SUMMER TRAINING REPORT

ON

EMPLOYEES SATISFACTION WITH HR

POLICIES
IN

A REPORT SUBMITTED IN THE PARTIAL FULFILLMENT FOR

THE AWARD OF DEGREE IN BBA ( CAM )PROGRAM .

Submitted To: - Submitted By:-

Controller of examination parul Chandna
M.D. University BBA ( CAM) 6th semester
Rohtak Reg. No. 10-DAVIM-4442

DAV INSTITUTE OF MANAGEMENT

 PREFACE

No professional curriculum is considered complete without work experience. Each

individual who undertaking management education has to pass this phase before he/ she
considers himself fully qualified as managers.

Entering the industry is like a stepping into a New World. At first everything seems
strange but with passage to time one starts understanding all that is happening around
him.

The management sciences gives all the fundamental concepts that are applicable in
market but leaves the individual to work as it application. It is just a matter of applying
the theory you know to give a practical situation. And there is no better place to learn the
market itself.

The project report is a effort put in job analysis of HR department for the period of my
summer training.

I hope the company would find the study worth the effort.
 ACKNOWLEDGEMENT

A research study cannot be completed without able and willing inspiration, guidance and
co-operation from various quarters.

I take this opportunity to express my deep sense of gratitude to all those who directly and
indirectly help me in pursuance of this research study.

I particularly indebted to my worthy guide and mentor who provided me with his
valuable time, support and inspiration during the pursuance of this research study.
Without his guidance, this study would not have been in present form.

In my summer training in India’s renowned company “Escorts Limited” I am grateful to

Escort Limited to giving my chance to complete my project, Mr. Jagdish K Banga,
Senior Manager Corporate HR for being very supportive, guidance and suggestion
throughout the project.

In addition I wish to thank all Divisional Head’s, Whole team of Corporate HR, workmen
and all those who have helped me for completing my work successfully.

The expertise in this study belongs to those mentioned above, all the errors are
mine.

PARUL CHANDNA
 DECLARATION

I, hereby declare that this research report titled “Employee Satisfaction wit
hr policies” is prepared by me, during the academic year under the guidance
of DAV Institute of Management, Faridabad.

I also declare that this research work is the result of my own effort and
has not been submitted to any other university or institution for the
award of any degree.

Also this research report is strictly for assessment purpose and cannot
be held against the company. The facts held in the report may have
been altered to protect the interest of the company.
 TABLE OF CONTENTS

S.NO. PARTICULARS PAGE NO

1. INTRODUCTION

 SCOPE OF THE STUDY

 OBJECTIVES
 RESEACRCH METHDOLOGY

2. REVIEW OF LITERATURE

 MANPOWER PLANNING
 RECRUITMENT
 TRAINING AND DEVELOPMENT
 COMPENSATION
 PAYROLL
 PERFORMANCE MANAGEMENT
 WELFARE
 INDUSTRIAL RELATION
 ABOUT UNION
 DISIPLINARY PROCEDURE

3. COMPANY PROFILE

 MAIN TEXT
 HRD MODEL
  ORGANSATION CHART
 INDUSTRY PROFILE
4. ANALYSIS AND INTERPRETATION

5. SUMMARY

 SUGESSTIONS AND RECOMMENDATIONS

 CONCLUSION
 LIMITATIONS TO THE STUDY

BIBLIOGRAPHY

QUESTIONNAIRE
CHAPTER.1
INTRODUCTION
 INTRODUCTION

 It is said that satisfied employee is a productive employee, any kind of grievance

relating to organisational or a personal to a greater extent influence on the job.

 So every organisation is giving higher priority to keep their employees with

satisfaction by providing several facilities which improves satisfaction and reduces
dissatisfaction.

 Job satisfaction is considered as a key issue by the entrepreneur where efforts are
taken and programmes are initiated.

 If an employee is not satisfied with the job there are chances for absenteeism low
turnover, low productivity , committing of mistakes , diverting energy for different
type of conflicts keeping these thing in view all organizations are trying to identify
areas where satisfaction to be improved to get out of the above dangers.

 In this connection a survey was conducted to identify the level of satisfaction in

term of strongly agree to strongly disagree on various job related factors.
 SCOPE OF THE STUDY

 Job satisfaction is an important output that employees work for organization.

 It comprises for extrinsic and intrinsic factor and help maintain and able and willing work
forces.

 It is an interesting and significant area for conducting research.

 To study made on the topic of job satisfaction will reveal the factor of feeling of
employees.

 This report is useful to the management of company to know the satisfaction level of
employees and they can take measures to improve productivity.

 This report is useful to the management students for reading and may be and useful in
preparing the report on job satisfaction in business concerns public organization etc.
 OBJECTIVES OF THE STUDY

1. To measure the employee job satisfaction level.

2. To study the employees perception towards organization.

3. To study the attitude of employees towards their work.

4. To identify the factor that motivate the employees.

5. To give suggestions for the growth and perspective of the company.

 RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge. One can also define
research as a scientific & systematic search for pertinent information on specific tools. It
is an act of scientific investigation. The Advanced Learners Dictionary of Current
English lays down the meaning of research as “A careful investigation or enquiry
especially through search for new facts in any branch of knowledge”. Every research
must have a particular methodology, through which it’s easy to define what the problem
actually is & how can it be solved.
Thus, Research Methodology is a way to systematically solve the problem.

