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Organizational effectiveness is the concept of how effective an organization is in achieving the organization intends to produce. 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. An organization's effectiveness is also dependent on its communicative competence and ethics. The relationships between these three are simultaneous. Ethics is a foundation found within organizational effectiveness. An organization must exemplify respect, honesty, integrity and equity to allow communicative competence with the participating members. Along with ethics and communicative competence, 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. 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. Organizational effectiveness is an abstract concept and is difficult for many organizations to directly measure. Instead of measuring organizational effectiveness directly, the organization selects proxy measures to represent effectiveness. Proxy measures may include such things as number of people served, types and sizes of population segments served, and the demand within those segments for the services the organization supplies. Activities such as administration, volunteer training are important inputs into organizational effectiveness because although they do not directly result in programmatic results, they provide the essential support functions needed for the organization to successfully finance and administer its programs. These other activities are overhead activities that indirectly assist the organization in achieving its desired outcomes. 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. They have defined several accept: Schuler and Jackson defined hrm practice as a system that attracts, develops, motivates and retains employees to ensure the effective implementation and the survival of the organization and its member. It is also conceptualized as a set of internally consistent policies and practice designed and implemented to ensure that firms of human capital contribute to achievement of its business objective. As we conclude that hrm practice relate to specific practice, formal policies and philosophies that are designed to attract, develop and retain employee who ensure the effective functioning and survival of the organization. According to effectiveness of firm treat HRM practices as the organization‟s strategy to encourage team responsibilities, enhance organization culture as build up customer relationship through participation and empowerment. For instance, performance appraisal increase
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employee commitment and satisfaction since employee is given chance to discuss about their work performance. This in turn will lead them to perform greater in effective activities... training help the employee to gain knowledge, skill and ability which would be contribute effective in term of products, production processes and management practice in daily operation. Hence training develop the knowledge, skill and ability of employee to perform effectively in their job will leads to higher organization effectiveness. Reward system provides financial award, promotion and other recognisation in order to motivate the employee to take the risk, develop successful new products and generate ideas. It encourage employee to become motivate thereby increase their participation in contributing the innovation ideas, which lead to higher organizational. Recruitment involves employing and obtaining appropriate and competent candidate through external sourcing. It gives greater importance to be attached to fit between person and company culture.
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OBJECTIVE This study belongs to organization effectiveness through HR practice. In this we are studying how organization is effected through HR practice. The main objective to be studied: Main objective To find the relation and effect of HR practices with organization effectiveness. Fragmented of the following parts Sub objective To understand the recruitment procedure adopted by this company. To identify the training and development program adopted by this company. To identify compensation salary increment policy adopted by this organization. To identify the present performance of an employee being appraised through career advancement. To provide better employee health, safety, welfare facilities as per their standard policies. To understand the quality circle is beneficial for solving the problem. To understand the reason of employee turnover.
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POL FOUNDATION YMT COLLEGE OF MANAGEMENT . analysis and conclusion. parameter and particles. performance appraisal for entering into HR practice of different parameter as well as view of the company. Studying “organization effectiveness through HR practice” of the employee as specialized subject restrict a training. Page 4 DR. Second important thing is on account of ethical and moral obligation of a manager disclosure of all pertained and particular policies has got limitation because of his positional accountability and responsibility. G.SCOPE The scope of the research is very vast. job analysis. The finding of the study can be refried to as a reference for entire organizational policies.D. recruitment and selection. however the total time period available was very limited for the purpose of the study observation.
DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to senior HR manager and other HR manager.Ltd to find out the “Organization effectiveness through HR practices”.Research methodology In everyday life human being has to face many problems viz. G. financial problems. Research was carried out at BOMBAY DYEING MFG. Page 5 DR. web sites. magazines.D. These problems in life call for acceptable and effective solutions and for this purpose. research is required and a methodology applied for the solutions can be found out. 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. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . etc. economic. going through the records of the organization. . The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books. social.CO. 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.
POLYESTER DIVISION. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .Bombay dyeing and manufacturing company ltd Company profile THE BOMBAY DYEING AND MFG.D. LTD. Page 6 DR. CO. G.
HISTORY OF WADIAS’ GROUP OF INDUSTRIES
WADIA GROUP The Group Genesis
The Wadia‟s first venture, over 250 years ago, was in the area of ship building; more than 355 ships were designed and built by the Wadia‟s, including men-of-war for the British Navy. It was on one such ship that the American National Anthem was composed, and on another Wadia built deck that the 'Treaty of Nanking', sending Honkong to England, was signed. The Spring Mills began operations in 1903 Emerging opportunities: With the wave of industrialization in the 19th century, trading grew, and with it, opportunities for new areas of business. In 1879, Bombay was next only to New Orleans as the world's largest cotton port. It was at this time that Mr. Nowrosjee Wadia set his sights on India‟s mushrooming textile industry. On August 23rd, in a humble redbrick shed, he began a small operation. Here, cotton yarn spun in India was dip dyed by hand in three colorsturkeys red, green and orange-and laid out in the sun to dry.
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Humble opportunities: The Bombay Dyeing & Manufacturing Co. Ltd. had been born. A modest beginning for a company that was to grow in the following 115 yr. into one of India's largest producer of textiles. Along the path of growth and diversification, Bombay Dyeing has spawned dozens of other companies. In technical and financial collaboration with world leaders, such companies have pioneered the manufacture of various chemicals and have grown to be leaders in their new fields. It was more than just a company that was born in 1879, a legacy was born. A legacy that would give rise to one of India's most respected.
Bombay Dyeing is one of the leading companies in the textile business. In fact, India has made a position in the world textile sector holding the hands of Bombay Dyeing. The textile products of the company are exported to different nations all across the world like the United States, European Union Countries, Australia and New Zealand.
Bombay Dyeing was incorporated in the year 1879, by the Wadia Group and within a short span of time created a name for itself in the textile business. The chairman of Bombay Dyeing. at present is Mr. Nusli Wadia. The financial results for the quarter ending on 30th June in the year 2007, is quite high with the Net Profit reaching to 17.88 crores. Moreover, in today‟s world, Bombay Dyeing is a household name with above 600 franchise retail shops all across the country.
Products of Bombay Dyeing: Bombay Dyeing by using advanced technology has brought about a change in the textile business. The entire production is divided into two broad streams, weaving and spinning and winding. The production level on a daily basis is over 300,000 meters of fabrics. Some of the important products of the company that have already become significant in both, domestic and export markets are:
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Cotton Sheeting. Polyester Cotton Sheeting. Poly Cotton Drills. Shoe Lining and Duck Fabrics. Satin Furnishings. Yarn dyed fabrics. Flannel Sheeting. Dobby and Fine Count made-ups. Down proof Shells and Comforters. Towels, Table Tops and Napkins.
Bombay Dyeing at present is the largest exporter of sophisticated made-up items and also of products made of cotton and poly cotton. Bombay Dyeing has created a sizable market in the production of a wide range of fabrics and ready-mades. This includes both formal and casual wear. The ready-made collection of the Bombay Dyeing has been changing its production pattern with the evolving fashion trends. The consumer section of Bombay Dyeing comprise of bed linen, towels, furnishings, suiting and shirting fabrics, and cotton and polyester blended dresses and saris.
