would be proud to belong Our aim has been to identify the resources required to execute business initiatives and build organizational capabilities. fair play and transparency across the company  Empower managers and enable them to take decisions which are fair and equitable to all our Team members across the organization.D. trust. G. 2. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .Our Principles are:  To create a distinct culture of openness.3) BENEFITS GIVEN BY THE COMPANY  Transportation  Canteen facility  Holidays Homes  Medical Facilities  Medical Hospitalisation  Medical Reimbursement  Med claim  Educational expense Page 22 DR.

safety and welfare faclities department procedure Page 23 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D. G.HR pratices and their procedure The following HR pratices and their procedure are: a) Recruitment procedure b) Performance apprisal procedure c) Training and development procedure d) Selection procedure e) Industrial relation procedure f) Employee relation procedure g) Attendence syatem procedure h) Human relation planing procedure i) Job analysis procedure j) Human resource development procedure k) Security department procedure l) Corporate and social responsibility procedure m) Health.

this letter had signed by general manager/ jmd 9. The following interview procedure the candidate should be face . On that basis candidate should be shortlisted for a group discussion round. Page 24 DR. 6. For that they will give advertise in a newspaper. 10. After that employee should issue the offer by placement agencies.com. For seeing these advertisement candidate should submit th application i. Candidate should apply for aptitude test. For non-management department the interviewer should take the interview by business head. After the interview which candidate is suitable for which department on that recruitment had prepared for offer letter? 8. b. monester. G.Recruitment procedure 1. After that candidate should be shortlisted for final intwerview. b.D.com.e. website i. 5. For a final interview should takes place in between of two department/ category management and non-management: a. 7. For management department the interviewer should take the interview by chairman/jmd. naukri.com and they give to recruitment agencies.e. 2. On joining a joing report is issued to the employee recruited by general manager with copies to department concerned. Requirement for vacancy will be inform by consult department to hr department through designated form. timesjob. 4. resume to the recruitment agencies. After the offer letter has prepare. c. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . They identify source of recruitment on that basis how many vacancy are there for employee. this round is about 10-15 minute. They collect the application call the candidate for the interview. 3. applied: a.

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . For non-management employee 1. 4. The promotion are given effective on 1st july foe annual increment in respective grade of employee is given for every year to be effective 1 st jan as per sttlement of emplyee for irrespective performance. Page 25 DR. together detail of pervious two year rating. is that there is a semantic scale. 2..Performance apprisal The performance apprisal should be prepared for both the employee as well as nonmangement employee and for all of these responsibilities should take by Dy manager. Department head asses the performnace of each employee and give appropriate rating promotion to the higher grade are reccommended based on consistent outstanding performance length service as well as availablity of vaccancies. 6. For month of january every year employee should fill the detail of appraisal form which is prescribed by dy manager and this appraisal form should forward to this concerned dept manager after checking by personnel manager. G. The considered of appraisal should be jan to dec Note: whenever the company decided the increment it is fixed. Appraisal form should return to personnel and administration department duly endrosed by division manager.D. 5. Dy manager do the compliation of the entire employee appraisal department gradewise giving detail of present grade rating reccomendation of promotion etc.. 3.

Feedback of performance is given to employee on the basis of post appraisal form should be discuss and the training for mutual identified. On that baiss employee should give the grade in a lower to higher…. For lower grade 1. The rating should be given 1 to 5 fro. higher grad to handle potential and availbilty of appropriate vaccancies. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . For addinational increment are reccommended for outstanding performance are made during this year. Page 26 DR.D. outstanding to not satisfactory. G. They assed the performance appraisals are returned to business headby 31st may to the department and divisional manager. 5. 2. They provide the reccommendation for promotion employees who give outsatnding performance. Performance is rated by the department manger on the basis of performance of employee in an organisation.For management employee The period of appraisal form should be formed from apirl to march. For the month of April every year dy manager prepare the apprisal form in respect of all management category of employee in these grade. 4. 3. After that the form sent to department manager for scruitising the general amnger doing performance appraisail.

each employee is made by his superior.For higher grade 1. designation etc. Dy manager write the detail of employee such as name. age.D. potential to handle their higher responsibities and availbilty of vaccancies and reccommendation promotion are made. form are sent toi respective divisional manger who then gives to concerned employee for targeting their goals. age. Once management approval is received the samke informed to divisional maanger and then announce to same department employee. 5. 3. for this year. Note: in both management and non-management performance appraisal form are it‟s belong to government rule in that factories act should be used. After scruitsing same by general manager p. 2. since when it come from for grade. Based on the result who give the best performance throughout the and achived their target. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G. Once the key objective are mutually agreed between boss and subordiante xerox copy of pa form should given to the boss and the appraisal form is retained toi concerned employee.a. Page 27 DR. department it should be written in mangerial appriasal form. The form is sent to business head he comments on this after the reccommended are sending to md for this approval.a. 4. After the end of the year of p.

c. ms excel. 2. It is training of a Bombay dyieng and manufacturing co. Theoritical knownledge about polyster and layer. Page 28 DR. Regarding the supply of human resource to company. sap.e. They include certain phase for training: a. ltd . To know about the worker of job satisfication with the help of questionnaries. 3. 4. Companies have to train them to conform for doing the job. ms outlook. To find out the detailed of hrd in Bombay dyeing. selection and training procedure is carried out by Bombay dyeing and manufacturing co. b.Training and development procedure Training is the second most steps after recruitment and selection of employee. They give us project to you. G. The study limit of recruitment. ltd to learn the procedure of recruitment. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . To understand the training and recruitment policy of the compnay.D. ms word. They also train of that employee who is suitable for which department. oracle. selection and training and development. on that they will test your knownledge about the company and they test creative mind. The following of the objective of project report: 1. Objective The project report is based on the topic of training and development at Bombay dyeing polyster co.ltd. how much you think about the company to make a profit. selection and procedure. ms sql etc. To understand the technique and method use in a recruitment. They should know the computer knownledge in that they have 2 departments one is software and another is hardware i. it is about the division of polyster how much candiadte have a skill on which field they will think and make more creative and to make company in a profit manner.

