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Preface About Welspun Products Designation Chart Mission & Vision Management Philosophy & Quality Policy Job Specification Criteria Manpower Planning & Recruitment Visiting cards to employee Trainee Stipend, Confirmation & Minimum Wages Policy Reimbursement Of Interview Expense Attendance Records Amendment/Insertion In The Policy Leave Rules Outdoor Duty & Travelling Rules Provident Fund & Gratuity Scheme Maternity Benefit & Labour Welfare Fund Separations Human Resources - Practices Care & Concern Scheme Performance Appraisal Policy On Upgradation Training & Development Indemnity Bond Training Calender Skill Development & Job Rotation Increments & Promotion Appreciation & Rewards Education Reference Library, Sports Activities , Social Functions Picnic Canteen Facilities Loan & Uniform Conclusion & Recommendation Annexures & Suggestion Form Bibliography
2-3 4 5-7 8 9-10 11-12 13-14 15-18 19 20-22 23 24 26 27-29 30-39 40-42 43 44-45 46 47 48-52 53-54 55 56 57 58 59 60 61 62 63 64 67-69 70-71 72-75 76
DETAIL STUDY OF HR POLICY OF WELSPUN
WELSPUN GUJARAT STAHL ROHREN LIMITED (WGSRL), Dahej Road, Vill. Vadadala, Tal. Vagra, Dist. Bharuch aims at providing their employees a work environment of understanding and social satisfaction where the employees can contribute towards the progress of the company, grow with self development and make a prospective career. They strive to create a work place in which they have pride and confidence of their employees and they focus on the work potentiality of every employee and to take interest to enable them to excel in their functional areas. The policy in question shall apply to all employees working in WGSRL, so far they are not inconsistent with any agreement, terms, etc., that may have been agreed and which may be applicable to employee concerned. The prime objective of this HUMAN RESOURCES & ADMINISTRATION POLICY (HR & ADMN. POLICY) are: i) To formulate and record the rules & regulations, guidelines and operational aspects of Human Resources and Administration to facilitate easy reference in the implementation of the company’s HR & ADMN Policy. The contents laid down in the policy are not exhaustive and subject to change at the sole desecration of the Management. ii) iii) To render assistance in understanding uniformity and interpreting and implementing the various procedure/entitlements governing their employment in WGSRL. To help in familiarising new employees with the Systems, Procedure, Policies, Rules, Various benefits and entitlements governing the employment.
Incase of disciplinary action, the applicable standing order or service rules of the company will apply. This is not a document which has to be used for justifying any action in legal matters/statutory Acts/Laws lay down under the government.
DETAIL STUDY OF HR POLICY OF WELSPUN
Notwithstanding anything contain in this manual, the Management may at its policy/manual as deemed fit without giving any prior notice or assigning any reason.
discretion, modify/ change /amend /withdraw/cancel any part or whole of the
They expect that this policy shall bring clarity to every employee in understanding our culture.
PRODUCTS OF THE COMPANY -4- . Welspun has an expected turnover of Rs. The group is managed professionally by a team of experts drawn from Multi-National Corporations and National Corporations of repute and is a system – based organization working like a Multi-National.000 shareholders.DETAIL STUDY OF HR POLICY OF WELSPUN In just a little more than a decade since its inception in 1985 with a small Textile unit. Terry towels. Yarns and SAW pipes.000 Million.000 + employees. presence in 50 countries and over 50. 16.10000 crore by 2008 with its forays in expansion of Rs 1000 crore in Textiles. challenging tasks and ample opportunities to demonstrate performance and creativity. which has grown more than 500% in the last 10 years.25. Wellspun is a performance– driven organization. Today. The group is expected to cross an annual turnover of RS. Rs.000 Million is expected from exports). without losing the intuitive age of Indian entrepreneurism.000 Million for the current year (of which more than Rs.. The market capitalization of the group stands at approx Rs. 43. The group offers tremendous learning opportunities. 45.000 million.35. 1200 crore in Plate Mill and its ambitious plans to set up a larger Power Plant and Steel Plant. Welspun group has grown rapidly to become a market leader in every segment that it operates viz. assets worth approximately Rs.
5. There are only a handful of players who can compete with the range of pipes (starting with diameter as small as 1 inch and as large as 100 inch). the company is proud of its range. DETAILS OF THE COMPANY: -5- . 3.DETAIL STUDY OF HR POLICY OF WELSPUN WGSRL strongly believes that a wide range in the manufacturing of pipe sector is the parameter to prove its capabilities and today. 6. L-Saw Mill Spiral Mill 2 HFERW Pipes(Mill1) HFERW Pipes(Mill2) Coating Mill Bending Mill 2. 1. maintain the quality and technology that WGSRL produce. 4.
256281.400013 Corporate Office : DESIGNATION CHART -6- .392 130 GUJARAT . AT & PO: Vadadla Dahej Road Taluka Vagra Dist. Senapati Bapat Marg Lower Parel (W) Mumbai . 1995. 9th Floor. Trade World “B”. Kamala Mills Compound.DETAIL STUDY OF HR POLICY OF WELSPUN WELSPUN GUJARAT STAHL ROHREN LIMITED Date of Incorporation Registered Office & Works : : 26th April. wing. 881-87 Fax: 256285.INDIA 091-02641-256011. Bharuch .
OPERATOR | | HELPER | | TRAINEE MISSION -7- . MANAGER | | SR. MANAGER | | ASST. FOREMAN | OFFICER/ENGINEER <----------------------|>FOREMAN | SR. MANAGER | | MANAGER | | DY. ASSISTANT <----------------------------. OPERATOR | | OPERATOR | | ASST. OFFICER/SR. ENGINEER <-------------------|>SR.-|> ASST. GENERAL MANAGER | | GENERAL MANAGER | | DY. GENERAL MANAGER | | SR. VICE PRESIDENT | | VICE PRESIDENT | | SR. FOREMAN | ASSISTANT <-------------------------------|> CHARGEMAN | | SR.DETAIL STUDY OF HR POLICY OF WELSPUN STAFF WORKMEN | | PRESIDENT | | SR.
which gives highest Value for money.DETAIL STUDY OF HR POLICY OF WELSPUN They endeavour to reach the leadership position in each Segment / Sector of their Product / Service They are committed to satisfy their Customers by providing such quality Product / Service. They commit themselves to continuous Growth. Thereafter. They believe that Employees are their most Important asset through which they can Reach the top in each category of their Product / Service. so as to fulfil the aspirations of Their Customers. they will Emphasize on their continuous Improvement through upgradation of Relevant knowledge and training. VISION -8- . Employees and Shareholders.
with quality excel.with ethics Delighting all stakeholders..DETAIL STUDY OF HR POLICY OF WELSPUN We aim to. preferred by every home serve....... emerge as a global leader...with passion grow.....@ speed innovate. MANAGEMENT PHILOSOPHY CUSTOMER FOCUSED ORGANISATION -9- ..
DETAIL STUDY OF HR POLICY OF WELSPUN LEADERSHIP STATUS INVOLVEMENT OF PEOPLE PROCESS ORIENTATION SYSTEM APPROACH TO MANAGEMENT CONTINUOUS IMPROVEMENT FLEXIBILITY AND COMMITMENT FACTUAL APPROACH TO DECISION MAKING MUTUALLY BENEFICIAL SUPPLIER RELATIONSHIP WELSPUN GUJARAT STAHL ROHREN LTD. QUALITY POLICY They endeavour to reach the leadership .10 - .
every time Continuous improvement through upgradation of relevant technology and Training & Development of our employees. SR. JOB SPECIFICATION CRITERIA JOB SPECIFICATION FOR STAFF CATEGORY. NO.11 - . To achieve these they shall be committed to create a Quality environment with : Good House . Get right things the first time.DETAIL STUDY OF HR POLICY OF WELSPUN Position in each segment/ sector of their Product. They are committed to satisfy their customers by providing such Quality product which gives highest value for money. CATEGORY JOB SPECIFICATION CRITERIA .Keeping Establishing and Maintaining a Quality Management System in line with API Specification Q1 and ISO 9002 Quality Assurance Systems. Pride of Quality through Customers’ feedback.
MANAGER DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. 2 3. ASST. DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. DEGREE/Diploma Holder in Engg/Professional Course/ Graduate with Experience of Min. DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. 6 Yrs in Related Field. 8 Yrs in Related Field. MANAGER SR. ENGINEER/OFFICER Sr. GENERAL MANAGER SR. 4 5 6 PRESIDENT SR. MANAGER DY/ASST. the Management should not induct any fresh candidate having lesser qualification than the Diploma/ Graduate unless otherwise specifically approved by the Plant Head. 5Yrs. BE/ Graduate with 2 Yrs experience / 4 Years Experience in related field. 13 Yrs in Related Field. 11. DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. 10. 7 8 9. in Related Field. As far as possible. VICE PRESIDENT VICE PRESIDENT SR. 14 Yrs. in Related Field.DETAIL STUDY OF HR POLICY OF WELSPUN 1. 12 Yrs in Related Field.ENGR/SR. GENERAL MANAGER DY./8Years in Related Field. in Related Field. DEGREE/Diploma Holder in Engg/Professional Course/Graduate with Experience of Min. DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. 4Yrs/6 Yrs. OFFICER DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. .12 - ./ASST. DEGREE/Diploma Holder in Engg/Professional Course with Experience of Min. Graduate / Diploma. 10 Yrs in Related Field. 16 Yrs.