The main steps involved in the research process are:

o Defining the Research Problem
o Review of the related Literature
o Formulation of Hypothesis
o Research Design
o Collection of Data
o Analysis of Data
o Interpretation & Report

RESEARCH METHODOLOGY

 Definition
 Scope of study
 Type of research
 Type of data
 About Questionnaires

RESEARCH
Research comprises of defining and redefining problems, formulating hypothesis
or suggested solutions; making deductions and reaching conclusions; and at last carefully
testing the conclusions to determine whether they fit the formulating “Hypothesis”.
Research refers to the systematic method consisting of
- Enunciating the problem,
- Formulating a hypothesis,

- Collecting the fact or data,

- Analysing the facts and
- Reaching certain conclusions either in the form of solutions towards the
concerned problem or in certain generals for some theoretical formulation.

SCOPE OF STUDY
 To help the company determine how they make their financial planning
programme more effective for the client.
 To determine various parameters to collect information through questionnaire of
clients.
 To collect the findings and information to enable to analyze and draw
conclusions.

TYPES OF RESEARCH
Exploratory Research
Many times a decision-maker is grappling with broad and poorly defines
problems.
Exploratory research uses a less formal approach. It pursues several, possibilities
simultaneously and in a sense it is not quite sure of its objective.
Exploratory research is designed to provide a background, to familiarize and, as the word
implies, just “explore”, the general subject. A part of exploratory research is the
investigation of relationships among variables without knowing why they are studied. It
borders on an, idle curiosity approach, differing from it only in that the investigator
thinks there may be a payoff in the application some where in the forest of questions.

Three typical approaches in exploratory research are:

a. The literature survey,
b. The experience survey, and
c. The analysis of “insight-stimulating” examples
Conclusive Research
Exploratory research gives rise to several hypotheses, which have to tested for
drawing definite conclusions. These conclusions when tested for validity lay the
structure for decision-making.

Conclusive research is used for this purpose of testing the hypotheses generated by
exploratory research.
Conclusive research can further be classified as:
 Descriptive
 Experimental.

Descriptive Research
Descriptive research as the name suggests is designed to describe Something- for
example, the characteristics of users of a given product; the degree to which product
use varies with income, age, sex or other characteristics; or the number who saw a
specific television commercial.

To be of maximum benefit, a descriptive study must only collect data for a definite
purpose.
Descriptive studies vary in the degree to which a specific hypothesis is the guide. It
allows both implicit and explicit hypotheses to be tested depending on the research
problem.

Experimental Research
Experimentation will refer to that process of research in which one or more
variables are manipulated under conditions, which permit the collection of data, which
show the effects.
Experiments will create situation so that a researcher can obtain the particular data
needed and can measure the data accurately.
Experiments are artificial in the sense that the situations are usually created for testing
purposes. This artificiality is the essence of the experimental method.
TYPE OF DATA
Statistical investigation requires systematic collection of data, so that all relevant
groups are represented in the data.
The quality of data will greatly affect the conclusions and hence, utmost importance must
be given to this process and every possible precaution should be taken to ensure
accuracy, while gathering and collecting data.
Depending upon the sources utilized, whether the data has come from actual
observations or from records that are kept for normal purposes, statistical data can be
classified into two categories;
 Primary data
 Secondary data

PRIMARY DATA
Primary data is one, which is collected by the investigator himself for the purpose
of a specific inquiry or study. Such data is original in character and is generated by
surveys conducted by individuals or research institutions.
Primary data can be obtained by:

Communication
It involves questioning respondents either verbally or in writing. This method is
versatile, since you need only to ask for the information; however, the response may not
be accurate.
Communication usually is quicker and cheaper than observation.

Personal Interviews
Have an interviewer bias that mail-in questionnaires do not have. For example, in
a personal interview the respondent’s perception of the interviewer may affect the
responses.

Questionnaire
The questionnaire is an important tool for gathering primary data. Poorly
constructed questions can result in large errors and invalidate the research data, so
significant effort should be put into the Questionnaire.
SECONDARY DATA

When an investigator uses the data, which has already been collected by others,
such data is called secondary data. This data is primary data for the agency that collects it
and becomes secondary data for someone else who uses this data for his own purposes.
The secondary data can be obtained from journals, reports, government publications,
publication of professional and research organization and so on.

There are several criteria that you should use to evaluate secondary data.
- Whether the data is useful in the research study.
- How current the data is and whether it applies to time period of interest.
- Errors and accuracy - whether the data is dependable and can be verified.

- Presence of bias in the data.

- Specifications and methodologies used, including data collection method, response
rate, quality and analysis of the data, sample size and sampling technique, and
questionnaire design.
- Objective of the original data collection
- Nature of the data, including definition of variables, units of measure, categories
used, and relationships examined.

Since my research was of descriptive type and perform surveys, I collected information in
the form of primary data. I obtained primary data by questionnaire method.
I used primary data to obtain the information, which is first hand and original in
character, so as to have fair information

For the better understand of all the activities I have adopted the methodology that include
the study of personnel manual (workmen) of Escorts Ltd, interaction with respective
officers and respective workmen of various plant/ SBU’s and case studies related to labour
case and legal actions.
CHAPTER.2
Review of
literature
 MAN POWER PLANNING

Manpower planning is related to finding out the need of manpower. That is how
much is our manpower and what will be our future requirement.

This all will depend on:

1. The objective of organization
2. Expansion plan of employees

And many more aspects are kept in mind while planning for manpower & this work is
done by the HR-DEPARTMENT.

 Each Division/Production Unit (PU) / Department Undertaken annual manpower

planning every year in the month of January.

 Every PU / Department Head will review and work out the manpower requirements of
his/her department/PU in view of company’s business/targets giving proper
justification if any increase or decrease in the manpower needs.

