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PART 1

BACKGROUND AND INTRODUCTION

CHAPTER 1
BACKGROUND AND INTRODUCTION

1.1 BACKGROUND AND PERSENT STATUS OF THE COMPANY


The paid up capital of Rs. 807 crore. The insurance agents employed atfuture generali Life Insurance Co Ltd are trained in-house with a rigorous training program of over 152 hrs, much higher than the standard 100 hrs of mandatory training laid down by the IRDA. Around 345future generali Agent Advisors qualified for Million Dollar Round table (MDRT) membership in 2006. It is an internationally renowned congregation of world's top insurance agents.

Aboutfuture generali India Limited


Future generali Limited is a multi-business corporate, focused on the Knowledge, People, and Service oriented businesses of Healthcare, Life Insurance, and Information Technology. Future gererali also has business interests in Clinical Research, Telecom, Electronic Component distribution, Bulk Pharmaceuticals, and Speciality Products businesses.

Future generali India is led by a skilled team of professional managers and is widely acknowledged for its presence in commercially viable manufacturing and service delivery businesses.future generali has been able to form and strengthen international alliances

evaluating client needs rather than just selling. They are professionals who will thoroughly understand client needs before recommending the policy tailored to fit their unique needs.

1. They endeavourer to offer the best products with Flexibility as their cornerstone, so the customer can buy just what he needs. With their various Products and Riders & Options, the customer has more than 200 product combinations to choose from. 2. They would like Transparency to be the bedrock of the way they do business. This is why they customize a Personal Insurance Plan, which gives the customer a broad overview of the details of his policy along with a year-on-year summary, even before he buys. And with the free look option the client even has the unconditional right to return the policy, if he so wishes, within 10 days of receiving it. 3. They offer multiple bonus options, which includes options such as annual bonus, bonus accumulated and paid on maturity, bonus used to offset premiums, bonus utilized to buy Paid up additions and bonus used to buy one-year term insurance. So the customer can decide how he wants to use his bonus payments. 4. They take their social responsibility seriously. Every policy sold by them benefits a needy child at SOS Children's Villages of India. They also provide life insurance to the rural and socially underprivileged. 5. They have a national presence with a network in the 9 cities of Delhi, Mumbai, Kolkata, Chennai, Bangalore, Hyderabad, Ahmedabad, Pune and Chandigarh.

1.2 HR MANAGEMENT

Management of HR is known as a human resource management, it is the part of management process which deals with the management of HR. the personnel management is concerned with the human problem of an organization so that individual can make their maximum contribution to accomplishment of common goals and at the same time attain social satisfaction.

1.3 OBJECTIVES OF THE STUDY


1. To develop an understanding of H.R department and role of HR at future generali life insurance india pvt ltd. 2. To know the respondents view point on organization structure (HR Deptt) and role of HR manager

1.4 LIMITATIONS
Every scientific study has certain limitations and the present study is no more exception. These are:1-Confidentially of the management is the strongest hindrance to the collection of data and scientific analysis of the study. 2-Respondents were found hesitant in revealing opinion about supervisors and management. 3-The respondents were unwilling to fill up the questionnaires. In spite of all these limitations, the investigator has made a humble attempt to present an analytical picture of the study with some suggestion for the long run implementation. 4

1.5 RESEARCH METHODOLOGY


The researcher approached the company has study the functioning of HR dett and role of HR managers .for the collection of primary data the researcher has used questionnaire as a tool ,the collected data was than tabulated and analyzed with the help of the percentage method and Ms Excel package. Which is than presented and interpreted to drive findings and recommend suggestions.

PART II
LITERATURE RIVIEW

CHAPTER 2 FUTURE GENERALI LIFE INSURANCE PVT. LTD. 2.1 INTRODUCTION. Future generali Life Insurance Company Ltd
future generali Life Insurance Company is a joint venture betweenfuture generali Life International Inc., a Fortune 100 company and America's largest life insurance provider and FG India Limited one of the leading multi-business corporations in India.future generali life Insurance Co Ltd is a Rs. 250 crore joint venture

future generali INDIA


Company Profile
Future Generali is a joint venture between the India-based Future Group and the Italy-based Generali Group.future generali is present in India in both the Life and Non-Life businesses asfuture generali India Life Insurance Co. Ltd. andfuture generali India Insurance Co. Ltd. Future Group Future Group, led by Mr. Kishore Biyani, is positioned to cater to the entire Indian consumption space. The Future Group operates through six verticals: Future Retail (encompassing all lines of retail business), Future Capital (financial
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products and services), Future Brands (all brands owned or managed by group companies), Future Space (management of retail real estate), Future Logistics (management of supply chain and distribution) and Future Media (development and management of retail media spaces). The groups flagship enterprise, Pantaloon Retail, is Indias leading retail company with presence in food, fashion and footwear, home solutions and consumer electronics, books and music, health, wellness and beauty, general merchandise, communication products, E-tailing and leisure and entertainment. The company owns and manages multiple retail formats catering to a wide crosssection of the Indian society and its width and depth of merchandise helps it capture almost the entire consumption basket of the Indian consumer. Headquartered in Mumbai (Bombay), the company operates through 4 million square feet of retail space, has over 150 stores across 35 cities in India and employs over 15,000 people. The companys revenues for FY 05 -06 were Rs. 2017 crore Generali Group Established in Trieste on December 26, 1831, Generali is an international group present in more than 40 countries with insurance companies and companies mostly operating in the financial and real estate sectors. Over the years, the Generali

Group has reconstructed a significant presence in Central Eastern Europe and has started to develop

MEANING OF INSURANCE

Insurance in its basic form is defined as A contract between two parties whereby one party called insurer undertakes in exchange for a fixed sum called premiums, to pay the other party called insured a fixed amount of money on the happening of a certain event." In simple terms it is a contract between the person who buys Insurance and an Insurance company who sold the Policy. By entering into contract the Insurance Company agrees to pay the Policy holder or his family members a predetermined sum of money in case of any unfortunate event for a predetermined fixed sum payable, which is in normal term called Insurance Premiums. Insurance is basically a protection against a financial loss, which can arise on the happening of an unexpected event. Insurance companies collect premiums to provide for this protection. By paying a very small sum of money a person can safeguard himself and his family financially from an unfortunate event. For Example if a person buys a Life Insurance Policy by paying a premium to the Insurance Company, the family members of insured person receive a fixed compensation in case of any unfortunate event like death.

TYPES OF INSURANCE

LIFE INSURANCE (LONG-TERM)

GENRAL INSURANCE (NON-LIFE INS.)

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Insurance provides compensation to a person for an anticipated loss to his life, business or an asset. Insurance is broadly classified into two parts covering different types of risks: 1. Long-term (Life Insurance) 2. General Insurance (Non-life Insurance)

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Long-term Insurance
Long term insurance is so called because it is meant for a long-term period which may stretch to several years or whole life-time of the insured. Long-term insurance covers all life insurance policies. Insurance against risk to one's life is covered under ordinary life assurance. Ordinary life assurance can be further classified into following types:

TYPES OF LIFE INSURANCE

WHOLE LIFE ASSURANCE ENDOWMENT ASSURANCE

CHILDRENS ASSURANCE TERM ASSURANCE

ANNUTIES

MONEY BACK POLICY

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GENRAL INSURANCE
Also known as non-life insurance, general insurance is normally meant for a short-term period of twelve months or less. Recently, longer-term insurance agreements have made an entry into the business of general insurance but their term does not exceed five years. General insurance can be classified as follows:

TYPES OF GENRAL INSURANCE

FIRE INSURANCE HEALTH INSURANCE

MOTOR INSURANCE MONEY INSURANCE

MARINA INSURANCE MISSLANIOUS

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MENANING OF LIFE INSURANCE


Life insurance is a contract providing for a payment of sum of money to the person assured or, failing him, to the person entitled to receive the same, on the happening of a certain event.