ITI with 1 Year Experience as a Diesel Mech./ 2 Years Experience in related field. 11. SWEEPER / SSC/1 Year Experience. ITI with 1 Year Experience as an Inst. SSC/ 1 Year Experience. CATEGORY JOB SPECIFICATION CRITERIA NO./ 2 Years Experience in related Field. Mech. 13. ITI with 2 Year Experience/ 4 Years Experience in related field. 12. ITI WITH 3 Year Experience /5 Year Experience in related field. ITI with 1 Year Experience / 2 Years Experience in related field. ITI with 1 Year Experience Experience in related field.DETAIL STUDY OF HR POLICY OF WELSPUN JOB SPECIFICATION FOR WORKMEN CATEGORY SR. ITI with 1/2 years experience as a Welder/ Possessing a certificate as a Qualified Welder. ITI with 1 Year Experience as a Riggerman/ Possessing a certificate as a Qualified Riggerman.WELDER ITI with 3/5 Years of experience as a Welder/ Possessing a certificate as a Qualified Welder. 2 3 4 5 6 7 8 9 10.WELDER GRINDERMAN FITTER TUNER/ MACHINIST DIESEL MECHANIC ELECTRICIAN INSTRUMENT MECHANIC RIGGERMAN SR. 15 WELDER ASST. 14. 1 SR. as a Fitter/2 Year ITI with 1 Year Experience as a Tuner/ Machinist/ 2 Years Experience in related field.13 - . ITI with 1 Year Experience as an Electrician/ 2 Years Experience in related field. OPERATOR OPERATOR ASST.OPERATOR HELPER ITI with 2/3 Years Experience as a Welder/ Possessing a certificate as a qualified Welder. ITI with 1 Year Experience as a Grinderman / 2 years Experience in related field. GARDNER /PEONS .
the same may be explored first. where there is mandatory provision to seek the list of candidates from Govt. . retirements. as defined by organisation chart shall inform the HR & A Department in writing. Manpower planning shall be given top most priority. The HR & A Department shall co-ordinate with Advertising Agency for making the advertisement more effective and economic. The Head of the departments who desire to have the vacancies filled up in their departments. Employment Exchange. The HR & A Department shall coordinate with other departments in filling up the vacancies.DETAIL STUDY OF HR POLICY OF WELSPUN MANPOWER PLANNING & RECRUITMENT Manpower is the most valuable of all the assets. Hence. For filling-up the vacancy. The approved manpower strength shall be called as sanctioned strength for that particular process / section/ Dep’t. the organisation have. Employment Exchange. The HR & A department shall collect all manpower requirements and release one single advertisement. HR & A Department shall carefully and analytically prepare an organisation chart after discussing the need of manpower with other heads of the department in the organisation which will be approved by the Vice Chairman/ Director. The vacancies created due to additional manpower requirement.14 - . dismissals shall be filled up through following: Vacancy to be filled up through Advertisements/Govt. The staff recruitment in the organisation shall be on the basis of the approved “Organisation Chart” and any deviation in Manpower Planning shall be first approved by the Director and then only recruitment process shall be initiated. The advertisement agency and terms shall be approved by the Director. instead of releasing the advertisement in piecemeal basis & increasing the cost of recruitment. promotions. resignations.
The date and timings of the interview shall be planned in such a manner that all members of the panel are present on the date of interview. Department shall put the Manpower requirement on the Notice Board at various locations for information of all employees.15 - . Prescribed Bio-Data Form to be got filled up from the candidates. . In such cases the concerned Manager and HR & A Department shall prepare a proposal and route it through concerned HOD for approval of Management. The interviews shall be staggered to accommodate maximum possible candidates. HR & A Department shall arrange to send interview call letters for interview to the candidates as per the list finalised. Selection of Candidates: HR & A Department shall scrutinise all applications received against the Advertisement/Job profile and shall make list of candidates who are fulfilling the job requirement in consultation with the concerned department heads. service charges other terms. Vacancy to be filled up through Departmental Promotions: The Management may decide to fill the vacancy through internal promotions.DETAIL STUDY OF HR POLICY OF WELSPUN Vacancy to be filled up through Recruitment Agency: The Director shall approve the panel of Recruitment Agencies on the basis of recommendation by the Head of the HR & A Department defining their scope. Vacancy to be filled up thorough Personal Contacts: The HR & Admn. The HR & A Department shall conduct interviews on the fixed dates and ensure that selection committee are well informed about the interviews.
Sr. Drivers. c) For the post of Assistant. The total remuneration fixed and other terms shall also be clearly indicated in the recommendatory note. On the basis of duly filled up evaluation sheets. Department shall sign all the offer letters.D. . the HR & A Department shall prepare a recommendatory note for approval of appointment to the appointment authority as per authority chart.Concerned Manager. Assistant. Head of HR & A Department. . The HR & A Department shall issue the appointment letter to person joining the organisation within 15 days from his joining.GM/DGM of Concerned Dept.President/Director/M. All members on the selection panel shall be provided with separate evaluation sheets.President/Director b) For Asst.16 - . d) For Sub-Staff.Head of HR & A Department. Manager.DETAIL STUDY OF HR POLICY OF WELSPUN There should be a selection committee for interviewing candidates for different posts. The head of HR & A .GM/Concerned HOD/Head of HR & A Department. The appointment shall be approved and appointment letter shall be signed by the authority as follows: a) For DGM & GM . Manager to Sr. The selection committee shall be formed consisting of the following members:a) For the post of DGM & GM . b) For the post of Officers to Managers . Issuing offer letter and appointment letter and their signing authority: The HR & A Department shall arrange to send the offer letter to the selected candidate on the basis of approval received from the appointing authority.
f. c. No increase in the salary or change in designation will be proposed at the time of confirmation of services. All promotions and increase / change in remuneration will be effected only at the time of annual performance appraisal. The confirmation date for recommended employees shall be 1st of the month if the joining date is on or before 15th of the month. On completion of probation/Training period HR & A Department will send a performance appraisal to get recommendation of HOD for confirmation/extension of probation/training period or termination of services. Every year from 1st April. there will be a detailed Performance Appraisal of all employees and increments and promotions will form part of this performance appraisal exercises. the confirmation date shall be 1st of the subsequent month. Probation. Annual performance appraisal and promotions: b. g.17 - . e. Confirmation. Officer d) For Sub Staff - By HR & A In charge By HR & A In charge HR & A Department will have an Induction programme for all new employees joining the organisation. Training. There shall be different training duration for Trainees.DETAIL STUDY OF HR POLICY OF WELSPUN c) For Asst. d. For the rest. to Sr. a. . There will be a probation period of six months for all appointments. Details are listed in separate policy for Trainees.
.18 - . No employee is permitted to directly place the requirements for printing of visiting cards at his own. The HR & A Department shall arrange for printing of visiting cards through Material & Purchase Department in the standard design. If any other employee is also required to be issued with visiting cards depending upon the nature of duties. then the same shall be approved by the Plant Head. The visiting card must be of approved pattern. The requirement of visiting card shall be sent to HR & A Department.DETAIL STUDY OF HR POLICY OF WELSPUN VISITING CARDS TO EMPLOYEES The Company may issue the Visiting Cards to employees of Asst Manager and above level. type & format.
E.T.DETAIL STUDY OF HR POLICY OF WELSPUN TRAINEE STIPEND.do -- 5012/B.do -Grade Sr. 3789/Engg Diploma/Degree in other discipline with 1 years Post Graudate Regular Professional Diploma (Ist Class) 1 Year 5% of consolidated stipend + HRA/ Bachelor Accommodation of the grade Officer 1 Year 5% of consolidated stipend + HRA of the grade Sr.19 - .) Training Period 1 Year Increase on Confirmation 5% of consolidated stipend + HRA/ Accommodation of the grade -.T/Officer Trainee 6310/(Bachelor Accmmd. Officer -.do -b)ICWA/Master Degree in related discipline & 2yrs Post Graduate Recognised Regular Professional Degree (Ist Class) G. (Consolidated) 7512/(Bachelor Accmmd./MBA/CS/ MCA (Ist Class) Stipend p.) -.A.Tech.E.m.E./ Degree in other Discipline with 2 Yrs Post Graduate Recognised Regular Professional Degree (Ist Class) D. . B. Asst. CONFIRMATION & MINIMUM WAGES POLICY The Revised Policy is as follows: Trainees (Staff): Category Management Trainee a)C.
A (Ist Class) 1 Year 5% of consolidated stipend + HRA of the grade Assistant The minimum consolidated Gross Salary for confirmed Staff category shall be Rs.+ HRA/Accommodation of the grade.20 - . .Com/B.3269/.DETAIL STUDY OF HR POLICY OF WELSPUN Graduate Trainee 3113/B.Sc/B.
stipend + PF Operator 15% of consolidated Asst. .+ PF (Asst. The above fixation should time to time take care of the Government’s notification on the Minimum Wage Payment.DETAIL STUDY OF HR POLICY OF WELSPUN Trainees (Workmen) : Category ITI Non ITI (HSC) Non ITI (upto SSC) (i) Skilled Operation (ii) Other than skilled Operation Stipend p. stipend + PF Operator 10% of consolidated stipend + PF Helper 2200/2200/- 1 Year 1 Year The minimum consolidated Gross Wages for confirmed workmen shall be : a) For ITI/HSC b) Non-ITIs up to SSC (Skilled Operation employees) c) For Non-ITIs (up to SSC) : Rs.m.+ PF (Asst.+ PF (Helper) : : Rs.2420/. Operator) Rs.2530/.2645/. Operator) Salary /Wages of the existing employees drawing less than the above scale shall be restructured and brought unto the minimum level as shown above. he may be relieved by the Management without giving any notice/ reasons or the training period may be extended as deemed fit by the Management. If during the training period or on completion of training period if a trainee is not found suitable to continue imparting the training or absorption. (Consolidated) 2300/2300/Training Period 6 months 1 Year Increase on Grade Confirmation 15% of consolidated Asst.21 - . stipend + PF Operator 15% of consolidated Asst.
