HR POLICIES AND ITS

IMPLEMENTATION
AT
PAKHI GARMENTS

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 CHAPTER-1
INTRODUCTION

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 INTRODUCTION

1.1 OVERVIEW:
India is known for its high quality garments for men and most of the garment manufacturers are
in the Small and Medium-large scale industry. Indian sub-continent is the second largest
manufacturer of garments after China being the global leader in garment production. 

Indian men's clothing industry has been developing steadily and rapidly over the past few years,
this has been possible owing to the Indian male becoming more fashion conscious, and hence
there is more consumption which has increased the international demand of men's garments by
the rest of the world. Men’s shirt, trousers, blazer-suits, sherwanis, wedding-suit, business-suit,
sports-suit, kurti-suits are made in different sizes to cater the need of the customers both in
export and domestic market.

Readymade Garment Industry in India

Indian women’s ready-made garment industry making fashionable garments to cater the need
of their customers. salwar-kameez, churidar-kurtis, Patiala-salwar, pyjama-suit, midi-top,
gowns, nighty, leggings, jeans trousers, casual-shirts, formal-pant and shirts,indian saree
blouse,designers wedding blouses are produced in ready-made garment industries in India. 

India Garment Industry has an advantage as it produces men, women. And children’s garments.
both exports stylish and domestic garments for men at budget-oriented prices due to affordable
labour rates with competitive perspectives. Today the by the way of Technological advancement
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and use of modern machinery it has enabled the manufacturers to achieve better quality and well-
designed, fashionable garments. 
India's Garment Industry has been rapidly &steadily growing in last ten years. Exports have been
rising as there is an increase in orders from international buyers accompanied by a rise of
investments in the garment sector of the country. The Indian Garment Industry is of major
importance to the Indian economy as it contributes substantially to India's export earning, it is
estimated and analyzed that one out of every six households in the country depends on this sector
either indirectly or directly for its livelihood. From all over the world the Retailers also
increasingly come to India attracted by low production costs. The large brands among them are
Wal-Mart, Tesco, and M&S. 
India's Garment Industry was a un-organized sector a few decades ago, but now this is
considered to be the well-organized sector and among the best in the world. It constitutes of
skilled fashion designers, dedicated manufacturers, exporters, suppliers, stockist, retailers,and
wholesalers. Indian Garment Industry has carved out a niche in the international markets and
earned a reputation for its durability, quality and appearance. Today's changing consumer
preferences - buying branded apparel and fashion accessories, major boom in the garment retail
industry, people shopping at department and discount stores, shopping malls, with rising
disposable incomes, government policy focused on fast-track textile export growth, and
ambitious goals have created several investment opportunities in India. 
Government has even made effort to include benefits for Garment Industry. The annual plan for
2017-18 formulated by Indian government to promote the textile sector of India, includes
schemes for attracting foreign direct investments, brand promotion through public-private
partnership (PPP) for global acceptance of Indian brands, trade centers for facilitating business
and image building, fashion hubs as a stable marketplace for Indian fashion, common
compliance code for creating apparel standards for the benefit of buyers, and training centers for
developing human resources. Indian garment industry`s has a decentralized production structure
- subcontracting, which is low risk and low capital-has served the industry well but has excluded
Indian products from the mass market for clothing, which demands consistent quality for large
volumes of a single item. 

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 Market Capitalization 

India's Garment/ Apparel Market Size

INDIA'S APPAREL MARKET SIZE

2015  2016 2017 2018 
Volume Value Volume Value Volume Value Volume Value
('000 (Rs.Cr, ('000 (Rs.Cr, ('000 (Rs.Cr, ('000 (Rs.Cr,)
units) ) units) ) units) ) units)
Mens 125437 23335 1297220 26090 134214 29135 1393639 32590
Wear 0 0
Womens 123688 19130 1300610 21730 136831 24680 1443113 28375
wear 0 0
Unisex 417810 4215 434340 5240 452020 5835 470978 6615
Apparel
Kidswear 113987 9950 1180290 10810 122228 11745 1268933 13085
0 0
Uniforms 372960 4660 397210 5460 423020 6345 456862 7675
TOTAL 442189 61290 4609670 69330 480777 77740 5033524 88340
0 0
 Today India is booming with fashion and lifestyle, with the organized retail trade
growing at a rate of 30% per annum. 
 The Indian apparel or Indian garment industry is pegged at more than 90,000 crores with
nearly 13% growth per annum. 
 The men's garment or clothing segment constitutes nearly 45 % of the total apparel
market and growing at a constant rate each year. 
 The share of organized branded segment in men's wear is fast increasing in the Indian
apparel market.

Domestic and Export Share 

Indian Garment Sector earns high export revenue, it has witnessed substantial profit accruing to
retailers and Indian manufacturers are reflected in garment workers' wages.

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 Graph of domestic & export
In 2004, Asian trade in the Garment Industry was to the tune of 138 billion US dollars. 

In Bangalore itself there are large retail chains from the US and Europe - like GAP, Walmart,
Tommy Hilfiger and JC Penny - have outsourced orders to large factories to the tune of 269.6
million US dollars in 2005. 

In 2006, India's textile industry (including garments) contributed 14% to industrial production,

4% to GDP, and 17% to export revenues which directly employed 35 million people including
women and backward classes. Apparel exports totaled Rs 50,479 crore in 2009-10 compared to
Rs 50,293 crore in 2008-09. But in dollar terms, all months of 2009-10 except July, August and
November showed a painful downslide due to the exhausted quota system, and to face the tuff
competition of china.

1.1.1 Employment Opportunities 

Indian Garment Industry is closely connected to the fashion industry and steadily grows hand in
hand. With these even opportunities for the employment is also increasing to a larger level.
These high levels of fashion consciousness has created the need for candidates who are highly
productive, efficient and have a passion to create new designs and give way to creativity. 

This Industry demands and requires both skill and diligence. India is an ultimate combination,
like it has a matured garment industry for a long time along with a vast trained manpower. Some
of the key areas to work are related to fashion and apparel design and manufacturing,

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merchandising, import export according to the government policies, freight and shipments etc.
Work as a designer, or a start up a business in the local market and expand the business to the
others areas of the national market. 