Page 29 DR. Test of General Awareness. Written Examination The Written Examination will comprise of Objective Test and Descriptive Test details of which is furnished hereunder: a) Objective Test Objective Test consisting of Test of Reasoning. The following procedure that every company should be held: A.D. Test of Quantitative Aptitude.Selection procedure It is very important that a candidate knows the entire selection procedure of Bombay dyeing polyster ltd. Test of Computer Knowledge. Test of English Language. G. A candidate should be aware the rules and regulation of that company and should prepare well in advance. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 30 DR.D. G.15 of the marks assigned to that question will be deducted. Of Questions 20 2 20 3 Test of Quantitative Aptitude Test of General Awareness Test of Computer Knowledge Total 10 4 30 5 20 100 The candidates shall be required to qualify in each objective test as per the cut-off marks determined by individual banks. 1 Test Test of Reasoning Test English Language of No. There will be penalty for wrong answers marked in the objective tests which will result in negative marks for every wrong answer ie. one fourth or 0.Sl. No.

Group Discussion and/ or Interview Candidates who clear the written test are called for group discussion and personal interview. and PI added to decide the final score and shortlist the candidates. The candidates are required to write essay type answers on these questions. B. Technical questions may come from your previous job (if u you are already working). To prepare for this section. cool temperament.D. mark of all sections ie written GD. conversation skill. topics of common interest. Page 31 DR. After GD and PI. Reading news paper and watching news will help a lot. The descriptive paper of top executive of company should be judge the candidate on their knowledge on situations. Group Discussion demands knowledge of current affairs. national issues etc. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . The questions are basic in nature and not much preparation is required for it. current topics. So always be prepared with some current topic especially with economical/ financial topics. and knowledge about banking and financial topics. G. and right attitude. candidates need to remain updated about the various current topics and try to write short notes on them along with life situations.b) Descriptive test it will consist of 4 questions out of which the candidates are required to attempt 3 questions only. Personal Interview is conducted to check the behavior. projects that you have done.

Bad Industrial Relations leads to industrial unrest industrial dispute and a downward trend to Industries workers and the nation. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . each think of their mutual interest which paves way for introduction of new methods. G. It is increasingly being called employment relations because of the importance of nonindustrial employment relationships. Industrial relations have its roots in the industrial revolution which created the modern employment relationship by spawning free labor markets and large-scale industrial organizations with thousands of wage workers. The essence of good industrial relation lies in the bringing up of good labour relations which gives a forum to understand each other (employer. developments and leading to adoption of modern technology.Industrial relation In simple terms Industrial Relations deals with the worker employee relation in any industry. Of course the first hit will be on the employers. who have invested. As per Dale Yoder Industrial Relations refers to the relationship between management and employees. Some of the few point are come under the industrial relation: Page 32 DR. Industrial Disputes Act 1947. A good Industrial Relations increases the morale of employers and goods them to give their maximum. or employees and their organization that arise out of employment. employee) properly. It is a multidisciplinary that studies the employment relationship. Government has attempted to make Industrial Relations more health the by enacting.D.

industrial Tribunal or national Tribunal and includes an arbitration and award. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Annual Ganesh yag. Award to the employee An interim or a final determination of any industrial distribute or of any question relating there to by any labour (court).  Scholarship to Employees children under Central & Unit scheme.  Gift on Safety Day. Vishwakarma.D.1. Satyanarayan Pooja is organised  Common Farewell Function. Welfare facilitiies  Free transportation. 3.  Subsidised food. Page 33 DR. Not a single man hour lost due to industrial unrest since inception.  Award for “Additional Qualification” obtained while in Service  Benevolent Fund Scheme to all employees  Picnic scheme – company sponsored transport.  Dassera. Influencing factor Mutual Trust Respect and Integrity amongst employees. G. 2.  Articulate Retirement Plans.

D.4. Page 34 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Wages All remuneration capable of being expressed in terms of money which would if the terms of employment expressed or implied. Commission for sale or business does not include bonus.  Few others indicated in Schedules. or the workmen employed there in depends. 5. House revert allowance 3. G.. 6. in these three things whatever employee have a skill they will do their work on their own. be payable to a workman in respect of his employment or of work done in such employment – includes : 1. water to public  Public conservancy or sanitation. The employee should participate in these thing. were fulfilled. Employee participates in management. gratuity provident fund etc.  Canteen Committee  Welfare Committee  Safety Committee Postal and telegraph Industrial establishments on the working of which the safety of the establishments.  Industries which supply power light. Allowances 2. Traveling concession 4.

Employee relation procedure A. E. on or off duty misconduct. they put a elections once in 3 yrs. time-off / General Shift reporting as and when required for union work. legislation. D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . B. Page 35 DR.Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity. C. and morale. to members. Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections.D.Employees are advised about applicable regulations. F. Company provided office. Information is provided to employees to promote a better understanding of management's goals and policies. So that for a point of a democratic approach. Information is also provided to employees to assist them in correcting poor performance. The members of committe believe in work ethics. and bargaining agreements. motivation. It is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations. G. On that basis employee got the Opportunity for showing their leadership quality through others and they works with Organizational interest and they made more profit throughout the organisation. and/or to address personal issues that affect them in the workplace.