MGR/MANAGER Local Conveyance Air/I ACC Taxi fare To & Fro Office II ACC/I Class From Last stop of long journey train Public Transport/Auto Public Transport Asst. Local candidates (Bharuch District) shall not be reimbursed anything towards interview expenses./ Assistant IInd Class In case overnight stay is required Hotel expenses @ of laid down Travel Rules shall be reimbursed. Officer/Officer Ist Class Sr. General Manager & above DGM/SR. Manager/Sr. . Department.DETAIL STUDY OF HR POLICY OF WELSPUN RE-IMBURSEMENT OF INTERVIEW EXPENSES The following are the limits for re-imbursing the travelling expenses to the candidates coming from out station to attend the interviews in response to our call. Department and to be disbursed by Accounts Department immediately to facilitate candidate’s timely departure. The re-imbursement of interview expenses shall be authorised by HR & A. The claim in prescribed format shall be submitted by the candidate through HR & A. Anybody not producing ticket will be considered for IInd Class train charge. Asst.22 - ./Dy.
HR & A Department shall maintain a register in which in-time and out-time of the employee is mentioned. This report should be sent to the HOD/Director on last working day of every week On joining. HR & A Department shall prepare monthly attendance report for salary purpose considering leave with pay. All employees are liable to be thoroughly security checked of their person & belongings at entry/exit while attending/leaving the duties of their specified/ authorised shift or on extended/late working hours by Security Staff.DETAIL STUDY OF HR POLICY OF WELSPUN ATTENDANCE SYSTEM/RECORDS HR & A Department shall be responsible for ensuring that all persons working in factory mark their attendance in muster roll regularly.23 - . HR & A Department shall ensure that all employees’ sign muster and this should be checked by calling all musters within 30 minutes from the starting of the shift. The punching system for such outstation duty which may involve late/early arrival. Duty should be strictly attended as per the scheduled timings. Any change in this regard must be with prior approval or immediate post approval in certain circumstances of exceptional nature only. the employee will be given with Employee No. This should be done on the basis of authorised outdoor slips. it must be supported by authorised permission in the prescribed format. and is required to endorse his attendance in attendance register and also punch his card for IN/OUT duty timings. when an employee is going out / required to be away from plant / place of regular duty for official work. late/early departure or non reporting at plant site must be . For duty outside and out station duty beyond working hours or working days. without pay etc. HR & A Department shall prepare a late comers report. The monthly shift schedule is to be handed over to HR & A Department by the concerned Department by 25th for the following month.
In HR & A Department has to monitor the monthly Weekly Off of concerned individuals in that certain exceptional cases. HOD should ensure that an employee is called for extra working /on Weekly Off day only when it is so required for exceptional requirements. However. Employees who are not to be considered for C-OFF may be sanctioned with payment of Extra Working Hours for upto the level of Sr. If by chance. The extra hour’s payment shall be based purely on receipted duly sanctioned extra time forms/ Sheet. in exceptional cases if need be. the approved extra time form may be submitted immediately very Concerned department must forward Attendance card of employee retained/ likely to be retained/ held back for extra time working to time keeper at Security Gate.. the punching machine is not being in working condition.DETAIL STUDY OF HR POLICY OF WELSPUN observed with prescribed format of time keeping endorsement and punching systems. concerned HOD should give very immediately remark/reason for changing the Weekly Off of the concerned employee. the physical endorsement on attendance is to be facilitated by the concerned employee for effective maintaining of time keeping records and pay roll preparation. Otherwise.. in compiled format.24 - .30 Hrs. The payment for the extra working hours will be . whose job is of technical nature. Extra Time Working & C-Off: Extra time form is required to be submitted to HR & A Department well in advance. Officers/Sr. This is to facilitate preparation of Extra Time Payment/ Compensatory off monitoring. HR & A Department shall treat the employee as absent in attendance sheet. The employee shall personally collect back the attendance card while being relieved from Extra Time working from the Time Keeper. particular month. next day by 10. Weekly Off: There must not be any change in the Weekly-Off once specified in the shift schedule. The reason for each cases of extra working hours are to be specifically mentioned on extra time requisition form/compiled format. Engineers.
the payment of extra time shall be as per the existing Government Rules. the minimum eligibility is at a stretch for minimum two hours on a particular day. beyond 2 (Two) hours. the concerned HOD / Sectional Head may decide to engage some of the workers who are on critical operations. Further. in case of any delay in arrival of shift buses. For workmen. No extra time payment for any workmen working less than two hours shall be entertained”. the workers who are not required to continue with extra time working may be advised by the concerned HOD/Sectional Head to leave their respective place of work and wait for their reliever & shift bus at the Main Gate. The extra time payment will be disbursed by Accounts Department on 20th of each month Compensatory Off : Employees who are not applicable for extra time payment.DETAIL STUDY OF HR POLICY OF WELSPUN made as per the prevalent procedure.25 - . For payment of extra working hours. may be sanctioned with compensatory off if they are required to work on weekly off and/or on paid holidays or on extended working hours of the shift with due prior approval from the competent authority. However. a) b) 4 to 5 hours extra working More than 5 hours to 10 Hours 1/2 (Half) day 1 (Full) day . on Extra Work (beyond two hours).
There will be no accumulation of C-Off accrued against working on Weekly Off day/Extra Hours. Managers (Asst.can avail C-Off in any day before next Saturday. : An employee working on Weekly Off day – Saturday . 4. 3.DETAIL STUDY OF HR POLICY OF WELSPUN AMENDMENT/INSERTION IN THE POLICY COMPENSATORY OFF (C-OFF) As per the present practice of availing/granting C-Off has been amended as under: 1. C-Off accrued against Working on any Paid Holiday will be carry forward and can be availed along with any sanctioned leave. 2. Employees who have accrued C-Off have to avail the same by the end of the succeeding week. However. . Managers & above) are not entitled for C-Off for extra time working than normal working hours on any regular working day. For eg. 5. employees in respect of their grade are eligible for C-Off when they work on any Weekly Off day or Paid Holiday. However.26 - .
Hence. The employees shall be entitled to leave as follows: PL .Management Trainee .Other Trainees 30 Days 21 days 15 Days 07 Days --SL . HR & A Department should ensure that all employees whose sanctioned leave application is received are marked as leave or else.STAFF HR & A Department shall maintain leave records of all employees of Staff Category in leave register as per standing requirement. The leave as per leave rules shall be credited to the leave account of the employees (Staff) every month and any leave taken shall be debited to leave account on the basis of leave application. the absence shall be treated as leave without pay/absent without leave as the case may be. These rules shall be applicable to all staff category of employees of the company who are on the muster roll.All employees confirmed And on probation .DETAIL STUDY OF HR POLICY OF WELSPUN LEAVE RULES .27 - .
5 days privilege leave (for Trainees. The Management may at its sole discretion. If an employee does not submit properly filled leave application as indicated above. The minimum days before which an employee shall submit the leave application is as follows: ½ to 1 day leave 2 to 3 days leave 4 to 7 days leave 8 to 15 days leave 1 day before 7 days before 15 days before One month before. The mere submission of leave application. ¾ day and above to be reckoned as Full Day and below ¾ to be reckoned as ½ day All employees are required to take prior approval for leave period he/she desires to avail.H. Weekly off/ Paid Holiday (P. unless approved. drawn full salary of the month). . For trainees.) falling in between Leave/ being prefix or suffix to paid leave/attendance will not be counted as on leave. proportionate to their eligibility) for 30 days payment day in a month (i.28 - .e. Leave is a beneficial privilege. If an employee has gone on leave without pay during a month then the leave entitlement shall be proportionately reduced.DETAIL STUDY OF HR POLICY OF WELSPUN PRIVILEGE LEAVE : The Privilege Leave eligibility shall be calculated @ 2. Availing of Privilege Leave: An employee can take leave for ½ day in case of need. does not mean an authorised permission to be away from duty. then his leave application may be liable for rejection. accept/ reject the application based on requirements of the Company. In case of urgencies management has all right to cancel the sanctioned leave of an employee if his/her services are required by the company. leave shall be calculated proportionate to their paid days for the month.
This is to be monitored at suitable period by HR &A department. . For encashment which will be based on gross payment (salary & perks excluding HRA) per month (days of the particular month of encashment is to be considered for arriving at eligibility. The employee concerned shall make an application to their departmental head for recommendation. leaving balance of only 90 days. shall automatically lapse at the end of calendar year. The SL may be credited fully / proportionate to the services to be rendered as on 31st December instant. and then same shall be automatically lapse unless encashed before the year end. An employee can accumulate PL maximum upto 90 days as at the year end followed by the company. The SL shall be proportionate to the length of attendance so far rendered as of date. Encashment will be maximum two times a year for minimum 10 days and balance leave has to be minimum 30 days after encashment. Balance SL.DETAIL STUDY OF HR POLICY OF WELSPUN An employee shall ensure that a leave application properly filled up and sanctioned by the departmental head is handed over to HR & A Department before he/she is proceeding on leave for marking in the muster and updating the leave record of the concerned employee.29 - . a certificate of Registered Medical Practitioner be submitted by the concerned employee to his/her HOD for consideration and onward forwarding to the HR & A department. SICK LEAVE The employee may be sanctioned with SL based on submission of application on his health ground. If SL sought is more than 3 days. HR & A Department shall maintain a leave register which shall be updated every month while making salary. In case the accumulated PL is more than 90 days. if any.
