A

MULTIDISCIPLINARY ACTION PROJECT REPORT

ON

“HR POLICIES AND IMPLEMENTATION”

OF

SHREE VENKATESH ENGINEERING WORKS JAMNAGAR

SUBMITTED TO

SARDAR PATEL COLLEGE OF ADMINISTRATION & MANAGEMENT

(SPCAM – MBA)

IN PARTIAL FULLFILLMENT FOR THE DEGREE OF MASTER OF BUSINESS

ADMINISTRATION

IN

GUJARAT TECHNOLOGICAL UNIVERSITY (GTU)

FACULTY GUIDE

MS. ARCHANA SARKAR

(Assistance professor SPCAM)

SUBMITTED BY

ROBIN SAMUEL - 2109

RATHVA NILESH- 2104

RAULJI KULDIP KUMAR- 2105

RAULJI PRASHANTSINH - 2106

RITESH KUMAR PATEL - 2108

MBA SEMESTER

BATCH 2017-2019

1
 Student’s Declaration
I hereby declare that the Multidisciplinary Action Project Report titled “Framing a
Hr Policies & Implementation ” in SHREE VENKATESH ENGINEERING
WORK is a result of my own work and my indebtedness to other work publications,
references, if any, have been duly acknowledged. If I am found guilty of copying
from any other report or published information and showing as my original work, or
extending plagiarism limit, I understand that I shall be liable and punishable by the
university, which may include ‘Fail’ in MAP examination or any other punishment
that university may decide.

Enrollment no. Name Signature

177550592109 ROBIN SAMUEL

177550592104 RATHVA NILESH

177550592105 RAULJI KULDIP

177550592106 RATHVA PRASHANT

177550592108 RITESH KUMAR

2
 Preface

Teaching gives the knowledge of theoretical aspects of management but

implementation of theory gives practical knowledge of management field. The aim of
this training is to introduce the various investment options available for salaried
employees.

Practical knowledge of theory is greater important for a finance student. I am thankful

to our institute has arranged MAP training. This project report is an outline of what I
have learnt during our training period at “Shree Venkatesh Engineering Works”.

I am thankful to Shree Venkatesh Engineering Works for giving me such a valuable

opportunity to work with them.

3
 Acknowledgement
I feel privileged to express my deep gratitude to all the executive and staff members
of “Shree Venkatesh Engineering Works” for the co-operation and guidance during
my internship programmed.

I like to thanks B.K SABOO, CHAIRMAN & also MR. PRASHANT SABOO, CEO
who gave permission for summer internship project training in SVEW.

I wish to convey by special gratitude to MR. AJAY SINH ZALA, HR HEAD

Jamnagar Branch for providing me guidance and information related to this project.

The project was on the study of “Framing a Hr Policies & Implementation” at USL, It
has been acknowledgeable experience for me.

I wish to convey my special gratitude to all the finance officers for providing
favorable support during my summer training and also for helping me during the
preparation of report by providing all the required information.

Last but not the least I would like to thank the entire staff of SVEW for their help and
support for the excellent hospitality the extend to me during the project.

4
 INTRODUCTION OF THE PROJECT

The Indian shipping industry plays an important role in the Indian economy as almost
90% of the country’s international trade is conducted by the sea. Today, India has
around 1071 ships with 722 coastal and 349 overseas ships; Indian coastal shipping is
highly fragmented.

The first ship building plant was laid in Vishakhapattanam in 1941. It was later,
adopted by the Indian Government in 1952 and was named as ‘Hindustan Shipyard
Limited’.

Kolkata, Goa, Mumbai and Kochi are the major ship building centers.

The Kochi Dockyard developed in collaboration with Japan, which is the largest and
most recent Dockyard of the country, whereas the Mazagaon Dockyard
(Mumbai) builds the naval ships for the Indian Navy.

India is one of the main maritime nations of the world with 6.8 million Gross
Registered Tonnages (GRT), with rating 17th in the world.