A family is generally dependent for its food, clothing and shelter on the income brought by the familys breadwinner. The family is secure so long as this breadwinner is alive and is capable of earning his income. A sudden death (or inability) may leave this family in a financially difficult situation. Uncertainty of death is inherent in human life. This uncernity makes it necessary to have some protection against the financial loss raising from death. And life insurance exactly offers this kind of protection.

Key Benefits of Life Insurance


Life insurance, especially tailored to meet financial needs.

Need for Life Insurance


Today, there is no shortage of investment options for a person to choose from. Modern day investment include gold, property, fixed income statements, mutual funds and of course, life insurance. Given the plethora of choices, it becomes imperative to make the right choice when investing your hard-earned money. Life insurance is a unique investment that helps you to meet your dual needs saving for lifes important goals, and protecting your assets. That helps you to meet your dual needs saving for lifes important goals, and protecting your assets. Let us look at these unique benefits of life insurance in details.

Assets Protection
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From an investors point of view, an investment can play two roles- assets appreciation or assets protection. While most financial instruments have the underlying benefits of assets appreciation, life insurance is unique in that it gives the customer the reassurance of asset protection, along with a strong element of assets appreciation.

The core benefit of life insurance is that the financial interests of ones family remain protected from circumstances such as loss of income due to critical illness or death of the policyholder. Simultaneously, insurance products also have a strong inbuilt wealth creation proposition. The customer therefore benefits on two counts and insurance occupies a unique space in the landscape of investment options available to a customer.

Goal based saving


Each of us has some goals in life for which we need to save. For a young, newly married couple, it could be buying a house. Once, they decide to start a family, the goal changes to planning for the education or marriage of their children. As one grows older, planning for ones retirement will begin to take precedence.

Clearly, as your life stages and therefore your financial goals change, the instrument in which you invest should offer corresponding benefits pertinent to the new life stage.

Life insurance is not only a investment option that offers specific products tailor made for different life stages. It thus ensures that the benefits offered to the customer reflect the needs of

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customer at the particular life stage, and hence ensures that the financial goals of that life stage are met. The table below gives a general guide to the plans that are appropriate for different life stages.

Life Stages Young &Single Young&Just Married

Primary Need Assets Creation Assets &Protection

Life Insurance Products Wealth Creation Plans Creation Wealth Creation &

mortgage protection plans education, Education and Mortgage insurance. protection

Married with kids

Childrens Asset

creation

protection Middle aged

&wealth creation plans solutions &

with Planning for retirement Retirement & asset protection Health plans

grown up kids Across all life-stages

mortgage protection Health insurance

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Insurance Sector Reforms


In 1993, Malhotra Committee headed by former Finance Secretary and RBI Governor R.N. Malhotra- was formed to evaluate the Indian insurance industry and recommend its future direction. The Malhotra committee was set up with the objective of complementing the reforms initiated in the financial sector. The reforms were aimed at creating a more efficient and competitive financial system suitable for the requirement of the economy keeping in mind the structure changes currently underway and recognized that insurance is an important part of the overall financial system where it was necessary to address the need for similar reforms. In 1994, the committee submitted the report and some of the key recommendations included.

Structure
Government stake in the insurance companies to be brought down to 50%. Government should take over the holding of GIC and its subsidiaries so that these subsidiaries can act as independent corporations. All the insurance companies should be given greater freedom to operate.

Competition
Private companies with a minimum paid up capital of Rs. 1bn should be allowed to enter the sector. No company should deal in both Life and General Insurance through a single entity. Foreign companies may be allowed to enter the industry in collaboration with the domestic companies. Postal Life Insurance should be allowed to operate the rural market. Only one State Level Life Insurance Company should be allowed to operate in each state. 17

Regulatory Body The Insurance Act should be changed. An Insurance Regulatory body should be set up. Controller of insurance a part of Finance Ministry should be made independent. Investments
Mandatory Investment of LIC Life Fund in government securities to be reduced from 75% to 50%. GIC and its subsidiaries are not to hold more than 5% in any company (there current holding to be brought down to this level over a period of time).

PRODUCTS OFfuture generali

INDIVIDUAL Future Care Future Assure INSTAlife Future Pension Plan Future Pension Advantage Plan Future Sanjeevani Future Guarantee Plan
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Future Child Benefit Plan Future Anand Plan Riders

GROUP Group Term Life Future Generali Group Credit Suraksha Future Generali Group Gratuity Plan

OBJECTIVE OF THE COMPANY


To provide superior customer service through our knowledge-based business partners and employees supported by innovative products and services.

CORE TEAM MEMBERS


MR. G. N. Bajpai Chairman Dr. Kim Chai Ooi
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Country Manager future generali

IMPORTANCE OFfuture generali AS AN ORGANIZATION


In an organization every employee is valuable and it is an employers responsibility to shoulder some of their responsibilities they worry the most - savings and security of their loved ones. Gratuity can act as a powerful tool to reward loyal employees and retain existing employees as well. Gratuity payment is a statutory liability for an organization and tends to increase as the salaries and tenure of employment increase annually. Employees who are employed in an organization for at least 5 years can enjoy Gratuity. As an employer you can structure the gratuity benefit in such a way that it is higher than the statutory requirements.

Future generali has made the Group Insurance portfolio more robust by launching the Unit Linked Gratuity Plan. The Unit Linked Group Gratuity Plan facilitates steady funding and the opportunity of increased returns on investment. It also has one of the most transparent charge structures in the market currently and the fund management charges are extremely competitive.

Non-unit Linked or Traditional Group Gratuity Plan: which facilitates systematic and steady funding of the liability?

Unit Linked Group Gratuity Plan: which facilitates steady funding and the opportunity of Increased returns on investment.

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INDIVIDUAL INSURANCE Protection Plans:


Whole Life Level Term Five Year Term R & C Life Partner Plus

Savings:
o o o o o

Life Gain Endowment Life Pay Money Back Life Gain Plus 20 Life Gain Plus 25 20-Year Endowment

Unit Linked:
o o o o o

Life Maker Premium Life Maker Gold Life Maker Platinum Life Maker Pension Life Invest

GROUP INSURANCE
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o o o o o o

Group Term Life Group Gratuity Employee Deposit Linked Insurance Credit Shield Unit Linked Group Gratuity Unit Linked Group Superannuation

RURAL INSURANCE
o o o o

Future Suraksha Easy Term Future Mangal Endowment Future Vriksha Money Back

FUTURE AMSURE
o o o o o

Future Amsure Bonus Builder Future Amsure Business Builder Future Amsure Money Back Future Amsure Future Builder Future Amsure Secure Returns Builder

NAV

Life Maker Investment Plan Life Maker Pension Plan 22

Life Maker Premium Smart Steps Group Gratuity Group Superannuation Max Amsure Secure Returns Builder

OTHER PRODUCTS

Banc assurance Super Saver Bond Mutual Fund

Besides the above-mentioned products and services also find insurance calculator, retirement calculator, premium calculator and a plan finder that helps you decide the product best suited to your needs on thefuture generali Insurance India Website. For long term care insurance, come tofuture generali India and rest assured.

Many insurance companies provide medical insurance, general insurance, premium insurance, company insurance and group insurance policies. But the qualities of a true leader shine out. The annual report offuture generali Insurance Co. shows that they have achieved this by their sheer dedication to their customers and the hard work of their insurance agents. The insurance plans are well customized after understanding the needs of each customer by the insurance agent and full assistance is ensured for the insurance claims.

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FITS
Bonus Option:
If you own a Participating Policy, which entitles you to get Bonuses, you get a choice of options on how you would want it paid to you:

Annual Bonus payment. Bonus accumulated and paid on maturity. Bonus used to off set Premiums. Bonus used to buy one-year term Insurance. Bonus used to buy paid - up additions.