Entitlement for lodging. the employee undertaking tour shall fill up a tour application form and will take approval from the departmental head.DETAIL STUDY OF HR POLICY OF WELSPUN OUTDOOR DUTY & TRAVELLING RULES The rules are applicable to all tours undertaken by employees of the company for official work at out of the city limits. If an eligible employee has purchased air ticket in cash then.30 - . . The night journey period/stay shall not be counted as working hours. the ticket shall be attached with travelling bill. If the HR & A Department is requisitioned to purchase the Air/Rail Tickets. The tour application duly approved shall be given to HR & A department before proceeding on tour for marking attendance. which is approved in the prescribed format by the departmental head before the tour started. In case the ticket was booked by HR & A Department through travel agency then the employee travelling by AIR shall submit the utilised docket air ticket to the HR & A Department on completion of the tour. the employee shall pay the ticket/bill amount to HR & A Department against the delivery of such ticket/bill. boarding and other expenses shall be as per the chart. A period of more than 5 hours but less than 12 hours shall be treated as half day for calculating the entitlement for expenses. These rules are not applicable to employee moving between Vadadla/ Bharuch/ Ankleshwar. The day journey/working for more than 8 hours shall be counted as single day attendance. This entitlement is for a period of 24 hours starting from the start of the tour (Starting from residence or office) and ending with completion of the tour (on reaching residence or office). In case advance against tour expenses is not desired. The travelling expenses actually incurred during the travel period shall be reimbursed as per the chart of travelling expenses on submission of Travel expenses form. This may facilitate for drawing advance money for tour expenses.
if any. shall deposit the balance. Tobacco and Bar expenses are not allowed under Boarding Expenses.000/.to Rs. 40.to Rs. then all employees who are on tour in that area are expected to make use of the lodging facility provided by the company.DETAIL STUDY OF HR POLICY OF WELSPUN If the company has got lodging arrangements. The bond period shall be as follows: Expenditure Range Rs.001/. 25. TRAVELLING EXPENSES REIMBURSEMENT ELIGIBILITY: . who have taken advance for the tour expenses. INDEMNITY BOND: If an employee proceeds for Training/acquaintance/ knowledge gaining tour. either within India or Abroad or In-house and the expense inclusive the Fees . 60.000/-.000/Rs. 25. Salary dues & other expenses is more than Rs.001 & above Bond Period 1 Year 2 Years 3 years 01 02 03 The bills shall be checked & authorised by the HR& A department considering travelling rules as stated below and paid by Accounts Department. 40.000/Rs. The employee shall submit the Travel Expense Bill along with Outstation Duty Assignment Report duly recommended by the concerned HOD within seven days of completion of the tour. 60. Cigarettes.31 - . the suitable Indemnity Bond as per the Prevalent Rules is to be executed on Govt. to Accounts within 07 days of resumption of duties. The employees. Stamp paper and to be abided by.
C G. IInd AC MANAGER Ist Class ASST.. DGM SR.P.32 - . IInd AC Ist Class SR. PRESIDENT AIR/Ist ACTUALS ACTUALS ACTUALS ACTUALS A. MGR. AUTO 700 200 40 AUTO AUTO AUTO 600 600 175 160 40 40 AUTO AUTO BUS/PUBLIC AUTO 300 150 30 AUTO BUS/PUBLIC .V. ENGINEER ENGR/OFFIC IInd ER Class ASST. TO L EXPENSES STN.DETAIL STUDY OF HR POLICY OF WELSPUN MODE CONVEYAN MAXIMUM LIMIT (Rs. AIRPORT TO HOTEL & VICE VERSA. Ist Class OFFICER/ SR. per day) OF CE TRAVE OFFICE/RESI LODGING BOARDING INCIDENTA L .C Ist AC/ IInd AC IInd AC/ Ist Class IInd AC/ Ist Class TAXI TAXI TAXI 1500 1200 1000 300 275 250 75 75 60 GRADE CONVEYANCE MODE DURING TRAVELLING ACTUALS TAXI TAXI TAXI TAXI 800 225 60 TAXI / AUTO DY.M. MANAGER MANAGER AIR/Ist A.s to Sr.
a bill is produced. At no time for a particular outstation duty. no claim of any kind shall be reimbursed.e. Where company makes Lodging & Boarding arrangements or either of it employee’s entitlement for that will be NIL 4. For Outstation duty. an employee can claim 40% of eligible amount without producing the bills for total claim of Boarding. 5. and no benefit for without bill facility shall be entertained or vice versa for that particular tour in particular expense head. he will be entitled to claim 50% of his boarding eligibility(enhanced from the present 40%) and 30% of his Lodging eligibility(enhanced from the present 20%). Notes: 1. 16 Hrs.DETAIL STUDY OF HR POLICY OF WELSPUN TRAVELLING EXPENSE REIMBURSEMENT FOR DRIVERS OUT DOOR TOUR FOR 12 Hrs. In case of an employee making his own boarding and lodging arrangement. If lodging facility is not availed by producing any lodging bill. TEA/ BREAKFA ST --15 LUNC H 40 40 40 DINNE R -40 40 NIGHT HALT --75 . The amount of eligibility will be higher by 100% for Mumbai & other Megalopolis & 50% for other Metro Cities compared to the above charts. Lodging and Boarding Expenses in total are to be supported by proper paid bills. then an employee may claim 20% of the eligibility without any supporting bill only if the outstation duty involves requirement of Night Stay and Lodging Arrangement is considered a must. 24 Hrs. such reimbursement shall not burden undue extra conveyance expenses to the Company in any way compared to accessible Hotel accommodation nearby. For Boarding Expenses. 3.33 - . 2. which does not require any lodging facilities. for a trip. splitting of the claim for Lodging/ Boarding with bill or without bill benefit is sought shall be allowed i. However.
V. Contingency expenses related to spot reservations :Due to short notice or movement without the reservation though reservation is warranted. Rs. 75/.150/. laundry & petty expenses etc and is payable without any supporting.for Ist class & above.) trains direct on main route. tips. and above during their tour. The eligibility is as follow: 1.P.P.P. In case.P. .DETAIL STUDY OF HR POLICY OF WELSPUN 6. Telephone charges for official work are to be reimbursed at actuals.for IInd Class Per ticket for each boarding of night/evening & early morning (i. 7.e. 8.34 - . employees below V. Rs.’s and above are permitted to travel by air. an employee can be reimbursed for arranging self reservation formality. VPs and above also as far as possible are to see the feasibility of travelling by Rail to have economy in expense. This will also be applicable to all the other employees down the line. newspaper. 9. prior to 0500hrs. 2. will have to travel by the class applicable to the other employees. DOMESTIC TRAVEL: Only V. Anybody not producing used journey ticket shall be considered for Second Class only. Incidental expenses are to cover portage. level have to accompany V.
FOREIGN TRAVEL: ==> Travel programme in every case should be well in advance. ==> Each and every employee must submit the account of foreign exchange taken within 7 days of his return from tour. Everybody is expected to make use of these guest houses for their stay in the following manner: ==> ==> Vice Presidents and above shall stay at Ambica Park Guest House. . All the employees should travel only by excursion economy class. ==> Employees travelling abroad for knowledge gaining/training shall require executing Indemnity Bond/Training Abroad Agreement as per the rules prevailing in this regard from time to time. BHARUCH: Company has very well maintained guest house within the plant premises which should be used by all the employees visiting Bharuch. those employees who stay at hotels at these locations shall not be reimbursed their expenses unless accommodation is not available at that particular location and is endorsed to that effect by concerned HR & A.DETAIL STUDY OF HR POLICY OF WELSPUN VISIT TO PLANTS: VAPI & SILVASA: None of the employees visiting these plants will stay at hotels. Company has its guest houses at Vapi. Department of that location.35 - . All the other visiting employees should stay at Neptune Tower Guest House. Further. quotes for cost of tickets should be taken from minimum two agencies for different Airlines and most economical Airline should be used. It should be noted that respective Plants are intimated well in advance through HR &A department about the visits of employees. ==> For booking the tickets.
per day or actual for DGMs and above Note : The above Site Allowance will be higher by 100% for Mumbai & other The above Site Allowance includes Extra Time worked/Late Working If working on Weekly Off/PH days. etc. Incidental Expenses. be availed within 2 (Two) months from the date of return to parent base. Engineer/ Sr.per day for Workmen & upto Sr. Manager & below. the C/off can be credited and can The Site Allowance is for Actual Presence at Site.250/. if food is not provided but Accommodation is provided and managed by the company: i) ii) iii) Rs. various ports and commissioning sites) can be paid as follows. 150/. Officer Rs.per day for Asst. 2002. No Actual Bills will be entertained for Boarding Expenses while The amendment was effective from 1st December. Boarding Expenses. Laundry. Incidental & Miscellaneous Expenses will be paid as per the following scale for their stay at VAPI. Hence. Tips. NO SUPPORTING Manager BILLS REQUIRED Rs. .200/.36 - . Accommodation & Food is provided. Manager & upto Sr. Outstation Duty at VAPI At Vapi. working at site for Sr. Megalopolis & 50% higher for other Metro Cities compared to above rates compensation.DETAIL STUDY OF HR POLICY OF WELSPUN TRAVELLING EXPENSES REIMBURSEMENT ELIGIBILITY: Site Allowance in lieu of Boarding & Incidental Expense Reimbursements: Site Allowance for site jobs (Anjar.
DETAIL STUDY OF HR POLICY OF WELSPUN
Rs. 30/- per day for Asst. Manager & Below Rs.40/- per day for Manager & above.