1.1.2 List of Top Leading Companies Producing Ready-made Garments in India:

1. Pantaloon Retail India Ltd
2. Shopper's Stop
3. Tata - Trent
4. Globus stores Pvt Ltd
5. Pirmayd Retail Ltd
6. Arvind Brands Ltd
7. Pro vogue India Ltd
8. The Raymond Group
9. Madura Garment
10. Reliance Retial Ltd
11. Wills lifestyle
12. Murjani Group
13. Landmark Group
14. Gokaldas Group
15. Zodiac Clothing
16. Peter England
17. Van hausen

1.1.3 Recent Developments of Garments Industry in India

 In southern India's Tirupur town, young girls are engaged to work in the knitted garment
industry with a promise of 'golden opportunity' to earn their own dowry at the end of a three-
year apprentice period. 
 Knitted Garment industry of Tirupur projects a turnover of Rs 10,000 crore this year,
down from Rs 11,000 crore in 2016-17, thanks to the falling dollar. 
 The industry employs 400,000 workers regularly and an additional 500,000 seasonally
where most of them women and teenaged girls. 
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 The Indian Garment industry is today modernized via an exclusive scheme, which has set
aside $5bn for investment in improvisation of machinery. 
 International brands like the Levis, JC Penny, Wal-Mart, Gap, Marks & Spencer and
other industry giants are sourcing more and more fabrics and garments from India.
 According to a study China and India will be major gainers. Where India could increase
their share from present 8 % in US textile market to 13.5% and from 3% to 8% in US
Garment market. 
 Morgan Stanley has projected India to be one of top three exporters of textile and
garments. 
 Indian Cotton Mills Federation study has estimated Indian textile exports to reach US $
40 Billion by 2010 and 12.5% share in the Indian Commodity export basket. 
 However, the garment industry in India faces stiff competition from countries such as
Bangladesh, China and Vietnam. There is a pressure on the Indian garment industries to
produce finished garments at lower costs to survive the cut-throat competition. 
 Today, around 45% of the total textile exports in India account for ready-made garments. 
 Garment Industry in India is looking at achieving an export target of $25 billion- an
Apparel Export Promotion Council (AEPC) official said. 
 The garment industry today would need an additional 1.5 million people . 
 An investment of Rs. 35000 crore in terms of related infrastructure is required . 
 AEPC plans to set up 50 training centers besides the 22 centers it has at present across the
country.
To give quality education in garment making, many technical educational institutes, colleges, are
available in India, after completing their relevant course, they can be recruited in ready -made
garment industries &export garment manufacturing industries. More number of small industrial
entrepreneurs is growing with prosperity. Government loan facilities are available to establish
the readymade garment industry. 

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1.2 COMPANY PROFILE
Registered in 2010, Pakhi Garment has made a name for itself in the list of top
suppliers of in India. The supplier company is located in Ludhiana, Punjab and is one
of the leading sellers of listed products. Manufacturing of Shirts and Trousers are under
the category of readymade Garment industry. Readymade garment industry has occupied
a unique place in the industrial scenario of our country by generating substantial export
earnings and creating lot of employment. Its contribution to industrial production,
employment and export earnings are very significant. This industry provides one of the
basic necessities of life. The employment provided by it is a source of livelihood for
millions of people. It also provides maximum employment with minimum capital
investment. Since this industry is highly labour-intensive, it is ideally suited to Indian
condition. This project report is prepared for the manufacture of gent’s shirts, gent’s
trousers as they find wide acceptance in local and international markets. Any person
having the knowledge of cutting and stitching operations can easily set up such
establishments.

1.2.1 MARKET POTENTIAL:

Readymade garments are the choice of urban people. It is also gaining wider acceptance
in semi-urban and rural areas. The huge charges made by tailors and delay in delivery has
made people to switch over to readymade garments. In domestic market and export
market, it has made spectacular progress in the last decade. This industry is becoming
very vibrant and lot of foreign investment pouring in this industry because of low risk
and high earning nature of this industry. As these products are fashion oriented,
entrepreneurs should always keep in mind the changing fashion styles. Considering its
advantageous position, it is assumed that there will be no constraint in marketing of
gent’s readymade garments.

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1.2.2 PRODUCT & ITS APPLICATION:
Shirts and Trousers are two key components of men’s formal clothing. As more youth
complete their education and aspire for white collar jobs, they follow typical office goers’
pattern of readymade garments to avoid being singled out. As readymade garments are
designed by the professional fashion designers these are in sync with the current trends
and offer psychological satisfaction to the user

1.2.3 INDUSTRY OUTLOOK & TRENDS:

The trend for custom stitching of shirts, trousers etc. is on decline due to time and cost
involved. Also, the consumers are unable to imagine how a particular fabric would look
or feel once a garment is stitched out of it. Such issues have led to growing demand for
ready to wear shirts and trousers. The customers also get huge variety of fabric types,
prints, designs, patterns and styles in readymade garments. Therefore the demand for
these products is on the rise.

1.2.3 RAW MATERIAL REQUIREMENTS:

Main raw material required for shirts and trousers is the fabric. Both, cotton and blended
fabric is used in the products depending on customer choice and the budget. Cotton
fabrics of superior quality are expensive compared to synthetic or blended fabrics. Raw
material is available in almost all towns of India either directly from the fabric
manufacturers or wholesalers. Many mills have their agents or brokers who book orders
from traders and garment factories on regular basis. Apart from fabric, other inputs are
thread, buttons, labels, zippers, pocket & lining fabric (for trousers) and interlining (used
in shirt collar, cuffs and trouser belt). Wholesalers of these materials are found in every
large city although New Delhi, Mumbai, Ludhiana, Coimbatore and few other cities have
several dealers and importers of these consumables.

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1.2.4 TECHNICAL ASPECTS
Process of Manufacture: The manufacturing process involves the following steps:
Procurement of Fabrics
 Procurement of Fabric: Dyed/bleached/printed cotton/synthetic fabrics as per
demand are to be procured from the open market. The fabric will be inspected by
laying on the inspection table against light before cutting so that unevenness in
colour/shade or any other fault, if any visible in the fabric are eliminated.
 Cutting and Stitching: The inspected fabric is placed on the cutting table in layers
and then the different parts of the respective garments are demarked by a chalk as per
different sizes. Cutting is carried out by the cutting machine. Stitching is carried out
for individual portion of the garments by skilled workers with the help of over-lock,
lock stitch machines etc.
 Washing, Checking, Pressing and Packing: All garments are charged into washing
machine containing mild detergent and washed for 4 hours in order to remove dirt and
stains acquired during the manufacturing process. After washing, the garments are
hydro extracted to remove excess water and after this, these garments are dried in
tumbler dryer. Final checking is done before pressing and packing on the checking
table so that any fault in the piece may be removed and protruding threads eliminated.
The individual pieces are pressed by steam presses to remove any wrinkle marks and
packed in the carton boxes.