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PRIVATE PLAYERS OF INSURANCE SECTOR

Bajaj Allianze Life Insurance AMP Sanmer Life Insurance Birla Sun Life Insurance Future generali Life Insurance HDFC Life Insurance ICICI Prudential Life Insurance Mellife India Insurance Future generali Insurance Reliance Life Insurance Shiram Life Insurance Tata AIG Life Insurance SBI Life Insurance Bharti AXA Life Insurance ING Vysyv Life Insurance Shara Life Insurance Kotak Mahindra Life Insurance Genral Insurance Corporation Of India Royal Sundaram Insurance Canara HSBC OBC Life Insurance

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SWOT

ANALYSIS

OF

FUTURE

GENERALI

LIFE

INSURANCE COMPANY LIMITED

STRENGTHS:
a) Impeccable brand name offuture generali Life Insurance. b) Sound financial and infrastructure backup. c) Real urge to become the leader in the market.

WEAKNESSES:
a) Unawareness among the people aboutfuture generali Life Insurance. b) Recent split in the top management may have a bad impact on the general people who believe in family bodings even in business matters. c) As they have recently come to the insurance sector, not aware of the pros and cons of the sector.

OPPORTUNITIES:
a) Many people now days are being aware of the benefits of insurance, so there is a vast market to target by the company. b) Any Life Insurance Policy does still not cover 80% of the total population in India, so there is a vast market that can be tapped byfuture generali.

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THREATS:
a) ost of the people still believe on public players like LIC, so it is very hard to shift those customers from LIC to other companies likefuture generali. b) The number of players in the private insurance sector is increasing day by day,so the competition is getting tough. c) . The failure in one of the fields of FMG may affect adversely the business opportunities offuture generali.

2.2 HR Department infuture generali


HUMAN RESOURCE DEPARTMENT IN ORGANISATION

Unit Head
Additional General Manager-Corporate HR & IR

Deputy Manager-HR

Senior Executive HR

Assistant HR Officer

SupervisorAdministratio n Security

Executive Assistant-HR

Housekeeping

General Administration

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FUTURE GENERALI is a large organization and presently has a employee strength of about 1.57 lacs. This includes executives and non-executives. Since inception of future generali the need of Personnel Deptt. Were felt and all units of future generali having a separate department for management of its manpower? This deptt. is responsible for all aspects of man management. future generali being a unit of future generali has a personnel and administration department since inception.

The role and functions of Personnel Department remains similar all over future generali. The policy and procedures of future generali are uniformly applied. However, on same instances the functions of personnel department differ from unit to unit. This difference is dependent upon the nature of the job of respective unit of future generali. P&A departments of all units of future generali perform a service & support function. Their role is more of advisory to the line function. They act as facilitators and advisors of different major functionaries in the organization. Personnel department is responsible to formulate policies and procedures related to man management. These policies basically guide the functioning of personnel deptt. The implementation of these policies is also responsibility of personnel deptt. Personnel department basically caters to all needs of its unit with regard to its Human resources. Its role starts from assessment of manpower requirements, their recruitment, utilization and their separations from the company. Maintenance of conducive environment for effective utilization of human resources is the responsibility of this department. It is this department which is held responsible for peaceful industrial relations. Adherence to statutes related to labor is the responsibility of this department. This department also performs certain general administrative

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functions such security management, office administrations, liaison with various agencies outside the organization etc .ORGANISATION STRUCTURE OF FUTURE GENERALI

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2.3 ROLE OF HR MANAGER AT FUTURE GENERALI


Manpower planning Recruitment Training & Development Employee services Establishment i.e. implementation of policies and procedures related to service conditions Appraisal Motivation & Incentives Growth of employees Records management Wage administration Employee welfare Separation Industrial relations Grievance handling Workers participation in management Statutory obligations Office communication
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CHAPTER 3
HUMAN RESOURCE MANAGEMENT

3.1

HUMAN RESOURCE DEPTT IN FUTURE GENERALI

Future generali is a large organization and presently has a employee strength of about 1.57 lacs. This includes executives and non-executives. Since inception offuture generali the need of Personnel Deptt. Were felt and all units of future generali having a separate department for management of its manpower? This deptt. is responsible for all aspects of man management. future generali being a unit of future generali has a personnel and administration department since inception. The role and functions of Personnel Department remains similar all over future generali. The policy and procedures of future generali are uniformly applied. However, on same instances the functions of personnel department differ from unit to unit. This difference is dependent upon the nature of the job of respective unit of future generali. P&A departments of all units of future generali perform a service & support function. Their role is more of advisory to the line function. They act as facilitators and advisors of different major functionaries in the organization. Personnel department is responsible to formulate policies and procedures related to man management. These policies basically guide the functioning of personnel deptt. The implementation of these policies is also responsibility of personnel deptt. Personnel department basically caters to all needs of its unit with regard to its Human resources. Its role starts from assessment of manpower requirements, their recruitment, utilization and their separations from the company. Maintenance of conducive environment for effective utilization of human resources is 31

the responsibility of this department. It is this department which is held responsible for peaceful industrial relations. Adherence to statutes related to labor is the responsibility of this department. This department also performs certain general administrative functions such security management, office administrations, liaison with various agencies outside the organization etc. If one looks in detail to its functions, it can be broadly categories in the following.

Role of HRM
Service & support functions, advisory role Formulation of policies and procedures related to man management Implements the policies and monitors their effectiveness Ensures conductive environment for better relation between employees an management. Hence responsible for maintain peaceful and conducive IR section Ensures adherence to statutory provision/ law of land related to labour. Responsible for needs of manpower planning to separation from company Performs administrative functions like security, office administrations

Manpower Planning
FUTURE GENERALI has a proper manpower planning system in place since very beginning. During the days of inception offuture generali plants proper IED study was done and accordingly manpower planning was done. But later it was found thatfuture generali has excess manpower compared to industrial standards. Hence a comprehensive manpower planning policy was made which envisaged for reduction of 32

manpower. This policy tried to make a balance between company needs and welfare of employees and the society in general.future generali started to reduce the number of intake and allowed the separations to take place. Schemes like Voluntary retirement, sabbatical leave where introduced. This resulted into considerable reduction in manpower. The need for fresh recruitments has been reduced partly because help of new technology was taken. The detailed procedure for manpower is given below:-

Recruitment
At present, no recruitment for non-executives is done atfuture generali. The recruitment of executives is done centrally by corporate office and then the recruited executives are placed in respective units as per the requirement. But very few recruitments are taking place in executives grade also. However, in units some recruitment of fresh critical category non-executives is taking place, so as to maintain the availability of trained manpower. The policy for recruitment, which is followed by all units offuture generali, identifies two sources of recruitment i.e. (i) Internal (ii) External (i) Internal: In this category recruitment is done by identifying persons suitable for particular post within unit or in other units, through internal circulation of posts. (ii) External: Recruitments are done from open market through employment exchange, advertisement in press, and from institutes of repute through campus recruitment or through direct negotiations.

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For all types of recruitments merit is the sole criteria. But good guidelines for reservations to SC/ST/OBC etc. are followed. There are different methodologies for recruitment in different levels. For intake in executive grade all India level exams are conducted. The successful candidates are then called for group discussions and interview. Then the successful candidates are recruited. Authority for appointment is well defined according to levels of recruitment. For recruitment in grades of E6 and above chairmanfuture generali is authorized .For all other recruitments, except for centrally by corporate office Director (Personnel) has the authority to appoint. Appointment procedures are mentioned as above. It varies as per the level of recruitment. Salary fixation is done as per the existing wage structure in the company .The new entrant is given the salary structure corresponding to his grade of entry.The details of wage structure are discussed ahead. The entry into executive cadre is a trainee in technical stream and managerial stream. Only executive for finance deptt. are not taken as trainee. The technical stream trainees are called management trainee (administration).In both these categories a comprehensive one year training is given before they are confirmed as junior mgrs. In non executive category also ITI qualified and Diploma holders are taken as trainees. After successful completion of training they are regularized in their respective grades.