 The respective plant head will review/discuss the requisition raised by the different
department /PUs and finalize the manpower needs.

 The proposed manpower requisition from will be forwarded to the respective personnel
department for consolidation and approval by the head manufacturing/Business Head.
 No change whatsoever will be made in the approved/sanctioned manpower without
proper justification and prior approval of Head-Manufacturing/Business Head once the
manpower requirement is freeze for the financial year.

 Recruitment/confirmation of workmen cadre including trainees and casuals shall be

facilitated/ processed by the respective plant personnel Departments’.
The respective plant personnel department will ensure that the manpower is
made available as per the approved manpower in terms of numbers skills required
by the different Department / Pus and strictly as per the approval granted by the
Head-operations/business Head.

RECRUITMENT

Recruitment refers to the process of finding possible candidates for a job or function,
usually undertaken by recruiters. It also may be undertaken by an employment agency or a
member of staff at the business or organization looking for recruits. Advertising is
commonly part of the recruiting process, and can occur through several means: through
newspapers, using newspaper dedicated to job advertisement, through professional
publication, using advertisements placed in windows, through a job center, through campus
interviews, etc.

There are many source of recruitment

 News papers/ journal

 Advertisement
 Job contractors
 Educational institution
 Employee exchange

It is the responsibility of HR Department to find the need, and source of recruitment,

which will be best, suited for organization.

 Recruitment is authorized for filling vacant post against authorized

strength/manpower.
  Vacancies occur due to the following reason:
o Separation-resignation, termination, transfer etc
o Expansion/reorganization.
o Time bound job of temporary nature/leave vacancies.
o Retirements (premature/on attaining the 58 year of age).
o Heavy maintenance or other emergencies.
 Recruitment in Escort is mainly done internally or externally.
Recruitment means that informing the people about the job and
inducing them to apply.

There are two types of Recruitment

 External Recruitment
 Internal Recruitment
External recruitment is in which we recruit employees from outside.

And internal recruitment is in which we try to utilize our employee’s talent who is
already on the payroll.

INTERNAL RECRUITMENT PROCESS

 Employees are promoted from within may not have all the requisite skills required
for the job. In such cases, employees will have to be trained for their new jobs.

 Internal recruitment may lead to increased morale for employees; the organization
is perceived to reward good performance or loyalty.

 Vacancies will be advertised internally and selection will be done strictly keeping
in view the requirement of the concerned PU/Department.

 Willing candidates will be required to apply against the internal advertisement, in

prescribed format annexed through his/her PU Head/Department Head.
  Plants personnel department will administer the process in consultation with
administer the recruitment process in consultation with the concerned department.

 Finally, management take decision to filling the vacancies.

EXTERNAL RECRUITMENT PROCESS

 External recruitment is giving chance to new ideas and method to do work. Might
reduce training costs and time if the employee comes to the organization with skills
to do the job.

 Whenever it become necessary to recruit permanent workmen from external

sources the vacancies will be notified to the concerned employment exchange and
following measures can be taken to fill the vacancies.
1. Recruitment of employees’ referrals.
2. Notification of vacancies on the company’s notice boards.
3. Recruitment from open market.
4. Advertisement in local newspaper/media.

SELECTION PROCEDURE

 The personnel Department will coordination/organize and administer the selection

process for the permanent workmen category of employees in consultation with the
respective department/PU.

 Personnel Department will get the prescribed form (annexed) filled up for
procuring information about skills and all other requisite details. The mandatory
skills and behavioural requirement for the job will be finalized well in advance in
 the prescribed and will be finalized well in advance in the prescribed format
annexed and will be the base for the selection of the candidate.

 Personnel department in consultation with concerned department will set up

interview committee. In this committee. In this committee one from other
PU/Department, one trade expert from the company or outside and one
representative from personnel Department will be notified to all concerned
persons/Pus/department will be nominated and notified to all concerned
persons/Pus/Departments.

 The following will be given in the final evaluation to the different factor

Factor Marks
Qualification 20
Experience(skill) 20
Aptitude/Personality 20
Interview 40

Total 100

LETTER OF INTENT

The selected candidate will be given an intent letter with prescribed detail, as below:
 Position for which selected.
 Date of joining.
 Trade and salary details.
 Advise for medical examination.
 Detail of the testimonials and other document to be submitted at the time of joining.

Candidates selected for regular employment will be required to undergo pre-employment

medical examination by the company’s medical officer or the doctor nominated in this
 respect. In case the candidate is declared unfit for employment, the offer letter will stand
cancelled.

GRADE FIXATION

 The new appointee will be placed in an appropriate grade decided based on their
qualification, skill and experience

 The minimum entry level/grades in vogue at present in different area of work and
staff function are as under

Category/area of Qualification Grade Basic

Work (minimum) (in Rs)
Sanitation 10th pass E-01 1150

Peon 10th pass E-03 1250

Driver 10th pass E-04 1300

Clerical staff Graduate and E-06 1400

Computer literate

Clerical staff Graduate i.e. with

(Experienced) 1 year of training E-07 1450
Experience

Inspection Audit I.T.I with E-06 1400

Apprenticeship

Draughtsman I.T.I with

Apprenticeship E-07 1450
Helper 10th pass E-01 1150

Operator I.T.I E-03 1250

Operator I.T.I with

Apprenticeship E-04 1300

 Experienced candidates may be placed in higher rate on basis of prior

service/experience and/or qualification.

TESTIMONIALS & DOCUMENTS TO BE SUBMITTED AT THE

TIME OF JOINING

 All the employees of ‘E’ cadre joining the regular employment of the company will
be required to submit the following document.