RE-IMBURSEMENT OF LOCAL CONVEYANCE
The local conveyance for attending the office work at outside shall be claimed by employees in the format based on sanctioned outstation duties where vehicle has not been provided by the company.
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DETAIL STUDY OF HR POLICY OF WELSPUN
The entitlement of employees in different categories is as detailed below: Managers & above - Taxi Fare : From office to work place and return Officers to Dy. Managers Asst,/ Sr. Asst./Peons/-Public : Workmen Transport - Auto Fare : From office to work place and return. For all types of out door official work.
The vouchers of employees shall be recommended by departmental head and sanctioned by HR & A Department for payment by Accounts Dept.
RE-IMBURSEMENT OF LEAVE TRAVEL ASSISTANCE
The employees of specific categories are entitled for LTA as per the letter of appointment, increment letter and company’s policy.
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DETAIL STUDY OF HR POLICY OF WELSPUN
The employee of the category of Managers & above should have taken 8 days of Leave / Authorised absence , the employees below Managers category should have taken 6 days Leave/ Authorised absence for becoming eligible for claiming LTA. The LTA shall be claimed for expenses incurred while away on leave for travelling to any part of India on main route for actual travel expenses for self, spouse, children and dependent parents. The LTA re-imbursement shall be allowed only if an employee has completed 11 month from the date of eligibility. The claim is to be made in the format prescribed. The LTA shall calculate on the basic salary earned by an employee/deemed to be earned during the year. If there is any excess/short amount paid then the same shall be recovered/paid from/to the employee at the end of the year / in next claim when position regarding total earned salary is clear/ worked out. If the LTA is not claimed in the year of its entitlement then same shall be allowed to be carry forward to the next financial year. Eligible employee may be sanctioned with LTA advance maximum one month prior to the commencement of leave by submitting prescribed form for drawing the money towards LTA claim. The LTA advance is limited to 70% of the eligible LTA amount. The concerned employee is required to settle the LTA advance amount within seven days of resumption of duty from LTA Leave. Otherwise, Accounts Department may intimate HR & A Department about the deduction from the salary. LTA is taxable as per the Income Tax Rules for the LTA amount drawn.
PROVIDENT FUND SCHEME
The applicability of PF Scheme is as per PF & MP Act 1952. All employees are covered except Apprentice, Casual & Employees over 58 Yrs. of age.
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40 - . . GRATUITY SCHEME The Gratuity shall be paid to all employees who have been employed for a period of not less than 5 years on wages / salary as per the payment of Gratuity Act 1972.DETAIL STUDY OF HR POLICY OF WELSPUN The HR & A Department should ensure the timely completion of formalities with regard to compliance of various provisions of the Act.
The wages / salary mean all emoluments payable in cash and include Basic + DA. Notwithstanding anything contained above. of days per year of service 15 days The amount of Gratuity payable to an employee shall not exceed Rupees Two lakh & fifty thousands. Service more than 6 month in a year will be considered as full year of year service. for the purpose of computation of gratuity. The gratuity shall be payable to an employee on the Cessation of his employment. the gratuity of an employee.DETAIL STUDY OF HR POLICY OF WELSPUN Gratuity shall not be paid to employees mentioned as under: a) b) c) Casual and non-regular employees Apprentices or Trainees Persons employed through the contractor. if he has rendered the continuous services of not less than 5 years except in the case of termination of the employment of any employee is due to death or disablement. whose services have been terminated for any act.41 - . It does not include:a) b) c) d) Bonus House Rent Conveyance Overtime and other allowances Gratuity shall be paid as under: Period of Service Completed 5 Yrs. wilful omission or negligence causing any damage or loss to or destruction of property belonging to the employer shall be forfeited to the extent of the damages or loss so caused : (a) (b) the gratuity payable to an employee may be wholly or partially forfeited : . & above No.
provided that such offence is committed by him in the course of his employment.42 - . provided that such offence is committed by him in the course of his employment. provided they have been employed for at least 160 days within the Company before the date of . MATERNITY BENEFIT All female employees in the categories covered by this manual who are not covered by the ESI Act will be eligible for Maternity Benefit in the form of 12 weeks paid leave. Any act which constitutes an offence involving moral turpitude. or If the services of the employee have been terminated for any act which constitutes an offence involving moral turpitude.DETAIL STUDY OF HR POLICY OF WELSPUN (i) (ii) If the services of such employee have been terminated for his riotous disorderly conduct or any act of violence on his part.
Maternity Benefit is admissible in the form of 6 weeks paid leave before the date of expected delivery and 6 weeks paid leave in the post natal period. The HR & A Department shall remit the amount of Labour Welfare to Government on half yearly basis within the stipulated time.50 per each half year ending June and December respectively. LABOUR WELFARE FUND As per the statutory requirement. a female employee. SEPARATIONS Separations may occur on account of the following reasons: . Maternity Benefit is also admissible in the event of a miscarriage. may exercise the option not to avail any part of the leave of absence during the six weeks preceding her date of delivery.0. for availing the benefit.from the salary/wage of January each year instead of half yearly. No female employee may rejoin work during the six weeks immediately following the date of her delivery. The above statutory deduction shall be made from Salary/Wages of the applicable employees once a year @ Re.) The concerned employee is required to obtain a medical certificate from the doctor indicating the date of her expected delivery & submit the same to HR & A Dept. However. employees are required to contribute to the State Government towards Labour Welfare Fund. However. At the same time unavailed maternity leave preceding her date of delivery cannot be carried forward in the post natal period. This benefit shall be subject to and as per the provisions of Maternity Benefit Act 1961 (as amended from time to time.DETAIL STUDY OF HR POLICY OF WELSPUN delivery.43 - .1/. under clearance from her physician. maternity benefit can be availed of not more than two times during the course of the employment with company. The present rate is Re.
b) Resignation c) Termination of Services d) Untimely death e) Completion of period for which temporary/casual employee/s is/are recruited. .44 - . By the HOD if he is aware of the death. no leave should be sanctioned to an employee during the notice period. Notice period after resignation is too utilised for proper handing/taking over of the work handled by the employee and to draw up a comprehensive status report on ongoing matters. In the case of death of an employee whilst in the services of the Company. All dues are to be settled and paid during the last office working day based on complete clearance formalities. the HR & A Department will issue a communication two months in advance of the date of which the employee is due for retirement. no extension of relieving date can be given to the employee unless there is a written sanction from the Plant Head. The resignation acceptance letter has to be handed over to the employee by HR & A Department and an endorsement should be taken on the duplicate copy of the effect that he has received it. Department Head will endorse the Clearance Certificate for further clearance formalities to be completed by the concerned employee. normally.e. In the case of retirement on superannuation. an immediate telephonic intimation has to be sent to the HR & A Deptt. Therefore. the letter of resignation duly recommended is to be forwarded to HR & A Department by HOD. the employee may be granted leave. the HR & A Department will forward Clearance Certificate 15 days in advance to the respective Department Head to take necessary action for completion of clearance formalities. In the case of resignation from the services of the organisation. on attaining the age of 58 years. Further. Upon retirement taking place.DETAIL STUDY OF HR POLICY OF WELSPUN a) Retirement or Superannuation i. in the case of resignation. However. f) Completion of training/apprenticeship. under special circumstances with written sanction from the HOD concerned.
.DETAIL STUDY OF HR POLICY OF WELSPUN Accounts Department will not effect payment of the final settlement of an employee unless the clearance certificate duly signed as fully cleared is handed over by the employee/HR & A Department to Accounts Department.45 - .
Develop their general capabilities as individuals and discover and explore their own inner potentialities for their own and for organisational development purposes. . (d) Promote belongingness and family environment. This is done while taking care of Developing & Managing Resourceful Human Resources:The process involves:(a) (b) Acquire or sharpen capabilities. employees of their organization can be effectively developed by enhancing competence to perform their functions well and make their organization perform better. team work and collaboration among inter-departments/sub-units are strong and contribute to the professional well-being.DETAIL STUDY OF HR POLICY OF WELSPUN HUMAN RESOURCES – PRACTICES The management strives to help in a continuous and planned way by which. motivation and pride of employees. (c) Develop organisational culture in which superior-subordinate relationship. The management has evolved systems and processes involving series of activities/ scheme/policies designed to produce behavioral changes in the available human resources for maximization and proper utilization of their competence level as well as their present and future roles to optimise the organisational performance.46 - .
Considering this. processes and products. An Excellent performer with a good potential.DETAIL STUDY OF HR POLICY OF WELSPUN CARE AND CONCERN SCHEME Their company is perfecting the professionalism in a big way in the areas of services. This is the career a good performer in their company can aspire for. employees have better opportunities for growth.47 - . competence. . concern for growth and right attitude with system orientation can expect to rise to the managerial level in a short span of 6 to 10 years.