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FUTURE GENERALI has well identified levels of entry into the company. Executive recruitment is done in broadly four levels:(i) (ii) (iii) (iv) Management Trainees in E-I grades Junior Managers in E-I grades Medical Officers in E-I grades Senior specialists in E3 A/E-4 grades.

Non executive recruitment is done in broadly four levels:(i) (ii) (iii) (iv) Semi skilled personnel in L-1 grade Skilled personnel in L-3 grade Highly skilled personnel in L-6 grade Ministerial personnel in ML-1/ L-3 grade

Recruitment sources are identified above. No recruitment is done for Wards / Sons of employees except in cases of accidental deaths. Written test, group discussions, interviews, trade test etc. are used as tool for selection according to the type and level of recruitment. All the recruits are given a comprehensive induction training of their respective units.

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HUMAN RESOURCE PROCESS IN ORGANISATIONS

Human Resource

Recruitment

Selection

Training & Development

Socialization

Performance Appraisal

Promotions, Transfers, Demotions&Seperations.

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3.1 ROLE OF HR MANAGER


i) To Supervise: Every manager has to supervise the work of subordinates while the latter are doing their work and offer necessary help. Supervision also needs to be undertaken to ensure that the subordinates do not waste their time during working hours. (ii) To Attain Targets: Managers may work under pressure most of the time as they have targets to achieve. This is particularly true in the case of production and sales managers who are the line managers. (iii) To Delegate Authority: Managers have to get done things by their subordinates. For this they have to delegate authority to the latter to enable them to perform the tasks assigned. The managers must ensure that the authority delegated is just sufficient to carry out the duties by the subordinates. If authority exceeds responsibility there may be misuse of authority. On the other hand, if authority is inadequate, the subordinates may not be able to carry out the task v) To Hold Meetings: Managers, often, may have to hold meetings to put forth their views before their subordinates. Such meetings are also necessary to get feedback information from the subordinates on the progress of their work. Managers of different departments also may have to meet at regular intervals to secure proper co-ordination and to review progress. (vi) To Act as a Leader: As a leader, the manager has to set an example to his subordinates. He must be sincere, honest and committed to his work. Only then, he will be able to guide and motivate the subordinates under him. (vii) To Ensure Proper Use of Resources: The manager has to ensure that the organizational resources such as men, machines, materials and money are optimally utilized. (viii) To Resolve Conflicts: Whenever there are conflicts between the employees over certain organizational matters, the manager is expected to resolve all such conflicts and arrive at an amicable solution.

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(ix) To Undertake Trips: Managers, particularly those in charge of sales, may have to undertake business trips frequently and as a result they may not be able to remain in hometown always. In the same manner, the managers cannot work strictly according to the working hours. They may have to work even beyond working hours sometimes in view of a higher quantum of work. (x) To Make Decisions: Managers also have to make certain routine decisions in connection with matters pertaining to the daily operations of the business. Purchase of raw materials, payment of wages, sanctioning leave to subordinate staff, etc., are examples of such routine decisions. (xi) To Handle Crisis: The manager is also expected to handle crisis that may arise in the organization. Strike-call by the workers, breakdown of machinery, fire accident in the godown or in the workplace are examples of critical situations that may arise in any organization at any time. In such a situation the manager has to act swiftly and wisely and find remedy.

INDUSTRIAL RELATIONMeaning
The term industrial relation is used to denote the collective relationship between management, employees and government in any form of industrial or non-industrial organization. Individual relationships of workers with their management are thus excluded from the scope of industrial relations and form part of personnel management.

Industrial Relation infuture generali


Ensuring that the working relationship between management and employees and the job satisfaction of work opportunities for the companys personnel are developed and maintained in the best interests of the company and its employees.

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1.Collective Bargaining:

Attaining accord with officially recognized and legally

established employee organizations in the manner best meeting the interests of the company and its employee. a) Negotiate agreements b) Interpret and administer agreements.

2.Employee Discipline :

Developing

and

maintaining

effective

work

regulations and creating and promoting harmonious working relationships with employees: a) Establish rules and regulations for conduct. b) Establish and administer disciplinary measures.

3.Personnel Research: Developing ways and means of improving relationships and


the caliber of company personnel. a) Analyze personnel techniques and problems. b) Recommend improved practices.

Significance of industrial relations


To help in the economic progress of a country. The problem of an increase in productivity is essentially the problem of maintaining good industrial relations. To help in establishing and maintaining true industrial democracy which is a prerequisite for the establishing of a socialist society. To help management both in the formulation of industrial democracy which is a prerequisite for the establishment of a socialist society.

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To help management both in the formulation of informed labor relations policies and in their translation into action.

To encourage collective bargaining as a means of self-regulation. To help government in making laws forbidding unfair practices of unions and employers.

Activities of Industrial Relation & Welfare department


The Industrial Relation & Welfare Department handles many areas of activities, both under statutory and non-statutory category. This section probably deals with maximum number of activities under on umbrella. The list of activities is given below;

Non-Statutory
Group Insurance Employees Family Benefit Schemes (EFBS) Death Benefits Schemes (DBS) FUTURE GENERALI Employees Superannuation Benefits Fund (SESBF) Coordination in providing Medical Facilities to Regulate Employees under the following categories: a) Retainer Doctor (b) Homeopathy (c) Ayurvedic

Co-ordination in providing medical facilities to Retired Employees Mediclaim Farewell Long Service Award

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Service Dress Reimbursement of Tuition Fee Report on Employees Deposit Linked Insurance (EDLI)-Quarterly and Annual Report Scholarship Finalization of Holidays/Optional Holidays list Report on ST/SC?OBC Peripheral Development Renewal of license under the Factories Act Testing and Inspection of Equipment under the Factories Act Renewal of license under the Shops and Establishment Act of

Bihar/Jharkhand Report on Parliamentary questions Issues related Employees Union/Association for Steel Executive-Election

,membership in various committees, tour of Union and ASE members Sports Activities Communal harmony and National Integrity functions Celebration offuture generali Foundation Day Liasioning with Govt. Officials Security (1)

GROUP INSURANCE

Objective: To provide insurance in case of death and permanent disablement. 41

Coverage: Rs 1 lakh in case of death or permanent disablement of Eligibility: All regular employee offuture generali units at for the scheme.

the member.

Meerut and who opt

Scheme: It is an optional scheme. This scheme provides insurance coverage of Rs 1 lakh to its holders. In case of permanent disablement/death, whatever the case may be the employee/his family members will receive Rs 1 lakh. Under the scheme, Rs 100 per month is deducted from the members salary. The policy has to be renewed every year. Contribution period is 1st January to 31st December. If an employee wants to withdraw from the policy, he can do so. In that case, he will receive 65% of his contribution and the interest there on.

(2)

EMPLOYEES FAMILY BENEFIT SCHEME


To provide monetary benefit of a respectable amount, to the family members of a deceased employee, or to an employee in case of permanent disablement.

Objective:

Coverage: employee. Eligibility:

The last drawn basic and dearness allowance of the

Minimum one year continuous service in the company and in case of death or permanent disablement. All regular employees offuture generali.

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(3)DEATH BENEFIT SCHEME (DBS)


Objective: employee. Coverage: Benefit: The regular employee who opt for this scheme. After the death of employees, Rs 20 /- is deducted from all the members To provide monetary help to the family members of the deceased

of this scheme and the total amount collected is handed-over to the family of the deceased.