 Educational and clearance certificates (photocopies) in support of his/her claim of

being eligible for the said position.
 Experience and clearance certificate from previous employer (if applicable).

 Three recent colour passport size photograph.

 Medical fitness certificate from the company’s doctor-in original.

 Certificate in support of proof of age.

 Documentary proof of his/her coverage under employee state insurance

(ESI)/provident fund or any other social security scheme while in previous
employment if applicable.

 Character certificate from the head of institution previously served.

  Salary certificates from the last employer, if applicable.

JOINING FORMALITIES TO BE COMPLETED BY EMPLOYMENT

OR PERSONNEL DEPARTMENT

 Joining report-in original in the prescribed format annexed.

 Declaration of relatives in the company or in business with the company

 Allotment of employee’s identification number and cost centre.

 Create personnel file for service record.

 Prepare identity cum punching card for attendance recording.

 Update the employee’s muster.

 Enter name in the adult worker register and muster roll And Fill up form ‘F’
(nomination form) for gratuity in the prescribed form-in duplicate.

 Provident funds form No.13, if applicable.

 ESI declaration for nomination in the prescribed form no.-in duplicate.

  Fill up declaration from in the prescribed from for coverage under company’s
Medical Hospitalization scheme and other insurance scheme and other insurance
schemes. (Colour photos of self and development family member 2 number each.)

 Information form for welfare/safety item.

 Nomination form for payment of dues under Factories Act.

ISSUE OF APPOINTMENT

 On joining for duty the employee will be issued an appointment letter

 All appointment letters/confirmation letters will be prepared and issued by the

concerned personnel department.

 The term and condition of employment will be as per standard format (annexed),
which may be suitably adapted ion concerned establishment and in accordance with
the permanent workmen category of employees.
 It will be ensured by the respective personnel department that ‘Antecedent
verification’ including verification report well before completion of probation
period…

ORIENTATION PROGRAMME

 All new joiners’ will undergo an orientation program where in the new incumbents
will be appraised about the company’s history, product, future business plans,
organizations’ rules, regulations, culture, vision and mission.

ADDITIONAL GAINFUL EMPLOYMENT

  All permanent workmen will devote their entire time for the work of the company.
They will not undertake any other direct/indirect business, work honorary, or
remunerators except with written permission of the management in each case.
The rules, regulations and conditions regarding additional gainful employment are
clearly laid down in the certified standing orders of the company and breach of any
rule will be treated as misconduct and is punishable as per certified standing orders
and general laws.

PROBATION

 Probation mean workman who is provisionally employed on trial to fill vacancy in

a permanent post and has not been confirmed as permanent in accordance with
certified standing orders. Ordinarily the period of probation may be six months, but
it may be extended by another period of three months at a time if the manager at his
discretion considers it necessary to further adjudge the work or conduct of a
workman.

 A workman shall continue to be on probation until confirmed in writing by the

manager. Services of a probationer can be terminated without assigning any reason
or / and notice at any time during the probationary period.

 If a permanent workman is employed o probation in a new post or a vacancy and

vacancy and his work during such probation is not found satisfactory, he may at
any time during the probationary period be reverted to his substantive post and shall
not lose his lien on his permanent post o this account.

CONFIRMATION

 A Person shall be treated confirmed only after the issuance of written order in this
regard. Continuation of an employee beyond the stipulated period of
 probation/training will not entitle him to claim permanency if there is no such
order.

 Respective personnel department will ensure that necessary information is sent to

all other departments/agencies for different administrative purpose about his
confirmation and record of such communication is maintained.

CLASSIFICATION OF WORKMEN

 Classification of permanent workmen will be as per the certified standing orders of the
company.
1. Permanent
2. Probationer
3. Substitute
4. Temporary
5. Casual
6. Apprentice

HIRING OF CASUAL / TEMPORARY EMPLOYEES

INTRODUCTION

Procedure lays down company’s policy regarding hiring of employees required in

various departments against absenteeism, temporary and casual nature of jobs.

It is the company’s policy to select and enrol casual employees according to

requirement of various departments in accordance with certified standing orders.
 However, required manpower duly approved by the sanctioning authority should
reach personnel Department before the end of previous month. The concerned as per the
sanctioned manpower will send their requirement category wise to personnel Department
at least seven days in advance.

PERIOD/QUALIFICATIONS

Category Qualification Period Remark

Unskilled Metric Temporary Casual or Temporary will only be

employed against casual or temporary
nature of job

 Qualification can be relaxed in case of unskilled workmen of sanitation,

horticulture and canteen and in case of skilled workmen for paint shop and H/T
shop.

VERIFICATION OF DOCUMENT TO BE ATTACHED

Every person for workmen casual/temporary employment should give his application on
the prescribed application from along with two-passport size photograph and photocopies
of experience/qualification certificates. Concerned officer of personnel department would
verify and see the original copies of all the certificates and obtain the signature of the
workmen on the backside of photographs.

INTERVIEW AND SELECTION

On the receipt of requirement from the entire department, personnel Department will fix up
the date and time interview in consultation with concerned departments. Normally the
application form will be available at the gate twice in a month is every 10th and 25th (in case
of holiday on next working day). The form should be distributed to eligible employees by
10.am and the interview will take place on the same date. In case of non-availability of
candidates, selected candidates will be given ENTRY SLIP for another date.

JOINING FORMALITIES
The candidates having entry slips will be allowed to enter the plant (normally on the first
and 15th) for joining in the time office. After the completion of statutory formalities, the
time office will issue an appointment letter/check list will and one photograph fixed and
stamped on it. The letter/check list will be retained by the individual during the period of
individual during the period of his service and, can be used as an identity card.

