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Introduction 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 nonprofit 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,
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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 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 I am 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.
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D.T.S.S. College of Commerce / M COM- I / PROJECT - ROLL NO 1, NIRANJAN J. BHOS

• •

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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SCOPE

The scope of the research is very vast; however the total time period available was very limited for the purpose of the study observation, analysis and conclusion. 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, Studying “organization effectiveness through HR practice” of the employee as specialized subject restrict a training, recruitment and selection, job analysis, performance appraisal for entering into HR practice of different parameter as well as view of the company. The finding of the study can be refried to as a reference for entire organizational policies, parameter and particles.

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Research was carried out at BOMBAY DYEING MFG. financial problems. research is required and a methodology applied for the solutions can be found out.CO.S. DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to senior HR manager and other HR manager. Page 5 D. social. economic. NIRANJAN J.Ltd to find out the “Organization effectiveness through HR practices”. These problems in life call for acceptable and effective solutions and for this purpose.ROLL NO 1.Research methodology In everyday life human being has to face many problems viz.I / PROJECT . BHOS . . College of Commerce / M COM. The questionnaires were carefully designed by taking into account the parameters of my study.S.T.

going through the records of the organization.S. 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. web sites.T.S. Page 6 D. LTD.Secondary Data: Data was collected from books. CO. Bombay dyeing and manufacturing company ltd Company profile THE BOMBAY DYEING AND MFG. etc.I / PROJECT . College of Commerce / M COM. BHOS .ROLL NO 1. magazines. NIRANJAN J. 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.

S. HISTORY OF WADIAS’ GROUP OF INDUSTRIES WADIA GROUP The Group Genesis Page 7 D.POLYESTER DIVISION.I / PROJECT .S.T. NIRANJAN J. BHOS .ROLL NO 1. College of Commerce / M COM.

he began a small operation. over 250 years ago. A legacy that would give rise to one of India's most respected.S. Bombay was next only to New Orleans as the world's largest cotton port.T. and with it. In 1879. Humble opportunities: The Bombay Dyeing & Manufacturing Co. and on another Wadia built deck that the 'Treaty of Nanking'. BHOS . into one of India's largest producer of textiles. cotton yarn spun in India was dip dyed by hand in three colors-turkeys red. It was on one such ship that the American National Anthem was composed. including men-of-war for the British Navy. sending Honkong to England. On August 23rd. The Spring Mills began operations in 1903 Emerging opportunities: With the wave of industrialization in the 19th century. Here. In technical and financial collaboration with world leaders. had been born. It was more than just a company that was born in 1879. College of Commerce / M COM. Page 8 D. Along the path of growth and diversification. A modest beginning for a company that was to grow in the following 115 yr. was in the area of ship building. NIRANJAN J. Nowrosjee Wadia set his sights on India’s mushrooming textile industry.ROLL NO 1.S. was signed. a legacy was born.I / PROJECT . more than 355 ships were designed and built by the Wadia’s. such companies have pioneered the manufacture of various chemicals and have grown to be leaders in their new fields. Ltd. opportunities for new areas of business. in a humble redbrick shed. It was at this time that Mr. green and orange-and laid out in the sun to dry.The Wadia’s first venture. Bombay Dyeing has spawned dozens of other companies. trading grew.

The financial results for the quarter ending on 30th June in the year 2007. 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.  Down proof Shells and Comforters.I / PROJECT . BHOS . at present is Mr. Table Tops and Napkins. by the Wadia Group and within a short span of time created a name for itself in the textile business. Bombay Dyeing is a household name with above 600 franchise retail shops all across the country.000 meters of fabrics. Moreover. College of Commerce / M COM.  Polyester Cotton Sheeting.  Flannel Sheeting.ROLL NO 1. The chairman of Bombay Dyeing.  Towels.T.88 crores. Nusli Wadia.  Poly Cotton Drills. Bombay Dyeing was incorporated in the year 1879. Some of the important products of the company that have already become significant in both. European Union Countries. In fact. Products of Bombay Dyeing: Bombay Dyeing by using advanced technology has brought about a change in the textile business. The production level on a daily basis is over 300.  Shoe Lining and Duck Fabrics.S. is quite high with the Net Profit reaching to 17.  Yarn dyed fabrics. in today’s world. NIRANJAN J. India has made a position in the world textile sector holding the hands of Bombay Dyeing.S. Page 9 D. Australia and New Zealand.  Dobby and Fine Count made-ups. weaving and spinning and winding.  Satin Furnishings. The entire production is divided into two broad streams. domestic and export markets are:  Cotton Sheeting.