However. performance appraisal is the process to improve the quality resources.48 - . the exercise will not only be conducted to locate exceptional performance but the same will be a by-product. therefore. Performance Appraisal done is a formal summation and review of this vital process. future growth profile Identifying training and development needs of individuals.DETAIL STUDY OF HR POLICY OF WELSPUN PERFORMANCE APPRAISAL The objective of the Performance Appraisal process rests on the all important points of human resource & is the sustenance for an organisation’s well being and growth from this premise. .it is a continuous process. The Performance Appraisal process seeks to enrich and develop individual to his/her fullest potential to contribute to the organisation and thereby. the performance appraisal process will also assist in a) b) c) d) e) f) Providing clarity on the organisation’s expectation of each role Providing a formal forum for the individuals to frankly and objectively discuss aspects related to performance and job satisfaction. maximising his/her professional satisfaction. each individual is committed to constantly develop himself and his subordinates in the overall growth of the organisation. Increment. means that only the routine increment is not linked to Performance Appraisal. as there be. As a natural consequence. Promotion. In a nutshell. This. To reiterate. it needs to be highlighted that training and development cannot be a one time exercise . Therefore. the exercise will highlight exceptional performance. However. Identifying individuals who are sub-optimally utilised which could result in responsibilities or higher commitments. positively or negatively recommend means to sustain or correct such exceptional performance. and Sharing the values of the organisation. As members of the organisation.
the Appraiser and Appraise will discuss development plans. On the Appraiser and Appraise completing the appraisals independently. The format will be the limits to the discussion. evaluating the appraisee’s performance identifying the strengths and weaknesses and a training and development plan for the subordinate. the Appraiser (the Superior) will also appraise the individual in absentia. recourse. and one copy retained with the Appraiser. promotions. arrived at after a thorough discussion between the subordinate and superior. if any. The suggested methods are as follows: The individual to be appraised does a self-appraisal. . All the critical points in the discussion will be documented. review of internal development plans and recognition of exceptional performance. To help them cover all areas of performance and potential a structured format will be used. they sit together on a pre-determined date and time and discuss their appraisals. Simultaneously. career plan and job content. From this will stem the formal training programs. This. the discussion will centre around areas of difference between the two appraisals and seek to arrive at a consensus based on objectivity and not a compromise. One copy of the document will be sent to the Functional Head. increments. On resolving the differences. is the process envisaged.DETAIL STUDY OF HR POLICY OF WELSPUN The process: The essence of the process is clarity of one’s role and objective evaluation of performance and identifying areas to improve. but will serve as a check list. with his recommendations through HR & A Department. identifies deterrents external and within himself and assistance that will be required to overcome the deterrents. concisely. Basically.49 - . He/ She objectively evaluate her own performance. The Appraiser / Functional Head will scrutinize the forms and discuss the document and collate the forms for his function and submit & discuss with the Top Management if need be. recruitments etc.
the reasons for non-achievement should be adequately highlighted along with. Evaluation of skills and attributes : This part serves two important functions: It helps to identify specific skills and attributes that deferred the individual i. To ensure standards are the same across the various functions and across the various individuals doing the appraisals. To illustrate. acceptable or genuine reasons for lower level of performance should not result in lowering the standard itself. To a large extent such confusions can be eliminated by having clarity in performance expectations or measurable objectives. Quite often skills and potential of an Individual is assessed wrongly for performance. Therefore. the higher the level. if the objective was to complete the certain task by 31st March and due to some additional and urgent tasks given in the interim period. the individual’s performance is evaluated almost in isolation. the relative importance will vary. It forms the basis for the individual’s development plan. from achieving better performance. ii. . the greater the weighage on leadership skills.DETAIL STUDY OF HR POLICY OF WELSPUN The structure: The Appraisal exercise will comprise three parts: Actual performance against assigned responsibility : In this part. the task was actually achieved much later. It needs to be understood that skills and attributes desired vary with the different roles and even if some do not.50 - . However. then the individual has not met the objective. However. caution needs to be exercised in understanding that objectives will cover only Key Result Areas and will not be a substitute for job description. performance planning or objective setting precedes evaluation. For example.
the appraiser has to play the role of a counsellor and identify areas which need development and discuss concrete plans to aid development. However.51 - . lead the appraisee to discuss his growth expectations. the factors contributing to such performance needs to be gone into rigorously. Good: The individual has performed much above goals set and expectation. good and excellent. It needs to be categorically stated that growth is a function of potential with performance and the organisation’s needs.DETAIL STUDY OF HR POLICY OF WELSPUN Development and Career Plan : This will be the most critical part and therefore relatively more time needs to be spent on this. most of the times. Excellent: The individual has performed much above goals set and expectation. This will. integration of various functions. satisfactory. The individual has utilised the time effectively. Such communications in the performance appraisal exercise destroys the credibility of the exercise and gives birth to cynicism. The individual contributed to the . It is therefore extremely critical for the appraiser to resist the temptation to give any message that will lead the appraisee to have unattainable expectations. The individual showed total identification with the company and tremendous initiative in identifying opportunity areas for the company. Satisfactory: The individual has performed at par with expectations and has achieved the task at par with the desired / expected methods & systems. Here. Irrespective of whether the unsatisfactory performance is due to lack of potential / skills or due to extraneous factors. They are unsatisfactory. Unsatisfactory: The individual rated unsatisfactory has performed below expectations. Rating Scale To identify exceptional performance a four points rating scale will be used. such performance needs to be categorised as Unsatisfactory. The better systems & methods used to achieve the task set have been as per expectations of his calibre.
skills etc. which have no relationship to actual performance and assessment of skill. if possible. wherever possible. Individuals with excellent rating are also to be critically reviewed by the functional head. Implementation of Development plans & follow-up The performance appraisal exercise is only half done if it is not implemented and followed up to its logical end. Ratings accorded. . it is essential to understand the person’s performance before the period in question. Increments for individuals rated unsatisfactory can even be NIL & management may apprise the concerned employee either to improve in the related areas or to adopt for separation.. In order to implement the process it has been decided to reward employees in the organisation with increment for performance relating to the each financial year. Wherever development plans are charted for individuals.52 - . c) Wherever the person appraising an individual has been his superior for less than six months. Some important aspects of Performance Appraisal. and suitable motivation given to sustain the high level of performance. Every appraiser should be conscious of the need to interact and understand every job in all the details. it is necessary to consult the previous superior. d) A good performance appraisal presupposes intimate knowledge of the people and the job. Therefore. the appraiser will be held responsible to implement and periodically review the plan. This normally happens when two different individuals have appraised. which have no relationship to performance will lead to unhealthy environment b) There also could be a phenomenon of a given individual’s evaluation changing extremely over immediate preceding two years. Performance and not on Part B viz.DETAIL STUDY OF HR POLICY OF WELSPUN It has to be noted that the rating are to be given only on the basis of Part A viz. Individuals with unsatisfactory rating will be critically reviewed by the functional heads and necessary steps initiated to counsel and develop. a) The value of Appraisal depends totally on our sensitivity to man management.
ii. iv. 2. policy on Career Path. The employee should be a confirmed employee.53 - . The guidelines laid down here should be read along with guidelines in the RULES & REGULATIONS 1. . The other year should have at least “B” grading. The additional qualification achieved should be of relevance to the Organization and Individual’s work. v. At least one of the past two Years performances should have been in grade “A”.DETAIL STUDY OF HR POLICY OF WELSPUN POLICY ON UPGRADATION OBJECTIVE: The Objective of this policy is to provide guidelines for career path of employees who acquire additional qualification after their joining. 2. “C” Grade Performance will lead to disqualification from this process. The employee should have no “indiscipline record”. This policy will be effective from 1st October 2002. The employee should possess the at least the minimum experience as laid down in recruitment policy. Other pre-requisites necessary for up-gradations are as follows: i. The position to which up-gradation has to be made should be vacant and should be approved by the President for recruitment. GUIDELINES 1. SCOPE: This policy covers all employees in WGSRL and EUPEC in all cadre and grade. iii.
6. The management should have approved the admission to the course.54 - . 5. . The employee will be eligible for emolument revision only to the tune of what is applicable in the revised grade. In case a vacancy arises during the year then priority over external candidates will be given to such employees who are eligible for up-gradation provided other pre-requisites are fulfilled. 7. All such up-gradations will be considered during the overall performance appraisal process. The result of the additional qualification acquired should be submitted before the finalization of the Annual Appraisal Process. In case an employee is already enrolled for a course and is assured during the selection process for up-gradation then such up-gradations will be taken up as soon as it becomes due. The recommendation of the HOD would be necessary for all such cases.DETAIL STUDY OF HR POLICY OF WELSPUN 3. 8. The right to modify this remains with the management 4.
On the Job Training . although the company shares part of the responsibility. in consultation with concerned HOD and remarks in Appraisal Forms shall obtain the sanction for the various training programmes and prepare budget for Training accordingly.DETAIL STUDY OF HR POLICY OF WELSPUN TRAINING AND DEVELOPMENT The management.In-Company Training .Education . . will train and develop its employees on a continuous basis.55 - . rests with the individual himself. The major responsibility for updating and upgrading knowledge. HOD HR & A Dept.Job rotation/Skill development. To accomplish this. the company will organize : . Training Calendar also to be prepared and arrange for the Training Programme based on the Approved Training Needs.External Training . sharpening skills and developing the right attitude. to maintain its technical competence.
& above Bond Period 1 Year 2 Years 3 years TRAINING CALENDAR . 25.to Rs. the suitable Indemnity Bond as per the Prevalent Rules is to be executed on Govt.001/.56 - . 40. The bond period shall be as follows : 01 02 03 Expenditure Range Rs.001/.to Rs. Stamp paper and to be abided by. 40.000/Rs.000/-.DETAIL STUDY OF HR POLICY OF WELSPUN INDEMNITY BOND If an employee proceeds for Training/acquaintance/ knowledge gaining tour. 60. 60.000/Rs. 25.000/. Salary dues & other expenses is more than Rs. either within India or Abroad or In-house and the expense inclusive the Fees .