ORIENTATION OF CASUAL EMPLOYEES

Training selection will arrange a two-hour orientation. The attendance card will be issued
after the said session.

ATTENDANCE
Marking of attendance shall be through card. The attendance card will be issued to the
concerned workmen on daily basis, before the start of the shift at a centralized place.
However, for the purpose of physical verification of the presence of concerned workmen,
the shop supervisor will mark attendance of concerned supervisor will send the report to
Time Office before the end of second half for the purpose of actual attendance of
concerned workman.

RECRUITMENT OF TEMPORARY / CASUAL WORKMEN

 Casuals/temporary is hired essentially to cover absenteeism and or performing job

of casual/temporary nature.
 User Department/PU will send the casual/temporary manpower requisition from
duly approved by the plant Head/ Head-Operation (AMG) to the plant personnel
department well in advance.

 The plant personnel department will initiate action immediately for recruitment of
casual worker/temporary workers.

 Casual worker/temporary workmen will be hired keeping in view the necessary

skills required by the user PU/Department.

 Casual workers/temporary workmen will be issued proper letter of casual or

temporary appointment in the format annexed duly approved by the legal cell.

 Casual workers or temporary workmen will be issued proper letter of casual or

temporary appointment’ in the format annexed duly approved by the legal cell.

 It will be mandatory to specify clearly the period of employment in the letter of

temporary/checklist.

1) The employment will cease automatically after the expiry of the date mentioned
there in the letter unless extended by the competent authority in writing before the
last date of employment originally provided.

2) It will be the sole responsibility of the personnel department concerned to ensure

that minimum rate of wages are paid to the casual workers/ temporary worker as
fixed by the state govt. of Haryana and revised from time to time under Minimum
Wages Act.

3) Necessary statutory deduction including contribution towards ESI and PF will be

made from the wages of employees in accordance with provision of law.

4) All precautions will be taken to ensure that all statutory obligations are taken care
of such as payment of wages/facilities and legal formalities with regard to
employment workers.
TRAINING AND DEVELOPMENT

Training is a non-managerial activity for developing the skills of employee.

Training is of two types:

 On the job training

 Off the job training

HR Department had to find out the need of training.

Whether of new employee or older one, they have to do all arrangements for training in
order to improve skills of employees.

TRAINING
To successfully implement major change, an organization must have a positive
culture built on employee confidence, respect, and positive thinking.
Training enhances the skill and capabilities of an individual in an organisation. For a
training program to be successful employees have to be convinced of its utility and
effectiveness. Each organisation irrespective of its size or nature of operation needs to
provide training to its employees at various stages for their skill up gradation and over all
development.

Typical Reasons for Employee Training & Development

Training and development can be initiated for a variety of reasons for an employee or
group of employees, e.g.
 When a performance appraisal indicates performance, improvement is needed.
 To "benchmark" the status of improvement so far in a performance improvement
effort.
 As part of an overall professional development program
 As part of succession planning to help an employee be eligible for a planned
change in role in the organization
  To "pilot", or test, the operation of a new performance management system

OBJECTIVE
In Escort limited the objectives of training program are:
 Improving employee performance- when an employee is recruited by an
organization, he might not have all skill requited to carryout his job. Training also
helps in bridging the gap between actual and expected performance of the
employee by enhancing their knowledge and skills.

 Updating Employees skills- it is important for the management to continuously

evaluation and adopts any technological advances that can help the organization
function more effectively and efficiently. Training enables employees to update
their skills and helps integrate the technological changes successfully into
organisational systems and processes.

 Retaining and motivation employees - one-way to motivate and retain employees

in through a systematic program of career planning and development. Employees
feel cared for and continuously become more motivated and committed. Therefore
Escort Limited tries to provide training that help in retaining promising employees.

 Creating an effective and efficient organization - A manager who has well

equipped and well trained employees needs to spend less time supervising them.
Accidents at the workplace can also be improved by the creation of a reservoir of
skilled employees who can help an organization sustain its effectiveness even at
time of high attrition.

THE TRAINING PROCESS

The process will have six phases to be completed in order to get high results of training.
 Identify training process
 Development training objective and design plan.
 Create training material and tools to be applied.
 Deliver the training.
  Review and measure results of training in the view of training objective.
 Implement suggestion and ideas.

IDENTIFYING TRAINING NEEDS

The training needs analysis shall have following activities.

TECHNICAL TRAINING NEEDS

 Determining standard set of competencies/skills on functional basis.
 Compiling inventory of existing skills of workmen.
 Listing of training needs as reflected in the annual Appraisal Form.
 Comparison with standard set of competencies/skill levels and identifying gaps.

NON-TECHNICAL TRAINING NEEDS

 Listing causes of area of concern through interview and prioritizing by discussion
with PU/Dept Heads.
 Listing of training needs to meet organizational objectives.

ORGANISATIONAL NEEDS
 Listing of general awareness needs to meet organizational objectives.

AREA OF TRAINING
Three types of training are imparted to the workmen of Escort Limited.
 Behavioural training.
 Technical training.
 Functional training.

1. BEHAVIOURAL TRAINING – All the workmen of Escort Limited are given

behavioural training to make them aware about organizational culture ad how they
should behave in that based on their requirement. During training program, employees
are tried to be motivated towards achieving organizational goals. Behavioural training
is to inculcate the interpersonal skills and managerial skills.
2. TECHANICAL TRAINING – On job training is given to those workers who
perform technical jobs. For the better product quality, timeliness and reduce the scrap
workmen are given technical training on the area of their own work.