and real Estate.ROLL NO 1. Laminates. the technology used is from one of the most technologically advanced company of the world. where it has 125 years of textile leadership. This includes both formal and casual wear.Bombay Dyeing at present is the largest exporter of sophisticated made-up items and also of products made of cotton and poly cotton. Page 10 D. The Wadia Group is multidirectional with interest in Chemicals. Plantations. Sulzer Air jet Machines. towels. Today it is largest manufacturers in the composites sector of the Indian Textile Industry. The ready-made collection of the Bombay Dyeing has been changing its production pattern with the evolving fashion trends.T. Technology used in Bombay Dyeing: The technology applied in the production process in Bombay Dyeing is of international standards.I / PROJECT . Agro-products. The automations used in weaving. Its 19 manufacturing facilities have made Group Companies the market leaders in these fields. Consultancy. 4000 crores. NIRANJAN J. Recently the group also ventured in the aviation field. Textiles. It is one of the largest exporters of fabrics: cotton. Auto Corner Winding Spindles and Schweitzer CA . Electronics. The largest area of group activities is with Bombay Dyeing (BDMC).11 Spindles. College of Commerce / M COM. Bombay Dyeing’s branded home textiles and apparel are household names in India. Their annual group turnover is Rs. and Schlafhorst Auto core Rotors. Foods. Health. spinning and winding by Bombay Dyeing are like Sulzer Projectile Machines.S. Hospitals.S. and cotton and polyester blended dresses and saris. Bombay Dyeing has created a sizable market in the production of a wide range of fabrics and ready-mades. BHOS . it also has 2 hospitals in Mumbai and one educational institute in Pune. furnishings. Light Engineering. Architecture.000 meters of fabrics and 75MT of yarn daily. It ranks among leading manufacturers and marketers of cotton and synthetic fabrics and produces 300. Sulzer. Besides being a responsible and good corporate citizen. suiting and shirting fabrics. The consumer section of Bombay Dyeing comprise of bed linen. polyester/cotton and made ups. Regarding the weaving facilities.

T.We bring to our work a proud heritage of accomplishment. It maintains high standards of Safety. sound management. It is the earliest signatory to Responsible Care® initiative of the ICMA. concern for Environment and Energy Conservation measures. 2. Polyester Plant is situated at Patalganga. College of Commerce / M COM. excellence and commitment to our customers’ interest. from JNPT. BOMBAY DYEING – POLYESTER DIVISION 1.S. NIRANJAN J. integrity.S. 3. It is certified against ISO 9001-2000. It has received 5 Star Safety Statuses with Sword of Honor by British Safety Council.I / PROJECT . ISO 14001-2004. BHOS . Maharashtra. away from Mumbai & 35 Km. and OHSAS 18001-1999. 5.ROLL NO 1. 70 Km. 4. Vision Page 11 D.

I / PROJECT . Mutually Beneficial Relationship Page 12 D. College of Commerce / M COM. Fulfillment& Development.S. Returns & Growth.S. Mission We will discommodities our PSF business and pursue niche market to have competitive advantage.T. 3. Customer Employees Shareholders Business Associates : : : : Quality.We will offer differentiated PSF specialty products and services in a most economical way and create value for the customers and nation. BHOS . Value & Services. 4. Our Purpose Achieve Excellence and Provide to 1.ROLL NO 1. NIRANJAN J. 2.

PAP012 REV.Security & Administration Inspector . POLYESTER DIVISION PROCEDURES PERSONNEL & ADMINISTRATION DOCUMENT TITLE ORGANIGRAM DOCUMENT NO.I / PROJECT .S. NIRANJAN J.Security Asst. Page 13 D. LTD.NO: R6 DATE: 10/08/2008 COPY PAGE 1 OF 1 E d it io n : 2 General Manager (*) Manager – Personnel & Administration Manager – HR Manager . BHOS .ROLL NO 1.MANUAL TITLE THE BOMBAY DYEING & MFG.S. Executive – P&A Personnel Assistant Head Security Guard Steno Cum Personnel Assistant Security Guard Yardman Note : (*) Covered in Apex Manual.T. College of Commerce / M COM. CO.

trust. BHOS .S. 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.T.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 14 D.I / PROJECT . 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.S. NIRANJAN J. Ensure uniformity in application and speedy administration.ROLL NO 1. College of Commerce / M COM. 2.Our Principles are: ∗ ∗ ∗ ∗ To create a distinct culture of openness.