1.2.5 QUALITY CONTROL & STANDARD:

The quality of garments mainly depends on quality of fabric used. Therefore, care must
be taken while purchasing fabrics to ensure good colourfastness properties, uniformity in
shade etc. Generally garments are made as per customer's specification in respect of size,
design and fashion.

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1.3 Policies
A policy is a deliberate system of principles to guide decisions and achieve
rational outcomes. A policy is a statement of intent, and is implemented as a
procedure or protocol. Policies are generally adopted by a governancebody
within an organization. Policies can assist in both  subjective  and  objective 
decision making. Policies to assist in subjective decision making usually assist
senior management with decisions that must be based on the relative merits of a
number of factors, and as a result are often hard to test objectively, e.g. work-life
balance policy. In contrast policies to assist in objective decision making are
usually operational in nature and can be objectively tested, e.g. password policy

Human Resource Policies refers to principles and rules of conduct which

“formulate, redefine, break into details and decide a number of actions” that
govern the relationship with employees in the attainment of the organization
objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations, sex,
marital status, and the like.
2. Policy on terms and conditions of employment-compensation policy and
methods, hours of work, overtime, promotion, transfer, lay-off and the like.
3. Policy with regard medical assistance-sickness benefits, ESI and company
medical benefits.
4. Policy regarding housing, transport, uniform and allowances.
5. Policy regarding training and development-need for, methods of, and
frequency of training and development.
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6. Policy regarding industrial relations, trade-union recognition, collective
bargaining, grievance procedure, participative management and
communication with workers.

1.4 FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors and the
top management.

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel

problems on day to day basis.

1.5 BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following

benefits:
a. The work involved in formulating policies requires that the management
give deep thought to the basic needs of both the organization and the
employees. The management must examine its basic convictions as well as
give full consideration to the prevailing practices in other organizations.
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 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
change. The CEO of a company may possess a very sound personnel
management philosophy. He/she may carry the policies of the organization
in his/her head, and he she may apply them in an entirely fair manner. But
what happens when he/she retires? The tenure of office of nay manager is
finite. But the organization continues. Policies promote stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of fair play
and justice and where they help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup
conflicts.

1.6 PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equal opportunities

to every employee to realize his/her full potential.
2. Principle of scientific selection to select the right person for the right job.
3. Principle of free flow of communication to keep all channels of
communication open and encourage upward, downward, horizontal,
formal and informal communication.
4. Principle of participation to associate employee representatives at every
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 level of decision-making.
5. Principle of fair remuneration to pay fair and equitable wages and
salaries commensurating with jobs.
6. Principle of incentive to recognize and reward good performance.
7. Principle of dignity of labour to treat every job and every job holder with
dignity and respect.
8. Principle of labour management co-operation to promote cordial
industrial relations.
9. Principle of team spirit to promote co-operation and team spirit among
employees.

10.Principle of contribution to national prosperity to provide a higher

purpose of work to all employees and to contribute to national prosperity.

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CHAPTER-2
REVIEW OF
LITERATURE

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 REVIEW OF LITERATURE

Anupama Gupta (2010) described the challenges faced by Human resource manager in context
of new economic scenario. This paper emphasized that these challenges should seriously taken
care of. Main challenge is the shortage of skilled manpower. This paper examined the role of
human resource department to tackle the problem. It was the duty of HR department to design
a possible career path to retain talent. It was suggested that HR manager should be ready to
handle the challenges, but the role of other stakeholders should also be included in order to
ensure healthy survival of the organization.

Bharathi (2009) explained the value of HR functions in business and its impact on higher
productivity, enhanced quality, better customer service, good industrial relations and lower
cost which influence the profitability of an organisation. Effective HR practices could play
important role in achieving all the above said factors.

Chaudhari (2009) was of the opinion that, the HRM policies of an organisation are influenced
by two major factors: situational factors and stakeholders interest. The situational factors are
labour markets, laws of the land, management goals, business strategies, technology, employee
demography, position of the company. The stakeholders interest cover expectations of
shareholders, management, employees, government and society/community. These factors can
act as constraints on the formulation of HRM policies and can also be influenced by HRM
policies.

Saini R.R. (2010) in his article ―Human resource development in UCO Bank-A case study of
Chandigarh Region.‖ evaluates the Human Resources Development policies and practices.
This study identified the process and problems in designing and implementing Human
Resources Development Systems. This study was analytical in nature and consist a sample of
100 respondents to analyze their opinion about HRD Policies and Practices. The Important
findings of this study were, qualification was the most important factor of recruitment at all
level of managers and employees.

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Kundu. Subhash C., Divya Malhan (2009) in their article on "HRM Practices in Insurance
Companies: A Study of Indian and Multinational Companies" opined that Competitive
advantage of a company can be generated from human resources (HR) and company
performance is influenced by a set of effective HRM practices. The results of this study
indicated that both multinational companies and Indian companies have to significantly
improve their practices regarding performance appraisal, training and financial benefits, and hr
planning and recruitment. Service sector is human resource intensive business. To gain
competitive advantage, service organizations should emphasize on human resource
management practices, as has been indicated in the results. A well-defined framework of
human resource management practices benefits not only the organization but also the
employee. HR policies of an organization benefit the employee by providing better
opportunities for growth in terms of better compensation, benefits, training and development
opportunities, and career management, in turn leading to job satisfaction and selffulfillment

Tripathy (2008) observed that an organization can have competitive advantage by utilizing its
human resources. This can be achieved through sound HRD Practices. According to him HRD
include three C‘s- Competencies, commitment and culture. An optimum level of progressive
climate is essential for facilitating HRD in an organization. It was resulted that good HRD
Practices can influence financial and other performance indicators in the organization.