(3) FUTURE

GENERALI

EMPLOYEES

SUPERANNUATON BENEFIT FUND (SESBF)

Objective:

To provide financial support and security to the employee after

Superannuation. With this objective a fund was created in which 2% of the basic and dearness allowance by both employee and company has to be deposited. This fund will be utilized for creating a pension scheme, which may come in future.

43

(5) MEDICAL FACILITIES

Objective:

To provide medical facilities to the employees and their dependent family

members and the retired employees. Coverage: The medical facilities are available to the regular employees both outdoor

and indoor along with the dependent family members, consisting of dependent wife/husband, children, brothers, sisters and parents. However, the retired employees get outdoors medical facilities only.

Benefit:

In case the specialized medical treatment is not available with the company, the patient may be referred to any outside hospital concluding companys hospital at other locations.

Reimbursement of medical expenditure


The Reimbursement of the claims towards cost of medical treatment as charged by the hospital concerned may be reimbursed in full except inadmissible items such as diet, tonics etc. In case of treatment outside the city, the to and fro journey and lodging expenses towards patient and one attendant is also reimbursed. The Reimbursement of expenses on medical treatments taken by employees or his\her wards by a Homeopathy or Ayurved doctor is also reimbursed. 44

(6) MEDICLAIM

Objective:

To provide medical benefit to the retired employees offuture generali and

their spouses. Coverage: a) b) c) Retired employees offuture generali and their spouses. The employees who have taken voluntary retirement and spouse. The employees who are separated from the company because of permanent

disablement. d) The spouse of an employee who dies in service.

The scheme is optional and those who opt for this scheme will hereinafter referred to as members. Scheme: The members are covered under a group insurance policy of insurance

company. United India Insurance Co. Ltd. presently operates them. Benefits: spouse. Medical particular specialized treatment benefit to retired employees and

OPD Facilities
The insured person can avail medical facilities in out patient department in government hospital,future generali HOSPITAL,future generali approved hospital/nursing homes or

45

the hospital approved by Mediclaim. The limit of reimbursement is Rs 4000/- per member.

Indoor Facilities:
Reimbursement of actual charges up to Rs. 85,000/- per member per policy spent on room, IC unit, nursing expenses, surgeon, anesthesia, medical practioner, consultant, specialist fees, blood, oxygen, operation theatre charges, surgical appliances, medicines, and drugs, diagnostics materials-ray, dialysis, chemotherapy, radio therapy, artificial limbs, and cost of organs and similar other expenses. The limit of Rs 85000 /includes domiciliary hospitalization of Rs 11,500 /- per member.

(7) FAREWELL
Objective:The bid farewell to an employee superannuating or voluntarily retiring from the service of the company. Coverage: The scheme covers all the regular employee of the company. day of the service of the

Scheme: A function is organized by the company on the last

retiring employee, in which senior officers including the Director/Chief Executive are present. The contribution of the concerned employee during his service period is recalled and people present express their feelings and sentiments on the occasions. The company gives a gift to the retiring employee which isfuture generali made steel dinner set along with a service certificate. A high tea is organized on the occasion followed by a group photograph.

46

(8) LONG SERVICE AWARD


Objective: To recognize the service provided the employee and who has served the company for 25 years. Coverage: Regular employees, who have covered 25 years interrupted service. Scheme: Employee, who puts in 25 years of the service in the company, is of un-

conferred with a Long Service Award. This award is given in the form offuture generali stainless steel dinner set and a certificate. This ceremony is organized during the Republic Day celebration by the company.

(9) SERVICE DRESS

Objective: of employees. Coverage: Scheme:

To create a feeling of equality amongst the different grades

All regular employees offuture generali units at Ranchi. The service dress, which was introduced in the year 1988, provided for shirts, trousers, blazer, woolen pant, shoes and shocks of the male employees and sarees/ salwar suits, blouse, sandals to the female employees. This is a highly subsidized facility. The executives have to bear the 30% of the cost, whereas the non-executives pay 15% of that

47

(10) REIMBURSEMENT OF THE TUTION FEE

Objective: Coverage: Benefit:

To provide free education to the wards of the

employees.

This scheme covers all the regular employees. These wards of the employees get the free education in company run schools i.e. DAV Jawahar Vidya Mandir, Shyamali and Delhi Public School (DPS). However, the company bears subsidy on them. In case the children are studying outside these schools, they get reimbursement of tuition and examination fees. In addition, the company reimburses a maximum of Rs. 800/- each ward the employee in every session to cover miscellaneous

educational expenses.

(11) EMPLOYEE DEPOSIT LINKED INSURANCE (EDLI) SCHEME


The company is an exempted organization from EDLI, since it has taken insurance policy, which is a better scheme. The employee get coverage of the Rs.62,000/-

(12) GRANT OF SCHOLARSHIPS


Objective: To provide encouragement and to facilitate higher education to meritorious

wards of employees. Coverage: All regular employees.

48

Amount of scholarshipScholarship of Rs 250 per month is granted to the students who join degree courses in engineering/architecture, medical, veterinary and agricultural sciences. 1) Scholarship of Rs 200 per month is awarded to the students, who join

postgraduate course in environment management and pollution control. 2) Scholarship of Rs 150 per month is awarded to students who joined

diploma courses in pure science, social science, commerce business and personal administration. Jawahar Lal Nehru Science and Technology Scholarship: The amount of scholarship is Rs 500/- pe month. Top ten wards of the employee receive this scholarship for competing in the Joint Entrance Examination for IIT and join the course (20 % of the scholarship reserved for the SC/ST candidates).

Scholarship for SC/ST Wards:


14 scholarships are given under this head. For joining the engineering courses in Civil, Electrical, Mechanical, Metallurgical, Mining, Ceramics, Chemical and Computer Science/Electronics, etc. at any of the Indian Institute of Technologies, Regional Engineering College, Banaras Hindu University or any of the recognized institutions.

(13) HOLIDAYS
FUTURE GENERALI finalizes the list of closed holidays and optional holidays in consultation with the employees representatives. However, the total number of holidays and leave remain same thoughtfuture generali. There are 17 closed and 4 optional holidays provided to the employees in a year. 49

(14) REPORT ON SC/ST


FUTURE GENERALI sends the report on SC\ST employees to the corporate office, which compiles the data thoughtfuture generali and forwards to SC\ST commission.

(15) SPORTS ACTIVITIEES


FUTURE GENERALI conducts various sports activities both for its employees and for their wards. They include cricket, volleyball, table tennis, football, badminton, carom, chess, etc. The annual sports meet is also organized. The department also conducts adventure sports.

(16)

COMPLIANCE UNDER THE SHOPS AND ESTABLISHMENT ACT

FUTURE GENERALI is registered under the shops and Establishment Act,.1953. The renewal of the license under this Act is done in the month of November every year. The renewal fee is Rs100/-

(17) REPORT ON PARLIAMENTARY QUESTION


The IR & welfare group is responsible for collecting and sending the replies of questions raised by the Honble Members of Parliament to Corporate Office.

(20) PERIPHERAL DEVELOPMENT


FUTURE GENARLI organizes some peripheral development programme in its vicinity, including village development, education, medical facility, etc.

50

(21) CELEBRATION OFfuture generali FOUNDATION DAY


The foundation day of future generali is celebrated of 24th January every year, across the company. A future generali run for 5KM cross country is organized and winners are distributed the prizes. The employees and their wards participate in this programme.

(22) LIASIONING WITH GOVT. OFFICIALS


It is one of the most important roles of the IR & W activities. The officials of IR&W maintains good relations with the government officials, such as RPFC,employees department, companies Office, ESI, Employment Exchange, etc.

(23) SECURITY
This department looks after all the security aspects of future generali Satellite Township, the bungalows of VIPs.future generali Hanger, etc, the group looks after the fire-fighting measures at future genarali, they work towards preventive vigilance. They also do the Liasioning with police officials.