T. BHOS . College of Commerce / M COM.I / PROJECT .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 Page 15 D.ROLL NO 1.S.S. NIRANJAN J.

i) Human resource development procedure j) Corporate and social responsibility procedure Recruitment procedure 1.S. Depending upon the number and nature of the requirement. HR either advertise the vacancy in leading newspapers or pass on the requirement to recruitment agencies or put up in websites like naukri.S. NIRANJAN J. College of Commerce / M COM.T. HR then initiates the recruitment process. Page 16 D.I / PROJECT .com.com etc. timesjob.com. Concerned department inform about the vacancy to HR through the designated form. BHOS .ROLL NO 1. 2. monester. 3.

Head & HR Manager.S. For final interview. 9.I / PROJECT . On fitness he/they are issued the offer letter mentioning the CTC offered and asked the candidate to inform the date of joining. NIRANJAN J. On receipt back of the scrutinized application. 5. On receipt of application initial scrutiny is done by HR and then sent to concerned department for final scrutiny. 10. Once the candidate/s are selected they are called for Medical Test. Head & HR GM. HR arrange for Test/Interview of the shortlisted candidates. College of Commerce / M COM. 8. the panel consist Unit Head. candidates are shortlisted for personal interview. 6. BHOS . Page 17 D.S. Candidate reported for joining will be issued joining letter and joining instructions on the same day.4. interview panel is set. For senior positions. Written Test contains aptitude and job knowledge. For Junior Management & non-management positions the interview panel is Dept. the panel for 1st round of interview consists Dept.ROLL NO 1. Written test follows a group discussion round and based on the result of these. HR head & JMD. Depending upon the position.T. 7.

BHOS . College of Commerce / M COM.11.ROLL NO 1. There he gets class room as well as on the job training. During induction Candidate is sent to all departments to know about various departments and their roles in brief.S. then the candidate is placed in the department for which he was selected. NIRANJAN J.S. Page 18 D. Once induction is over. Induction Training is then arranged by Training dept.I / PROJECT .T.

NIRANJAN J. Based on these goals. departmental goals are set and to achieve the same. BHOS . Period evaluation of individual’s performance against the given goals and targets are reviewed and needed guidance/counseling wherever required is provided. the individual’s performance is totally evaluated and based on the % of his achievement and the division’s performance. Individual’s performance along with his other traits. attitude towards others.I / PROJECT . the organization’s goals and targets are set.S.T. once in a year Performance appraisal for Management employees: In the beginning of every financial year. like behavior. individuals are given their goals and targets by the Department Head. is considered for annual increment.ROLL NO 1. All Employees are then issued letters detailing about their new CTC amount including PLP payment. Page 19 D. At the end of the year.S.Performance appraisal The performance appraisals are done for both Management and Non-Management employees. teamwork etc. College of Commerce / M COM. his PLP (Performance Linked Pay) is decided.

Page 20 D. Various types and subjects of Training are provided in Bombay Dyeing. safety and also on the job training. Thus the newly joined employees get a fair idea about the organization. Age.For non-management employees In the month of April. The employee is given a schedule. This is done immediately after the employee joins. Companies have to train its employees to conform that they are doing the job in a correct way.S.ROLL NO 1. of his department employees. Qualification.I / PROJECT . leadership. NIRANJAN J.T. like communication. Department head then distribute these forms to the concerned supervisor. in consultation with DH and then the form is returned to HR Officer. 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. Induction Training. HR department sent a prescribed format of Performance Appraisal to Department Heads with details such as Name of the employee. Promotion details etc. b.’s training hall on various subjects. College of Commerce / M COM. Promoted employees are then issued letters. In-house Training Employees are given training in the Co. Training and development procedure Training is the second most steps after recruitment and selection of employee. Divisional Head. The employees are trained to fit in their jobs. Finally he is placed in the department for which he has been recruited. BHOS . Committee consists. HR Head and the Department Manager. who fill up the performance of all employees working under him. He then consolidates these and put up the total promotions/extra increment details to the committee for final consideration. Date of his joining in the Organization. a.S.

T. NIRANJAN J. It is training of a Bombay dyeing and manufacturing co. Page 21 D. External Training Employees are sent for external training for sharpening their job skills and knowledge. ltd . Regarding the supply of human resource to company. To understand the training and recruitment policy of the company. The study limit of recruitment. Objective The project report is based on the topic of training and development at Bombay dyeing polyester co.S. To find out the detailed of hrd in Bombay dyeing.S.ROLL NO 1. The following of the objective of project report: 1. 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. selection and training and development.c. To understand the technique and method use in a recruitment. BHOS . College of Commerce / M COM. 3.ltd. 2. selection and training procedure is carried out by Bombay dyeing and manufacturing co. selection and procedure. ltd to learn the procedure of recruitment.I / PROJECT .