Singh S.K (2008) in his research entitled ― HRD Climate: Interventions and challenges‖
examined that survival of the organizations in dynamic and complex environment require
employee involvement, productivity and this can be achieved with the help of quality targets,
quality circles, training and development & suitable method of performance appraisal etc.
Above these HRD interventions/practices should be implemented in a suitable way and HRD
Climate should be conductive so that cooperation of employees can be achieved and conflicts
can be sorted out which in turn increase the effectiveness of the organization

Patil, Kallinath S. (2007) in his study opined that, the service sector plays a vital role in the
development of the country. LIC has grown into a living saga. This transformation has not
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come about overnight. A breakthrough has been achieved on the strong foundation laid by the
people of this great institution, which provided confidence and inner strength to explore new
frontiers through the program of massive decentralization, development, expansion and
diversification undertaken in recent years. The organization is today on the threshold of new
vistas, striving and straining for reaching new heights and surging ahead in quest of
excellence.

Hemant Rao (2007) emphasized the changing role of HR. There was dramatic change in HR
during past five years. This study shows the significant role of human resource managers in
various areas like Empowerment of workers, Business process Reenergizing, Total Quality
management, Humanization of work, and Quality of work life. It was the challenge of HRM to
balance the impact of liberalization and globalization on productivity. Earlier the role of
Personnel department was to give advice or support when asked but the changing professional
employment scenario emphasized the role of HR professional while dealing with employees of
different regions, caste, language and social backgrounds.

Sharma and jyoti (2006) in an article on "job satisfaction" concluded that job satisfaction is an
effective reaction to an individual's work situation, and has been described as a positive
emotional response resulting from appraisal of one's job. One of the aspects that can lead to
Dissatisfaction is one's attitude towards one's job. job attitude can be defined as an overall
feeling about one's job or career or in terms of specific facet of the job or career and can be
related to specific outcomes, such as productivity.

Subramanian, V. (2005) expressing his views regarding recruitment and selection of

employees stated that any organization which gives a fair share of attention to the recruitment
and selection of its people is bound to get good returns. Recruitment and selection should be
viewed in the wider context of the organizational future. What are the strategic objects and
hence what capabilities will the enterprise need in the future? Must be the questions the
organization should always address itself to. Therefore, an important strategic issue to consider
is how the recruitment and selection activity can contribute to long term business goals

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G.V.Chalam and L. Srinivas (2005) in this paper made an attempt to explore the basic gender
disagreement with respect to HRD Climate in 20 branches of SBI at Andhra Pradesh. Findings
of the study showed that women employees have much more concern on HRD climate than
men. They come up with high level of satisfaction in respect of HRD Practices. Female
Employees had higher degree of pleasure toward HRD Climate. It was also revealed that
women respondents closely observed and followed the Human Resource development climate
of the Bank and were also very loyal toward bank regarding their commitment toward work.

Maitin, T.P. (2003) In his article "Dynamic Human Resources" stated that, out of wide variety
of resources which participated in the process of organizational growth, human resources are
the most dynamic element of efficiency and productivity. In the context of modern information
age, manpower owns the responsibility of information mobilization and their profitable
utilization, which increases performance of organization. The role of human resource as great
intellectual assets in management is too valuable to accelerate the rate of economic progress.

Malik and sur (2003) in their study on "Human Resource Accounting in India" observed that
the progress of any organization is absolutely dependent on the skillful utilization of its human
resources. Even in the modern world, an organization may own adequate financial resources
and acquire physical resources with latest technology as it needs, it would find difficult to
manage its affairs, if the human organization of the concern is not strong enough. However,
the strange irony is that in India most of the organizations do not recognize it properly. They
do not adopt human resource accounting (HRA) although it could contribute significantly both
to internal and external management decisions. HRA also helps the people of the organization
in improving their performance and bargaining capacity. It makes each of them conscious
about the ratio between his contribution towards the betterment of the concern and the
expenditure incurred by the concern on him

Vidya A. Salokhe (2002) conducted a study on HRD, observes that "Human Resource
Development (HRD)" signifies an effort aimed at qualitative improvement of human beings in
their specific role as assets of an organization. HRD intrinsically recognizes that, "People" are
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the organizations singularly important and valuable resources and that they need to be
developed in terms of their knowledge, skill and attitude for achieving their personal as well as
organizational goals. Because only dynamic people can built dynamic organizations, only
competent and motivated people enable an organization achieve its goals.

Mishra and Bhardwaj (2002) in their research entitled ―HRD climate: An empirical study
among private sector managers‖ examined the nature and extent of HRD climate over the
hieratical levels in large private sector organizations located in eastern parts of India. A sample
of 107 managers at senior, middle, and lower levels is taken. The standardized questionnaire
on HRD climate developed by Rao and Abraham (1990) was used consisting of a 5-point scale
to measure the three categories i.e. general climate, OCTAPAC culture and HRD mechanisms.
For analyzing results mean scores and percentage scores of each item was calculated, and t-test
was applied to verify the results. The conclusion was that the HRD climate prevailing in
private sector organizations was good and satisfactory. Further the authors recommended that
the top-level managers should be responsible enough to introduce a well-integrated sound
training policy for imparting training to the employees.

T.V. Rao (1999) in his book entitled ―HRD audit‖ describe the framework and methodology
of HRD audit. This is landmark work which makes corporations to conduct an internal audit of
their human resource functions. HRD score card has been developed and tested by Dr. Rao.
HRD dimensions are very essential for the contribution toward organizational performance,
HRD systems maturity, HRD competencies, HRD culture and values, and HRD linkages to
business goals. Many corporations have started investing in HRD. They have started new
human resource development, given top level positions to human resource persons, created
reasonable budgets and expect the HR function to give a strategic advantage to their
corporations..

Udai pareek &T.V. rao (1999) in ―designing & managing human resource system‖ depicts
the fluctuating trends in designing & managing human resource system. Recognize the
importance of HRD and the limitations of personnel department. Many organizations have
established new HRD department. This book treats human resource system. This work
21
includes some new additions namely career planning & development, induction training,
socialization, mentoring etc. This also gives information about professional bodies and
academic institutions active in the field of HRD.