Technology used in Bombay Dyeing: The technology applied in the production process in Bombay Dyeing is of international standards. Regarding the weaving facilities, the technology used is from one of the most technologically advanced company of the world, Sulzer. The automations used in weaving, spinning and winding by Bombay Dyeing are like Sulzer Projectile Machines, Sulzer Air jet Machines, and Schlafhorst Auto core Rotors, Auto Corner Winding Spindles and Schweitzer CA - 11 Spindles. The Wadia Group is multidirectional with interest in Chemicals, Agro-products, Foods, Light Engineering, Textiles, Electronics, Plantations, Laminates, Consultancy,
Architecture, Health, Hospitals, and real Estate. Its 19 manufacturing facilities have
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It is one of the largest exporters of fabrics: cotton. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . The largest area of group activities is with Bombay Dyeing (BDMC). where it has 125 years of textile leadership. it also has 2 hospitals in Mumbai and one educational institute in Pune. G. concern for Environment and Energy Conservation measures. 70 Km. ISO 14001-2004. 3. Their annual group turnover is Rs. It ranks among leading manufacturers and marketers of cotton and synthetic fabrics and produces 300. polyester/cotton and made ups. It maintains high standards of Safety. It is the earliest signatory to Responsible Care® initiative of the ICMA. 5. Polyester Plant is situated at Patalganga. 2. Recently the group also ventured in the aviation field. Page 10 DR. excellence and commitment to our customers‟ interest. away from Mumbai & 35 Km. from JNPT.D.made Group Companies the market leaders in these fields. sound management. Today it is largest manufacturers in the composites sector of the Indian Textile Industry. 4. Besides being a responsible and good corporate citizen. Bombay Dyeing‟s branded home textiles and apparel are household names in India.000 meters of fabrics and 75MT of yarn daily. Maharashtra. We bring to our work a proud heritage of accomplishment. It has received 5 Star Safety Statuses with Sword of Honor by British Safety Council. integrity. and OHSAS 18001-1999. It is certified against ISO 9001-2000. 4000 crores. BOMBAY DYEING – POLYESTER DIVISION 1.
Mission We will discommodities our PSF business and pursue niche market to have competitive advantage.Vision We will offer differentiated PSF specialty products and services in a most economical way and create value for the customers and nation. 3. Our Purpose Achieve Excellence and Provide to 1. Fulfillment& Development. 2. Returns & Growth. Value & Services. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Customer Employees : : Quality. G.D. : Mutually Beneficial Relationship Shareholders : 4. Business Associates Page 11 DR.
D.PAP012 REV.NO: R6 DATE: 10/08/2008 COPY PAGE 1 OF 1 Edition : 2 General Manager (*) Manager – Personnel & Administration Manager – HR Manager . POL FOUNDATION YMT COLLEGE OF MANAGEMENT . CO. Executive – P&A Personnel Assistant Head Security Guard Steno Cum Personnel Assistant Security Guard Yardman Note : (*) Covered in Apex Manual. G. LTD. POLYESTER DIVISION PROCEDURES PERSONNEL & ADMINISTRATION DOCUMENT TITLE ORGANIGRAM DOCUMENT NO.Security Asst.Security & Administration Inspector .MANUAL TITLE THE BOMBAY DYEING & MFG. Page 12 DR.
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. Ensure uniformity in application and speedy administration. G.3) WELFARE/FACILITIES GIVEN TO EMPLOYEES Free transportation 97% Subsided Canteen Holidays Homes Medical Facilities Cashless Hospitalization facility Medical Reimbursement Benevolent Fund scheme Educational expense Scholarship to Employees and wards Page 13 DR. trust.D. 2.Our Principles are: To create a distinct culture of openness. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 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.
POL FOUNDATION YMT COLLEGE OF MANAGEMENT .HR practices and their procedure The following HR practices and their procedure are: a) Recruitment procedure b) Performance appraisal procedure c) Training and development procedure d) Industrial relation procedure e) Employee relation procedure f) Attendance system procedure g) Human relation planning procedure h) Job analysis procedure i) Human resource development procedure j) Corporate and social responsibility procedure Page 14 DR.D. G.
7. Head & HR GM. For senior positions. 8. 9. the panel consist Unit Head.com. the panel for 1st round of interview consists Dept. On receipt back of the scrutinized application. Page 15 DR. HR then initiates the recruitment process. For Junior Management & non-management positions the interview panel is Dept. interview panel is set. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Candidate reported for joining will be issued joining letter and joining instructions on the same day. 6. 2. candidates are shortlisted for personal interview. monester. Depending upon the number and nature of the requirement. Written Test contains aptitude and job knowledge. 3. Depending upon the position. For final interview. Written test follows a group discussion round and based on the result of these. HR head & JMD. timesjob.D. HR either advertise the vacancy in leading newspapers or pass on the requirement to recruitment agencies or put up in websites like naukri.com etc. 10.Recruitment procedure 1. G. 5. On receipt of application initial scrutiny is done by HR and then sent to concerned department for final scrutiny. HR arrange for Test/Interview of the shortlisted candidates. 4. Concerned department inform about the vacancy to HR through the designated form.com. Head & HR Manager. Once the candidate/s are selected they are called for Medical Test. On fitness he/they are issued the offer letter mentioning the CTC offered and asked the candidate to inform the date of joining.
Induction Training is then arranged by Training dept. Page 16 DR. There he gets class room as well as on the job training.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Once induction is over. G. During induction Candidate is sent to all departments to know about various departments and their roles in brief. then the candidate is placed in the department for which he was selected.11.
Committee consists. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Age. Period evaluation of individual‟s performance against the given goals and targets are reviewed and needed guidance/counseling wherever required is provided. Promotion details etc. is considered for annual increment. who fill up the performance of all employees working under him. once in a year Performance appraisal for Management employees: In the beginning of every financial year. He then consolidates these and put up the total promotions/extra increment details to the committee for final consideration. his PLP (Performance Linked Pay) is decided. HR Head and the Department Manager. like behavior. attitude towards others. All Employees are then issued letters detailing about their new CTC amount including PLP payment.Performance appraisal The performance appraisals are done for both Management and Non-Management employees. teamwork etc. Individual‟s performance along with his other traits. of his department employees. individuals are given their goals and targets by the Department Head. Qualification. At the end of the year. G. in consultation with DH and then the form is returned to HR Officer. Based on these goals. Department head then distribute these forms to the concerned supervisor. Page 17 DR. Divisional Head. the individual‟s performance is totally evaluated and based on the % of his achievement and the division‟s performance. HR department sent a prescribed format of Performance Appraisal to Department Heads with details such as Name of the employee. departmental goals are set and to achieve the same. For non-management employees In the month of April.D. Promoted employees are then issued letters. the organization‟s goals and targets are set. Date of his joining in the Organization.