I / PROJECT . Some of the few point are come under the industrial relation: Page 22 D. It is a multidisciplinary who is states the various measures to be undertaken by industries to sustain peaceful employment relation. Of course the first hit will be on the employers. NIRANJAN J.T. The essence of good industrial relation lies in the bringing up of good labor relations which gives a forum to understand each other (employer. Industrial Relations refer to the relationship between management and employees. employee) properly. BHOS . It is increasingly being called employment relations because it relates to relationship of a group of employees working in an organization.Industrial relation In simple terms Industrial Relations deals with the worker employee relation in any industry.ROLL NO 1. Industrial Disputes Act 1947.S. College of Commerce / M COM. Government has attempted to make Industrial Relations healthier by enacting. each think of their mutual interest which paves way for introduction of new methods. who have invested. A good Industrial Relations increases the morale of employers and goods them to give their maximum. 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. Bad Industrial Relations leads to industrial unrest industrial dispute and a downward trend to Industries workers and the nation.S. developments and leading to adoption of modern technology. or employees and their organization that arise out of employment.

2.Bombay Dyeing has an excellent track record as far as Industrial relations are concerned. Welfare facilities • Free transportation. Influencing factor Mutual Trust Respect and Integrity amongst employees.S. • Scholarship to Employees children under Central & Unit scheme. NIRANJAN J.ROLL NO 1.S.I / PROJECT . Influencing factors for these are under: 1. Award to the employee Employees are encouraged to participate in various safety competitions and they are awarded cash prizes for the same. Page 23 D. 3. BHOS .T. • Subsidized food. College of Commerce / M COM. Employees are also getting for various tangible and intangible suggestions are also getting awards. It has not a single man hour lost due to industrial unrest since its inception.

Satyanarayan Pooja is organized • Common Farewell Function. College of Commerce / M COM.S.I / PROJECT . 4. • Award for “Additional Qualification” obtained while in Service • Benevolent Fund Scheme to all employees • Picnic scheme – company sponsored transport. Annual Ganesh yaag. Vishwakarma. • Articulate Retirement Plans.T.S. • Dassera. The employee participates in the following committees: • Canteen Committee • Welfare Committee • Safety Committee Page 24 D.• Gift on Safety Day. Employee participates in management . BHOS . NIRANJAN J.ROLL NO 1.

.A. NIRANJAN J. V. HRA. Bombay Dyeing pays good wages to its employees.T.ROLL NO 1.I / PROJECT .S. Conveyance. Employee Relations involves the body of work concerned with maintaining employeremployee relationships that contribute to satisfactory productivity. College of Commerce / M COM. Location allowance. Traveling concession 4. which consists Basic. Bonus etc. gratuity provident fund etc. Allowances 2. be payable to a workman in respect of his employment or of work done in such employment – includes : 1. House revert allowance 3.D. Commission for sale or business does not include bonus. It is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations.A. motivation. were fulfilled.S. and morale. B. Wages All remuneration capable of being expressed in terms of money which would if the terms of employment expressed or implied. D. BHOS .5. Employee relation procedure A. Page 25 D.

to members. Information is provided to employees to promote a better understanding of management's goals and policies. Panvel and Pen. on or off duty misconduct.ROLL NO 1. Kalyan. and/or to address personal issues that affect them in the workplace D. Thane. College of Commerce / M COM. time-off / General Shift reporting as and when required for union work. Information is also provided to employees to assist them in correcting poor performance. and bargaining agreements. they put a elections once in 3 yrs. Page 26 D. Attendance system procedure 1. NIRANJAN J. F.T. 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.S. BHOS .I / PROJECT . The members of committee believe in work ethics. Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections. legislation. Employees are advised about applicable regulations. So that for a point of a democratic approach. E.S. Company provided office. Company provides transport for all employees/ Trainee/ Apprentices for attending duty in respective shift and going back from Dadar.C.