Venkateswaran (1997) conducted a study entitled ―A note on HRD Climate‖ revealed that
early identification of human resource potential and development of their skill are the main
tasks of the HRD department. The study based on the response of 132 executives of large
public sector unit of engineering organization. The study proves the existence of favorable
HRD climate in the organization. The results of the study revealed that the HRD dimensions
increases the employee interest in the work place thereby eliciting a higher level of
performance

Mathur et. al (1996) in a study on work culture try to differentiate the internal work culture of
public and private sector organizations in India. He examined the how the external socio-
cultural environment and enterprise variables influence the internal work culture, which in turn
has an impact on human resource management practices. He resulted that as compared to
public sector organizations, the internal work culture of private enterprises put greater stress on
internal locus of control, future orientation of planning, and employee participation in
management and thereby result in better performance. It was further point out that HRM
Practices in private sector utilized more effective motivational techniques like feedback,
performance based reward, supervisory control, autonomy etc as compared to public sector.

Rajan gupta (1990) in his book entitled ―implementing human resource development‖ dealt
with the implementation part of HRD. The work gives an insight to improve the
implementation process and develop theoretical understanding about HRD implementation. In
this book attention is given to different aspects and issues involved in HRD like manpower
planning, education and training, impact of liberalization and globalization, total quality
management and human resource accounting and HR dimensions of the new economic policy.

22
 CHAPTER-3

RESEARCH
METHODOLOGY

23
 RESEARCH METHODOLOGY

3.1 METHOD OF DATA COLLECTION

The researcher has chosen the questionnaire methods of data collection due to
limited time in hand. While designing data-collection procedure, adequate
safeguards against bias and unreliability must be ensured. Researcher has
examined the collected data for completeness, comprehensibility, consistently
and reliability.
Researcher has also gathered secondary data which have already been collected
and analyzed by someone else. He got various information from journals,
historical documents, magazines and reports prepared by the other researchers.
For the present piece of research the investigator has used the following
methods:
Questionnaire
Interview Observation

3.2 OBJECTIVES OF STUDY

1. To study the HR Policies of the company.

2. To study the effects of HR policy on employees performance and satisfaction.
3. To study the evaluation of the policies and to take corrective actions against
the deviation.

3.3 SAMPLE SIZE

Here, researcher has taken 100 as the sample size.

24
3.4 HYPOTHESIS OF PROJECT
 Human Resource Policies provided by the organization of employees
works as an agent for the growth of employees and also motivates the
employees to perform well i.e. employee performance and satisfaction is
the valuable outcome of sound of HR Policies of the organization.
 The various HR Policies in Pakhi Garment makes the employees
enthusiastic towards work.

3.5 ABOUT THE QUESTIONNAIRE

Questionnaire method is used to get responses from employees of Pakhi garment.
The questionnaire consist of meaningful questions in definite order. The
questionnaire filed up by the 100 employees in the organization.

25
 CHAPTER-4
HR POLICIES IN
PAKHI GARMENTS

26
OBJECTIVES

In reviewing the purpose of HR Policies at Pakhi Garment, the organization

stated that the HR Policies has been a key part of the management process for the
effective utilization of human resource. The company aims to fulfill the
following objectives through its HR Policies:

 Ensure a high degree of selectivity in recruitment so as to secure super

achievers and nurture them to excel in their performance.
 Impart such induction, orientation and training as to match the individual
to the task and inculcate a high sense of organizational loyalty.
 Provide facilities for all round of growth of individual by training in and
outside the organization, reorientation, lateral mobility and self-
development through self-motivation.
 Groom every individual to realize his potential in all facets while
contributing to attain higher organizational and personal goals.
 Build teams and foster team-work as the primary instrument in all
activities.
 Recognize worthy contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale. Appraisals and
promotions shall be ethical and impartial.
 Implement equitable, scientific and objective system of rewards,
incentives and control.
 Contribute towards health and welfare of employees.

27
MANAGEMENT REVIEW:

Management review meeting is held every six months at the Group Review.
Meet is conducted from time to time to ensure the suitability, adequacy and
effectiveness of the HR Policies.

CORRECTIVE ACTION FOR NON CONFORMANCE:

 Non conformance to the policies mentioned is reviewed by the Group HR

Cell, respective CEO and HR Head of the company. The review will
suggest remedial measures to avoid repetition of the non conformance
through elimination of the root causes for the same.

 Board of Directors is kept informed of the review and action plans

decided to avoid the non conformance in the ensuing monthly meeting.

DOCUMENT AND DATA CONTROL:

 Documents and data are generated by the Corp. HR in the form of hard
copies or electronic medium.

 Documents are reviewed and approved for adequacy by Corp. HR prior to

issue.

28
The various procedures that form the HR Policy of the Organization are:

1. Recruitment and selection of manpower

2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10.Retirement Planning
11.Job Enrichment
12.Exit Interviews

A brief preview of the above mentioned policies and the various objectives that
these policies aim to achieve are given in the subsequent chapters.

Due to high level of secrecy maintained in the organization, the policies given
below are according to my understanding and interpretation of the subject.

29
1. RECRUITMENT POLICY

 In Pakhi Garment, recruitment and selection of personnel is explicitly

based on the criteria of their knowledge, skills and attitudes, so as to
secure super achievers and nurture them to excel in their performance.
 All fresh candidates are absorbed only after satisfactory completion of
appropriate training.
 All direct recruitment is through the HR department.
 Detailed selection procedures as decided from time to time are adhered
to without any compromise.
 Above procedures shall undergo continuous refinement through
evaluation and feedback.

2. INDUCTION AND PLACEMENT POLICY

 At Pakhi Garment, new recruits imparted such induction, orientation,

training and placement so as to individuals to the task and inculcate a
high sense of organizational loyalty.
 The HRD Department and the concerned heads of parent departments
prepare a well-structured Induction Program to acquaint the new
recruits with the people, organizational structure, and interface between
different departments, functions and culture of the organization.
 The Induction Program is formulated to suit the position of the
candidate and necessary to be provided to him.

30
3. JOB ROTATION POLICY

 At Pakhi Garment, facilities are provided for all-round growth of

individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher responsibilities.

 Systematic Job Rotation from time to time shall have a revitalizing

effect on the individual as well as the organization.

 All promotions to the level of HODs will be considered only when an

individual has undergone rotation through at least 2 sections.

4. PERFORMANCE APPRAISAL POLICY

 Performance Appraisal grooms every individual to realize his potential

in all facets by helping to identify and achieve his personal goals within
the framework of organizational objectives.

 Appraisals shall be ethical and impartial so as to recognize worthy

contributions appropriately and in time in order to maintain a high level
of employee motivation and morale.

 The Performance Appraisal Systems aims at integration of individual

and organizational goals.