If any employee should in any leave they should submit leave application through online. Page 36 DR. Bi-Metric. Attendance system is directly linked to payroll system. the company provide the transport facilities for all the trainer and employers for attend their duties in a respective shift. They should take the ga form and take a signature through department head and submit to security department. All leave applications.D. 6. On-line attendance is in operation. the department send their intinmation of this change the format to personal department on that basis personal should be approved. If any employee had forget to bought ga card. 2. 4. 7. this card should be swipe in a main gate and all the personal information should be installed in a hrims system. For the end of the shift the employee should do again for required the swipe card for out time procedure. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 11. 8. recommendation. This shift schedule any change in shift should inform to personal department. 5.Attendence system procedure 1. If the employee living far from the company. 10. 3. G. Canteen deduction is being linked with this system. After that the employee are assigned a shift group and they attend their duty in respective shift as per shift schedule. 9. If any department of employee to change their shift for a certain period. sanction administered through this system – discontinued manual leave Card / Forms. When all the employee are required their identity-cum-card for entering in a company. If any urgency should happen for employee to go out in a working hours employee should submit exit pass format. If any non-management employees are required to stay on overtime basis they should record in OT in an authoruisation sheet and should send the form to the personal department.

D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Demand forecasting: it is the process of estimating the furture number of people ruqired and competence they will need. etc. It is also concerned with broader issue about the employment of people then tradinational model approach of manpower planing. Page 37 DR.Human resource planing procedure Human resource planning involves getting the right number of qualified people into the right jobs at the right time so that an organization can meet its objectives.  In hrp they had 2 forecasting: 1. Supply forecasting: it comprise the total effective effort that can put to work as shown by the number of people and hour of work available the capacity of employee to do the work and their productivity.  They implemented the business plan in term of people requirement.).  It process takes place within the context of labor market. It should be analysed in order to forecast furture loss and identify the reason for people leaving the organisation. number of human resources.  It is based on the belief that people are an organisation most important for a startegies resource. In labor market they had 2 type external as well as internal labor markets. 2. when the resources will be needed. the required competencies..  The planning processes of organizations not only define what will be accomplished within a given timeframe. G.  It is the system of matching the supply of people with the openings the organization expects over a given time frame. but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g.

Job analysis is to determine the physical requirements of a job to determine an individual who has suffered some diminished capacity and is capable of performing the job with. promotion criteria. In human resource job anlysis is often is used to gather the information for use in personal selection. training needs assessment. legal defense of selection processes. Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements. selection systems. Purpose Job and task analysis is performed as a basis for later improvements. some accommodation. development of performance apprisal and personal selection. or without. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs.Job analysis Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. description of a job. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . and compensation plans. training and compensation. Page 38 DR. G.D. including: definition of a job domain. Job analysis tells the human resources personnel:      the time it takes to complete relevant tasks the tasks that are grouped together under a single job position the ways to design or structure a job for maximizing employee performance the employee behavioral pattern associated with performance of the job It has attempted to create a segment bsolution to fit the different layer of its job opportunities within its environs.

and gathering background information such as duty statements or classification specifications. on that basis all the employee should give a rating. that employee should be promoted. If any employee got best rate means they perform good in a task. questionnaires (structured. In job analyses conducted by HR professionals. Based on these ratings. job analysis is of kotak life insurance on the manager had given task to all the employee is that u sold all the insurance to all the people in which you have a contact on that you collect information of the person who are taking insurance. these entire employees should understand their job can be attained. responsibilities. This procedure takes into consideration work duties. including: interviews with fresher/ employee/candiadate and supervisors. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 39 DR. critical incident investigations. G. or both). Based on this task you get the rating. They develop task statements which clearly state the tasks that are performed with great detail. On these rating that employee gets promoted to next task. observation. After creating task statements. The following two procedures are doing for job analysis: Task-oriented Task-oriented procedures focus on the actual activities involved in performing work.Procedure There are several ways to conduct a job analysis. open-ended. it is common to use more than one of these methods. For example. This will continue upto all the task should be completed and get all the rate point to the employee. all the employee should performe their task in a seriously manner some of the task should be difficult.D. and functions. importance to do it and they should perform it.

abilities. and other characteristics (KSAO). These human attributes have been commonly classified into four categories: knowledge. This often results in data that immediately imply the important KSAOs. Knowledge is the information people need in order to perform the job. Ability ratings may also reflect a self-rating compared to job-rating. Ratings of ability statements could be more complicated to inflation by job analysis respondents because it is harder to verify that ability is there than seeing a task being done. suggesting that selfpresentation will be more likely with ability statements. G. Abilities are the attributes that are relatively stable over time. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . One key difference between task-oriented and worker-oriented procedures lies in the extent that task oriented procedures is directly observable.D.Worker-oriented The procedures is aim to examine the human attributes needed to perform the job successfully. the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. Page 40 DR. skills. In a worker-oriented job analysis. Skills are the proficiencies needed to perform each task.