C. card at the gate for their “OUT” time to complete the day’s/ shift attendance. 4. on next working day when he report for a duty. All employee / Trainee/ Apprentices are assigned a shift group and they attend their duty in respective Shift as per Shift schedule. G and H group. All employee / Trainee/ Apprentices are required to ‘SWIPE’ their “identity-cum-Gate- access-Card “on any of the Reader installed at main gate while coming for duty in respective shift. 3.T. he has to send the form to personal department for OT marking. After authorization from Department supervisor/ manager.A. B.2. BHOS . Shift Groups A.S. 6. Department supervisor inform personnel department employee shift group.I / PROJECT . salary/ stipend are processed. 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. Employees who has not attended duty files up leave online for his absence as per leave procedure. If any urgency should happen for employee to go out in a working hours employee should submit exit pass format. Page 27 D. If the Non-Management employee are required to stay on Overtime the Supervisor authorize the OT hours in the OT recording and Authorization sheet.S. shift change group if any prescribed form. College of Commerce / M COM.ROLL NO 1. D. Their ‘IN’ time is then automatically downloaded from Reader to HRMS System. Based on attendance employee / Trainee/ Apprentices. 5. 7. 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. NIRANJAN J.

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. BHOS .ROLL NO 1. This form duly approved by Department Supervisor is sent to P&A Department.S.S. Security Department will forward this form to personal department for mutual attendance marking. Department supervisor send his intimation of this change to Personnel and Administration department. When an employee forget to bring his GA card he files up “Forgetting to bring GA-cumidentity 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. College of Commerce / M COM.8. If any employee need shift change he applies for the same in form. 11. Page 28 D. 13. If required by Department an employee shift group changed for a certain period. Management staff at HO after reporting for duty signs the attendance muster kept in the Department. 9.I / PROJECT . NIRANJAN J. 12. 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. 10.T.

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. It is also concerned with broader issue about the employment of people then tradinational model approach of manpower planning.S. Page 29 D.I / PROJECT .S. In labor market they had 2 type external as well as internal labor markets.T. BHOS . They implemented the business plan in term of people requirement. College of Commerce / M COM. • • • It is the system of matching the supply of people with the openings the organization expects over a given time frame. NIRANJAN J.ROLL NO 1. • It process takes place within the context of labor market.

Job analysis tells the human resources personnel: • • • The time it takes to complete relevant tasks. BHOS .g. 2.).S.S. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Demand forecasting: it is the process of estimating the future number of people required and competence they will need. 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. when the resources will be needed. 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. The ways to design or structure a job for maximizing employee performance.. Job analysis Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job.ROLL NO 1. number of human resources.I / PROJECT . the required competencies. It should be analyzed in order to forecast future loss and identify the reason for people leaving the organization. but also the numbers and types of human resources that will be needed to achieve the defined business goals (e. etc. • In hrp they had 2 forecasting: 1. The tasks that are grouped together under a single job position. NIRANJAN J. Page 30 D. College of Commerce / M COM.• The planning processes of organizations not only define what will be accomplished within a given timeframe.T.

training and compensation. In human resource job analysis is often is used to gather the information for use in personal selection.• • The employee behavioral pattern associated with performance of the job.T. Procedure There are several ways to conduct a job analysis. selection systems. College of Commerce / M COM. including: interviews with fresher/ employee/candidate and supervisors. Purpose Job and task analysis is performed as a basis for later improvements.I / PROJECT . The following two procedures are doing for job analysis: Task-oriented Task-oriented procedures focus on the actual activities involved in performing work. development of performance appraisal and personal selection. and gathering background information such as duty statements or classification specifications. it is common to use more than one of these methods. on that basis all the employee Page 31 D. After creating task statements. BHOS . or without. NIRANJAN J. They develop task statements which clearly state the tasks that are performed with great detail. 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. This procedure takes into consideration work duties. training needs assessment.S. and compensation plans. open-ended. and functions. including: definition of a job domain.ROLL NO 1. In job analyses conducted by HR professionals. responsibilities. promotion criteria. critical incident investigations. legal defense of selection processes. questionnaires (structured. importance to do it and they should perform it. all the employee should performed their task in a seriously manner some of the task should be difficult. some accommodation. It has attempted to create a segment absolution to fit the different layer of its job opportunities within its environs. observation. or both). description of a job.S.

Based on this task you get the rating.I / PROJECT . and other characteristics (KSAO). and career development efforts to improve individual. abilities.S. This often results in data that immediately imply the important KSAOs. Human resource development Human Resource Development is the integrated use of training. group and organizational effectiveness. 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. Based on these ratings.ROLL NO 1. 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 up to the entire task should be completed and get all the rate point to the employee. Knowledge is the information people need in order to perform the job. suggesting that self-presentation will be more likely with ability statements. Worker-oriented The procedures is aim to examine the human attributes needed to perform the job successfully. that employee should be promoted. Ability ratings may also reflect a self-rating compared to jobrating. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs Page 32 D. These human attributes have been commonly classified into four categories: knowledge. organization. these entire employees should understand their job can be attained. NIRANJAN J.should give a rating.S. Abilities are the attributes that are relatively stable over time. If any employee got best rate means they perform good in a task. In a worker-oriented job analysis. College of Commerce / M COM. skills.T. On these rating that employee gets promoted to next task. For example. BHOS . One key difference between task-oriented and worker-oriented procedures lies in the extent that task oriented procedures is directly observable. Skills are the proficiencies needed to perform each task.