31
5. COUNSELLING
Counseling sessions, which are conducted by HR Department OR
Professional Counselor OR Performance Appraiser, are available to all the
employees in order to fulfill the following objectives:

 To enhance employees’ competence and job satisfaction.

 To prepare employees for future responsibilities.
 To establish a better working relationship between the superior and
subordinate.
 To enable employees to cope with personal problems.

6. CAREER PLANNING POLICY

 Career Planning system in Pakhi Garmentis aimed at developing people

of the right caliber to meet present and future needs of the organization.
It shall be an essential ingredient for Succession Planning.
 The mandatory factors to be considered prior to career planning shall
be:
a. The organization’s long and short term plans.
b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and
average caliber.
d. Recruitment through internal and external sources at all levels and
its ratio as appropriate to the organization.
e. The number of people recruited and trained every year.

32
7. SUCCESSION PLANNING POLICY

HODs and above identify successors, primary and secondary, to his position
at the time of annual appraisal. This is reviewed every year along with the
annual appraisal.

8. TRAINING AND DEVELOPMENT POLICY

 At Pakhi Garment, training and development activities strive to ensure

continuous growth of organization by nurturing the strengths of the
employees and providing the environment and opportunity for every
individual to realize his/her potential.
 The policy aims at broadening the outlook of the individuals and
bridging the gap between actual performance and the performance
necessary to deliver results.
 Facilities are provided to all individuals towards self development and
all round growth through training.
 HR Department identifies average performers and provide special
training.

9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

 Human Resource Information Management Systems (HRIMS) aims at:
a. Providing accurate information about employees to
management for decision making.
b. Eliminating duplication of efforts.
c. Offering quick and easy access to human resource information at

33
 random as well as in regular report form.
 The system has two layers of security. Access to the system is through
keying in the valid combination of username and password.
Permission to access certain programs is restricted to identify key
personnel.

 An integrated employee database is maintained and continuously

updated with information from personnel at regular intervals regarding
biographical data, work experience, qualifications, appraisal, training
and career paths.

10. RETIREMENT PLANNING

 At Pakhi Garment, retirement of all individuals is aided through

planned programs by HR Department so as to lessen the associated
misgivings and anxiety.

11. JOB ENRICHMENT

 Pakhi Garmentfollows a people centered approach to job

enrichment with a view to enhance the performance of the
employee, leading to higher job satisfaction.

12. EXIT INTERVIEWS

 The organization has a regular turnover of employees due to

various reasons such as retirement, voluntary retirement, and
34
 resignation etc. from time to time. Feedback is obtained from the
employee on occasions of separation from the organization. Such
feedback on matters that effect well being of the people is useful in
improving the organization in respect of HR Policies and practices.

The HR Policy Manual (or Managerial Service condition Manual) was designed
in order to facilitate the mangers in gathering the information regarding the
various service conditions that are offered by the organization. This manual
includes the service conditions which are most frequently asked for. The various
services conditions included are:

1. Provident Fund
2. Gratuity
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10.Phone Policy
11.Leave Travel Assistance (LTA)
12.Local Conveyance Rules
13.Transfer Policy
14. HRR Policy for Area Office Managers

35
 15.Canteen Service
16.Cash Payments & Advance Settlements
17.Performance Excellence Scheme
18.Performance excellence Form
19.Parivar Suraksha Yojna
20.Policy for Get Together of Employees
21.Notice Period for Managerial Employees
22.Conveyance Reimbursement for Interview Candidates
23.Car Policy
24.Post Retrial Benefits
25.Inland Travel Rules
26.Foreign Travel Rules
27.Application for Housing Loan
28.Application for Car Loan
29.Application for 2-wheeler Loan
30.Application for 2-wheeler (wards) Loan

36
 CHAPTER-5
DATA ANALYSIS
AND
INTERPRETATION

37
 A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in your
organization.
Table No.1

Options No. of respondents %age

Agree 82 82%
Disagree 12 18%
Total 100 100%

External recruitment sources

18%

agree disagree

82%

Fig.No.1

INTERPRETATION: Regarding external recruitment sources 82% employees

are satisfied or agree whereas 18% are not satisfied which is performed in the
organization. Therefore, the employees are satisfied by recruitment process.

38
 2. Are you satisfied with the monetary reward given on bringing a candidate
on board?
Table No.2
Options No. of respondents %age
Agree 74 74%
Disagree 26 26%
Total 100 100%

Monetary reward

26%

agree disagree

74%

Fig.No.2

INTERPRETATION: Regarding monetary reward given on bringing on board

74% of employees are satisfied and 26% are not satisfied.

39
3. Are you satisfied with the background checks conduct for employees.

Table No.3

Options No. of respondents %age

Agree 78 78%
Disagree 22 22%
Total 100 100%

Background checks

22%

Agree Disagree

78%

Fig.No.3

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.

40
4.Are you satisfied with the monetary limits given to you for the expenses?
Table No.4

Options No. of respondents %age

Agree 79 79%
Disagree 21 21%
Total 100 100%

Expenses

21%

Agree Disagree

79%

Fig.No.4

INTERPRETATION: Regarding monetary limits provided to employees for

their expenses 79% of the employees are satisfied and 21% of the employees are
not satisfied.

41
 B. INDUCTION

1. The induction programme of your organization is informal type.

Table No.5
Options No. of respondents %age
Agree 82 82%
Disagree 12 18%
Total 100 100%

Induction programme

18%

Agree Disagree

82%

Fig.No.5

INTERPRETATION: Regarding induction programme which is conducted in

the organization, 82% of the employees are satisfied whereas 18% of the
employees are not satisfied.

42
 2. The induction of your organization covers organizational structure and
policies.
Table No.6
Options No. of respondents %age
Agree 90 90%
Disagree 10 10%
Total 100 100%

Induction

10%

Agree Disagree

90%

Fig.No.6

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It means that
most of the employees are benefited.

43
 C. TRAINING AND DEVELPOMENT

a. For Employee performance is the training need analyzed in your

organization
Table No.7

Options No. of respondents %age

Agree 76 76%
Disagree 24 24%
Total 100 100%

Employee performance

24%

Agree
Disagree

76%

Fig.No.8

INTERPRETATION: Regarding employee performance, 76% of employees are

satisfied whereas 24% of employees are not satisfied. It means that most of the
employees get affected from this evaluation.