Human redource development Human Resource Development is the integrated use of training. the development of human expertise for the purpose of improving performance.D. Groups within organizations use HRD to initiate and manage change. knowledge or talent capital. they alone can leave an organization unable to tap into the increase in human. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Process. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . It does not occur without the organization. group and organizational effectiveness. Also. HRD ensures a match between individual and organizational needs. HRD as a process occurs within organizations: 1) Training and Development (TD). pratice in other field It is not only a field of study but also a profession. 2) Organization Development (OD) that is. that is. organization. It can find the interst of win/win solutions that is to develop the employee and the organization in a mutually beneficial manner. vision and values. Page 41 DR. empowering the organization to take advantage of its human resource capital. and career development efforts to improve individual. so the practice of HRD within an organization is promoted upon the platform of the organization's mission. G. HRD are focus on HRD as a process.

and health and safety training. G. training manager or director. customer service training. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Other typical HRD practices include: Executive and supervisory/management development. sales and marketing training. vice president of organizational effectiveness. blended learning designer. health care.D. HRD positions in businesses. chief learning officer. non-profit. professional skills training. and individual career development advisor. management development specialist. and other field include: HRD manager. Page 42 DR.3. training needs analyst. new employee orientation. 4. technical/job training.

For example: if any raw material had export from another company to that company.Secruity department procedure  When any raw material is about solid as well as liquid come from export side through the security officer should check everything internally manner means it should be check what unwanted material the driver had put like beer. Page 43 DR. matchstick etc.  If any employee who is illerate means who had not much education or who had poor has recruit in the company they will get the proper training under secruity department.  When the employee is doing the work and someone had given some amount of money to him and he accept that money.  If the some of the raw material had some defect. that thing should check properly. faulty before taking out in a checking manner the secruity officer take his driving license. G. On that training the employee should understand about their work and they will do in a properly manner. boiler.D. Afterwards they will call police and give to them. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . When the raw material had taken out the driver had given some amount of money and store-keeper had accepted the money on that some of employee had seen the corruption they will free to call the secruity department. on that basis another employee had saw the crime so he freely call the secruiy department.  In training any employee should have a problem in a work they will free to ask in secruity department. the raw material should take out by a store kepper. id proff and they put in remanded.

EHS awareness programmes for community at school. communities. self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law. villages in nearby vicinity on regular basis. employees. Community Awareness programmes are held regularly in the nearby villages. emergency handling. consumers. CSR policy functions as a built-in. Sponsoring Education of 40 children through CASP. Environment protection. The goal of CSR is to embrace responsibility for the company's actions and encourage a positive impact through its activities on the environment. orsustainable responsible business/ Responsible Business) is a form of corporate self-regulation integrated into a business model. and that since only people can have social responsibilities. also called corporate conscience. social performance.D. G. corporate citizenship. stakeholders and all other members of the public sphere who may also be considered as stakeholders.Corporate and social responsibility Corporate social responsibility (CSR. corporations are only responsible to their shareholders and not to society as a Page 44 DR. and international norms. Signatory to Responsible Care Movement & Member of Mutual Aid Response Group (MARG). Milton Friedman and others have argued that a corporation's purpose is to maximize returns to its shareholders. ethical standards. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .

The rationale for CSR has been articulated in a number of ways.business has low ratings of trust in public perception. Critics of this argument perceive the free market as opposed to the well-being of society and a hindrance to human freedom. markets and communities. Some people perceive CSR as in-congruent with the very nature and purpose of business.whole.contributing to physical infrastructure and social capital is increasingly seen as a necessary part of doing business. and indeed a hindrance to free trade. The key drivers for CSR are  Enlightened self-interest . POL FOUNDATION YMT COLLEGE OF MANAGEMENT . more accountable and be prepared to report publicly on their performance in social and environmental areas. Page 45 DR. a cohesive society and a sustainable global economy where markets. Those who assert that CSR is contrasting with capitalism and are in favor of the free market argue that improvements in health.D. labour and communities are able to function well together.creating a synergy of ethics. G. In essence it is about building sustainable businesses. There is increasing expectation that companies will be more open. which need healthy economies. A wide variety of individuals and organizations operate in between these poles.  Transparency and trust . longevity and/or infant mortality have been created by economic growth attributed to free enterprise.  Social investment .

Page 46 DR. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . this means doing more than simply complying with legal requirements.  How your business affects your local community and whether you should be actively involved. For example. trading with suppliers who pollute the environment could be as irresponsible as doing so yourself. Corporate social responsibility (CSR) can cut across almost everything you do and everyone you deal with. See the page in this guide on how to deal responsibly with customers and suppliers. See the page in this guide on how to work with the local community.D. For the responsible business.globally companies are expected to do more than merely provide jobs and contribute to the economy through taxes and Employment.  How you treat your employees. You need to think about:  The suppliers you choose and the way you deal with them. Increased public expectations of business . See the page in this guide on how to benefit from corporate social responsibility.

 How what you do affects the environment and what you can do to use resources more efficiently and reduce pollution and waste. CSR can help you improve your business performance. you're ready to cope with new laws and restrictions. G. In fact.D. This doesn't mean that you can't run a profitable business. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . See the page in this guide on how to understand the environmental impact of your business. By looking ahead. Page 47 DR.

If work in a machinery we should be in a properly safety manner because on that we had cut legs.D.  If we going to work in a plant we should wear hamlet because in a plant we had lot of noise of machinery on that we lost our memory.  In between the work if someone had got a hurt we should provide a first aid to all of us. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . If the entire employee had came down.HEALTHY. WELFARE AND DEPARTMENT PROCEDURE SAFETY FACILITIES  Health and safety should be there in every department because without safety the company make losses means in between the work the fire had catch up and we did not have fire extinguisher. The fireman will do the work as far as possible. G. hands and person will die also so we should do the work in a proper or safety manner. the alaram will be risen on that the entire employee should ran away because the fire will harm to you also.  In between the work the fire had take place the employee should break the glass of alram. the brainhamriage. the raw material should be destroyed.  In between the work some employee is feeling not well or got more hurt that employee should take a leave and the Page 48 DR.