management development specialist. they alone can leave an organization unable to tap into the increase in human. so the practice of HRD within an organization is promoted upon the platform of the organization's mission. Corporate and social responsibility Corporate social responsibility (CSR. technical/job training.S. or sustainable responsible business/ Responsible Business) is Page 33 D. It can find the interest of win/win solutions that is to develop the employee and the organization in a mutually beneficial manner. training needs analyst. Also. training manager or director. BHOS . empowering the organization to take advantage of its human resource capital. 3. new employee orientation. Other typical HRD practices include: Executive and supervisory/management development. College of Commerce / M COM. the development of human expertise for the purpose of improving performance. Groups within organizations use HRD to initiate and manage change. HRD as a process occurs within organizations: 1) Training and Development (TD).S. practice in other field It is not only a field of study but also a profession. customer service training. professional skills training.I / PROJECT . chief learning officer. social performance. 4.T. knowledge or talent capital. sales and marketing training.ROLL NO 1. It does not occur without the organization. and health and safety training. NIRANJAN J. vision and values. HRD ensures a match between individual and organizational needs. and individual career development advisor. also called corporate conscience. that is. and other field include: HRD manager. non-profit. health care. HRD positions in businesses. blended learning designer. HRD are focus on HRD as a process. corporate citizenship.through planned learning activities. 2) Organization Development (OD) that is. vice president of organizational effectiveness. Process.

and international norms. In essence it is about building sustainable businesses.T. Community Awareness programmers are held regularly in the nearby villages. The rationale for CSR has been articulated in a number of ways. The key drivers for CSR are : Enlightened self-interest . consumers. employees. emergency handling.I / PROJECT . ethical standards. CSR policy functions as a built-in. Milton Friedman and others have argued that a corporation's purpose is to maximize returns to its shareholders. Critics of this argument perceive the free market as opposed to the well-being of society and a hindrance to human freedom.ROLL NO 1. A wide variety of individuals and organizations operate in between these poles.S. villages in nearby vicinity on regular basis. communities. College of Commerce / M COM. BHOS .creating a synergy of ethics. stakeholders and all other members of the public sphere who may also be considered as stakeholders. longevity and/or infant mortality have been created by economic growth attributed to free enterprise. The goal of CSR is to embrace responsibility for the company's actions and encourage a positive impact through its activities on the environment. and that since only people can have social responsibilities. EHS awareness programmers for community at school. Sponsoring Education of 40 children through CASP. markets and communities. Page 34 D. which need healthy economies. NIRANJAN J.a form of corporate self-regulation integrated into a business model. Those who assert that CSR is contrasting with capitalism and are in favor of the free market argue that improvements in health. Some people perceive CSR as incongruent with the very nature and purpose of business. corporations are only responsible to their shareholders and not to society as a whole. and indeed a hindrance to free trade. Signatory to Responsible Care Movement & Member of Mutual Aid Response Group (MARG). a cohesive society and a sustainable global economy where markets. Environment protection. labor and communities are able to function well together.S. self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law.

For the responsible business.globally companies are expected to do more than merely provide jobs and contribute to the economy through taxes and Employment. Corporate social responsibility (CSR) can cut across almost everything you do and everyone you deal with.S.  Transparency and trust . You need to think about: • The suppliers you choose and the way you deal with them. Page 35 D. See the page in this guide on how to work with the local community. For example. this means doing more than simply complying with legal requirements.business has low ratings of trust in public perception. trading with suppliers who pollute the environment could be as irresponsible as doing so yourself. There is increasing expectation that companies will be more open. • How your business affects your local community and whether you should be actively How what you do affects the environment and what you can do to use resources more involved.I / PROJECT .S. NIRANJAN J.contributing to physical infrastructure and social capital is increasingly seen as a necessary part of doing business. See the page in this guide on how to understand the environmental impact of your business. • efficiently and reduce pollution and waste. BHOS . College of Commerce / M COM.  Increased public expectations of business . See the page in this guide on how to benefit from corporate social responsibility. more accountable and be prepared to report publicly on their performance in social and environmental areas. See the page in this guide on how to deal responsibly with customers and suppliers.ROLL NO 1. Social investment . • How you treat your employees.T.