44
b. Are you satisfied with the Classroom method adopted by your organization to
train the employees?
Table No.8

Options No. of respondents %age

Agree 73 73%
Disagree 27 27%
Total 100 100%

Classroom method

27%

Agree Disagree

73%

Fig.No.8

INTERPRETATION: Regarding Classroom method, 73% of the employees are

satisfied whereas 27% of the employees are not satisfied. It means most of the
employees get affected but some of the employees want training and
development programmes to train employees.

45
 c. Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees.
Table No.9

Options No. of respondents %age

Agree 68 68%
Disagree 32 32%
Total 100 100%

Effectiveness of Training
program

32%

Agree
Disagree

68
%

Fig.No.9

INTERPRETATION: Regarding effectiveness of training program, 68% of the

employees are satisfied whereas 32% of the employees are not satisfied. It means
that some of the employees want that evaluation of effectiveness of training
program should be done with some other method.

46
 D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Table No.10

Options No. of respondents %age

Agree 92 92%
Disagree 8 8%
Total 100 100%

Balance scorecard
method
8%

Agree
Disagree

92%

Fig.No.10

INTERPRETATION: Regarding Balance scorecard method, 92% of the

employees are satisfied whereas only 8% of the employees are not satisfied. It
means that most of the employees are benefited from this evaluation method.

47
 2. Are you satisfied with the feedback given to you by organization?

Table No.11

Options No. of respondents %age

Agree 72 72%
Disagree 28 28%
Total 100 100%

Feedbac
k

28%

Agree
Disagree

72%

Fig.No.11

INTERPRETATION: Regarding feedback 72% of the employees are satisfied

whereas 28% of the employees are not satisfied. It means that some of the
employees get benefited but some are not.

48
 E. CAREER PROGRESSION

d. Are you satisfied with the mentor system followed for career
progression?
Table No.12
Options No. of respondents %age
Agree 84 84%
Disagree 26 26%
Total 100 100%

Mentor system

16%

Agree Disagree

84%

Fig. No.12

INTERPRETATION: Regarding mentor system followed for career

progression, 84% of the employees get benefited and only 16% of the employees
are exempted.

49
 e. Are you satisfied with the competence analysis and feedback from
manager?
Table No.13

Options No. of respondents %age

Agree 78 78%
Disagree 22 22%
Total 100 100%

Competence analysis and feedback

22%

Agree Disagree

78%

Table No.13
INTERPRETATION: Regarding competence analysis and feedback from
manager 78% of the employees are satisfied whereas 22% are not satisfied. It
means that some of the employees want feedback from other source.

50
 F. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Table No.14

Options No. of respondents %age

Agree 83 83%
Disagree 17 17%
Total 100 100%

Privilege
leave
17%

Agree
Disagree

83
%

Fig. No.14

INTERPRETATION: Regarding privilege leave provided to employees, 83% of

the employees are satisfied whereas 17% of the employees are not satisfied.

51
 G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Table No.15

Options No. of respondents %age

Agree 87 87%
Disagree 13 13%
Total 100 100%

Informal communication pattern

13%

Agree Disagree

87%

Fig.No.15

INTERPRETATION: Regarding informal communication pattern, 87% of the

employees are satisfied and 13% of the employees are not satisfied. It means
most of the employees are comfortable with this communication process.

52
 2. Are you satisfied with the opinion survey and Department meeting?

Table no.16

Options No. of respondents %age

Agree 76 76%
Disagree 24 24%
Total 100 100%

Opinion survey and Department meeting

24%

Agree
Disagree

76%

Fig.No.16

INTERPRETATION: Regarding opinion survey and department meeting,

76% of the employees are satisfied and 24% of the employees are not satisfied.

53
 H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Table No.17

Options No. of respondents %age

Agree 90 90%
Disagree 10 10%
Total 100 100%

Monetary Rewards

33%

Agree Disagree

67%

Fig.No.17

INTERPRETATION: Regarding monetary rewards, 67% of the employees are

satisfied whereas 33% of the employees are not satisfied. It means that some of
the employees want to implement non-monetary rewards in the organization.

54
 I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident

Insurance policy?
Table No.18

Options No. of respondents %age

Agree 76 76%
Disagree 24 24%
Total 100 100%

Contingencies

24%

Agree Disagree

76%

Fig.No.18

INTERPRETATION: Regarding contingencies provided under this policy,

76% of the employees are satisfied and 24% of the employees are not satisfied.

55
 J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim policy?
Table No.19

Options No. of respondents %age

Agree 89 89%
Disagree 11 11%
Total 100 100%

Services

11%

Agree Disagree

89%

Fig.No.19

INTERPRETATION: Regarding services provided under Mediclaim policy,

89% of the employees are satisfied and 11% of the employees are not satisfied.

56
 CHAPTER-6

FINDINGS,
SUGGESTIONS,
LIMITATION AND
CONCLUSION

57
6.1 FINDINGS
 Regarding external recruitment sources 82% employees are satisfied or
agree whereas 18% are not satisfied which is performed in the organization.
Therefore, the employees are satisfied by recruitment process
 Regarding monetary reward given on bringing on board 74% of employees
are satisfied and 26% are not satisfied.
 Regarding background checks which is conduct for employees 78%
employees are satisfied whereas 22% employees are not satisfied.
 Regarding monetary limits provided to employees for their expenses 79% of
the employees are satisfied and 21% of the employees are not satisfied.
 Regarding induction programme which is conducted in the organization,
82% of the employees are satisfied whereas 18% of the employees are not
satisfied.
 Regarding induction of organization, 90% of the employees are satisfied
and 10% of the employees are not satisfied. It means that most of the
employees are benefited.
 Regarding employee performance, 76% of employees are satisfied whereas
24% of employees are not satisfied. It means that most of the employees get
affected from this evaluation.
 Regarding Classroom method, 73% of the employees are satisfied whereas
27% of the employees are not satisfied. It means most of the employees get
affected but some of the employees want training and development
programmes to train employees.
 Regarding effectiveness of training program, 68% of the employees are
satisfied whereas 32% of the employees are not satisfied. It means that
some of the employees want that evaluation of effectiveness of training
58
 program should be done with some other method.
 Regarding Balance scorecard method, 92% of the employees are satisfied
whereas only 8% of the employees are not satisfied. It means that most of
the employees are benefited from this evaluation method.
 Regarding feedback 72% of the employees are satisfied whereas 28% of the
employees are not satisfied. It means that some of the employees get
benefited but some are not.
 Regarding mentor system followed for career progression, 84% of the
employees get benefited and only 16% of the employees are exempted.
 Regarding competence analysis and feedback from manager 78% of the
employees are satisfied whereas 22% are not satisfied. It means that some
of the employees want feedback from other source.
 Regarding privilege leave provided to employees, 83% of the employees are
satisfied whereas 17% of the employees are not satisfied.
 Regarding informal communication pattern, 87% of the employees are
satisfied and 13% of the employees are not satisfied. It means most of the
employees are comfortable with this communication process.
 Regarding opinion survey and department meeting, 76% of the employees
are satisfied and 24% of the employees are not satisfied.
 Regarding monetary rewards, 67% of the employees are satisfied whereas
33% of the employees are not satisfied. It means that some of the
employees want to implement non-monetary rewards in the organization.
 Regarding contingencies provided under this policy, 76% of the employees
are satisfied and 24% of the employees are not satisfied.
 Regarding services provided under Mediclaim policy, 89% of the
employees are satisfied and 11% of the employees are not satisfied.
59
 6.2 SUGGESTIONS

