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

Page 1 DR. G.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT

Declaration

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

Date

Page 2 DR. G.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT

CERTIFICATE OF THE INTERNAL GUIDE

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:

Page 3 DR. G.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT

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

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

3.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 23-53 Page 6 DR.Table content SR. NO 1. 2. 5. 4.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. G.

Page 7 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . LITERATURE SURVEY MY JOB AT BOMBAY DYEING DATA ANALYSIS FINDING CONCLUSION BIBLOGRAPHY ANNEXURES 8. G.D. 11. 10. 12.7. 9. 13.

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. the organization selects proxy measures to represent effectiveness. integrity and equity to allow communicative competence with the participating members. develops. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . types and sizes of population segments served. An organization must exemplify respect. G. Ethics is a foundation found within organizational effectiveness.Introduction Organizational effectiveness is the concept of how effective an organization is in achieving the organization intends to produce. These other activities are overhead activities that indirectly assist the organization in achieving its desired outcomes. motivates and retains employees to ensure the effective implementation Page 8 DR. Proxy measures may include such things as number of people served. members in that particular group can finally achieve their intended goals.D. and the demand within those segments for the services the organization supplies. 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. 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. Organizational effectiveness is an abstract concept and is difficult for many organizations to directly measure. An organization's effectiveness is also dependent on its communicative competence and ethics. They have defined several ascept: schuler and Jackson defined hrm practice as a system that attracts. Activities such as administration. volunteer training are important inputs into organizational effectiveness because although they do not directly result in programmatic results. Instead of measuring organizational effectiveness directly. honesty. Along with ethics and communicative competence. The relationships between these three are simultaneous. they provide the essential support functions needed for the organization to successfully finance and administer its programs. 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.

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

Page 10 DR. Staffing. 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.D. 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. training. HR and employment practice being followed in other organisation such as new flexible work practice {job rotation}. 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. 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.OBJECTIVE This study belongs to organisation effectiveness through HR practice. P&A is important component in the rational and syatematic process HRM. G. Right people must be obtained to perform the right role of HR function by using appropriate HR pratice in organisation. 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. In this we are studying how organisation is effected through HR practice. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .

The finding of the study can be reffred to as a refrence for entire organisational policies. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . however the total time period available was very limited for the purpose of the study observation.D. analysis and conclusion. Studying “organisation effectiveness through HR poratice” of the employee as specialised subject restrict a training. G. 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. Page 11 DR. job analysis. recruitment and selection. performance appriasal for entering into HR pratice of different parameter as well as view of the company. parameter and partices.SCOPE The scope of the research is very vast.

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

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

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

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

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

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

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

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

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

CO.D. Page 21 DR.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 .Security & Administration Inspector .PAP012 REV.Security Asst.MANUAL TITLE THE BOMBAY DYEING & MFG. G. LTD. Executive – P&A Personnel Assistant Head Security Guard Steno Cum Personnel Assistant Security Guard Yardman Note : (*) Covered in Apex Manual. POLYESTER DIVISION PROCEDURES PERSONNEL & ADMINISTRATION DOCUMENT TITLE ORGANIGRAM DOCUMENT NO.

2.3) BENEFITS GIVEN BY THE COMPANY  Transportation  Canteen facility  Holidays Homes  Medical Facilities  Medical Hospitalisation  Medical Reimbursement  Med claim  Educational expense Page 22 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.  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.D. G.  Ensure uniformity in application and speedy administration. trust. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .Our Principles are:  To create a distinct culture of openness.

safety and welfare faclities department procedure Page 23 DR.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. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D.

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

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.. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . For non-management employee 1. Appraisal form should return to personnel and administration department duly endrosed by division manager.. 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. 2. 3. Dy manager do the compliation of the entire employee appraisal department gradewise giving detail of present grade rating reccomendation of promotion etc. G.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. Page 25 DR. is that there is a semantic scale. 4. 6. together detail of pervious two year rating. 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.D. 5. The considered of appraisal should be jan to dec Note: whenever the company decided the increment it is fixed.