For a treatment Payment Company will provide. apart from the pain and misery caused to those directly or indirectly concerned. It is also estimated that. and their aims and methods are clearly inter-linked.D.  It is estimated by the Health and Safety Executive (HSE) that in the UK about 500 people are killed at work every year and several hundred thousand more are injured or suffer ill-health. but both health and safety programmes are concerned with protection against hazards. They relate more to systems of work than the working nvironment.company provides the doctor for a check-up treatment to that employee who is sick. the total cost to British employers of workrelated injury and illness exceeds £4 billion a year. The achievement of a healthy and safe place of work and the elimination to the maximum extent possible of hazards to health and safety are the responsibility of everyone employed in an organization. G.  Health and safety policies and programmes are concerned with protecting employees – and other people affected by what the company produces and does – against the hazards arising from their employment or their links with the company. as well as those working there under contract. who had got hurt.  Safety programmes deal with the prevention of accidents and with minimizing the resulting loss and damage to persons and property. Page 49 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .

● The description of the organization for health and safety. If the employee wants more money more than salary Page 50 DR.  They are required to demostrate the top managementis concerned about the protection of organisation employee from hazard at work and to indicate how this protection will be provided. They also give free cateen facilities to a subisdised food.D. ● details of arrangements for implementing the policy. G.  They provide free transportation facilities to the employee. While in service if any employee had a addinational qualification the company should give an award. accidents and absences through ill-health or injuries result in losses and damage for the organization. or at least minimization. The achievement of the highest standards of health and safety in the workplace is important because the elimination. Close and continuous attention to health and safety is important because ill-health and injuries inflicted by the system of work or working conditions cause suffering and loss to individuals and their dependants. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . of health and safety hazards and risks is the moral as well as the legal responsibility of employers – this is the over-riding reason.  The policy statement should consist of three parts: ● The general policy statement. They also give a scholarship to a employee children under a central unit scheme. In addition.

 Where possible. Vishwakarma. Satyanarayan Pooja. Company also organised Dassera . POL FOUNDATION YMT COLLEGE OF MANAGEMENT .  Welfare facilities cover such areas as toilets. separate male and female facilities. Annual Ganesh yag.  A way of heating food eg microwave if hot food can not be purchased near by. The extent of the facilities you need to have in place will depend somewhat on the number of people you employee and the work they will be undertaking but as a guide you will need to provide:  Enough toilets and washbasins for those expected to use them – including disabled toilets. washing.D. soap and means for drying hands – eg paper towels. They also give a articulate retirement plan who had retired from a company.  Clean.g. Page 51 DR.  Supply of clean drinking water either taps or bottled.the company should provide a benevolent fund scheme in this the company give a fund to that employee who want money in a urgent manner.  Supply of hot and cold running water. If the employee had retired company arrange the farewell function. kettle or vending machine.  Supply of toilet paper. somewhere clean to eat and drink during breaks and changing facilities. G.  An area for eating and drinking with a way of getting a hot drink e. For a picnic company sponsorsed a transport facilities to the employee. well-lit and ventilated facilities.

The employee welfare schemes can be classified into two categories viz. Mines Act 1962. If not. There should be a suitable seating area for use during breaks.  You must consider whether suitable facilities are available to staff working off-site or on temporary sites. This must be clean and provided with washing facilities nearby and a means of heating water for hot drinks. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . statutory and non-statutory welfare schemes. The non statutory schemes differ from organization to organization and from industry to industry. Page 52 DR. Dock Workers Act (safety. G. Some workers may need to be provided with portable facilities for hand washing. temporary arrangements must be provided. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. If the work activity requires employees to change into specialist clothing. you must provide changing rooms and facilities for secure storage of personal belongings.D. health and welfare) 1986. or the provision of laundry facilities. You may need to consider separate storage for clean and dirty clothing.  Organizations provide welfare facilities to their employees to keep their motivation levels high. These include provisions provided in industrial acts like Factories Act 1948. Changing facilities if the work involves wearing specialist clothing.  Rest facilities for pregnant and nursing mothers.

The welfare measures need not be in monetary terms only but in any kind/forms. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . creation of industrial harmony through infrastructure for health.D. industrial relations and insurance against disease. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. G. Employee welfare includes monitoring of working conditions. accident and unemployment for the workers and their families. Page 53 DR.

talent. aptitude. creativity. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . human resource management means employing people. human assent management etc. the basic nature of distinction lies in the scope or coverage and evolutionary stage.” Human resource management is the management of employee‟s skill. labour administration. They are labour management. In simple since. industrial relationship. different terms are used for denoting Human Resource Management. “Personal management is a major component of a broader managerial function and has root and branches extending throughout and beyond each organisation. G. labour management relationship.” Page 54 DR.Literature review Human resource management “There are great differences in development between countries which seem to have roughly equal resources. developing their resources. so it is necessary to enquire into the difference in human behaviours.D. maintaining and compensating their services in tune with the job and organizational requirements. employee –employer relationship. ability etc. knowledge abilities. Though these terms can be used differently widely. human capital management. utilizing.

Acquisation of human resource: These functions include HRP. HRM as a process HRM is a process of four functions: a.Personal management is that part of management concerned with people at work and with their relationship within an organisation. Recruitment. Page 55 DR. attitude and social behavior of the staff are developed. Development of human resource These functions include training and development. Its aim is to bring together and develop into a effective organisation the men and women who make up an enterprise and having regards for the well being of the individual and of working groups. Selection. skill. the knownledge. Placement and induction of staff. Feature 1. Motivation of human resource These functions include givindg the recognition and reward to the staff. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D. c. b. to enable them to make their best contribution to its success. G.