3. FUNCTIONAL TRAINING - Some time to get the better quality product and
cost effectiveness off job training program are conducted where workforce is given
training about various functional aspect of their work.

TRAINER
In Escort Limited, Training and Development programs are conducted both by
Internal and External Faculty depending upon the requirements.

INTERNAL- If an employee of the organization is capable enough, has knowledge to

train the workmen is given chance as a trainer. He has briefed about the training need and
objectives.

EXTERNAL – In case of non availability of internal source, external faculty is hired

based on the various criteria like, Training requirement, skill set of the faculty,
effectiveness of training program conducted by him/her earlier and fee structure.
After selecting the trainer schedule and venue for the training program is fixed and all the
concern workmen are made aware about the schedule through notice boards.

TRAINING EVALUATION

Once the training is completed feedback is obtained to have a feel of the program
covering concerning area like content of program and their relevance, knowledge and
capacity of training faculty to deliver, atmosphere of training, suggestion for improving
the program etc. Also to what extent the training has been effective in helping the trainee
is evaluated with feedback taken from the dept/ manager head through a structured from
after 6 months of training program. Any lack of progress by employee shall require him
to gain undergo training in that area of study.
 COMPENSATION

It is the money given to employees for providing their services to organization. The
compensation will differ with the level of work and responsibility of employees there are
many factors kept in mind while giving compensation like:

 Physical and mental stress involve in work

 Designation of employees

 Level of responsibility

 Level of authority

While deciding about compensation, these factors are kept in mind and it is the duty of
HR Department to see that all employees get pay on time.

PAYROLL

This is basically related with keeping record of employee attendance and leaves, which
he takes, whether it is sick leave or earned leave or casual leave. As this helps in
calculating the compensation of employee.
 ATTENDENCE

 Attendant is recorded through identity-cum-punching card at the time of entry and

exit from work place. In punching machine installed at designated departments.
This also includes entry, exits punching during the shift for half-day leave.

 Any body found indulging in proxy punching is liable to be punished for

misconduct under the standing order of company.

 According to the rules of the company, worker can come late by five min and after
that 1 hour, salary will be deducted.

 Specific time slots are provided in the attendance recording system therefore, card
punching during that duration is allowed only.

 Workman going out of the factory premises for official work will punch his card at
security gate and will produce gate pass with proper authorization wherein the
duration is clearly mentioned.

 No workman is allowed to work on any other shift than his scheduled one without
prior approval of head of the department.

 To ensure that attendance data is safe and stored properly for future reference data
backup shall be kept in a separate PC and back up of data will be taken on daily
basis. Before destroying any data pertaining to attendance, the concerned personnel
Head and Head of Finance will be consulted.
SHIFT TIMINGS
Shift Timing Mid-breaks
1 Shift 8 am to 4:30 pm 12 noon to 12:30
2 Shift 4:30 pm to 1 am 8:30 pm to 9 pm
3 Shift 1 am to 8 am 5 am to 5:30 am

LEAVE

All regular workmen are eligible for casual, sick and earned leave in accordance with the
provision with the provision of the certified standing order and the rules framed thereafter.

CASUAL LEAVE

 A workman is entitled for 7 casual leaves with wage in calendar year.

 A workman cannot claim casual leave as a matter of right. Grant of casual leave is
the discretion of the management and subject to exigencies of work of company.
 During 1st year of services the principle of earn and avail shall apply.

SICK LEAVE

 A Workman is entitled for seven sick leaves with wages in a calendar.

 Sick leave beyond 2 days will be granted only on the production of medical
certificate by a competent doctor. The workman shall be required to submit fitness
certificate to enable him to resume duty.

EARNED LEAVE

 Every workman is allowed during the subsequent calendar year earned leave at the
rate of every 14 days worked in preceding calendar year.
  A workman should avail minimum three days of EL at a stretch and can avail this
leave only tree times in a calendar year.

MATERNITY LEAVE

 The maximum period a woman is entitled to maternity benefit is a total of 12 weeks

leave out of which the pre-delivery leave should not exceed more than 6 weeks
from the expected date of delivery.

 All workwomen employees who have worked for period of not less than 80 days in
the 12 months immediately preceding the date of her expected delivery are eligible
for maternity leave.

ENCASHMENT OF LEAVE

For the purpose of encashment of casual leave, sick leave or earned leaves the following
formula is used:

For casual leaves:

(Basic + dearness allowance + personal pay * no. of leave)
26
For earned leaves:
(Basic + DA + PP (as on date of encashment) * No. of EL)
26
 PERFORMANCE MANAGEMENT

When employee perform some work. He should also get feedback whether he has done
good or excellent or bad job. So that he can find what were the drawbacks in his work
and he can improve it. It is a motivation factor for employee that when he came to know
that he has done good job he will be motivated and will work hard to perform better.

This is responsibility oh HR Department to conduct monthly, quarterly half yearly

performance appraisal programming. In order to let both organization and employee

know that where he is and where he wants to be.

PROMOTION/ UPGRADATION

 Minimum eligibility for promotion is 4 year in a grade.

 Minimum 225 days attendance in each calendars years.
 380 appraisal points in a grade based on the cumulative score of preceding 4 years
is required.
 WORKMAN APPRAISAL

INTRODUCTION

Appraisal is a basic human tendency to make judgements about those who are
working with, as well as about one. Appraisal, it seems, is both inevitable and universal. In
the absence of a carefully structured system of appraisal, people will tend to judge the
work performance of others, including subordinates, naturally, informally and arbitrarily.
The human inclination to judge can create serious motivational, ethical and legal problems
in the workplace. Without a structured appraisal system, there is little chance of ensuring
that the judgements made will be lawful, fair, defensible and accurate.
Performance appraisal systems began as simple methods of income justification. That is,
appraisal was used to decide whether the salary or wage of an individual employee was
justified. There two separate form one for direct and another for indirect workers.
Appraisal is done in month of January each year.