Result Orientation & Transparency Economy and Accuracy in work.NoCourse Planned 1 2 3 4 5 6 7 8. Efficient way of working To regain & Enhance To know our Group. TRAINING SCHEDULE Sl. 10 Communication Skills Motivation Leadership Decision Making Team Spirit Open Relationship Computer usages Time Management Stress Management Holistics-General Awareness Programme TRAINING SCHEDULE Target Expected Faculty Group & No. Policy.DETAIL STUDY OF HR POLICY OF WELSPUN Each and Every Employee is required to have Training Session of at least 04 days in a year based on Training Needs Identified by HOD/with respect to suggestion received through Appraisal System. Mission. Technical Training Based on Internal/E specific xternal requirement TRAINING REPORT shall be prepared by HR & Admin Dept based on Concluded Training Programme on Quarterly basis and submitted to the Management for review. 9.57 - . Activities Plants & Programmes & Various Departmental Activities and to develop the sense of spirituality. 11. SKILL UTILISATION/DEVELOPMENT & JOB ROTATION . training date & Place of Employees 1 Day Internal 1 Day 1 Day 1 Day 1 Day 1 Day 2 Days 1 Day 1 Day All 2 days Internal Internal Internal/ External Internal/ External External Internal Internal External Internal Tangible Benefits Smoothness in Work Self Charging Benifitial & Explanatory performance Charged up team spirit.
- - H. based on personal competence. To meet the Company's and / or Group's plan . To help develop multi-skill. & A Dept shall maintain the skill library based on recommendation received from HODs as well as through Appraisal System and pursue the Skill development practices. INCREMENTS AND PROMOTIONS .DETAIL STUDY OF HR POLICY OF WELSPUN The reasons for shuffling / job rotation normally are:To provide an employee a better opportunity for growth.58 - .strategic and technical which are business compulsions. To correct erroneous placements and incompatibility of person in a group.R. To accommodate employee's request. To place the right man in the right job at the right place and at the right time.
For the level of Senior Officers & above. recommendation for promotion will be finalised only after a formal interview by the functional head/Top management with the individual concerned. Good performance in the current job does not necessarily have to result in a promotion.). Modify/amend/alter/withdraw/stop any of the provisions as felt necessary & fit.25 ‘G’ 50 ‘S’ 25 ‘US’ 0 – 05 Based on vacancy The increment is based on Gross Package of salary (P. Satisfactory and Unsatisfactory. all increments will be finalised well in time and implemented in the April Salaries. of persons ‘E’ 20 . the effect in salary package shall be made only on 1st of following April Month. If anybody promoted during intervening period. Normally. In other words.Excellent. Good. APPRECIATION AND REWARDS .M. vacancy. Normally all promotions will be finalised and implemented after the Appraisal exercise and may have the effective date of implementation from 1st of the April. The management may at any time at its sole discretion. to whom no house accommodation is provided. All recommendations for promotion below the level of Senior Officer which has been endorsed by the HOD will be collated at the company level and approved by the top management as deemed necessary & fit. All employees who have been rated satisfactory will get a normal increment. For the employees.59 - . Promotion from one grade to another is purely a function of the individuals potential for higher responsibilities and the organisation’s need viz.. INCREMENT CHART Category % rating Excellent 81 & above Good 71 to 80 Satisfactory 51 to 70 Unsatisfactory 50 & below On promotion (Excellent) 81 & above % of total No.DETAIL STUDY OF HR POLICY OF WELSPUN As detailed in the Policy on Performance Appraisals. a good performer should also exhibit potential for higher responsibilities to be considered for promotion. they will have a four points rating scale . the HRA amount may be considered in gross salary amount for effecting increment based on the inflation / incremental trend in prevalent house rent. if any.
.60 - . SCHEMES:(a) BEST WORKMEN OF THE MONTH (DEPARTMENT WISE) . Staff Member and Manager whose performance is not only outstanding and excellent but is shining example to others.Appreciation Letter .Trophy.Photo Display. .DETAIL STUDY OF HR POLICY OF WELSPUN The Management recognizes the Best Workmen.Photo Display (c) BEST MANAGER OF THE YEAR .Photo Display (b) BEST STAFF MEMBER OF THE YEAR .Trophy .Appreciation Letter . a monitory reward along with trophy and appreciation letter.Rolling Trophy .Appreciation Letter . EDUCATION .If the Trophy is won more than 4 times in a calendar year. There shall be a committee of Functional Heads to assess and judge the nominations for the above award chaired by the Director (Operations).
10.(Rs.DETAIL STUDY OF HR POLICY OF WELSPUN This is to encourage employees who take initiatives to educate themselves. As a major step towards creating a learning Organization the Education loan limit increased from present limit of Rs. Six Thousand only) to be repaid in 24 easy installments. Other conditions of Loan Policy shall apply for the loan against this scheme.61 - .to Rs. The course should not involve concessions on company time.6000/. The company may extend interest free Educational Loan to the tune of Rs. Criteria: Prior Approval from HOD Course should be of direct help to the employee in performing his present job more effectively.) REFERENCE LIBRARY . 000/-. (A corpus of Rs 2 lacs to be maintained for this purpose. 6000/.
This shall allow and help employees to understand each other better and builds bonds of unity and common purpose. The proposed celebrations are:(a) (b) (c) Temple Murti Pratisthan Mahotsav (Lord Hanuman Jayanti) Holi Festival at Colony.DETAIL STUDY OF HR POLICY OF WELSPUN The management has maintained a Reference Library to cater for up gradation of information. (d) News Papers & Magazines.62 - . Annual Day. Employees can utilize the facility during working hours as well as can opt for issue of the reading materials from the Library within the frame work of library rules and practices. SOCIAL FUNCTIONS This shall be treated as part and parcel of organizational activities by which family feeling is sponsored and encouraged. knowledge and competence of our employees. (b) Reference Books. (c) Periodicals. Design Drawings & Diagrams. Articles of the common Interest may be put up on Notice Board by the I/C Library/concerned department head. . A Sport & Recreational Committee shall foster the activities and regulate the same within the frame work of approval from Top Management. SPORTS & RECREATIONAL ACTIVITIES Departmental Sports Activities. The following is catered in the Library:(a) Original Technical & reference manuals of plant and Machineries. Inter-departmental Sports Activities and Tournaments at least once a year.
63 - . Department/employees may club their Picnic movement and if feasible. for a multiple of 10 and or part thereof Rs. as a whole for clubbed group only and all inclusive to the picnic spot will be borne by the company on production of supporting evidence/voucher. This facility will be given once in a financial year and the picnic facility can be availed during such time as other than duty hours with due prior approval which shall not be detrimental to organisation/ Dept’s requirements.e.6/per K. a minimum of 10 members (this include family) are desired. Manager (HR & A). This facility is also extended to the family member of the employee. TRANSPORTATION Conveyance facility upto 50 kms. Picnic Facility will be sanctioned by the Director / Sr.6/. ELIGIBILITY CRITERIA All the employees are entitled to avail picnic facility. One way i.M. .per such additional group will be payable. management may arrange to provide transportation facility in such clubbed movements in lieu of reimbursement of conveyance charges. 100 kms (both ways/ up & down) @ Rs.DETAIL STUDY OF HR POLICY OF WELSPUN PICNIC OBJECTIVE This welfare measure is for developing harmonious relationship & socialisation amongst all in the company and also for the purpose of entertainment. For availing this benefit. In case more that 10 employees (members) are clubbing their movement in picnic.
00 . -- 2.Rice/Kichadi .Papad (Small) * Special Lunch/ Dinner every Kheer/ salad/ Friday Sheera Gajar/ Sweet/ Fruit Dudhi Gulab Jamun -*80 gms.) 8. Remarks --> --> With Snacks With Snacks FOOD STAFF WORKERS --> DINNER FROM 20:30 19:30 With Snacks TO 21:30 Hrs.50 2.DETAIL STUDY OF HR POLICY OF WELSPUN CANTEEN FACILITY As a welfare measure.) 1.Vegitable -Thick Dal/ Kathol/Kadhi .Lemon .Curd Kachumar/Salad. TO 14:00 Hrs. 22. 20:30 Hrs.Roti/Puri .00 Halva. Employees may avail canteen facility during their authorised shift duty timings.00 5. 16. 01.) 14.15 Hrs 04.100gms Pulav.15 Hrs 10.6/10Nos. 12:30 Hrs. 1 150 gms Rate (Rs. .) 6. Food : Fixed Plate Menu (Staff & Workmen) : Patriculars Limited Dish . 5.00 10.00 21.45 01.15 Hrs.00 150 gms 150 gms 150 gms 150 gms 50 gms 10 gms 01 No.15 Hrs. TEA AND TEA FOOD TIMINGS From 08. the management endeavours to provide canteen facility to its employees.15 Hrs.00 4. Employees Share (Rs.00 Total (Rs.00 16.00 Hrs.00 LUNCH FROM 12:30 11:30 To 08.64 - Roti Veg.00 04.Basmati Rice Tea (standard) 100 ml.00 Employer Share (Rs.50 Rates for additional requirement of Food items : Qty. . Qty.
Wednesday & Thursday of every week based on attendance and for the shifts having coverage of Lunch/ Dinner timing. Qty.1.65 - .50 will be towards Canteen / Crockery maintenance charges) The coupons for food. The employees based at Bharuch office / Bharuch may be sanctioned with canteen subsidy @ Rs. This being a welfare facility.) 5. management may at any time and at its sole discretion modify/amend/alter/withdraw/stop any of the provision as felt necessary & fit.5/.per day on actual attendance basis.00 Rates for Breakfast (Nasta) /Snacks for Staff & Workmen : Particulars Wet / Dry Snacks Coffee (Nescafe) Note : All transactions against prior delivery of coupons/cash only. Rate (Rs.00 2.00 for Lunch/ Dinner (Out of which Rs. On all Tuesday.00 3.00 RE-IMBURSEMENT OF JOINING EXPENSES The maximum entitlement of joining expenses in various categories shall be as Under: .00 5. Authorised visitors to pay Rs.15. Any misuse of coupons shall be treated as serious misconduct. 100 gms 1 Cup Weight 100 gms 100 ml.DETAIL STUDY OF HR POLICY OF WELSPUN Dal/Kathol Rice Curd Papad 150 gms 75 gms 100 gms 1 3. Employees are to utilise the coupons for the specific purpose only and not to transfer/pass their coupons to any other employees/person. tea & snacks shall be issued by HR & A Department between 1130 hrs to 1200 hrs.00 1.