5. c. Continous process HRM is not one-time process. Focus objective It is given a lot of importance to achievement of objective. Developes team spirit HRM tries to develop the team spirit of the full organisation. Universal application It has universal application. 4. Page 56 DR. 3. It has continous change and adjust according to change in environment. Organisational objective. G. The following main objective hrm has to achieve are:a. Individual objective of the staff. Group or departmental objective. That is it can be used for business as well as for other organisation. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Team spirit helps the staff to work together for achieveing the objective of organisation. It is continous process.2.D. change in expectation of staff etc. b.

This can distort traditional wages and salary relationship in organization.  Social Significances: Maintaining a balance between the job available and the jobseekers. Further in more. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success. a typically response is to raise entry level pay scales . resulting in unavoidable consequences.Importance 1: Attract highly qualified and competent people 2: Ensure that‟s the selected candidate stays longer with the company. 3: Make sue that there is match between cost and benefit. G. when recruitment fails to meet organizational needs for talent. according to the qualification and needs. 4: Helps the organization to create more culturally diverse workforce Whereas.D. Page 57 DR. the poor quality of selection means extra cost on training and supervision. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .

Fulfilling their own social and other psychological needs of recognition. belongingness. Providing maximum opportunities for personal development. Recruitment and selection Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. G.  Significance for individual Enterprise: Creating right attitude among the employees through the effective employees. After identifying the sources of human Page 58 DR. organisational evaluation policy reccomendation supervision of department staff etc. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D. 2. Function 1. Administartion Strategic planing. love. Professional significant: Maintaining the dignity of the employee as a „human being‟. affection.

Training and development  Update and upgrade the existing knowledge and skills of the staff to help improve performance at their present positions and the higher positions in the same function  Expose the team member to modern techniques and systems  Develop the staff with high potential to take on greater responsibilities  Achieve desired attitudinal changes. Page 59 DR.resources. G. 4. the management has to perform the function of selecting the right man at right job and at the right time. workers compensation claims. searching for prospective employees and stimulation helps too apply for jobs in an organization. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 3. Health and safety Employee assistance. drug testing.D. safety compliance and trainings.

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . If we donot communicate how the other should understand.. Educational assistance. That candiadate/ employee shoould promoted or transfer from one department to another department. Employee communication and employee relation Communication is so imporatnt for day to day life. Enrollment in benefits.5. Only work. 7. claim problems. employee discounts for recreational spots. face to face communication tends to be the most effective because we receive an immediate reaction. What is the problem of that employee? When possible. If some employee had some problem they will share to another person and thinking about only work.D.. Promotion and transfer If the employee doing their work very hard and think about the organisation profit. Performance appraisal Employee files. payroll records.. employee service award.. G. 6. are able to clarify any confusion and people tend to listen more closely. safety records and other administrative files. Page 60 DR.

employee benefits. G. 10. 11. It enables the training of worker to back-up for other worker so those managers have more flexible of work force and ready supply of trained worker. 9. A trade union is an organization of employees formed on a continuous basis for the purpose of securing diverse range of benefits. job descriptions. Trade union An organization whose membership consists of workers and union leaders. united to protect and promote their common interests. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 61 DR. Job rotation Job rotation is a developmental technique that has developmental widely used but suprising receive little attention in human resource studies. It is a continuous association of wage earners for the purpose of maintaining and improving the conditions of their working lives.8.D. salary Salary/wage plans. compensation Salary and benefit surveys.

 Induction-involves the information to the new employees about the company. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .12. Human resource development  Training and Development –it includes technical. G. departments etc.  Appraisal . job. Page 62 DR.D.it is in the formal feedback to the employees about their performance and the conduct of work. For Management Trainees. the probatiobn will be 13 months and Senior Technical Trainees 18 months (training period). Junior Assistants and Departmental Assistants at the factories. Probation The period of probation of all permanent employees is six months for Grades VP to VII and for Senior Assistants. soft skills and process related to training  Process and policies –it contains all the rule and regulations that need to be followed by the employees.

 Joining formalities.D.  Employee verification-take place at the time of joining of the new employee. Roles and responsibilities-that every individual employee needs to fulfil  Employee separation-includes resignation and dismissal.take place when a new employee joins the company.  Surveys  Project trainees Page 63 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G.

G. There are various policies and procedures which need to be formulated and implemented at various occasions of the organization they are: a) Strategy: It refers to the plan in order to interact between the competitive companies to achieve the goals effectively. Page 64 DR.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Managerial Policies and Practices 2. b) Leadership: It enables to influence the employees towards the effective goal achievements. There are various components of organizational effectiveness they are: 1. These strategies are selected on the basis of environmental needs. and then are redesigned by the top management to achieve the desired results. Environmental Characteristics 3. Organizational Characteristics 1. Leaders enable to identify the organizational goals and also try to initiate the steps towards them.Organisation effetciveness Organizational effectiveness means to study the organizational structure in order to understand the basic working. Employee Characteristics 4. Managerial Policies and Practices: It helps to combine the organization as a whole in order to maintain a balance between the various interest groups in an organization and to accommodate them according to the environment of the organization. It helps in evaluating and analyzing the performance of the organization.