5
 INDEX
PARTICULARS PAGE NO.
 List of tables

 List of figures
Introduction
 Overview of Industry

 Company Profile
Diagnosis Phase
 Background of the project

 Analyzing the problem

 Objectives

Design &Analysis Phase

 Methodology adopted for data collection

 Sources and Tools of data collection

 Data Analysis & Findings

Implementation Phase
 Identifying Alternative Course of Action

 Solution

 Methodology for solution implementation

 Tangible & Intangible benefits delivered to the organization

 Recommendations

6
 LIST OF TABLES
Table No . Table Title Page No.
1 QUALIFICATION OF RESPONDENTS

2 EXPERIENCE WISE CLASSIFICATION OF

RESPONDENTS

3 AGE WISE CLASSIFICATION OF

RESPONDENTS

4 GENDER WISE CLASSIFICATION OF

RESPONDENTS

5 MARITAL STATUS OF RESPONDENTS

6 HUMAN RESOURCE PRACTICES

7 EMPLOYEES ATTITUDE & BEHAVIOR

8 PERCEIVED ORGANIZATIONAL
SUPPORT

9 ORGANIZATIONAL CITIZENSHIP
BEHAVIOR

7
 LIST OF FIGURES
Figure No . Figure Title Page No.
1 QUALIFICATION OF RESPONDENTS

2 EXPERIENCE WISE CLASSIFICATION OF

RESPONDENTS

3 AGE WISE CLASSIFICATION OF

RESPONDENTS

4 GENDER WISE CLASSIFICATION OF

RESPONDENTS

5 MARITAL STATUS OF RESPONDENTS

6 HUMAN RESOURCE PRACTICES

7 EMPLOYEES ATTITUDE & BEHAVIOR

8 PERCEIVED ORGANIZATIONAL
SUPPORT

9 ORGANIZATIONAL CITIZENSHIP
BEHAVIOR

8
 Industry Study

The most important part of a ship building is welding and it has to be performed by a
qualified welder. It is welded by fireing or heating it in a high temperature surfaces
to the point of melting using oxy-acetylene, electric arc, or other means, and uniting
them by pressing, hammering, etc. But in shipyards, there are times when the welder
has to spend his whole time. Welding can produce toxic fumes which is very harmful
to the health. A case study was performed to see where would be most effective place
to exhaust the hull cells on the bulkhead in between two spaces using an air horn
versus air with an electric blower. They used welders who were employees of the
shipyard and asked them to weld in a specific space. One that had shipyard dilution
ventilation(DV) and the other had local exhaust ventilation(LEV) then recorded to see
which typed of ventilation worked the best.In the results, they found that local exhaust
ventilation reduced particulate concentrations but also the efficiency

9
Company Study

10
COMPANY NAME Shree Venkatesh
Engineering Works
VALSURA ROAD,
HEAD OFFICE
Jamnagar-361002

Telephone:- 0288 2756969

Mobile:- 9824213301
7/1, Shivaji Nagar Society,
MUMBAI OFFICE Dr. Annie Besant Road,
Worli,
Mumbai-400025
India
Cell:- +91-9824213301

KANDLA OFFICE 12, Sonali Park,

Ward No. 12-B,
Gandhidham (Kutch)- 370201
India
Cell:-+91-9824206078

A-804, Mohini Subhlaxmi

AHMEDABAD OFFICE (Bodakdev) Co. Op. Housing
Society LTD. Judges Bunglow
Road, Bodakdev
Ahmedabad- 380054
India
Cell:- +91-9824038779

WEBSITE www. venkateshengg.com

11
 Company Profile
The company was established in Jamnagar in 1975 under the able leadership of Mr.
B.K.Saboo. The company mainly is a shipping contract,barge building company. Now
it has entered into manufacturing of Cast Iron Pipes & General Fabrication, gradually
diversified its interest in Marine & Allied Industries.