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

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

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

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

Page 30 DR. 1 Test Test of Reasoning Test English Language of No.15 of the marks assigned to that question will be deducted. G. No. one fourth or 0.Sl. There will be penalty for wrong answers marked in the objective tests which will result in negative marks for every wrong answer ie. 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. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D.

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

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

3. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .  Award for “Additional Qualification” obtained while in Service  Benevolent Fund Scheme to all employees  Picnic scheme – company sponsored transport.1. G. Annual Ganesh yag.  Dassera. Not a single man hour lost due to industrial unrest since inception.  Gift on Safety Day. Vishwakarma.  Subsidised food.  Articulate Retirement Plans. industrial Tribunal or national Tribunal and includes an arbitration and award. 2. Page 33 DR. 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. Influencing factor Mutual Trust Respect and Integrity amongst employees. Satyanarayan Pooja is organised  Common Farewell Function. Welfare facilitiies  Free transportation.D.

Allowances 2. Employee participates in management. The employee should participate in these thing. 5. were fulfilled. Wages All remuneration capable of being expressed in terms of money which would if the terms of employment expressed or implied. be payable to a workman in respect of his employment or of work done in such employment – includes : 1. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 6.4.  Canteen Committee  Welfare Committee  Safety Committee Postal and telegraph Industrial establishments on the working of which the safety of the establishments. or the workmen employed there in depends.. House revert allowance 3. in these three things whatever employee have a skill they will do their work on their own. water to public  Public conservancy or sanitation.  Industries which supply power light. gratuity provident fund etc. Traveling concession 4.D. Commission for sale or business does not include bonus. Page 34 DR. G.  Few others indicated in Schedules.

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

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

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

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. or without. training needs assessment. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs.D. 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. description of a job. selection systems. legal defense of selection processes. development of performance apprisal and personal selection. Purpose Job and task analysis is performed as a basis for later improvements. training and compensation. promotion criteria. including: definition of a job domain. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . In human resource job anlysis is often is used to gather the information for use in personal selection.Job analysis Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. G. Page 38 DR. 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. some accommodation. and compensation plans.

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

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

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

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

Page 43 DR. Afterwards they will call police and give to them. id proff and they put in remanded. the raw material should take out by a store kepper. boiler.  In training any employee should have a problem in a work they will free to ask in secruity department. that thing should check properly.  When the employee is doing the work and someone had given some amount of money to him and he accept that money. On that training the employee should understand about their work and they will do in a properly manner.  If the some of the raw material had some defect.  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.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .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. on that basis another employee had saw the crime so he freely call the secruiy department. 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. matchstick etc. faulty before taking out in a checking manner the secruity officer take his driving license. For example: if any raw material had export from another company to that company. G.

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

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

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

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

 In between the work the fire had take place the employee should break the glass of alram. If work in a machinery we should be in a properly safety manner because on that we had cut legs. the raw material should be destroyed.  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. the alaram will be risen on that the entire employee should ran away because the fire will harm to you also. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . hands and person will die also so we should do the work in a proper or safety manner.HEALTHY. the brainhamriage.D. The fireman will do the work as far as possible.  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. If the entire employee had came down. 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.

Page 49 DR. the total cost to British employers of workrelated injury and illness exceeds £4 billion a year.D. who had got hurt. apart from the pain and misery caused to those directly or indirectly concerned.  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. It is also estimated that. 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. For a treatment Payment Company will provide.  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. They relate more to systems of work than the working nvironment. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . as well as those working there under contract.company provides the doctor for a check-up treatment to that employee who is sick. G.  Safety programmes deal with the prevention of accidents and with minimizing the resulting loss and damage to persons and property. and their aims and methods are clearly inter-linked. but both health and safety programmes are concerned with protection against hazards.