G. ltd to learn the procedure of recruitment. ltd . To understand the technique and method use in a recruitment. To understand the training and recruitment policy of the company. Objective The project report is based on the topic of training and development at Bombay dyeing polyester co.D.ltd. Various types and subjects of Training are provided in Bombay Dyeing. c. Thus the newly joined employees get a fair idea about the organization. like communication. leadership. 2. Regarding the supply of human resource to company.Training and development procedure Training is the second most steps after recruitment and selection of employee. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Induction Training.‟s training hall on various subjects. a. it is about the division of polyester how much candidate have a skill on which field they will think and make more creative and to make company in a profit manner. The employee is given a schedule. To find out the detailed of hrd in Bombay dyeing. External Training Employees are sent for external training for sharpening their job skills and knowledge. selection and procedure. Finally he is placed in the department for which he has been recruited. Companies have to train its employees to conform that they are doing the job in a correct way. The study limit of recruitment. selection and training and development. b. It is training of a Bombay dyeing and manufacturing co. This is done immediately after the employee joins. safety and also on the job training. The employees are trained to fit in their jobs. Page 18 DR. In-house Training Employees are given training in the Co. 3. The following of the objective of project report: 1. As per the same he has to go to all departments and meet the Department Head who will explain him about his departments and its function. selection and training procedure is carried out by Bombay dyeing and manufacturing co.
It has not a single man hour lost due to industrial unrest since its inception. Bad Industrial Relations leads to industrial unrest industrial dispute and a downward trend to Industries workers and the nation. The essence of good industrial relation lies in the bringing up of good labor relations which gives a forum to understand each other (employer. each think of their mutual interest which paves way for introduction of new methods. Scholarship to Employees children under Central & Unit scheme. G. A good Industrial Relations increases the morale of employers and goods them to give their maximum. Industrial Relations refer to the relationship between management and employees.D. employee) properly. It is increasingly being called employment relations because it relates to relationship of a group of employees working in an organization. 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. Some of the few point are come under the industrial relation: Bombay Dyeing has an excellent track record as far as Industrial relations are concerned. Award to the employee Employees are encouraged to participate in various safety competitions and they are awarded cash prizes for the same. It is a multidisciplinary who is states the various measures to be undertaken by industries to sustain peaceful employment relation. Page 19 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Influencing factors for these are under: 1. Industrial Disputes Act 1947. Government has attempted to make Industrial Relations healthier by enacting. 2. 3. or employees and their organization that arise out of employment. Subsidized food.Industrial relation In simple terms Industrial Relations deals with the worker employee relation in any industry. developments and leading to adoption of modern technology. Welfare facilities Free transportation. Influencing factor Mutual Trust Respect and Integrity amongst employees. who have invested. Of course the first hit will be on the employers. Employees are also getting for various tangible and intangible suggestions are also getting awards.
Allowances 2.D. HRA. Award for “Additional Qualification” obtained while in Service Benevolent Fund Scheme to all employees Picnic scheme – company sponsored transport. Bombay Dyeing pays good wages to its employees. Dassera. be payable to a workman in respect of his employment or of work done in such employment – includes : 1. Traveling concession 4. Wages All remuneration capable of being expressed in terms of money which would if the terms of employment expressed or implied. Location allowance. D. The employee participates in the following committees: Canteen Committee Welfare Committee Safety Committee 5. gratuity provident fund etc. Articulate Retirement Plans.A.. V. Bonus etc. Vishwakarma. were fulfilled. Gift on Safety Day. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 20 DR. Annual Ganesh yaag. Conveyance. which consists Basic. House revert allowance 3.A. Commission for sale or business does not include bonus. 4. Employee participates in management. Satyanarayan Pooja is organized Common Farewell Function. G.D.
C. on or off duty misconduct. and morale. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G. and/or to address personal issues that affect them in the workplace D. Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity. Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections. The members of committee believe in work ethics. Employees are advised about applicable regulations. to members. legislation. motivation.D. So that for a point of a democratic approach. Information is provided to employees to promote a better understanding of management's goals and policies. Information is also provided to employees to assist them in correcting poor performance. F. time-off / General Shift reporting as and when required for union work. 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 organization. and bargaining agreements. E. Page 21 DR. Company provided office.Employee relation procedure A. It is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations. B. they put a elections once in 3 yrs.
Panvel and Pen. If an employee is deputed for official outdoor (including training) he fills up OD slips and with Department Supervisor‟s/ Manager‟s authorization sends the same to P&A Department.D. salary/ stipend are processed.Attendance system procedure 1. After authorization from Department supervisor/ manager. 8. All employee / Trainee/ Apprentices are required to „SWIPE‟ their “identity-cumGate-access-Card “on any of the Reader installed at main gate while coming for duty in respective shift.A. Department supervisor inform personnel department employee shift group. Shift Groups A. 9. 5. on next working day when he report for a duty. Union committee member whenever required to attend the meeting or Union work outdoor give a request letter to GM and on his approval their attendance for that day is regularized by P&A Department. Based on attendance employee / Trainee/ Apprentices. shift change group if any prescribed form. card at the gate for their “OUT” time to complete the day‟s/ shift attendance. At the end of respective shift and their getting properly received from their place of work employees/ Trainee/ Apprentices are again required to “SWIPE” their G. B. Thane. If the management employees are required to stay on OT he has to fill up special allowance form to department manager‟s authorization and send to account department for payment of special allowance. Page 22 DR. Employees who has not attended duty files up leave online for his absence as per leave procedure. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 4. 2. 3. C. Kalyan. G and H group. he has to send the form to personal department for OT marking. All employee / Trainee/ Apprentices are assigned a shift group and they attend their duty in respective Shift as per Shift schedule. Their „IN‟ time is then automatically downloaded from Reader to HRMS System. G. If the Non-Management employee are required to stay on Overtime the Supervisor authorize the OT hours in the OT recording and Authorization sheet. D. 6. If any urgency should happen for employee to go out in a working hours employee should submit exit pass format. Company provides transport for all employees/ Trainee/ Apprentices for attending duty in respective shift and going back from Dadar. 7.
If required by Department an employee shift group changed for a certain period. 13.10. This form duly approved by Department Supervisor is sent to P&A Department.D. If any employee need shift change he applies for the same in form. When an employee forget to bring his GA card he files up “Forgetting to bring GA-cum-identity card” form and take the Department Head/Manager‟s signatures with „IN and „OUT‟ time for his attendance of that duty and send to Security Department. Department supervisor send his intimation of this change to Personnel and Administration department. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Security Department will forward this form to personal department for mutual attendance marking. Page 23 DR. G. 11. 12. Management staff at HO after reporting for duty signs the attendance muster kept in the Department.
). 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. In labor market they had 2 type external as well as internal labor markets. They implemented the business plan in term of people requirement. etc.g. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 2. It process takes place within the context of labor market. Page 24 DR.D. It is the system of matching the supply of people with the openings the organization expects over a given time frame. when the resources will be needed. It is based on the belief that people are an organization most important for a strategies resource.Human resource planning 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. The planning processes of organizations not only define what will be accomplished within a given timeframe. but also the numbers and types of human resources that will be needed to achieve the defined business goals (e. the required competencies. number of human resources. It should be analyzed in order to forecast future loss and identify the reason for people leaving the organization. It is also concerned with broader issue about the employment of people then tradinational model approach of manpower planning. Demand forecasting: it is the process of estimating the future number of people required and competence they will need. G.