Year by year the company had gathered lot of experience engaged in construction of
jetties, maintenance & change over of SBM / SPM for almost all major establishments
in this area including Reliance, Essar, Indian Oil Corp., Adani Ports etc. The company
also provides patrolling boats to coast guards.

Apart from our technical and industrial feats, we take satisfaction in being socially
productive and available, be it during Kargil war, Cyclone or the devastating
Earthquake in Gujarat. Mr. B.K.Saboo has also been the President and active member
of Rajasthan Samaj – Jamnagar and have initiated and successfully completed various
social projects like organising Medical camps, Jogging track at Lakhota lake, Joggers
park, Dada-Dadi Garden etc in Jamnagar.

We enclose herewith our detailed profile and credentials for your perusal and kind
consideration. We shall be pleased to clarify and provide any further information if
desired

Service Providers

 The company provides services like Life Raft Services, Fire Fighting
Appliances, Ship Repairing, Waste Management (Upcoming), Marine Fleet
Owners, Under Water Diving, Calibration & Testing.

12
Ship Repairing :-

The company provides repair facilities to ships, in dry dock as well as in floating
condition. With an experience of 35 years in this field. The range of repair services
include electrical, air conditioning, refrigeration, engines (overhauls and
replacement), piping and deck as well as Hull repair work.

The company has a powerful team of highly qualified personnel, whose collective
expertise covers all areas in the repair and maintenance of rigs and ships. It also has
workshops near New Mumbai and related facilities which are equipped to undertake
ship and jack-up rig repairs

The services pertaining to Ship Repair include:, Floating/Dry Dock and in situ
emergency repairs ,Underwater repairs and maintenance, including underwater
cleaning of Propellers ,Hull painting, plating, piping and structural repairs and
replacement, Engine repairs/ overhauls and replacement ,Electrical, Electronic and
Hydraulic systems repairs

13
 Qualified Key Persons

Name Designation
Mr. B.K. Saboo Chairman
Mr. Prashant Saboo General Manager
Mrs. Sweta Saboo QC & Environmental Services in charge
Mr. Girish Bhadla Works Engineer
Mr. Mahesh Rachh Manager Operations & Co-ordination
Mr. Dilip Pandhi Manager Accounts
Mr. C.K. Bhatt Manager (Technical )

14
 Introduction of the study
Human Resource Policies
The following refers to principles and rules of conducting which formulate, redefine,
break into details and decide a numbers of actions that govern the relationships with
employees in the attainment of the organization objectives. Hr policies mainly covers
the following policies.

Hiring people policy with due respect to factors like reservation, sex, marital status.

Terms and conditions policy of employment compensation policy and methods, hours
of work, overtime, promotion, transfer, lay-off .

Med claim - sickness benefits , ESI and company medical benefits.

Accommodation, Transport Facility to employees policy.

Training and development policy.

15
 Benefits of HR policies

Organizations should have personnel policies as they ensure the following benefits.

a) The main benefit in formulating policies requires that the management give
deep thought to the basic needs of both the organization and the employees.
The management must provide practices in other organizations.
b) Established policies ensure consistent treatment of all personnel throughout
the organization. Favoritism and discrimination are thereby minimized.
c) Continuity of action is assured even though top management personnel
changes. The CEO of the company may possess a very sound personnel
throughout the organization in his/her head.
.
d) It helps in motivating employees. This is especially true where the policies
reflect established principles of fair play justice and where they help people
grow within the organization.
e) It also helps in solving interpersonal and intergroup conflicts.

16
DIAGNOSIS PHASE

17
Background of the problem

The main motive of Human Resource Management (HRM) is to increase the

performance of organizations. The studies have explicitly addressed the
multidimensional character of performance and linked HR practices to various
outcome dimensions. This study therefore adds to the literature by relating HR
practices to three outcome dimensions: financial, organizational and employee (HR)
outcomes.