Loan to staff may be recommended only in case of exigencies. the LOAN As a welfare measure. Only outstation candidates shall be eligible for the joining allowance.) shall not be eligible for joining allowance. The employees may submit a loan application with reasons and supporting documents to their departmental head which may be forwarded by the department head to HR & A Department for recommending the loan to the Director for approval. Local candidates (Bharuch Dist.DETAIL STUDY OF HR POLICY OF WELSPUN Designation General Manager & above Train Fare I ACC/II AC/ I Class For Luggage Manager to DGM Officer to Dy. .66 - . The claim shall be authorised by HR & A Department and will be disbursed by Accounts Department. Manager II AC/Ist Class IInd Class Upto 50% of Basic Salary Anybody not producing ticket will be considered for the IInd Class train Ticket charges. The joining allowance shall be claimed within six months from the date of joining for self & dependent family members in format prescribed and shall be supported by proper documents.
House/Plot purchase (To have ease in attending duties) Expansion/Extension of existing house/plot (To cater own and family members needs) . 2. The heads of the departments are advised to recommend the loan after scrutinising the case very carefully based on the following Guidelines :1. 4. Reason/s based on proof received Level Seniority/Length of Service (in years) Repayment capacity (total authorised deduction doesn’t exceed 50% of Gross payment) Self Marriage Younger Brother’s/ Sister’s Marriage Medical treatment for self/ wife/ mother/ father/ younger sister/ brother/ Children . The employee who has completed one year of employment & whose services are confirmed shall only be eligible to apply for the loan. 3. 3. . Points for consideration while recommending sanctioning of loan : 1. 4. 5.DETAIL STUDY OF HR POLICY OF WELSPUN The application for loan shall be made in the prescribed format.67 - . 2. Amount of Loan & its rules : Service with Company Not less than 1 year Loan Amount (Basic Pay) 3 months (*) Recovery Period (Months) 10 (*) Recovery shall be made from the subsequent month of payment of loan amount No repeat loan on any ground to be granted before completion of 24 months from the last installment of previous loan.
the said employee can not become a guarantor.0 Please amend to read Loan Approval Authority as Department Head of HR & Admin Department in place of Director. at the sole discretion of the management be modified/amended/altered/withdrawn/stopped as felt necessary and fit. The employee who has already outstanding amount as loan on his name or is guarantor for some another outstanding loan can not sign as a guarantor. who is responsible for making salaries. Similarly. The HR&A Department.68 - . AMENDMENT / INSERTION IN THE LOAN POLICY Para 1. The loan scheme can at any time. shall be responsible for recovery of the loan instalments from salaries based on loan disbursement details received from Accounts Department.DETAIL STUDY OF HR POLICY OF WELSPUN 5. please insert the following in the Loan Policy at Para 4. Also.0 as : . an employee whose 3 months gross salary is less than the applicants loan amount. Repayment terms The guarantors are required to repay the outstanding loan amount if the employee fails to pay / the management is not in a position to recover from his Full & Final Settlement dues. Sanction of loan shall be at the sole discretion of the Management.
clean and tidy uniform while attending their duties. . Absolute hr solutions provide clients with professional human resource advice.69 - . The stitching charges at the rate of Rs.2. If any staff members feel to draw the extra cloth for uniform he may be permitted to draw based on availability of extra issue of cloth on cost basis and the amount shall be deducted from his salary/payment can be made by cash to Accounts Department as advised by the Accounts Department.135/. CONCLUSION Human resource management policies are vital for organizations that are serious about resolving personnel issues and finding hr solutions.DETAIL STUDY OF HR POLICY OF WELSPUN The fund for allotment of loan at any time shall not exceed the following limit : A) B) Staff Workmen Rs.00. It is desired that staff members wear patterned. neat.000/- UNIFORM The management may issue the cloth for patterned uniform to all staff members (except trainees) who have completed three months services. human resource policy solutions and job description writing and evaluation services.00. The eligible staff members may be issued with 2 pairs of uniform initially and Two Pairs subsequently every year.000/Rs.per pair will be reimbursed to employees.4. The staff members who leave the services of the company within 6 month from the date of issue of the uniforms cloth will be required to repay 50% cost of the cloth from final dues.
Therefore. Professional and fair Job Description Evaluation Services for organizations looking for that valuable second opinion Professional & affordable on-line HR Advice Services for those organizations needing help with specific HR-related issues • • • • • Individuals and organizations who are serious about human resources understand the bottom-line importance of job evaluation. job descriptions and effective policies. relevant job descriptions and a job evaluation system is to ensure that your staffs are treated equally across a variety of employment issues. Welspun understand the role of HR. their goal is to provide clients with: • Pre-written HR policies that ensure they have consistent. written polices help if . A step-by-step Job Description Writing Guide loaded with helpful sample job descriptions Plain-English Sample Job Description Package that act as templates when writing your job descriptions Professional & accurate Job Description Writing Services for those organizations with no time to undertake such a task. well-written & legal policies and procedures.70 - . In addition.DETAIL STUDY OF HR POLICY OF WELSPUN As HR specialists. RECOMMENDATION The main reason with organization should have policies and procedures.
many large organizations have dated policies.DETAIL STUDY OF HR POLICY OF WELSPUN legal situations arise. contracts. Chances are very good that your organization is required by law to provide written policy information to your employees. or developing HR policies and procedures. In addition. Annexure -34A ANNEXURES WELSPUN GUJARAT STAHL ROHREN LTD. . Organizations looking for fresh ideas and a fresh start to can find what they are looking for with our products and services.71 - . Small businesses without HR departments often scramble for resources when compiling staffing information. procedures and job descriptions that no longer reflect the reality of today's business world.
Zero Accident / Zero Breakdown / Zero Loss / Zero Defect / Zero Pollution / Zero Customer Complaint.Improvements. Process Optimization. 8. 4. 3. 10.CODE NO. as on page 2. Speedy delivery of products / Services . 6.72 - . 2. Methods Simplification. Production Capacity Utilisation Improvements. Cost Optimization. Quality of Products / Quality of Services . 9. Energy Consumption Optimisation / Energy Conservation.CODE NO DESIGNATION DEPT/PLANT/SECTION . 5. FOR SUGGESTION COMMITTEE USE ONLY (ACKNOWLEDGEMENT) NO: 000001 ________________________________________________________________ NAME/NAMES EMP. DATE / PLACE SIGNATURE/S INDICATIVE AREAS FOR SUGGESTIONS 1.DETAIL STUDY OF HR POLICY OF WELSPUN SUGGESTION FORM ________________________________________________________________ NAME/NAMES EMP. DEPT/PLANT/SECTION DESIGNATION ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------I/We would like to submit my/Our Suggestions.Improvements. Waste Elimination 7. Please attach Continuation Sheets. Improvement in productivity levels of resources (5 M's) Men / Machines / Materials / Methods / Money. if need be.
DETAIL STUDY OF HR POLICY OF WELSPUN --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- We thank you for suggestions and assure you that it is being considered on priority in accordance with the rules and regulations of the suggestion scheme.73 - . DATE / PLACE: NAME & SIGNATURE --------------------------------------------------------------------------------------------------FOR SUGGESTION SCHEME EVALUATION COMMITTEE: Annexure -34B SUGGESTION FORM SUBJECT / AREA _______________________________________________ . Look forward to having more suggestions from you.
MACHINES. with relevant papers. if need be.DETAIL STUDY OF HR POLICY OF WELSPUN ______________________________________________________________ ______________________________________________________________ MY / OUR SUGGESTIONS ARE: ESTIMATED COST (RS) & IMPLEMENTATION TIME REQUIRED: ESTIMATED BENEFITS TO THE COMPANY IN TERMS OF MANPOWER. Plant/Dept/Section In-charge/HOD . METHODS.74 - . and MONEY & MATERIALS: DATE : PLACE : SIGNATURE/S With Name/Designation/ Dept/Plant/Section Please attach sketch. Annexure .34C For Suggestion Scheme Evaluation Committee use only To.
Date / Place Evaluation Committee Members Signature/s with Name(s) BIBLIOGRAPHY Books & Magazines . i) Explain how estimated benefits / savings have been worked out.75 - . Money & Materials. Estimated cost (Rs)/Period of Implementation (days) & Names of Implementation Team: 4. Estimated benefits to the company it terms of Men. If NO. For Suggestion Scheme Evaluation Committee 1.DETAIL STUDY OF HR POLICY OF WELSPUN Please let us know your view on the aforesaid suggestion within 7 (Seven) days positively. Methods. If YES.Rs. Please attach detailed workings (Preferably) DESIGNATION SIGNATURE OF HOD DATE / PLACE Verification by Evaluation Committee.reasons of rejection 3. Please mention in brief . We have verified and arrived at estimated net savings / benefits to the company after implementation of the suggestion/s on one time basis / recurring basis as under . Is suggestion acceptable in principle? YES NO 2. Machines.
google.com .welspun. Mascarenhas Ascent : Times Of India Websites www.76 - .welspunpipes.com www.com www.DETAIL STUDY OF HR POLICY OF WELSPUN Harvard Business Review (May 2001. April 1999) Human Resources Personnel Management.Romeo S. Aswathappa Human Resources Management.com www.quendom.businessballs.com www.K.
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