To make the appraisal system databased and objective to maximum possible

extent the following factors are kept in the appraisal form:
 Attendance
 Punctuality
 Quality output
 Quality performance

Attitudinal factors are:

 Desire to learn new technique/skill process
 Attitude towards colleague and seniors.
 Contribution of new ideas in own area of work.
 Saving consciousness.
 Each such factor in the appraisal form has been given appropriate weight age and
the maximum appraisal points are 100.

Regular workmen shall be eligible for their annual increment effective 1 st January each
year, subjected to minimum attendance of 225 days in the calendar year.
 WELFARE

Welfare means seeing towards employee well being. There are various acts,
which are covered under welfare of employees:

1. Factory Act 1948

2. Employee Gratitude Act
3. Employee Provident Fund Act

There are many other acts, which are made for providing basic facility to
employees at work. HR Department provides every Employee the
information about these acts and sees towards it that organization follow.
 HEALTH AND SAFETY

ESCORTS HEALTH, SAFETY & ENVIROMENT POLICY

Escort management is of firm belief that creation of safe and healthy working condition
and environmental protection to the employees and associates in the factory premises and
to the general public in its vicinity is an important as other organizational activities to
achieve the greatest practical freedom from accident, injuries and other health hazards.

They are committed to-

 Ensure compliance of all statuary requirements for maintaining safety, health and
environment standards.
 Ensure safe working practise through training and education.
 Prevent all injuries and property damage through continuous safety inspection and
audits.
 Prevent all injuries and property damage through continuous safety inspection and
audits
 Prevent all occupational disease and employee health hazards.
 Preserves and conserve the environment.

FACILITIES AVAILABLE –

DISPENSARY
 Well-equipped dispensary manned by doctors & pharmacists with modern
amenities and necessary medical facilities is available for the employees in all the
plants.
 An employee requiring consultation/first-aid will visit the dispensary with proper
authorization from department head/PU head. History card of each employee is
available for treatment and for consultation.
 The chief medical officer conducts health check-up, awareness programs on
maintaining good health, first aid and related issues for the benefit old the
employees.
AMBULANCE
 The ambulance is provided for carrying ailing employees to the hospitals in case of
an emergency or an accident during duty hours.
 Ambulance can be made available for emergency use of employee’s family
members in case the patient is incapacitated and unable to go by public transport.

SAFETY EQUIPMENTS
The management provides safety equipment for use while working on machines as
required under labour laws. These items include safety goggles, earmuffs, gas mask, health
tonic, kerodex, reinol (hand wash cream) etc.

MEDICAL EXAMINATION
The annual medical examination of workmen who are deployed on hazardous operations is
conducted at authorized hospitals through the company’s chief medical officer as required
under the laws.

OTHER
 Safety committee meeting is held once in a month. The committee constitutes equal
no. of representatives from both workmen and management.
 In Escort Limited safety week is celebrated in the month of March from 4-10 every
year. On this occasion various competition like painting, slogan writing, and quiz
are held.

 Escort limited is awarded foe longest n accident period in heavy engineering few
years back.
SUGGESTION SCHEME

OBJECTIVE
 To encourage and synchronize mental an emotional involvement with physical
involvement to unleash employees creative and innovative power for continuous
improvement.
 Making employees feel that thinking is not the exclusive prerogative of a select
group in the management cadre & ideas are nobody property. They belong to
whoever conceives & express them.
 Making employees realize that they are not merely employees to churn out fixed
output but from an integral part of the organization and the organization firmly
believes in their total participation for progress.
 To accept, recognize and reward their creative and innovative contribution.

OPERATING STRUCTURE
Chairperson – Suggestion committee (plant wise and R&D)
Members – Suggestion committee (plant wise and R&D)
Plant/R&D Coordinator
PU Coordinator
Coordinator (Dept./cell/section wise)
AMG Coordinator (Central Coordinator)

WORKING SYSTEM OF THE SCHEME

 The suggestion scheme will be managed by coordinators in their respective

PU/Departments for all day-to-day activities. They will receive suggestion from the
suggestions of their respective area and organize disposition as per disposition
process.

 PU Head/Dep’t will appoint the PU Coordinator.

  Head in consultation with plant coordinator/AMG Coordinator with a view that
each module/Dept. has at least one coordinator and not more that 50 employees are
represented by him in the suggestion scheme.

 The coordination among functional coordinators, suggestion committee member

and chairs for various activities to successfully manage and improve suggestion
scheme will be done by the central coordinator of the suggestion scheme.