This outcomes seems especially relevant for service sector shipping organizations, as
financial outcomes are certainly not the only or even primary objective.
Notwithstanding the large amount of research on HRM in service sector, few studies
have explicitly addressed the multidimensional character of performance and linked
HR practices to various outcome dimensions

Define the problem

The present study was undertaken to know the employees satisfaction regarding the
HR Policies and Implementation.

Objectives of the study

o To study the HR Policies of the company.

o To study the amendments made in the HR Policies of Shree Venkatesh Engg.
Works since the time of incorporation.
o To incorporate the amendments in the base policy and prepare a final policy.

18
DESIGN AND ANALYSIS PHASE

19
Research Design

The research design here adopted for this study is Descriptive Research

I have gained all the information regarding research from Questionnaire which comes
under descriptive method.

Source of data

There are 2 types of sources of Data. Primary Data and Secondary Data

Here in our research process we have used the Primary Sources of data which is a
Questionnaire. Data is been collected with the help of Questionnaire which has been
prepared.

Data Collection

Primary Data:- A Questionnaire has been prepared to obtain details from the
employees of SVEW.

Secondary Data:- Few information are been collected with collected from the
website of the company.

Population Size

100 employees working in SVEW.

Sample Size

The sample size which I have selected is 57 employees.

20
Sampling Technique

For analysis purpose of analysis the data has been collected from 57 employees of
SVEW. The sample selection has been done through Convenience sampling method.
The data has been statistically interpreted in a tabular form.

Tools of Analysis

For data analysis simple percentage analysis is been used.

21
 DATA ANALYSIS AND FINDINGS

Table 1. Qualification wise classification of Respondents??

Particulars Frequency(OUT OF 57) Percentage

GRADUATE 51 89.50%
POST GRADUATE 6 10.53%
TOTAL 57

60
51
50

40

30 GRADUATE
POST GRADUATE
20

10
89.50%
0
1 2

INTERPRETATION:-

From the above table it has been noted that out of 57 employees 89.50% i.e. 51
respondents are holding a degree of Graduation and 10.53% i.e. 6 respondents are
holding a degree of Post Graduation.

22
Table 2. Experience wise classification of Respondents??

Particulars Frequency(OUT OF 57) Percentage

0 to 5 10 17.55%
6 to 10 10 17.55%
11 to 15 15 26.31%
Above 15 22 38.56%
Total 57

Series1 Series2

25
22

20

15
15

10 10
10

0
0 to 5 6 to 10 11 to 15 Above 15

INTERPRETATION:-

From the above table it has been noted that out of 57 employees 17.55% i.e. 10
employees are having experience up to 5 years. 17.55% i.e. 10 employees are having
experience of 6-10 years. 26.31% i.e. 15 employees are having experience of 11-15
years. 38.56% i.e. 22 employees are having experience of more than 15 years.

23
Table 3. Age wise classification of Respondents??

Particulars Frequency(OUT OF 57) Percentage

Below 30 years 10 17.55%
31-40 years 24 42.10%
41-50 years 13 22.80%
51 years & Above 10 17.55%
Total 57

Series1 Series2

25

20

15
24
10
13
10 10
5

0
Below 30 years 31-40 years 41-50 years 51 years &
Above

INTERPRETATION:-

From the above table it has been noted that out of 57 employees 17.55% i.e. 10
employees are below 30 years age group. 42.10% i.e. 24 employees are between of
31-40 years age group. 22.80% i.e. 13 employees are between of 41-50 years age
group. 17.55% i.e. 10 employees are above 51 years of age group.

24
Table 4. Gender wise classification of Respondents??

Particulars Frequency(OUT OF 57) Percentage

MALE 55 96.50%
FEMALE 2 3.51%
Total 57

2%

1
2

98%

INTERPRETATION:-

From the above table it has been noted that out of 57 employees 89.50% i.e. 51
employees are Male. 10.53% i.e. 06 employees are Female.

25
Table 5. Marital Status of Respondents??

Particulars Frequency(OUT OF 57) Percentage

MARRIED 55 96.50%
SINGLE 2 3.51%
Total 57

3%

3%

1
2

97%

97%

INTERPRETATION:-

From the above table it has been noted that out of 57 employees 96.50% i.e. 55
employees are Married. 3.51% i.e. 02 employees are Single.