By looking ahead. Recruitment should be fully based on equal weight age.S. CSR can help you improve your business performance.I / PROJECT .T. 2. Employees already working should favored for higher position vacancy if found suitable. Organization may review the recruitment processes. you're ready to cope with new laws and restrictions. BHOS . College of Commerce / M COM.S. As the organization is growing faster they should emphasis more on training subjects like leadership. Each one is given importance and provided the security that gives them the motivation and incentive to stay. Page 36 D. programs even though their training programs are quite good. A safe and happy workplace makes the employees feel good about being there. technology up gradation skills etc. In fact. 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. both internal and external and should not leave any doubt in the minds of employees that there are some bias is happening. Suggestion 1.ROLL NO 1. 4. 5.This doesn't mean that you can't run a profitable business. NIRANJAN J. Training program should be planned in such a way understanding performance gap employee should be trained. 3.

For example.ROLL NO 1. goals etc. if an employee is sent on some training.S. Every company has some employees who outperform others.S. 10. for that policies can be redesigned or revised as per the need of the employees Page 37 D. 7. This will encourage others to give their best. Keep all the knowledgeable information in central databases that can be accessed by each and every employee. managers can find talented employees and develop them. It is a time tested tool of Total Quality Management (TQM) which promotes team spirit. 9. 11. such as on the display boards and intranet etc. On that interview the organization can understand the actual reason of employee leaving the organization. Exit interview should be there in the organization. Knowledge sharing is very important and knowledge has to be share and accessible to the entire employee in the organization. BHOS . NIRANJAN J. cohesive quality work culture. College of Commerce / M COM. commitment and involvement of employees. They should be appreciated and recognisation and their inspire other people to go for further education.I / PROJECT . Through this system. and they should encourage participative management to problem-solving and decision-making. Successful organizations and their ideas and they understand that employees who are actually working and know the business can provide the best ideas. 8. Such performances should be highlighted and displayed where other employees can look at them.T.6. The management should have discussions with employees to get these ideas out of them. the knowledge that is acquired by that employee can be stored in these databases for others to learn from it. The employee should be aware what happening in the organization with respective policies.

If there is a performance gap identifies the training needs this will bridge the organizational performance gap and enhance the effectiveness of the organization. Therefore overall health check-up should be carried at regular interval of time. 2. Recruitment are getting very much importance these days in the organization. If training is not provided as per their job description. College of Commerce / M COM. It is not an easy task as organization’s future is depends on this activity.S. NIRANJAN J. Page 38 D. 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. safety.T. proficiency level. BHOS .According to some respondents there should be further health check-up. So this procedure and its policies changed as per the organization.planing.ROLL NO 1. At least 75% of employee is satisfied for the policy and 25% employee given a negative reply . It is very important activity as it provides right people right place at right time.I / PROJECT . welfare and development provided to the employee is as per the factory act 1947. it concludes as following: 1. 3. Training needs should be identified and approved by the concerned department. training will not be effective. collected data and subsequent analysis of the data regarding my project. attracting the applicant and screening them. Its importance also gets changes the organization change. The process includes the step like HR. aptitude and attitude of the employee.S.Conclusion After careful study of all the HR practices prevailing in the organization. The facilities like the policy of health.

Policies can be redesigned or revised as per the need of the employees. 5.4. Exit interview has to be conducted to understand the actual reason of leaving.I / PROJECT . NIRANJAN J.S. As per the data available it is noted that maximum no of respondents leave the organization due to job dissatisfaction.S. Quality circle is beneficial for solving the problem because majority of employee are involved tracing the problem cause. 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.T. College of Commerce / M COM.ROLL NO 1. Page 39 D. consequence and analysis them in a session like brainstorming. BHOS .

managementparadise.S. NIRANJAN J.Bibliography Website :www.com www. College of Commerce / M COM. BHOS .com www. Aswathappa Robert mattis Page 40 D.S.T.scribd.citehr.ROLL NO 1.I / PROJECT .com Books and journals HRMS journal K.

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. BHOS .S. How the training need is identified and finalized for the employee? 3.ROLL NO 1. External training d. Just-in-time training. Is there any Hr. On-job training with systematic process training.I / PROJECT . plan effect the business profit/loss? 7. b. NIRANJAN J.Annexure 1. /Ir.T. Off-job training with planned process training c. How many HR practice are followed? Is this useful for other units or not? 5.S. College of Commerce / M COM. Which training program should provide to management employee or non-management employee? What is the process of training? a. issue? How they will overcome? 6. Is it quality circle is beneficial for solving the problem of the company? Is quality circle is being followed by this company? Page 41 D. How Hr. 2.