 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. In addition. or at least minimization.  The policy statement should consist of three parts: ● The general policy statement. They also give free cateen facilities to a subisdised food.D. 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 description of the organization for health and safety. The achievement of the highest standards of health and safety in the workplace is important because the elimination. They also give a scholarship to a employee children under a central unit scheme. While in service if any employee had a addinational qualification the company should give an award.  They provide free transportation facilities to the employee. ● details of arrangements for implementing the policy. accidents and absences through ill-health or injuries result in losses and damage for the organization. If the employee wants more money more than salary Page 50 DR. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . 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.

kettle or vending machine. separate male and female facilities.  A way of heating food eg microwave if hot food can not be purchased near by. G. washing. Page 51 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . If the employee had retired company arrange the farewell function.D.  Welfare facilities cover such areas as toilets.  Supply of hot and cold running water. They also give a articulate retirement plan who had retired from a company.g. Company also organised Dassera . well-lit and ventilated facilities. 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.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. soap and means for drying hands – eg paper towels. Vishwakarma.  Supply of clean drinking water either taps or bottled. For a picnic company sponsorsed a transport facilities to the employee. somewhere clean to eat and drink during breaks and changing facilities.  Where possible. Satyanarayan Pooja.  Supply of toilet paper. Annual Ganesh yag.  An area for eating and drinking with a way of getting a hot drink e.  Clean.

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

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

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

c. G.D. Recruitment. attitude and social behavior of the staff are developed. Development of human resource These functions include training and development. b. to enable them to make their best contribution to its success. HRM as a process HRM is a process of four functions: a. Placement and induction of staff. Acquisation of human resource: These functions include HRP. Motivation of human resource These functions include givindg the recognition and reward to the staff. the knownledge. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . skill. 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. Page 55 DR.Personal management is that part of management concerned with people at work and with their relationship within an organisation. Feature 1.

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

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

After identifying the sources of human Page 58 DR. Providing maximum opportunities for personal development. G.  Significance for individual Enterprise: Creating right attitude among the employees through the effective employees. belongingness.D. organisational evaluation policy reccomendation supervision of department staff etc. Administartion Strategic planing. affection. Fulfilling their own social and other psychological needs of recognition. 2. Function 1. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Professional significant: Maintaining the dignity of the employee as a „human being‟. 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. love.

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. 3. safety compliance and trainings. searching for prospective employees and stimulation helps too apply for jobs in an organization. the management has to perform the function of selecting the right man at right job and at the right time. workers compensation claims. G.resources. Health and safety Employee assistance. 4. drug testing. POL FOUNDATION YMT COLLEGE OF MANAGEMENT .D.

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

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

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

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

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. Organizational Characteristics 1.D. There are various components of organizational effectiveness they are: 1. Page 64 DR. Leaders enable to identify the organizational goals and also try to initiate the steps towards them. Managerial Policies and Practices 2. These strategies are selected on the basis of environmental needs.Organisation effetciveness Organizational effectiveness means to study the organizational structure in order to understand the basic working. Environmental Characteristics 3. Employee Characteristics 4. G. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . b) Leadership: It enables to influence the employees towards the effective goal achievements. 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. and then are redesigned by the top management to achieve the desired results.

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. G. human. 2. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . Predictability is an element of external environment. Environmental characteristics: The external environment plays a very important role in achieving organizational effectiveness. 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) 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.D. 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. Page 65 DR. raw material etc.

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

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

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

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

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

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

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

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.

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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.

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LEARNING AT BOMBAY DYEINFG

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)

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

POL FOUNDATION YMT COLLEGE OF MANAGEMENT . interpret. 4) INTER PERSONAL RELATIONSHIP: The ability to notice. 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 .D. and anticipate others‟ concerns & feelings.inside as well as outside the organization Is approachable & maintains a good environment even in high pressure situations Page 77 DR. G.  Supports and Inspires team members to have optimum utilization of all the resources & talents. Expresses pride in the group and encourages people to feel good about their accomplishments  Encourages people to deliver their best.

Page 78 DR. POL FOUNDATION YMT COLLEGE OF MANAGEMENT . G.D.

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