Page 25 DR. It has attempted to create a segment absolution to fit the different layer of its job opportunities within its environs. selection systems. G. and compensation plans. training and compensation. Job analysis tells the human resources personnel: The time it takes to complete relevant tasks. promotion criteria. it is common to use more than one of these methods. observation. 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. critical incident investigations. description of a job. including: definition of a job domain. open-ended. development of performance appraisal and personal selection. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Procedure There are several ways to conduct a job analysis. and gathering background information such as duty statements or classification specifications. In job analyses conducted by HR professionals. Purpose Job and task analysis is performed as a basis for later improvements. training needs assessment.Job analysis Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. In human resource job analysis is often is used to gather the information for use in personal selection. including: interviews with fresher/ employee/candidate and supervisors. or without. some accommodation. questionnaires (structured. or both). The tasks that are grouped together under a single job position. The ways to design or structure a job for maximizing employee performance.D. 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. The employee behavioral pattern associated with performance of the job. legal defense of selection processes.
all the employee should performed their task in a seriously manner some of the task should be difficult. Page 26 DR. Ability ratings may also reflect a self-rating compared to job-rating. Abilities are the attributes that are relatively stable over time. This will continue up to the entire task should be completed and get all the rate point to the employee. responsibilities. G. abilities. This often results in data that immediately imply the important KSAOs. One key difference between task-oriented and worker-oriented procedures lies in the extent that task oriented procedures is directly observable. In a worker-oriented job analysis. Knowledge is the information people need in order to perform the job. 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.The following two procedures are doing for job analysis: Task-oriented Task-oriented procedures focus on the actual activities involved in performing work. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . On these rating that employee gets promoted to next task. that employee should be promoted. Skills are the proficiencies needed to perform each task. importance to do it and they should perform it. on that basis all the employee should give a rating.D. and functions. these entire employees should understand their job can be attained. suggesting that self-presentation will be more likely with ability statements. skills. This procedure takes into consideration work duties. They develop task statements which clearly state the tasks that are performed with great detail. 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. the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. These human attributes have been commonly classified into four categories: knowledge. Based on this task you get the rating. If any employee got best rate means they perform good in a task. Based on these ratings. Worker-oriented The procedures is aim to examine the human attributes needed to perform the job successfully. After creating task statements. For example. and other characteristics (KSAO).
Human resource development Human Resource Development is the integrated use of training. professional skills training. HRD ensures a match between individual and organizational needs. that is. 3. new employee orientation. Page 27 DR. HRD as a process occurs within organizations: 1) Training and Development (TD). POL FOUNDATION YMT COLLEGE OF MANAGEMENT . vice president of organizational effectiveness. It does not occur without the organization. chief learning officer. 2) Organization Development (OD) that is.D. sales and marketing training. knowledge or talent capital. 4. It can find the interest of win/win solutions that is to develop the employee and the organization in a mutually beneficial manner. health care. so the practice of HRD within an organization is promoted upon the platform of the organization's mission. technical/job training. and health and safety training. Groups within organizations use HRD to initiate and manage change. Process. management development specialist. G. non-profit. practice in other field It is not only a field of study but also a profession. they alone can leave an organization unable to tap into the increase in human. Other typical HRD practices include: Executive and supervisory/management development. vision and values. the development of human expertise for the purpose of improving performance. empowering the organization to take advantage of its human resource capital. customer service training. and other field include: HRD manager. and individual career development advisor. organization. HRD are focus on HRD as a process. training needs analyst. HRD positions in businesses. training manager or director. and career development efforts to improve individual. Also. group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. blended learning designer.
Some people perceive CSR as in-congruent with the very nature and purpose of business. or sustainable 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. labor and communities are able to function well together. Critics of this argument perceive the free market as opposed to the well-being of society and a hindrance to human freedom. The goal of CSR is to embrace responsibility for the company's actions and encourage a positive impact through its activities on the environment. In essence it is about building sustainable businesses. which need healthy economies. consumers. corporate citizenship.D. A wide variety of individuals and organizations operate in between these poles. The rationale for CSR has been articulated in a number of ways.creating a synergy of ethics.Corporate and social responsibility Corporate social responsibility (CSR. Signatory to Responsible Care Movement & Member of Mutual Aid Response Group (MARG). a cohesive society and a sustainable global economy where markets. markets and communities. G. and international norms. employees. Environment protection. villages in nearby vicinity on regular basis. communities. Social investment . EHS awareness programmers for community at school. also called corporate conscience. ethical standards. emergency handling. self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law. Page 28 DR. longevity and/or infant mortality have been created by economic growth attributed to free enterprise. corporations are only responsible to their shareholders and not to society as a whole. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Sponsoring Education of 40 children through CASP. Those who assert that CSR is contrasting with capitalism and are in favor of the free market argue that improvements in health. stakeholders and all other members of the public sphere who may also be considered as stakeholders. The key drivers for CSR are Enlightened self-interest .contributing to physical infrastructure and social capital is increasingly seen as a necessary part of doing business. social performance. CSR policy functions as a built-in. Community Awareness programmers are held regularly in the nearby villages. Milton Friedman and others have argued that a corporation's purpose is to maximize returns to its shareholders. and indeed a hindrance to free trade.
business has low ratings of trust in public perception. See the page in this guide on how to understand the environmental impact of your 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. In fact. Increased public expectations of business . CSR can help you improve your business performance. By looking ahead. Page 29 DR. Transparency and trust . trading with suppliers who pollute the environment could be as irresponsible as doing so yourself. more accountable and be prepared to report publicly on their performance in social and environmental areas.D. For example. G. How what you do affects the environment and what you can do to use resources more efficiently and reduce pollution and waste. Corporate social responsibility (CSR) can cut across almost everything you do and everyone you deal with. you're ready to cope with new laws and restrictions. There is increasing expectation that companies will be more open. this means doing more than simply complying with legal requirements. See the page in this guide on how to work with the local community. How your business affects your local community and whether you should be actively involved. You need to think about: The suppliers you choose and the way you deal with them. See the page in this guide on how to benefit from corporate social responsibility. For the responsible business. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . This doesn't mean that you can't run a profitable business. See the page in this guide on how to deal responsibly with customers and suppliers.
knowledge abilities. ability etc. Its aim is to bring together and develop into an effective organization the men and women who make up an enterprise and having regards for the wellbeing of the individual and of working groups. Page 30 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . developing their resources. creativity. to enable them to make their best contribution to its success. maintaining and compensating their services in tune with the job and organizational requirements. labor administration. the basic nature of distinction lies in the scope or coverage and evolutionary stage.Literature review Human resource management “There are great differences in development between countries which seem to have roughly equal resources. talent. human assent management etc.” Human resource management is the management of employee‟s skill. “Personal management is a major component of a broader managerial function and has root and branches extending throughout and beyond each organization. In simple since. so it is necessary to enquire into the difference in human behaviors. aptitude.D. They are labor management. G. different terms are used for denoting Human Resource Management. labor management relationship. industrial relationship. human capital management. employee –employer relationship. utilizing.” Personal management is that part of management concerned with people at work and with their relationship within an organization. Though these terms can be used differently widely. human resource management means employing people.