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.S. No c. May be 9. In addition to statutory welfare measures? Whether the company provides any other welfare measure to employer? a. opportunities and threat facing the organization? What are the organization strategic goals? 10. Yes b. BHOS . How do department/ team function? How does it support to achieve the organizational strategic goals? 11.T. What continuous improvement activities are performed on a regular basis? Page 42 D.S. NIRANJAN J.a. What are the significant.ROLL NO 1. May be 8.I / PROJECT . If Yes what are they b. weakness. strength. Do you as much if not more effort into retaining employee as you do recruiting? What your retaining strategy? 12. No c. College of Commerce / M COM.

Do you provide share options. or pension? If so.S.S. what are the details of the plan(s)? a. May be 15. BHOS . profit sharing. Yes . How do you compensate for overtime? Do you provide a competitive salary? How much you compensate? 16.14.ROLL NO 1. retirement savings contributions. what are the plan details b. interesting technologies? Page 43 D. No c. What opportunities will there be to work with new. College of Commerce / M COM.I / PROJECT . NIRANJAN J.T.

…………………………………………………………. Nominee (Emp. 1. 1.. COO Page 44 D. Dept. Title of Program:-……………………………………………………………………………… Program Details (Enclose Literature if Available):………………………………………………………………………………………………………… ……… 1. 1.S. 1.Training program request/ information 1.. Nomination particular: …………………………………………………………………………………. 4:-……………………………………………. 5:-…………………………………………….T.1./ Div. Manager ………………………………. No):. Vice President ………………………………. 1. 3:-…………………………………………….4.ROLL NO 1.……………………………………………………………………….…………………………………………………………………………………….7.. 1. Program Dates: ..1:-……………………………………………… 2:-…………………………………………….3. Venue: .2... Conducted By: .……………………………………………………………………… Program Fee: .8.6. College of Commerce / M COM. Endorsed BY Approved By Nominated By ………………………….…………………………………………………………………………….S.5.0. NIRANJAN J. BHOS . Sponsor Approval: . 1.I / PROJECT .

Nominee to submit Programmed material to Training Department in Original.M.2.T & MS) Page 45 D. POST PROGRAM INSTRUCTION TO NOMINEE 2.G. College of Commerce / M COM. which will be forwarded to ISC for General Reading.1. NIRANJAN J.S. BHOS .S. – S. (D. 2.0.ROLL NO 1. Nominee to submit ‘FEEDBACK SHEET’ along with Report to Sponsor after completion of training.T.2.I / PROJECT .

T. 3. 4. Faculty Address: . Date: ..S.I / PROJECT .0.……………………………………………………………………. Course material (List):.0.0.……………………………………………………………………. ………………………………………………………………………………… …………………………………………………………………………………. Synopsis of Course (Not Exceeding 2 pages in A4 size): ………………………………… (Please attach extra sheet if required)……………………………………………………….0.………………………………………………………….Report on Outside Training Program 1. …………………………………………………………………………………………….S. Title of Seminar Program: . ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… 7. College of Commerce / M COM.0. 5. 2.0. Detail about Faculty in Brief: .…………………………………………………………………… Page 46 D. NIRANJAN J.……………………………………………. ………………………………………………………………………………………………………….ROLL NO 1.…………………………………………………………… …………………………………………………………………………………………….. Venue: .0. BHOS .. 6.

How was the venue and arrangement d.……………………………………………………………………………………………………. 8. College of Commerce / M COM. Whether useful or not.S. NIRANJAN J. Participant : Annexure report 9.0.ROLL NO 1. b.S. How the faculty conducted the program c. NO: Page 47 D.T.I / PROJECT . BHOS . Whether you recommend program for others Signature: Name : Emp. Participant opinion on Programme a.0.

T. Sr.S. Venue: …………………………………………………………………………………………. Please bring course material distributed. b.S. College of Commerce / M COM. Date: …………………………………………………………………………………………. BHOS . Programme coordinator / Raporter.I / PROJECT . NIRANJAN J.In-House training circular Following Programmed has been arranged for employee.. No Emp. Manager of Respective Discipline.ROLL NO 1. Faculty: ……………………………………………………………………………………… Special invites a. No Name of Participant Department CC : M/S SCB/SKG/KVK Page 48 D. Subject: ………………………………………………………………………………………. Managers are required to relieve the employee to attend the same. Sr..

NIRANJAN J.I / PROJECT .Satam 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 49 D. Manger Notice board P. BHOS . College of Commerce / M COM.T.A.S.ROLL NO 1.S.Manager /Dy.