STATUTORy ;

Industrial Relation & Welfare section of future generali have

multiple facets of activities. All major activities have been discussed briefly previously. To give main emphasis on some of the most important aspects, the concentration was made on the following two activities: 1. Implementation of companies Act. 2. Implementation of Employees State Insurance Act.

51

2.

IMPLEMENTATION OF EMPLOYEES STATE INSURANCE ACT, 1948.

The Employees State Insurance Act, 1948 has been implemented atfuture generali Though the total emoluments drawn by any of its regular employees, working in this organization, is above Rs6500/- per month, which is the basic requirement for being covered, the application of the Act in this organization is mandatory. Atfuture generali there are many contract labours, whose emoluments are below Rs6500/-. The coverage of such labour is mandatory under the ESI Act. Though all the regular employees offuture generali are drawing Rs6500/- and above, they are not be covered under the ESI Act. In any case, the better facilities compared to that of ESI exist for the employees. But future generali should take an exemption from the ESI Act.

However the contractors labour, who are working here are drawing less than Rs6500/per month and get the benefit less than that of ESI. Hence these labours are covered under the Act. Future genarali has the responsibility, as principle Employer, to ensure compliance under this Act by the concerned contractors. Inspite of the above fact, the management of future genarali has not been able to force the concerned contractors to make compliance under the ESI Act. Many efforts have been made in past and still being done in this direction. Unfortunately, the workmen

52

concerned themselves do not want to go to ESI. As per them, the facilities provided by them are very poor and distantly located. They also fear that once they go there, they would be out Ispat Hospital facilities, which they were getting earlier. Another reason they have in their mind that they don not want a separate identity than the future genarali employees. Whenever any pressure was created on them, they resorted to agitation path. The management of future genarali is fully aware of the penal provisions, as also the accumulation of contribution and interest thereon, which is supported to be deposited with the ESI authorities.

HR ACTIVITIES IN FUTURE GENERALI. OTHER SIGNIFICANT OUTPUT


Future generali pursue several other important activities which , though not quantifiable(like CAB),make significant contribution to the knowledgebase of the centre. Notable among these are activities towards technology Dissemination and Operating committee meetings. Besides these future generali renders valuable technical services to future generali units from time to time and pursues several generic activities, such as testing of contributions towards energy and technology management.

53

CUSTOMER SATISFACTION
The customer satisfaction level of PPI and ICA projects is determined using an established m an objectives criteria and is expressed in terms of a dimensionless parameter,called customer satisfaction index(CSI).The CSI for 2003-04 was 3.7 on a scale of 4, which is compared with the figures in the previousn two years.

54

STEPS FOR ORGANISING IN-HOUSE TRAINING OF EMPLOYEES

Organisational Priorities

Prepare annual training plan after consulting with differerent HOD/HOG/HOF

Training needs (I) Individual needs (II) Organisational needs

Approval of Head of P&A

Identity Course Co-ordinator

Designing/Redesigning the programme as per objective Select faculty members

Obtain nomination from HOD/HOG/HOF

Finalise the nomination & issue office order Organize Infrastructure

Distribute course material & conduct training Collect feedback

Submit the report to chief

Prouss all payments

55

STEPS FOR ORGANISING EXTERNAL TRAINING OF EMPLOYEES WITHIN INDIA


Initiate proposal for participation of employees

Send to HOG (HRD)

Scrutinize the proposal based on previous 2 years records Submit to chief for approval

Finalise the nomination & issue office order Send copies of office order to concerned individual of HOD (PC), Finance, Controlling Officer

For any modification obtain approval from HOA/GM

Final approval by Chief Executives

Distribute course material & conduct training

Issue office order

Distribute copies

56

STEPS FOR ORGANISING EXTERNAL TRAINING OF EMPLOYEES OUTSIDE INDIA Initiate proposal of visit of executive abroad

Approval of concerned HOA Examine eligibility criteria Scrutinize the proposal based on previous records

Submit to chief for approval Prepare proposals in formals

Issue office order Visa Other allowances Arrangements

Travel tickets Foreign exchange Medical insurance

Process all payments

Examine the TA bills submitted by the concerned executive

Process for getting refund

Submit three copies of trip report to HOG (HRD)

Keep records in computer

.
57

RESEARCH METHODOLOGY

58

CHAPTER-4
RESEARCH METHODOLOGY 4.1 RESEARCH APPROACH
The term research is defined as the systemic methods consisting of identification of problem, formulating a hypothesis, collection the facts or data analysis of facts & reaching certain conclusion either in the form of solutions towards the concerned problems or in certain generalization for some theoretical formulation. It may also be defined as systematic design, collection, and analysis & reporting of data & findings with respect to a particular market situation facing a company. The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to unravel the truth which is hidden and which has not been discovered as yet. Research means search for knowledge. Increased account of research makes progress possible. Research has its special significance in solving the various operational & planning problems of business & marketing. Logical and systematized applications of the fundamental of science to the general and overall question of a study, and scientific techniques which provide precise tools, specific procedure and technical, rather than philosophical means for getting and ordering the data prior to their logical and manipulation.

According to redman and mory, Research is a systematized effort to gain new knowledge The research is made with following objectives: 59

EXPLANATION
There are many events and issues which we do not fully or partly understand. The objective of providing an explanation of particular phenomena has been a common one in many forms of research.

PREDICTION
On the basis of an explanation of phenomena it is often possible to make a prediction of future events related to it. In the natural science these predictions are often made in the form of abstract statement example . More readily understood are predictions made in text form example If a person disagrees with a friend about his attitude towards an object, then a state of psychological tension is produce.

SENSE OF UNDERSTANDING
Whilst explanation and predication can reveal the inner working of phenomena i.e. what happens and when, they do not always provide a sense of understanding of phenomena How or why the happen. A complete explanation of a phenomenon will require a wider study of a process which surrounds the phenomena and influence it or cause it to happen.

CONTROL
A good label of understanding of a phenomenon might lead to the possibility of finding a way to control it. Obviously, not all phenomena lend themselves to this, example it is difficult to imagine how the disciplines of astronomy or geological could include a element of control.

60

But all of technology is independent on the ability to control the behavior, movement or stability of things.

EVALUATION
Evaluation is making judgment about the qualities of objects or events. Quality can be measured either in an absolute sense or on a comparative basis. To be useful the methods or evaluation must be relevant to the context and intention of the research.

TYPES OF RESEARCH
Applied Research
It is undertaken with the aim of uncovering data to solve an existing problem the driving force of this research is finding solution to a problem. Applied research aims at application of science to a singular situation The researcher has used the following research approach. 1.