Environmental characteristics: The external environment plays a very important role in achieving organizational effectiveness. e) Communication: It contributes a lot in the event of organizational change as it helps in the proper communication and linkage between the members of the organization. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 65 DR. d) Rewards: Rewards are given to the employees to recognize their efforts towards effective achievement of the organizational goals. Predictability is an element of external environment.c) Decision Making: Managerial decisions play a very important role in the success of an organization which is taken out of the various alternatives available at a given point of time. It is done to encourage the employees and boost their morale which enables them to improve the quality and quantity of work. G. raw material etc. human. 2.D. It has various characteristics of environment which helps in understanding the status of the organization they are: a) Predictability: It refers to the state of certainty or uncertainty in an organization towards supply of human resources.

managerial. Page 66 DR. They can be termed to as intentions that an individual of an organization would like to accomplish during his course of working. attitudes and values. behavioral etc. administrative. a) Goals: It refers to the direction in which an organization is inclined to go. 3. skills. It provides directional nature to behaviour of the people and guides their thoughts and actions. motives. It is the ability that leads to a desired performance in a specified are and it can be technical. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . b) Skills: It refers to ability to engage in a set of behaviour that is related to one another. c) Hostility: It is an environment in which the foundation of the organization is threatened. It refers to the view by which people view the organization. Employee Characteristics: It is an important characteristic as the source of human resources can make or break an organization.D. Employee Characteristics reflects the success and failure of the organization and its major characteristics are goals.b) Complexity: It refers to the heterogeneity and the range of activities that proves relevant to the operations in the organizations. G.

d) Attitudes: They are evaluative statements (favorable or unfavorable) concerning objects. The various characteristics that influence the effectiveness of organizations are structure. e) Values: It refers to as specific code of conduct or basic sincerity possessed by an individual in the organization. It influences the motivation of an individual as well as his behaviour in the organization. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . motivated and directed towards the accomplishment of a pre-defined goal. Page 67 DR. events or people and influences job behaviour as well effectiveness of the organization. It is highly influential in individual attitude and behaviour. G. technology and size. Organizational Characteristics: It refers to the general conditions that exist within an organization.c) Motives: It is an inner state of mind that helps a person to be energized. It is observed that motivated employees have high zeal and enthusiasm to perform better to achieve their respective organizational goals.D. 4.

span of control. chain of command. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D.a) Structure: It defines the formal division. c) Size: It refers to the number of people in an organization. There are six important elements in an organizational structure that are needed for organizational effectiveness. In broader sense. Page 68 DR. b) Technology: It refers to the ways and means by which an organization transfers its inputs into outputs. departmentation. and formalization. The organizational efficiency is largely dependent on the choice of technology and its use. These six elements are work specialization. centralization and decentralization. the organizational inputs or outputs and the optional resources available to an organization. The effectiveness and efficiency of an organization is dependent on the size of the organization. the personnel available to the organization. grouping and coordination of the job tasks within the organization. it can also be referred to as the physical capacity of the organization.

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . employee relations. The term „Industrial Relations‟ comprises of two terms: „Industry‟ and „Relations‟. The field of industrial relations looks at the relationship between management and workers. while human resource management is a separate. and union-management (or labor) relations. Industrial relations are the relationships between employees and employers within the organizational settings. industrial relations cover all aspects of the employment relationship. including human resource management. industrial relations pertains to the study and practice of collective bargaining.Industrial relation Industrial relations has become one of the most delicate and complex problems of modern industrial society. The relationships which Page 69 DR. industrial relations were broadly defined to include the relationships and interactions between employers and employees. and labor-management relations.D. Industrial relations are basically the interactions between employers. trade unionism. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. particularly groups of workers represented by a union. Industrial progress is impossible without cooperation of labors and harmonious relationships. Now its meaning has become more specific and restricted. Therefore. The term industrial relations have a broad as well as a narrow outlook. G. it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). By “relations” we mean “the relationships that exist within the industry between the employer and his workmen. From this perspective. employees and the government. and the institutions and associations through which such interactions are mediated. largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers.” On that they have relationship between employees and management which stem directly or indirectly from union-employer relationship. Originally. Accordingly.

and the management of conflict between employers. collective bargaining. the relationships between workers and their employer. Industrial relations also includes the processes through which these relationships are expressed (such as. the relationships between employers. workers and trade unions. when it arises. the relationships employers and workers have with the organizations formed to promote their respective interests. G. Page 70 DR.arise at and out of the workplace generally include the relationships between individual workers. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . and the relations between those organizations. at all levels. workers‟ participation in decision-making.D. and grievance and dispute settlement).

For the employees. they did not tell lie to any one. It is important that the employees share a healthy relationship with each other to deliver their best performances.between co workers. The success and failure of any organization is directly proportional to the labour put by each and every employee. The relationship can be between any one in the organization . sharing each problem etc. They should complement each other and work together as a single unit. between an employee and his superior. In an organisation employee should work. The human beings working together towards a common goal at a common place (organization) are called employees. fans or other non living entities. The employees must share a good rapport with each other and strive hard to realize the goal of the organization. No way can he afford to fight with his colleagues. If something happen they solve first then they do the work. The relationship is warm. employee should not compare the perosnal and professional life in a work. It needs human beings who work together and perform to achieve the goals and objectives of the organization. Any problem should happen to the employee then another employee shoul help each other.D.Employee relation An organization can‟t perform only with the help of chairs. Employee said that the work is a workship and we should do the work in a seriously manner. tables. stay together. Infact the employees are the major assets of an organization. G. on that we got the salary and compensation. Every individual shares a certain relationship with his colleagues at the workplace. between two members in the management and so on. Conflicts and misunderstandings only add to tensions and in turn decrease the Page 71 DR. the organization must come first and all their personal interests should take a after. so-so or bad. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . communicate. An individual spends his maximum time at the workplace and his fellow workers are the ones with whom he spends the maximum hours in a day.