HRM as a process HRM is a process of four functions: a. change in expectation of staff etc. Motivation of human resource These functions include giving the recognition and reward to the staff. Development of human resource These functions include training and development. b. Organizational objective. G.D. Focus objective It is given a lot of importance to achievement of objective. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .Feature 1. It is continuous process. The following main objective hrm has to achieve are:a. c. Recruitment. Develops team spirit HRM tries to develop the team spirit of the full organization. attitude and social behavior of the staff are developed. 5. 4. Acquisition of human resource: These functions include HRP. That is it can be used for business as well as for other organization. Selection. 3. Page 31 DR. Continuous process HRM is not one-time process. It has continuous change and adjusts according to change in environment. Individual objective of the staff. the knowledge. skill. Universal application It has universal application. Placement and induction of staff. b. Group or departmental objective. Team spirit helps the staff to work together for achieving the objective of organization. 2. c.
This can distort traditional wages and salary relationship in organization. 3: Make sure that there is match between cost and benefit. resulting in unavoidable consequences. belongingness. Professional significant: Maintaining the dignity of the employee as a „human being‟.D.Importance 1: Attract highly qualified and competent people 2: Ensure that‟s the selected candidate stays longer with the company. Further in more. Providing maximum opportunities for personal development. affection. Significance for individual Enterprise: Creating right attitude among the employees through the effective employees. according to the qualification and needs. Page 32 DR. Fulfilling their own social and other psychological needs of recognition. when recruitment fails to meet organizational needs for talent. the poor quality of selection means extra cost on training and supervision. G. love. 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. Social Significances: Maintaining a balance between the job available and the jobseekers. 4: Helps the organization to create more culturally diverse workforce Whereas. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . a typically response is to raise entry level pay scales.
2. G. safety compliance and trainings. 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. searching for prospective employees and stimulation helps to apply for jobs in an organization. safety records and other administrative files.Function 1. Performance appraisal Employee files. the management has to perform the function of selecting the right man at right job and at the right time. organizational evaluation policy recommendation supervision of department staff etc.D. workers compensation claims. 5. Page 33 DR. payroll records. After identifying the sources of human resources. drug testing. 4. 3. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Health and safety Employee assistance. 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. Administration Strategic planning.
.. 7.6. A trade union is an organization of employees formed on a continuous basis for the purpose of securing diverse range of benefits. job descriptions. Enrollment in benefits. Promotion and transfer If the employee doing their work very hard and think about the organization profit. employee discounts for recreational spots. compensation Salary and benefit surveys. united to protect and promote their common interests. face to face communication tends to be the most effective because we receive an immediate reaction. Only work.D.. Trade union An organization whose membership consists of workers and union leaders. It is a continuous association of wage earners for the purpose of maintaining and improving the conditions of their working lives. 9.What is the problem of that employee? When possible. are able to clarify any confusion and people tend to listen more closely. Employee communication and employee relation Communication is so important for day to day life. 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. Page 34 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . employee service award. claim problems. G. Job rotation Job rotation is a developmental technique that has developmental widely used but surprising receive little attention in human resource studies. 8. If we do not communicate how the other should understand. If some employee had some problem they will share to another person and thinking about only work.. 10. Educational assistance. That candidate/ employee should promoted or transfer from one department to another department.
Page 35 DR. G.11. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . the probation will be 13 months and Senior Technical Trainees 18 months (training period). Probation The period of probation of all permanent employees is six months for Grades VP to VII and for Senior Assistants. Junior Assistants and Departmental Assistants at the factories.D. 12. employee benefits. For Management Trainees. salary Salary/wage plans.
Survey Project trainees Page 36 DR.Human resource development Training and Development –it includes technical. Roles and responsibilities-that every individual employee needs to fulfill Employee separation-includes resignation and dismissal.it is in the formal feedback to the employees about their performance and the conduct of work. Joining formalities. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . job. 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. Employee verification-take place at the time of joining of the new employee.D. Induction-involves the information to the new employees about the company.take place when a new employee joins the company. Appraisal . departments etc. G.
It helps in evaluating and analyzing the performance of the organization. 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. Employee Characteristics 4. Environmental Characteristics 3.D. G. Organizational Characteristics 1. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . and then are redesigned by the top management to achieve the desired results. 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. These strategies are selected on the basis of environmental needs. There are various components of organizational effectiveness they are: 1. 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. Page 37 DR.Organization effectiveness Organizational effectiveness means to study the organizational structure in order to understand the basic working. b) Leadership: It enables to influence the employees towards the effective goal achievements. Managerial Policies and Practices 2. It is done to encourage the employees and boost their morale which enables them to improve the quality and quantity of work. d) Rewards: Rewards are given to the employees to recognize their efforts towards effective achievement of the organizational goals. Leaders enable to identify the organizational goals and also try to initiate the steps towards them.
raw material etc. skills. Environmental characteristics: The external environment plays a very important role in achieving organizational effectiveness. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G. Employee Characteristics reflects the success and failure of the organization and its major characteristics are goals. Employee Characteristics: It is an important characteristic as the source of human resources can make or break an organization. They can be termed to as intentions that an individual of an organization would like to accomplish during his course of working. 2. 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. c) Hostility: It is an environment in which the foundation of the organization is threatened. b) Complexity: It refers to the heterogeneity and the range of activities that proves relevant to the operations in the organizations. Predictability is an element of external environment. attitudes and values.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. human. It refers to the view by which people view the organization. a) Goals: It refers to the direction in which an organization is inclined to go. motives.D. Page 38 DR. 3. It provides directional nature to behavior of the people and guides their thoughts and actions.
and formalization. technology and size. events or people and influences job behavior as well effectiveness of the organization. e) Values: It refers to as specific code of conduct or basic sincerity possessed by an individual in the organization.b) Skills: It refers to ability to engage in a set of behavior that is related to one another. grouping and coordination of the job tasks within the organization. administrative. behavioral etc. These six elements are work specialization. It is observed that motivated employees have high zeal and enthusiasm to perform better to achieve their respective organizational goals. 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. 4. a) Structure: It defines the formal division. motivated and directed towards the accomplishment of a pre-defined goal. span of control. The various characteristics that influence the effectiveness of organizations are structure. It is highly influential in individual attitude and behavior. There are six important elements in an organizational structure that are needed for organizational effectiveness. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . centralization and decentralization. managerial. depart mentation. It is the ability that leads to a desired performance in a specified are and it can be technical. G. b) Technology: It refers to the ways and means by which an organization transfers its inputs into outputs. Page 39 DR. It influences the motivation of an individual as well as his behavior in the organization. chain of command. The organizational efficiency is largely dependent on the choice of technology and its use. d) Attitudes: They are evaluative statements (favorable or unfavorable) concerning objects.D.
POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 40 DR. the organizational inputs or outputs and the optional resources available to an organization. In broader sense. G.c) Size: It refers to the number of people in an organization. The effectiveness and efficiency of an organization is dependent on the size of the organization. the personnel available to the organization. it can also be referred to as the physical capacity of the organization.D.
By “relations” we mean “the relationships that exist within the industry between the employer and his workmen. collective bargaining. Accordingly. employee relations. The relationships which arise at and out of the workplace generally include the relationships between individual workers.” On that they have relationship between employees and management which stem directly or indirectly from union-employer relationship. Industrial progress is impossible without cooperation of labors and harmonious relationships. Originally. workers‟ participation in decision-making. From this perspective. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . and union-management (or labor) relations.D. Industrial relations are basically the interactions between employers. and the management of conflict between employers. when it arises.The term „Industrial Relations‟ comprises of two terms: „Industry‟ and „Relations‟. The term industrial relations have a broad as well as a narrow outlook. industrial relations pertains to the study and practice of collective bargaining. The field of industrial relations looks at the relationship between management and workers. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. and the relations between those organizations. Industrial relations are the relationships between employees and employers within the organizational settings. at all levels. industrial relations cover all aspects of the employment relationship. Therefore. while human resource management is a separate. and labor-management relations. and the institutions and associations through which such interactions are mediated.Industrial relation Industrial relations has become one of the most delicate and complex problems of modern industrial society. it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). industrial relations were broadly defined to include the relationships and interactions between employers and employees. and grievance and dispute settlement). Page 41 DR. largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers. Now its meaning has become more specific and restricted. including human resource management. workers and trade unions. Industrial relations also includes the processes through which these relationships are expressed (such as. the relationships between employers. particularly groups of workers represented by a union. the relationships employers and workers have with the organizations formed to promote their respective interests. G. employees and the government. the relationships between workers and their employer. trade unionism.
G. They should complement each other and work together as a single unit. The employees must share a good rapport with each other and strive hard to realize the goal of the organization. It is the prime duty of the superiors and team leaders to discourage conflicts in the team and encourage a healthy relationship among employees. For the employees. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . tables. fans or other nonliving entities. the organization must come first and all their personal interests should take an after. Employee said that the work is a worship and we should do the work in a seriously manner. employee should not compare the personal and professional life in a work.Employee relation An organization can‟t perform only with the help of chairs. The human beings working together towards a common goal at a common place (organization) are called employees. on that we got the salary and compensation. If something happen they solve first then they do the work. Life is really short and it is important that one enjoys each and every moment of it. they did not tell lie to any one. It needs human beings who work together and perform to achieve the goals and objectives of the organization. For each employee the company provides the general shift. second shift and night shift. He needs the support and guidance of his fellow workers to come out with a brilliant idea and deliver his level best. No way can he afford to fight with his colleagues. 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. One Page 42 DR. 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. If any employee got retired all the employee give a farewell to them. sharing each problem etc. if employee should got a promotion and transfer to one organization to another then employee give a party to them. The success and failure of any organization is directly proportional to the labor put by each and every employee.D. Employee relations refer to the relationship shared among the employees in an organization. Don‟t assume that the person sitting next to you is your enemy or will do any harm to you. stay together. communicate. Any problem should happen to the employee then another employee should help 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. in fact one can make the best of friends in the office. Infect the employees are the major assets of an organization. The employees must be comfortable with each other for a healthy environment at work. Conflicts and misunderstandings only add to tensions and in turn decrease the productivity of the individual. No individual can work alone. There is so much more to life than fighting with each other. In an organization employee should work.Remember in an organization you are paid for your hard work and not for cribbing or fighting with each other. Who says you can‟t make friends at work.
Go out with your team members for a get together once in a while or have your lunch together. Sit with him and probably discuss with him where he is going wrong and needs a correction. respect each other and learn to trust each other. if the problem is not genuine the manager will not solve this and this problem have not any genuine point. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . It is of at most importance that employees behave with each other in a cultured way. there are several other ways to convince him. Avoid using foul words or derogatory sentences against anyone. This way he would definitely look up to you for your advice and guidance in future. cannot do wonders alone. they will put a union meeting on that all manager of different department will solve the problem. If you also behave in the similar way the other person is behaving. or behave the way you behave. One needs to enter his office with a positive frame of mind and should not unnecessarily make issues out of small things. If you do not agree to any of your fellow worker‟s ideas. In an organization all employee of non-management department from the union member on that they elect the leader.starts enjoying his office and does not take his work as a burden. Page 43 DR. Counsel the other person and correct him wherever he is wrong. One should never spoil his relations with his colleagues because you never know when you need the other person. there is hardly any difference between you and him. understand each other‟s needs and expectations and work together to accomplish the goals and targets of the organization. He feels charged and fresh the whole day and takes each day at work as a new challenge. on that basis if any problem is there they will tell to union leader and the union leader tell to the manager of any department. It is natural that every human being can not think the way you think. These activities help in strengthening the bond among the employees and improve the relations among them. if the problem are genuine the manager will solve. An employee must try his level best to adjust with each other and compromise to his best extent possible.D. An individual however hardworking he is. If you have a good relation with your team members you feel going to office daily. Don‟t depend on lose talk in office as it spoils the ambience of the place and also the relation among the employees. they will listen all the point of the union worker and take the decision what ids the main problem and try to solve it. It is essential that all the employees share a cordial relation with each other. He would trust you and would definitely come to your help whenever you need him. If there is a lot of a problem in a activity which they are doing. Blame games are a strict no in office. G.
Page 44 DR.My job at Bombay dyeing and manufacturing company ltd. My findings are noted below along with few suggestions. While studying I collected the data from C. I started my internship in Bombay Dyeing in their HR Department. details of which are the contents of this project. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . I studied the various HR practices which are noted down above.‟s records and personal discussion with employees/Officers. G.D. Purpose of my job was to understand how various HR practices improve the Organizations effectiveness. I gained good knowledge and had the opportunity to understand various HR processes through this internship study.
The attrition rate of the company is just below 5%. Even no. This indicates that employee are satisfied and their respondent were interviewed and it was found that employee to know while they are continuing in their company for more than 10 year and followed that they are overall satisfied. How long you are working in the organization? YEARS 0-2 YEARS 2-5 YEARS 5-10 YEARS MORE THAN 10 YEARS WORKING IN THE ORGANIZATION 6 17 71 260 working in the organisation 2% 5% 20% 0-2 years 2-5 yrs 5-10 yrs >10 years 73% Finding From the chart that more than 3-4 employee are working for more than 10 years.D. G.of employees working between 5-10 years are 71. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 45 DR. This shows that most of the employees are satisfied with their job.Data analysis and interpretation 1.
POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Are you comfortable with the working environment? WORK ON ENVIRONMENT GOOD SATISFIED BAD NUMBER OF RESPONDENT 20 13 7 number of respondent 25 20 15 number of respondent 10 20 13 5 7 0 good satisfied bad Finding 50% of employee express as a good environment remain. G. They feel there is the bias is there. There are not satisfied with the way they are given the work. From the remaining 50% about 40% says a satisfactory job environment only about 10% feels bad working environment is there.2. Page 46 DR.D.
G. Page 47 DR.3. What are the various sources of recruitment in your organization? SOURCE INTERNAL EXTERNAL BOTH 18 10 40 source 26% internal external 59% 15% both Finding About 59% of recruitment through both internal and external source and 26% of recruitment through internal source and 15% of recruitment through external source. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D.
Page 48 DR. Whether the employees are satisfied with the health.4.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G. After further interviewing the respondent that there has to be the further health checkup like cancer and other test health policy. welfare facilities provided by the Company? NO OF RESPONDENT SATISFIED DISSATISFIED 15 5 No.of respondent 16 14 12 10 8 6 4 2 0 satisfied dissatisfied no of respondent Finding It shows that 75% are satisfied and 25% give a negative reply. safety.
5.D. Are you satisfied with recruitment process of your company? NO OF RESPONDENT YES NO 9 4. G.2 No. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . of that candidate whatever they want from the candidate is to be there or not and then personal and technical interview and 32% are satisfied recruitment process as the candidate may have competence but it is not mention in the CV and may not have preferred well were rejected.of respondent 32% yes no 68% Finding About 68% of employee are satisfied with recruitment process in the company because as per their vacancy in the organization the manager check the C. Page 49 DR.V.
of respondent 30% 47% yes no can't say 23% Page 50 DR.9 CAN'T SAY 5. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Are you satisfied with your organization salary increment policy? H0: The organization salary increment policy is not effective.1 no.D. NO.6. H1: The organization salary increment policy is effective.OF RESPONDENT YES 8 NO 3. G.
23% of employee are not satisfied the organization salary increment policy because most of the employee is not agree what increment they had given is not up to the mark as per their profession and 30% of employee can’t say anything because they want to do the work what salary organization provide to the employee they are happy. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D. So alternative hypothesis is accepted. Are you satisfied training procedure given in the organization? H0: THE TRAINING PROCEDURE IS NOT EFFECTIVE H1: THE TRAINING PROCEDURE IS EFFECTIVE NO.OF RESPONDENT YES 68 NO 32 Page 51 DR.Finding About 47% of employee are satisfied the organization salary increment policy because most of the employee in the organization consider that the salary increment policy is good.
G.8 Page 52 DR.of respondent 70 60 50 40 30 20 10 0 yes no no. So alternative hypothesis is accepted 7. proficiency level of an employee.of respondent Finding About 68% of employee are satisfied training procedure given in the organization because the trainee should understand each and every thing what trainer should teach in the organization is about the internal training as well as external training and 32% of employee are not satisfied training procedure given in the organization because the training provided to the trainees which is not as per the aptitude and attitude.no.OF RESPONDENT YES NO 8.D. Are you getting regular training in your company? H0: THE REGULAR TRAINING IS NOT EFFECTIVE H1: THE REGULAR TRAINING IS EFFECTIVE NO. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .2 3.
Does the present performance appraisal meet your career advancement? H0: The present performance of an employee is not being appraised through career advancement. G.OF RESPONDENT YES NO CAN'T SAY 9.no. So alternative hypothesis is accepted.9 Page 53 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .9 3.D. H1: The present performance of an employee is being appraised through career advancement.5 0. 8.of respondent 32% yes no 68% Finding: About 68% of employee says ‘yes’ should get the regular training in the organization because on these training trainee should understand each and every thing what trainer should teach in the organization and 32% of employee says ‘no’ shouldn’t get the regular training in the organization because training is provided once in the career and if they don’t perform they are terminated from a job. NO.
NO.no.2 Page 54 DR. So that present performance appraisal is used in the organization for charting their career planning and so alternative hypothesis is accepted. 9. H1: The promotion activities are satisfied in the organization.of respondent 27% yes 6% 67% no can't say Finding About 67% of employee says ‘yes’. Are you satisfied with promotion activities in the organization? H0: The promotion activities are not satisfied in the organization.D. 6% of employee says ‘no’ and 27% of employee says can’t say.OF RESPONDENT YES 8. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .
NO 2.64% Finding: About 76.36% yes no 76. G.36% of employees are not satisfied with the promotion activities in the organization. Page 55 DR.of respondent 23.64% of employees are satisfied with the promotion activities in the organization because the ranking method is used in the organization for the promotion activities and 23.5 no. So alternative hypothesis is accepted. How many employee leave from the organization? H0: The reason of employee not for leaving the organization. According to that ranking method is used for appraising the performance and there is no individual initiated which can focus on development. 10.D. H1: The reason of employee for leaving the organization. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .
G. long working hours and personal reason. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . poor working condition. Is it quality circle is beneficial for solving the problem of the company H0: The quality circle is not beneficial for solving the problem H1: The quality circle is beneficial for solving the problem Page 56 DR.REASON SICK LEAVE LACK OF INTEREST JOB POOR WORKING CONDITION LONG WORKING HOURS PERSONAL REASON NO. lack of interest job. 11.D. of respondent Finding Most of the employee leaves from the organization because of few reasons. Among these most of the employee leaves from the organization because of the personal reason.6 25 8 22 36 No. of respondent 40 35 30 25 20 15 10 5 0 sick leave lack of interest job poor working condition long working hours personal reason No. The reason are sick leave. OF RESPONDENT 28.
6 1. those results are then showed to the mangers and group as a whole in a presentation type of meeting and 37% of employee says that the quality problem because the problem was not properly solved.D. problem analysis and find the solution. So alternative hypothesis is accepted. G.5 no of respondent 37% yes 63% no Finding About 63% of employee say ‘yes’ to the quality circle is beneficial for solving the problem because the members of the team are from the same workplace and face similar problems. on that problem they will not do their work in this environment for solving this problem they will do the brainstorming. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Page 57 DR.REASON YES NO NO OF RESPONDENT 2.
8. Such performances should be highlighted and displayed where other employees can look at them.Suggestion 1. This will encourage others to give their best. the knowledge that is acquired by that employee can be stored in these databases for others to learn from it. As the organization is growing faster they should emphasis more on training subjects like leadership. For example. Knowledge sharing is very important and knowledge has to be share and accessible to the entire employee in the organization. 6. 5. such as on the display boards and intranet etc. Recruitment should be fully based on equal weight age. They should be appreciated and recognisation and their inspire other people to go for further education. and they should encourage participative management to problem-solving and decision-making. programs even though their training programs are quite good. Page 58 DR. The employee should be aware what happening in the organization with respective policies. goals etc. if an employee is sent on some training.D. Keep all the knowledgeable information in central databases that can be accessed by each and every employee. Organization should counsel and motivate dis-satisfied employees to give better results which would enable them for promotion and higher increments and end their dissatisfaction. 4. technology up gradation skills etc. 2. G. Each one is given importance and provided the security that gives them the motivation and incentive to stay. Organization may review the recruitment processes. A safe and happy workplace makes the employees feel good about being there. 7. both internal and external and should not leave any doubt in the minds of employees that there are some bias is happening. Training program should be planned in such a way understanding performance gap employee should be trained. Employees already working should favored for higher position vacancy if found suitable. 3. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Every company has some employees who outperform others.