Problem oriented research It is concerned with a class of issues or problems in

which several firms may be interested. Research of these type is usually concerned with a conceptual as aspects but a oriented towards applied problems

2. Descriptive research A descriptive study may be simple or complex. It determines how,


what, when, where and how of a topic. It is concern with describing the characteristic

(Example The extent to which library are used) estimating the proportionate of the people in
a specified population who holds certain views or attitudes (ex how many favor the abolition

of capital punishments?) predictions specifically (ex how many will cash their govt. bounds

61

during a given period?) and discovering or tasting weather certain people who spend good deal of time for

variables are associated (eg

reading, go to movies often with each other)

3. EXPLORATORY RESEARCH When the purpose of research is to gain familiarity with a phenomenon or acquire new insights into it in order to format a more precise problem or develop hypothesis, exploratory studies come in handy. 4. Experimental research Although it is primarily possible in areas of physical sciences with the happens to be too general or to specific a hypothesis cannot be formulated. therefore a need for an exploratory research is felt to gain experience that will be helpful is formulating relevant hypothesis for more definite investigation The following are the three approaches to the exploratory studies (i) (ii) (iii) Survey of Literature Experience survey Case study

5. Help of hypothesis may also be carried out a social science if such research enables us to quantify the findings, to apply the statistical and mathematically tools and to measure the results thus quantified. It is also classified under conclusive research

7. Quantitative versus Qualitative Qualitative research is based on measurement quantity


or amount. It is applicable to phenomenon that can be expressed in term of quantity. Qualitative research, on the other hand is concerned with qualitative phenomenon that is phenomenon related to or involving quality or kind. For instance, when we are interested in investigating the reasons for human behavior (i.e. why people think or do certain things), we quite often talks of 62

Motivation Researchs, an imp. Type of qualitative research .other techniques of such research are word association test, story completion and similar other projective technique 6. Conceptual versus Empirical - It is related to some abstract ideas or theory. It is generally use by philosophers and thinkers to develop new concepts or to re interpret existing ones. On the other hand, empirical research relies on observation alone, often without due regards for system and theory. It is data based research,

RESEARCH PROCESS
Research pertaining to any field of study cannot be conducted abruptly. The researcher has to proceed systematically in a planned direction following a number of steps in sequence. This gives rise to a research process. To carry out project effectively whole process is divided into several steps as under:

RESEARCH DESIGN
1. Problem Definition 2. Research Plan Sampling plan. Data Collection Methods. Field Work. Analysis & Interpretation.

Research Design is the first step in the research process. A research design is purely and simply the framework or plan for the study that guides the collection and analysis of data. It is the blue print that is followed in completing the study. It is a basic framework, which provides guidelines for the rest of research process by specifying the methods for data collection and data analysis.

63

The research project carried out is Exploratory in nature. Exploratory research is taken in order to obtain the proper definition of problem at hand.

Research design is divided into the following parts: 1. FORMULATION OF RESEARCH PROBLEM
The formulation of problem is done after deciding the nature of research design. It is the first & foremost step in any research process is the definition of the problem chosen for investigation in a clear and concise manner.

2. DEVELOPING THE RESEARCH PLAN


After formulating the research problem an efficient prepared so that it yields the desired results with minimal expenditure of effort, time & money. The information needed in the project could only be provided by companies.

4.2 SAMPLING METHOD AND SAMPLE SAMPLING PLAN


All the items under the consideration in any field of enquiry constitute a universe or population. The unit selected from the population constitutes the research sample. For the purpose of present study the sample was selected through simple random sampling (lottery method) .The respondents were than contacted for the collection of responses. For the collection of primary data the researcher has used questionnaire as a tool, the collected data was than tabulated and analyzed with the help of the percentage method and Ms Excel package. This is then presented and interpreted to drive findings and recommend suggestions.

64

4.3 DATA, ITS TYPE AND COLLECTION


Primary data can be collected in various ways: through observation, focused group, surveys, behavioral data, and experiments. During this research data have been collected using survey method. Survey method is best suited for descriptive research. Companies undertake surveys to learn about peoples knowledge, beliefs, preferences, and satisfaction, and to measure these magnitudes in the general population.

DATA COLLECTION
There are two important sources of collection of data: Census data Sample data

TYPES OF DATA
There are two types of data Primary data Secondary data

PRIMARY DATA
We collect primary data during the course of doing experiment research but in case we do research of the descriptive type and perform surveys whether sample survey or census surveys .The objective of primary data are formulated o the basis of research objective. We can obtain primary data either through observation or through direct communication.

65

METHOD FOR COLLECTING PRIMARY DATA


Questionnaire Interviews Telephone Observation method Schedules

SECONDARY DATA
Secondary data are those data which have been already collected and analyzed by some earlier agencies for its own use and later the same data are used by a different agency.

METHOD FOR COLLECTING SECONDRY DATA Internal secondary data External secondary data METHOD RESEACHER USED
An empirical study has been undertaken to understand and study the process of Recruitment and Selection process atfuture generali Meerut. Primary data was collected for the project report.

PRIMARY DATA:
First hand information was collected by personally visiting the Hyundai electronics Information regarding the Recruitment and Selection process was obtained through personal discussion with personnel assistant of HR Department. Questionnaire was administered and 66

based on the analysis of those questionnaires the research has been carried forward 100 employees.

METHODOLGY FOR COLLECTING THE DATA

Defining the problem: The role and functions of Personnel Department remains similar all overfuture generali. The policy and procedures of future generali are uniformly applied. However, on same instances the functions of personnel department differ from unit to unit. This difference is dependent upon the nature of the job of respective unit of future generali

The HR procedure for Future generali has been evolved with a view of meeting the individual and organizational needs The current HR procedure in future generali has been studied. With the help of questionnaires, executives opinions, their priorities and their expectations were studied. Planning the sample: The total population i.e. some of the executives, managers, and some people from the middle and lower level management was the sample of the research study.

Sampling Technique:
Simple random sampling technique was used in order to get the data. To facilitate easy availability of the data, respondents were the executives of the top management and of various other divisions were approached. Tools of Data collection: The tools of collecting data included questionnaires, interviews and personal observation

67

4.4 STATISTICAL TOOLS


Excel package Data is tabulated than analyzed with the the help of percentage method(% method) Pie diagram is used

FORMULA= X/N * 100 Here in present study N is 100

68

DATA ANALYSIS AND INTERPERTATION

69

DATA ANALYSES
(1) Are you fully aware about the functions of Personnel and Industrial Relation Department?
TABLE-5.1 THE RESPONDENT VIEWS ON INDUSTRIAL RELATION DEPTT Response YES NO No. of respondents Percentage

100 0 100

100 0 100

TOTAL

FIG-5.1 THE RESPONDENT VIEWS ON INDUSTRIAL RELATION DEPTT

70

INTERPRETATION: employees are fully aware about the functions of personnel and industrial Relation Dept.

71

(2)

Does Personnel Department functions well in its concern area like Promotion, Transfer, Grievance Handling, etc?

TABLE-5.2

RESPONDENT VIEW ON FUNCTIONS OF FUTURE GENERLI

CONCERN AREA LIKE PROMOTION, TRANSFER & GRIEVACE HANDILING Response YES NO No. of respondents Percentage

25 75 100

25 75 100

TOTAL

FIG-5.2VIEW ON RESPONDENT VIEW ON FUNCTIONS OF FUTURE GENERLI CONCERN AREA LIKE PROMOTION, TRANSFER & GRIEVACE HANDILING. INTERPRETATION: 25% employees says that HR deptt functions well in its concern areas like Promotion, Transfer, Grievances Handling etc

72

(3)

Does

employees

grievance

are

take

care

of

by

the

organization ?
TABLE-5.3 RESPONDENT VIEW ON GRIEVANCE HANDLING Response YES NO No. of respondents Percentage

45 55 100

45 55 100

TOTAL

FIG-5.3 RESPONDENT VIEW RESPONDENT VIEW ON GRIEVANCE HANDLING INTERPRETATION: 45% employees agree on the statement that HR Dept. takes

proper care to redress the genuine Grievances of employees & rest 55% feels that there is the need of improvement.

73

(4)

Are you aware of grievance redressal process at future generali ?


TABLE-5.4 RESPONDENT VIEW ABOUT REDESSAL PROCESS Response YES NO No. of respondents Percentage

80 20 100

80 20 100

TOTAL

FIG-5.4 RESPONDENT VIEW ABOUT REDESSAL PROCESS INTERPRETATION: 80% employees are fully aware about grievance redressal process at future generali.

74

(5)Any suggestions to improve the present Grievance redressal system in your Organisation.

INTERPRETATION: The employee more focus is towards the routine meeting at a certain interval of time for improving the present Grievances system in organization.