1. The Performance Appraisal of employee is evaluated on the basis of 360

degree feedback or 180 degree feedback.
2. The Organization should focus on mentor system intend to help
employees in their career progression.
3. The Organization should conduct Psychometric tests for employees.
4. The Training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards each other.
6. The company should give the appropriate recognition for the contributions
and accomplishments made by employees. A flexible reward system
should be adopted by organization to improve employee motivation.
7. A more transparent and full proof communication system developed in the
organization.
8. Replacing the lacuna in the current system.
9. Wages and salary administration process should have a more scientific
approach laying stress on equal wages for equal work done.

60
6.4 LIMITATIONS OF THE STUDY

 The sample size has been restricted to 100 respondents due to time constraint.
The study can be extended by increasing the sample size.

 Primary data has been collected from the respondents. The accuracy of data
depends upon the respondents chosen for the study.

 The study has been restricted to Ludhiana city only. Further, research can be
carried out by covering other areas also.

6.5 SCOPE OF STUDY

1. As most of the company’s overall performance depends on its employee’s

performance which depends largely on the HR POLICIES of the
organization.

2. So the project has wide scope to help the company to perform well in
today’s global competition.

3. The core of the project lies in analyzing and assessing the organization and
to design an HR POLICY manual for the organization.

61
6.6 CONCLUSION

Study shows that

1. The Policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization,
reorientation, lateral mobility and self-development through self-
motivation.
2. The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
3. The Policy builds teams and foster team-work as the primary instrument in
all activities.
4. The Policy implements equitable, scientific and objective system of
rewards, incentives and control.
5. The Policy recognizes worth contributions in time and appropriately, so as
to maintain a high level of employee motivation and morale.
6. The employees agree on the part of their performance that they know
what is expected from them.
7. The employees understand how their work goals relate to company’s
goals.
8. Company inspires the employees to do their best work every day.
9. The employees are not satisfied with the communication and decision-
making process as it leaks the information related to organization.
10.The employees do not receive the appropriate recognition and rewards for

62
 their contributions and accomplishments.
11.The employees feel that they are not paid fairly for the contributions they
make to company’s success.

63
BIBLIOGRAPHY

64
 BIBLIOGRAPHY

Journal:

 Anupama Gupta (2010), “Perception on Human Capital Valuation with special Reference to
Software Industries”, Management and Labour Studies, 33(3): 338-353.
 Saini R.R. (2010), Marketing research: within a changing information environment, New
York (NY): McGraw-Hill/Irwin.
 Tripathy (2008), “The Relationship between Perceptions of Human Resource Practices and
Employee Outcomes: Examining the Role of PersonOrganisation and Person-Job Fit”, The
International journal of Human Resource Management, 22(1): 138-162.

Books:
“Human Resource Management” by Ashwathapa.
“Human Resource Policy Analysis: Organizational
Applications” by Richard J. Niehaus. “Human Resource
Management” by Michael Armstrong.
“Human Resource Policy Analysis: Organizational Applications” by Richard J. Niehaus.

Journals & Articles:

1. Articles by T.V.Rao Learning Systems.
2. Policies of Pakhi Garment
3. Documents of Pakhi Garment

Websites:

http://www.pakhigarment.com/contact.htm
www.citehr.com www.ask.com www.wikipedia.com
www.hrgroup.com www.ppspublishers.com
65
ANNEXURES

66
 QUESTIONNAIRES

Name of Employee: -----------------------------------------------------------------------

Designation: ----------------------------------------------------------------------

A. Recruitment and Selection

1. Are you satisfied with the external recruitment sources performed in your
organization.
1. Agree 2. Disagree
2. Are you satisfied with the monetary reward given on bringing a candidate on board?
1. Agree 2. Disagree
3. Are you satisfied with the background checks conduct for employees.
1. Agree 2. Disagree
4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree 2. Disagree
B. Induction
1. The induction programme of your organization is informal type.
1. Agree 2. Disagree
2. The induction of your organization covers organizational structure and policies.
1. Agree 2. Disagree

C. Training and Development

1. For Employee performance is the training need analyzed in your organization.

1. Agree 2. Disagree
2. Are you satisfied with the Classroom method adopted by tour organization to train
the employees?
1. Agree 2. Disagree
3. Effectiveness of training program in your Organization is evaluated by observing
the post training performance of employees.
 1. Agree 2. Disagree
D. Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?

1. Agree 2. Disagree
2. Are you satisfied with the feedback given to you by organization?
1. Agree 2. Disagree

E. Career Progression

1. Are you satisfied with the mentor system followed for career progression?
1. Agree 2. Disagree
2. Are you satisfied with the competence analysis and feedback from manager?
1. Agree 2. Disagree

F. Leave Policy

1. Are you satisfied with the privilege leave provided to you?

1. Agree 2. Disagree

G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?

1. Agree 2. Disagree
2. Are you satisfied with the opinion survey and Department meeting?
1. Agree 2. Disagree

H. Rewards and Recognition

1. Are you satisfied with the monetary rewards?

1. Agree 2. Disagree

I. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?

1. Agree 2. Disagree

J. Mediclaim Policy
1. Are you satisfied with the services covered under this policy?
1. Agree 2. Disagree