26
Table 6. Human Resource Management Practice?? (out of 57 employees)

Particulars SA A D SD
a) Our organisation places right person in right job 56 1 1 0
--------- ------ -----
98.25% 1.75% 1.75%
b) Selection of a candidate in our organisation is strictly based 40 17 0 1
on his/her merit ------- ------ ------
70.17% 29.83% 1.75%
c) Pay increments offered by our organization are satisfactory 45 9 3 0
-------- ------- ------
78.95% 15.80% 5.27%

d) Rewards & Incentives are fairly distributed in our 44 10 3 0

organization -------- -------- ------
77.19% 17.55% 5.27%
e) We do not work under the threat of losing our job 43 13 1 0
------- ------- -------
75.43% 22.80% 1.75%

120.00%
Strongly Agree Agree Disagree Strongly Disgree
98.25%
100.00%
78.95% 77.19% 75.43%
80.00% 70.17%

60.00%

40.00%

20.00%

0.00%
Option A Option B Option C Option D Option E

INTERPRETATION:-

From the above table it has been noted that out of 57 employees

(A) 98.25% (SA), 1.75% (A), 1.75% (D) with Option:- A.

(B) 70.17% (SA), 29.83% (A), 1.75% (SD) with Option:-B.

(C ) 78.95% (SA), 15.80%(A),5.27% (D) with Option :- C

(D) 77.19% (SA), 17.55% (A),5.27%(D) with Option:-D

(E) 75.43% (SA), 22.80% (A), 1.75%(D) with Option:-E

27
Table 7. Employees attitude & behavior?? (out of 57 employees)

Particulars SA A D
a) We trust the management for keeping promises made 33 24
to us --------- ------
57.90% 42.10%
b) We believe that our manag.follows policies serves 17 38 3
emp. & org both ------- ------ --------
29.82% 66.66% 5.26%

c) We believe our supervisor never act opportunistically 19 33 4

exploit us -------- ------- ------
33.33% 57.90% 7.01%

d) Manag. Respects each emp. Ability and knowledge 25 31 1

of the job
-------- -------- ------
43.85% 54.38% 1.75%

Series1 Series2 Series3

70.00% 66.66%
57.90% 57.90%
60.00% 54.38%
50.00% 42.10% 43.85%
40.00% 33.33%
29.82%
30.00%
20.00%
10.00% 5.26% 7.01%
1.75%
0.00%
We trust the We believe that our We believe our Manag. Respects each
management for manag.follows policies supervisor never act emp. Ability and
keeping promises serves emp. & org opportunistically knowledge of the job
made to us both exploit us

INTERPRETATION:-

From the above table it has been noted that out of 57 employees

(A) 57.90% (SA), 42.10% (A) with Option:- A.

(B) 29.82% (SA), 66.66% (A), 5.26% (D) with Option:-B.

(C ) 33.33% (SA), 57.90%(A),7.01% (D) with Option :- C

(D) 43.85% (SA), 54.38% (A),1.75%(D) with Option:-D

28
Table 8. Perceived organizational support?? (out of 57 employees)

Particulars SA A D
a) The co. values our contribution to its well being 19 39 01
--------- ---------- --------
33.33% 68.43% 1.75%
b) Our organization does not ignore complaints from its 11 49 3
employees ------- ------ --------
19.30% 85.96% 5.26%

c) Our organization duly supports its employees facing 10 44 7

any problem -------- ------- ------
17.55% 77.19% 12.28%

Whenever my organization requires, I willingly stay at work till late

I help new workers, even when not asked to do so.
Whenever a need arises stand up to protect the reputation of my organization.
90.00% 84.21%82.45%
80.00% 71.92%
70.00%
60.00%
50.00%
40.00%
28.07%
30.00% 22.81%24.56%
20.00%
10.00% 1.75% 0.00% 1.75%
0.00%
Strongly Agree Agree Disagree

INTERPRETATION:-

From the above table it has been noted that out of 57 employees

(A) 33.33% (SA), 68.43% (A),1.75%(D) with Option:- A.