75

(6)If you were head of HRD Department, what creative changes will be introduced by you to make it more effective?
INTERPRETATION:

80% of the employees think that an organization HRD intervention may bring creative changes in various department of an organization.20% of employees think, it not bring Creative changes

76

(7) Do you think that an appropriate HRD intervention may bring creative changes in various Departments of an Organization ?
TABLE-5.7 RESPONDENT VIEW ABOUT HR INTERVENTION MAY BRING CREATIVE CHANGES IN VARIOUS DEPTT Response YES NO No. of respondents Percentage

80 20 100

80 20 100

TOTAL

FIG-5.7 RESPONDENT VIEW ABOUT HR INTERVENTION MAY BRING CREATIVE CHANGES IN VARIOUS DEPTT. INTERPRETATION: 80% of the employees think that an organization HRD intervention may bring creative changes in various department of an organization.20% of employees think, it not bring Creative changes. 77

(8)How would you rate the present procedure of Training at Future generali?

Response

No. of respondents

Percentage

EXCELLANT VERY GOOD GOOD TOTAL

45 25 30 100

45 25 30 100

TABLE-5.7

RESPONDANT

VIEW

ABOUT

PRESENT

TRAINING

PROCEDUERE IN FUTURE GENERALI

45% 40% 35% 30% 25% 20% 15% 10% 5% 0%


FIG-5.7

45%

30%
25%

Future Generali
RESPONDANT VIEW ABOUT PRESENT TRAINING

PROCEDUERE IN FUTURE GENERALI 78

INTERPRETATION: The present Procedures of Training at future generali, 45%% of the employees said it is excellant, 25% said very good & rest of the employees said it is Good.

79

(9) Any suggestions for improving the functions of HRD atfuture generali.

(a) (b)
INTERPRETATION: For improving the function of HRD at future generali, the employees reply as: i)Better Customer Relations. ii)Need to be Proactive & Responsive. iii)Strengthing the Department.

80

(10)Name four welfare schemes provided to the employees by future generali. (a)(b) (c)(d)
INTERPRETATION:

When asked about the naming four welfare Schemes provided to future generali employees, Majority of employees said-Housing ,Canteen, Group Insurance & Free education.

81

(11)Do you know any employee who has served the company for whole his career and is properly taken care after his retirement?
TABLE-5.6 RESPONDENT VIEWS TAKEN CARE AFTER HIS RETIRMENT Response No. of respondents Percentage

YES NO CANT SAY TOTAL

45 25 30 100

45 25 30 100

FIG-5.5 RESPONDENT VIEWS TAKEN CARE AFTER HIS RETIRMENT INTERPRETATION: the retiring employees, who has served in the company for

whole of his career in the organization, taken care properly. On this question, 70% of the employees were satisfied. However 10% said No while the remaining 20% could not say anything

82

(12) Is does future generali awards scholarship ?


TABLE-5.7 RESPONDENT VIEW ABOUT FUTURE GENERALI AWARDS
SCHOLRSHIP

Response YES NO

No. of respondents

Percentage

70 30 100

70 30 100

TOTAL

FIG-5.7

RESPONDENT

VIEW

ABOUT

FUTURE

GENERALI

AWARDS

SCHOLRSHIP

INTERPRETATION: 70% employees says that future generali scholrship

awards

83

CHAPTER 6 6.1 THE FINDINGS FINDINGS


(1) (2) Employees are fully aware about the functions of personnel and industrial Relation Dept 25% employees says that HR deptt functions well in its concern areas like Promotion, Transfer, Grievances Handling etc (3) 45% employees agree on the statement that HR Dept. takes proper care to redress the genuine Grievances of employees & rest 55% feels that there is the need of improvement. (4) (5) 80% employees are fully aware about grievance redressal process at future generali. The employee more focus is towards the routine meeting at a certain interval of time for improving the present Grievances system in organization. (6) 80% of the employees think that an organization HRD intervention may bring creative changes in various department of an organization.20% of employees think, it not bring Creative changes. 80% of the employees think that an organization HRD intervention may bring creative changes in various department of an organization.20% of employees think, it not bring Creative changes. (8) (9) The present Procedures of Training at future generali, 45%% of the employees said it is excellant, 25% said very good & rest of the employees said it is Good. For improving the function of HRD at future generali, the employees reply as: i)Better Customer Relations. ii)Need to be Proactive & Responsive. 84

(7)

iii)Strengthing the Department. (10) When asked about the naming four welfare Schemes provided to future generali employees, Majority of employees said-Housing ,Canteen, GroupInsurance & Free education. (11) The retiring employees, who has served in the company for whole of his career in the organization, taken care properly. On this question, 70% of the employees were satisfied. However 10% said No while the remaining 20% could not say anything (12) 70% employees says that future generali awards scholrship

85

6.2 SUGGESTIONS
SUGGESTIONS FUTURE GENERALI needs Human Resource Planning and To meet the demand of changing Job requirements due to a rapidly changing Technology. Certain new type of Human Resource may be required due to changes in / Introduction of new legislative measures. Personnel Department need to be pro-active and responsive. Optimum utilization of Man Power. Placing current Employee in Position who Utilise their capabilities better. All basic policies and procedures relating to Industrial Relation should be clear to every Employee in the Organisation and to the Union leaders.

86

CONCLUSIONS
The main strength of an organization lies with its human resource one can say that the employee build the organization. A good organization takes care of its human resource at its priority. Unless the welfare and other facilities of the employees are properly taken care of, they cannot contribute fully towards the organization with this, in view future generali involves many welfare schemes.

The personnel management and industrial Relation department offuture generali looks after the various human resource activities of the organization. The department formulate the policies and procedures related to man management, ensures condusive environment for better relation between employee and management, ensures adherence to statutary provision related to employee, they also perform administrative functions like security, office administration and takes of the welfare of the employees and also takes care on the implementation of campanies Act and Employee State Insurance Act in the organization.

The Human Resource Development section of future generali basically deals with the training of employees and also the various inputs and outputs like human resources, productivity, manpower position, projects, presentations, patents, copyrights, arranging different programmes such as, programmes for awards & recognition etc. Training programmes are basically of three types : In-house training of employees, external training of employees within India, and external training of employees outside India (Foreign training). 87

Questionnaire
(1) Are you fully aware about the functions of Personnel and Industrial Relation Department? Yes No

(2)

Does Personnel Department functions well in its concern area like Promotion, Transfer, Grievance Handling, etc? Yes No

(3)

Does employees grievance are take care of by the organization? Yes No

(4)

are you aware of grievance redressal process at future generali ? Yes No

(5)

Any suggestions to improve the present Grievance redressal system in your Organisation.

88

(6)

If you were head of HRD Department, what creative changes will be introduced by you to make it more effective?

(7)

Do you think that an appropriate HRD intervention may bring creative changes in various Departments of an Organisation? Yes No

(8)

If the answer to the above question is yes, will you kindly list, what are the HRD interventions? (a).. (b).. (c)..

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(9)

How would you rate the present procedure of Training atfuture generali?

Excellent

Very Good

Good

(10) Any suggestions for improving the functions of HRD atfuture generali.

(a) (b) (11) Name four welfare schemes provided to the employees by future generali. (a)(b) (c)(d)

(12)

you know any employee who has served the company for whole his career and is properly taken care after his retirement? Yes No Cant Say

(13) Is does future generali awards scholarship ? Yes No

90

BIBLIOGRAPHY
91

S.No
1.

REFERENCES
C. R. Kothari Research Methodology Second Edition, Wishwa Prakashan.

2. 3.

Human Resource Management by Gary Dressler Dcenzo & Robbins International Human Resource Management, Prentice-Hall

4. Gupta, C. B.,Human Resource Management, Sultan Chand & Sons, New Delhi 5. 6. 7. www.google.com.in www.lgi.org/recruitment/purpose.htm www.gla.ac.uk/services/humanresources/policiesandprocedures.

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