11. Exit interview should be there in the organization. It is a time tested tool of Total Quality Management (TQM) which promotes team spirit. 10. for that policies can be redesigned or revised as per the need of the employees Page 59 DR. G. Successful organizations and their ideas and they understand that employees who are actually working and know the business can provide the best ideas. Through this system. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . managers can find talented employees and develop them. commitment and involvement of employees. On that interview the organization can understand the actual reason of employee leaving the organization. The management should have discussions with employees to get these ideas out of them.D. cohesive quality work culture.9.
Recruitment are getting very much importance these days in the organization. collected data and subsequent analysis of the data regarding my project. So this procedure and its policies changed as per the organization. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Policies can be redesigned or revised as per the need of the employees. training will not be effective. aptitude and attitude of the employee. It is very important activity as it provides right people right place at right time. Quality circle is beneficial for solving the problem because majority of employee are involved tracing the problem cause.According to some respondents there should be further health check-up. If training is not provided as per their job description. Exit interview has to be conducted to understand the actual reason of leaving. attracting the applicant and screening them. G. 3. it concludes as following: 1. safety.planing. Its importance also gets changes the organization change. Page 60 DR.D. The facilities like the policy of health. six sigma to solve the problem effectively but less than 30% can‟t agree because there will be no same problem generated in the organization. consequence and analysis them in a session like brainstorming. 4. welfare and development provided to the employee is as per the factory act 1947. It is not an easy task as organization‟s future is depends on this activity. At least 75% of employee is satisfied for the policy and 25% employee given a negative reply . 5. proficiency level. If there is a performance gap identifies the training needs this will bridge the organizational performance gap and enhance the effectiveness of the organization.Conclusion After careful study of all the HR practices prevailing in the organization. Therefore overall health check-up should be carried at regular interval of time. The process includes the step like HR. As per the data available it is noted that maximum no of respondents leave the organization due to job dissatisfaction. Training needs should be identified and approved by the concerned department. If suitable employees are selected which are beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous to the organization. 2.
POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Aswathappa Robert mattis Page 61 DR.com Books and journals HRMS journal K. G.Bibliography Website www.managementparadise.com www.citehr.D.scribd.com www.
Is it quality circle is beneficial for solving the problem of the company? Is quality circle is being followed by this company? a. weakness. How much paid training do you provide to each employee per year? What kind of training is it? Can employees choose or recommend the training they take? 4. How the training need is identified and finalized for the employee? 3. strength.D. May be 8. May be 9. Off-job training with planned process training External training Just-in-time training. 2. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . What are the significant. issue? How they will overcome? 6. Which training program should provide to management employee or nonmanagement employee? What is the process of training? a. opportunities and threat facing the organization? What are the organization strategic goals? 10. b. plan effect the business profit/loss? 7. Yes b. G. How do department/ team function? How does it support to achieve the organizational strategic goals? 11. c. No c. No c. d. /Ir. On-job training with systematic process training. Do you as much if not more effort into retaining employee as you do recruiting? What your retaining strategy? Page 62 DR. How Hr. Is there any Hr. How many HR practice are followed? Is this useful for other units or not? 5.Annexure 1. If Yes what are they b. In addition to statutory welfare measures? Whether the company provides any other welfare measure to employer? a.
interesting technologies? Page 63 DR. What continuous improvement activities are performed on a regular basis? 14. How do you compensate for overtime? Do you provide a competitive salary? How much you compensate? 16. or pension? If so. G. profit sharing. May be 15.D.12. How do you plan to provide the employee with a challenging work that makes optimal use of employee abilities while providing a supportive environment? 13. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . what are the details of the plan(s)? a. retirement savings contributions. Do you provide share options. what are the plan details b. No c. Yes . What opportunities will there be to work with new.
Endorsed BY Approved By 1. Nominee to submit Programmed material to Training Department in Original. No):..1. – S.G. 2. 1. Title of Program:-……………………………………………………………………………… Program Details (Enclose Literature if Available):………………………………………………………………………………………………………… ……… Conducted By: .……………………………………………………………………………. Sponsor Approval: . Dept.3.2. 1.. Nominee to submit „FEEDBACK SHEET‟ along with Report to Sponsor after completion of training. G.0.8.2.6. 1.Training program request/ information 1.D.0.. POST PROGRAM INSTRUCTION TO NOMINEE 2.. 1.4. Vice President ………………………………. COO 2. 1.5. 1. Venue: ./ Div. 5:-……………………………………………. Program Dates: .M. (D..T & MS) Page 64 DR. which will be forwarded to ISC for General Reading. 1. 3:-……………………………………………. Nominated By …………………………..……………………………………………………………………… Program Fee: . Manager ……………………………….……………………………………………………………………….7.1:-……………………………………………… 2:-…………………………………………….…………………………………………………………. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .1. Nominee (Emp. Nomination particular: …………………………………………………………………………………. 4:-…………………………………………….…………………………………………………………………………………….
…………………………………………………………… …………………………………………………………………………………………….0. Participant opinion on Programme Whether useful or not. Detail about Faculty in Brief: .0. Participant : Annexure report 1.0.D. 9. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . c.………………………………………………………….……………………………………………………………………. 4.0.Report on Outside Training Program Title of Seminar Program: .……………………………………………………………………. 2. 3. a.0..0. …………………………………………………………………………………………………………. d. 6.0. Date: . ………………………………………………………………………………… …………………………………………………………………………………. Course material (List):. Venue: .0. ……………………………………………………………………………………………. How the faculty conducted the program How was the venue and arrangement Whether you recommend program for others Signature: Name : Emp. NO: Page 65 DR. Synopsis of Course (Not Exceeding 2 pages in A4 size): ………………………………… (Please attach extra sheet if required)………………………………………………………. ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… 7.……………………………………………. 5..0..…………………………………………………………………… ……………………………………………………………………………………………………. 8. b. Faculty Address: . G.
A. Sr. Managers are required to relieve the employee to attend the same. Faculty: ……………………………………………………………………………………… Special invites a. Venue: …………………………………………………………………………………………. Date: …………………………………………………………………………………………..D. Manger Notice board P. No Emp. Please bring course material distributed. Programme coordinator / Raporter. Subject: ……………………………………………………………………………………….. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . No Name of Participant Department CC : M/S SCB/SKG/KVK Manager /Dy. Manager of Respective Discipline. Sr.In-House training circular Following Programmed has been arranged for employee. G.Satam Page 66 DR. b.
Annual In-House Training Plan Month April My June July Aug Sept Oct Nov Dec Jan Feb Mar First Week Second Week Third Week Fourth Week Fifth Week Page 67 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G.D.
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