(B) 19.30% (SA), 85.96% (A), 5.26% (D) with Option:-B.

(C ) 17.55% (SA), 77.19%(A),12.28% (D) with Option :- C

29
Table 9. Organization citizenship behavior??

Particulars SA A D
a) Whenever my organization requires, I willingly 16 41 1
stay at work till late --------- ---------- --------
28.07% 71.92% 1.75%
b) I help new workers, even when not asked to do so. 13 48
------- ------
22.81% 84.216%
c) Whenever a need arises stand up to protect the 14 47 1
reputation of my organization. -------- ------- ------
24..56% 82.45% 1.75%

Strongly Agree Agree Disagree

1.75%

28.07%

71.92%

INTERPRETATION:-

From the above table it has been noted that out of 57 employees

(A) 28.07% (SA), 71.92% (A),1.75%(D) with Option:- A.

(B) 22.81% (SA), 84.21% (A) ) with Option:-B.

(C ) 24.56% (SA), 82.45%(A),1.75% (D) with Option :- C

30
FINDINGS

 It was found that 89.50% i.e. 51 respondents are holding a degree of

Graduation and 10.53% i.e. 6 respondents are holding a degree of Post
Graduation.
 It was found that 17.55% i.e. 10 employees are having experience up to 5
years. 17.55% i.e. 10 employees are having experience of 6-10 years. 26.31%
i.e. 15 employees are having experience of 11-15 years. 38.56% i.e. 22
employees are having experience of more than 15 years.
 It was found that 17.55% i.e. 10 employees are below 30 years age group.
42.10% i.e. 24 employees are between of 31-40 years age group. 22.80% i.e.
13 employees are between of 41-50 years age group. 17.55% i.e. 10
employees are above 51 years of age group.
 It was found that 89.50% i.e. 51 employees are Male. 10.53% i.e. 06
employees are Female.

 Most of the respondents (96.50%) are married and (3.51%) are single.

 In case of Human Resource Practices below are the findings

(A) 98.25% (SA), 1.75% (A), 1.75% (D) with Option:- A.

(B) 70.17% (SA), 29.83% (A), 1.75% (SD) with Option:-B.
(C ) 78.95% (SA), 15.80%(A),5.27% (D) with Option :- C
(D) 77.19% (SA), 17.55% (A),5.27%(D) with Option:-D
(E) 75.43% (SA), 22.80% (A), 1.75%(D) with Option:-E

 In case of employees attitude & behavior below are the findings

(A) 57.90% (SA), 42.10% (A) with Option:- A.

(B) 29.82% (SA), 66.66% (A), 5.26% (D) with Option:-B.
(C ) 33.33% (SA), 57.90%(A),7.01% (D) with Option :- C
(D) 43.85% (SA), 54.38% (A),1.75%(D) with Option:-D

 In case of Perceived organization support below are the findings

(A) 33.33% (SA), 68.43% (A),1.75%(D) with Option:- A.
(B) 19.30% (SA), 85.96% (A), 5.26% (D) with Option:-B.
(C ) 17.55% (SA), 77.19%(A),12.28% (D) with Option :- C

31
 In case of Organizational Citizenship Behavior below are the findings

(A) 28.07% (SA), 71.92% (A),1.75%(D) with Option:- A.

(B) 22.81% (SA), 84.21% (A) ) with Option:-B.
(C ) 24.56% (SA), 82.45%(A),1.75% (D) with Option :- C

32
IMPLEMENTATION PHASE

33
Identifying alternative course of action

 Reward results in human resources — Human resources managers must be

recognized and rewarded for their results in maintaining a competitive
advantage over the organization’s competitors. Human resources lags
woefully behind in the use of incentives for its people and programs, however.
Combining metrics with significant bonuses for performance can have a
dramatic impact on human resources productivity. In particular, rewards
should be offered to all if human resources meets its overall goals.