One starts enjoying his office and does not take his work as a burden. He needs the support and guidance of his fellow workers to come out with a brilliant idea and deliver his level best.D. In an organisation all employee of non-management department from the union member on that they elect the leader. infact one can make the best of friends in the office. Life is really short and it is important that one enjoys each and every moment of it. G. If any employee got retired all the employee give a farewell to them. If you have a good relation with your team members you feel going to office daily. Who says you can‟t make friends at work. These activities help in strengthening the bond among the employees and improve the relations among them. It is the prime duty of the superiors and team leaders to discourage conflicts in the team and encourage a healthy relationship among employees. Don‟t assume that the person sitting next to you is your enemy or will do any harm to you. No individual can work alone. on that basis if any problem is there they will tell to uninon leader and the union leader tell to the manager of any Page 72 DR. For each employee the company provides the general shift.productivity of the individual. second shift and night shift. One needs to discuss so many things at work and needs the advice and suggestions of all to reach to a solution which would benefit the individual as well as the organization. if employee should got a promotion and transfer to one organisation to another then employee give a party to them. Employee relations refer to the relationship shared among the employees in an organization. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . There is so much more to life than fighting with each other. The employees must be comfortable with each other for a healthy environment at work. Go out with your team members for a get together once in a while or have your lunch together.Remember in an organization you are paid for your hard work and not for cribbing or fighting with each other. Observation says that a healthy relation among the employees goes a long way in motivating the employees and increasing their confidence and morale. He feels charged and fresh the whole day and takes each day at work as a new challenge.

department. If there is a lot of a problem in a activity which they are doing, they will put a union meeting on that all manager of different department will solve the problem, they will listen all the point of the union worker and take the decision what ids the main problem and try to solve it , if the problem are geniue the manager will solve, if the problem is not geniune the manager will not solve this and this problem have not any geniune point. An employee must try his level best to adjust with each other and compromise to his best extent possible. If you do not agree to any of your fellow worker‟s ideas, there are several other ways to convince him. Sit with him and probably discuss with him where he is going wrong and needs a correction. This way he would definitely look up to you for your advice and guidance in future. He would trust you and would definitely come to your help whenever you need him. One should never spoil his relations with his colleagues because you never know when you need the other person. Avoid using foul words or derogatory sentences against anyone. Don‟t depend on lose talk in office as it spoils the ambience of the place and also the relation among the employees. Blame games are a strict no in office. One needs to enter his office with a positive frame of mind and should not unnecessarily make issues out of small things. It is natural that every human being can not think the way you think, or behave the way you behave. If you also behave in the similar way the other person is behaving, there is hardly any difference between you and him. Counsel the other person and correct him wherever he is wrong. It is of atmost importance that employees behave with each other in a cultured way, respect each other and learn to trust each other. An individual however hardworking he is, cannot do wonders alone. It is essential that all the employees share a cordial relation with each other, understand each other‟s needs and expectations and work together to accomplish the goals and targets of the organization.


My job at Bombay dyieng and manufacturing company ltd. I started my job as HR Trainee. My job profile was a data entry means is to correct the data form previous to current data to each employee for example: if suppose the employee had worked from jan to march on that how much he work at overtime, how much he take the leave, how much he had done the night shift that data I want to check and put in reorder manner. The senior Hr manager narrated me the whole procedure. My job profile was to generate their work through the files and computer, according to the requirements of the company. After generating the work the manager said to check the data in twice a manner and put in orderly manner, if you did not understand said to me I will definitely help you in your work. Manager said that main job should be helpful in their future on that the Hr pratice should be used and very successful.



1) TEAM WORK: The ability to work in group for achieving common set of goals by sharing the resources available and supporting the fellow members.  Cooperates in sharing required information freely & openly with team members and works collaboratively with most groups including direct reports, peers and higher management  Works to support success of team even at expense of personal preferences.  Provides constructive feedback on a timely basis to motivate high performance and address performance issues. ( applicable to an employee having team reporting to him)

Inspires group effort, encourages participative decision-making and motivates the team members for superior performance. (Applicable to an employee having team reporting to him)


appointment calendars.  Analyses own time use.  Identifies and promptly tackles morale problems Page 76 DR. and timetables to achieve maximum productivity.2) TIME MANAGEMENT: To establish a systematic course of action for self or others to ensure accomplishment of a specific objective. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . do" lists. G.D.. "tofollow-up file systems). goals.g. Sets priorities.  Develops or uses systems to organize and keep track of information (e. identifies common “time stealers” and act to reduce these  Sets priorities with an appropriate sense of what is most important and plans with an appropriate and realistic sense of the time demand involved. 3) MOTIVATION AND INSPIRATION: The ability & skill at enhancing others‟ commitment to their work and helping them perform their best.

interpret. Expresses pride in the group and encourages people to feel good about their accomplishments  Encourages people to deliver their best. and anticipate others‟ concerns & feelings.D. 4) INTER PERSONAL RELATIONSHIP: The ability to notice.  Supports and Inspires team members to have optimum utilization of all the resources & talents.inside as well as outside the organization Is approachable & maintains a good environment even in high pressure situations Page 77 DR. Relates well and can manage relationships with people of all levels and builds appropriate rapport with internal as well as external customers  Makes effort to build a good rapport with all internal & external customers and subordinates  Demonstrates ability to proactively build & maintain good relationships with people . POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G.


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