 Reward cooperation — Human resources is known for having functional

silos; this runs counter to the goal of developing a competitive advantage. In
order to ensure that human resources functions work together, human
resources needs to develop a common metric and reward that crosses all
critical human resources functions. This way, human resources professionals
are given incentives to work together.

 Prioritize programs — It’s not important to be great in every area, just in

critical ones. That means that human resources must identify which programs
and processes are critical to the firm’s success and focus on maintaining a
competitive advantage in those areas.

 Shifting resources — In addition to prioritizing programs, human resources

leadership must ensure that human resources budget and time allocations
continually shift from low priority human resources programs to high priority
ones.

 Competitive intelligence — A significant side benefit of doing a

competitive analysis between firms is that you frequently gain competitive
intelligence information about the operation of their people-management
programs. This information can be used to improve existing programs so that
you can tackle over your competitors. Cooperate with the competitive
intelligence staff within your own business units and piggyback on their
processes and sources.

 On demand — Human resources has a bad habit of offering “flavor of the

month” programs to managers. Flooding managers with programs that they
don’t want can be a tactical error that can result in a lot of wasted resources on
useless programs. A wiser approach is to first identify manager needs and
provide information to managers about programs and services that you could
provide. But only offer new human resources programs after manager’s
request them. Proof that managers really want a human resources program is
typically if they are willing to fund it.

34
Solution

The chore of thoroughly managing barriers to strategy is an intimidating one, and

given that, the rarity of effective strategy execution is really none too surprising.
Fortunately, every one of those issues is within the power of HR to conquer.

1. Helping employees to understand the strategy.

Employees are the cogs around which the gears of business turn. If the employees
don’t understand where the strategy is headed, they will be incapable of realizing their
full potential in aiding the strategy implementation.

2. Augmenting employee commitment to the strategy.

Changes in strategy mean changes for people on an individual level, and individual
change tends to mean frustration, disappointment, and challenge. If an employee is
going to put in any extra effort toward propelling a conceived strategy, he must
believe that, in the long run, result will be worth the difficult sacrifices made in order
to implement the strategy.

3. Streamlining local effort with the strategy.

Though invariably all employees must be on board for understanding and committing
to the strategy, this in and of itself is not enough. Implementing a strategy means
legitimately changing work production. In order to achieve the business strategy, all
off-strategy work must terminate and all on-strategy work must proceed with renewed
urgency and dedication.

4. Inducing cross-system cooperation.

Last but not the least important step in strategy implementation is that of realigning
departmental relationships within the system. Implementing strategy means crerating
deeper relationships between inter-dependent organizational units, such as sales and
manufacturing, or customer service and distribution. This last job is as challenging as
it is critical, because it demands that employees within discrete work units learn to
share and interact across the traditional boundaries of their job descriptions.

35
Methodology for solution implementation

To fulfill a company-wide strategy requires that change be made not only within
individual departments, but also in the ways in which those departments interact with
one another. Job four focuses on adjusting the relationships between different
business processes, improving how they work together and accomplish their aims.
The implementation of a new strategy almost always demands such cross-system
changes, but rarely do organizations actually take steps to make these shifts. Granted,
it’s pretty hard work.

Moving towards the steps of strategy implementation, there is a distinct trend of

increasing difficulty. The reasons for this are several. Technically speaking, For
accomplishment of jobs hr one and two without really partnering with the line
organization but There is no hope to achieve jobs three and four on its own. To
really create an impression what work is done and how it is completed, HR must
have an agreeable client who wants the offered help.

Tangible and Intangible benefits delivered to the organization

Below mentioned are the benefits of proper hr practices in an organization

1. Appointing and Training the Workforce

Planning of proper man power is one of the most important duty of an HR. The HR
makes some strategy for hiring accurate kind of people in their organization. Job
description is prepared which will be beneficial to the company. After selection of
accurate best employee planning for training and induction is done.

2. Performance Management System

To keep motivated towards the work is the main duty of an HR. To define individual
role is the first task. Time to time feedback will help the employees in getting attached
to the work. Organizational objectives with their own personal goals. It helps in
recognizing people’s performance.

3. Building culture and values in the organization

Individual performance is dependent on the work atmosphere or culture that prevails

in an organization. Creating a good working environment is expected from the HR
department. A tidy work culture helps in bringing the best of an employee and creates
a higher job satisfaction.

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Recommendations

We have came to know about the dissatisfaction with the Hr Practices of the
company. The management should consider this and necessary arrangements should
be made to improve the Hr practices of the company.

1. HR is a potential employee's first impression

Human Resources departments should strive to not just be super efficient and
organized with new hires, but should really think of themselves as the first ones to
welcome a new employee and make a positive impression. Taking care of a new
employee/intern's unique needs is an important responsibility that should be done
carefully.

2. Put it in writing and set expectations upfront

Don't assume new hires know what your organization expects. What may appear
simple to you is foreign to the next person. Develop a straight forward employee
handbook or manual to address the basics including job descriptions, attendance
expectations, e-mail communication etiquette, payment methods and more. Review
standard operating procedures and set people up for success.

3. Screen for culture fit

Every organization has a culture of its own. It is up to the entrepreneur to choose to

define and build it or let it develop on its own. Screening a candidate for a cultural fit
is critical. We have passed over numerous talented candidates because they were not
appropriate for the culture that we have worked so hard to build.

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BIBLIOGRAPHY

www.shodhganga.inflibnet.ac.in

www.google.co.in

ashusaini.blogspot.com

en.wikipedia.org

www.workforce.com

www.venkateshengg.com

www.comparehris.com

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 APPENDIX

Human Resource Management Practices and their outcomes at Shree Venkatesh Engg.
Works

Dear respondent,

The present study is an endeavor to identify the various HRM practices and their
relationship with selected outcomes in Shree Venkatesh Engg. Works. Below various
statements related to HRM practices and their outcomes are listed. Please express how far
these practices and their outcomes are prevailing in your organization by indicating your
level of agreement/ disagreement on a five point scale

(Where SA= Strongly Agree, A=Agree, D= Disagree, SD=Strongly Disagree.)

The information provided by you will be used only for MBA Project work and not for any
commercial activity. Please spare a few minutes from your valuable schedule and share your
true feelings. Confidentiality of the information provided will be ensured.

1. Personal details: Qualification: ……………………………………

2. Your area of specialization: ……………………………………
3. Your designation: ……………………………………
4. Date of joining the current organization: ……………………………………
5. Total corporate experience: ……………………………………
6. Age (years): ………………………
7. Gender (please tick): male / female
8. Marital status (please tick): married / single
9. Human Resource management practices:

Human Resource management practices: SA A D SD

Our organization places the right person in the right job.
Selection of a candidate in our organization is strictly based on his/her
merit.
Pay increments offered by our organization are satisfactory.
Rewards and incentives are fairly distributed in our organization.
We do not work under the threat of losing our jobs.

10. Employees attitude and Behaviour

Employee attitude and Behaviour SA A D SD

We trust the management for keeping the promises made to us.
We believe that our management follows policies and practices that
serve combined interests of both employees and the organization.
We believe that our supervisors never act opportunistically or exploit

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us.
Management respects each employee’s ability and knowledge of the
job.

11. Perceived organizational support

Perceived Organizational support SA A D SD

The company values our contribution to its well being.
Our organization does not ignore complaints from its employees.
Our organization duly supports its employees facing any problem.

12. Organizational Citizenship behavior

Organizational Citizenship behavior SA A D SD

Whenever my organization requires, I willingly stay at work till late
I help new workers, even when not asked to do so.
Whenever a need arises I stand up to protect the reputation of my
organization.

**************************************************************

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