ELIGIBILITY CRITERIA
All suggestion, which lead to one of the following, would be acceptable for further
evaluation:
 Cost saving
 Quality improvement
 Productivity improvement
 Scrap and rework reduction/elimination
 Improvement in product design
 Reduction in machine down time
 Saving energy
 Better safety
 Improvement in house keeping
 Wastage reduction/elimination
 Rationalization /simplification
 Sales improvement
 Ease of serviceability
SUGGESTION DISPOSITION PROCESS
1. Receipt of suggestion.
2. Acknowledgement to suggestion through duplicate copy of suggestion form and
issuance of participation gift after confirming the eligibility criteria and fair chance
to acceptance and implementation.
3. Recording in computer.
4. Study for feasibility.
5. Accept. If idea is under eligibility criteria, Reject, if not.
6. Implement with the involvement and help of suggestion
7. Calculation of awards as per point rating system and seek concurrence from
approving authority.
8. Forward the details of award to AMG coordinator.
9. Distribution of suggestion award.
 INDUSTRIAL RELATION

CONCEPT
In today’s context, Industrial Relations constitute one of the most delicate and
complex problems of modern Industrial Society. With growing prosperity and rising
wages, workers have gained higher living wages, more education, sophistication and
generally greater awareness about their rights and duties. Therefore, the creation and
maintenance of good relations between the workers, their Union & Management is the
very basis on which the development of an Industrial Democracy depends. It seeks to
gain co-operation of the two partners in industry in the field of Production and promotes
Industrial peace. Good and Healthy Industrial relations means a situation when
requirements of management and the work-force are discussed between them in a spirit
of mutual trust and confidence and without causing friction. Apart from the Union,
workers and the Management, the third important character governing Industrial
relations/peace is the State who through various labour legislations works as the vital
controlling body of the prosperity and growth of Industry & the work-force.

The state tries to regulate the relationship between the labour and management
and keeps an eye on both groups. This relationship is maintained through the
appointment of labour courts, industrial tribunals, wage boards, investigation and enquiry
committees, etc, which lay down principles, norms and rules, regulations and awards
which are placed in the statute books.

THE FUNCTIONS OF THE INDUSTRIAL RELATIONS HAVE

BEEN ENUMERATED AS BELOW:

 Administration, including over-all organization and co-ordination of industrial

relation policies and programmes.
 Liaison between outside groups and personnel office as well as with various levels of
management.
 Legal, including drafting regulations, rules, law or orders, and construction and
interpretation.
 Position classification, including over-all direction of job-analysis, salary or wages
administration, wage surveys, and pay schedules.
 Recruitment and employment of employees.
 Employment testing, including intelligence tests, mechanical aptitude tests,
achievement tests, etc.
 Placement, including apprentices, production workers, foremen and executives.
 Performance report or merit rating.
 Employee counselling on all types of personnel problems such as educational
vocational, health, behaviour, etc.
 Medical and health services.
 Safety services, including first aid training.
 Group activities such as group health insurance, housing, production committees.
 Employee relations, especially collective bargaining with representatives and settling
grievances.
 Public relations
 Research in such field as occupational trends, employee attitudes, and analysis of
turnover.
 Employee record for all purposes.
 Controls through operation surveys, fiscal research and analysis.
 Benefit, retirement, and pension programmes.

KEY ROLE OF CORPORATE INDUSTRIAL RELATIONS

 Lead, facilitate and drive group Industrial relation.

 Strategic & Advisory support to all group companies and SBUs.
 Corporate excellence through reinforcement of positive disciplinary matter.
 Maintenance of state of orderliness & handling disciplinary matter.
 Influencing positive work environment & strengthening positive workmen
leadership for prosperity and growth of the companies.
 Labour matters/ litigations.
 Uniform personnel policies of workmen across group companies.
 PR management/Liaison with govt and local administration
  Escorts employee welfare trusts.
 Strategic & advisory role on workman training education and development
 Employee communications

CORPORATE INDUSTRIAL RELATIONS

1. Responsibilities
2. Discipline
3. Support to line management.
4. Employees Development.
5. Employees Benefits and Welfare.
6. Collective Bargaining, Compensation.
7. Statutory Compliances.
8. Labour and Service case.
9 PR and Environment Management

INDUSTRIAL RELATION INTERVENTION

 Continual interaction/counselling with central body of the union and sharing

information of business requirement, competition and market behaviour monthly
meetings to address the IR issues.
 Regular weekly meeting with plant/div personnel heads for strategic decision and
scanning state of orderliness, case of indiscipline.
 Provide support to operational management, BHs and group VP-HR &IR to
strategize structural re-adjustment and implement the change.
 Facilitate & design explicit verbal &non-verbal internal/external communications
on all organizational matters & policies.
 Conduct industrial survey and collect data on wage compensation system, work
practices &personnel policies in region/similar industries.
 Introduce time attendance and gate control system.
 Provide Behavioural, Functional and technical training to the employees.
 SEALENT FEATURES OF INDUSTRIAL RELATION

 In sep 2006 wage settlement is done in which

o There is increase of Rs.4500/- which is spread in this 3 year.
o Productivity increase by 30-50%
o Industrial Engineering Norms implemented.
o Provided with good practices like Multi-skilling, Multi-machining, Multi-staging,
Self-Inspection, self-material Handling, Self-setting, 8 hours sincere work
implemented.

 Long Service Award.

o Service award amount increase by Rs.1000/-. The award for 10 year of service is
received is Rs.2000/- and similarly service award for 40 year of service is Rs.8000/-

 Farewell Gift to Retiring Workman

o A worker is given a Titan wristwatch worth Rs.1100/- at the time of
retirement.

 Welfare and Safety Items.

o Welfare items are being streamlined and uniform policy is being implemented
across the organisation. These items are provided to workers stands withdrawn and
a revised list of welfare items. The costs of the items are already have been taken
into account.
o Safety items are kept at a designated place in the department and all workmen are
allowed to use any of the safety items without exception.

 Common food facility in canteens.

o It started from 1st June 2007. The purpose of the union is that it will change and
enhance cooperation and confidence, it is necessary to have a common food
canteen for manager as well as the worker with an improved fully nutritive value of
 the food. It would enhance cultural integration and improve interpersonal relation at
all level in organisation.
 Employment on compassionate grounds.
o On unfortunate death of a permanent employee during the course of employment,
company pay Ex-Gratia of Rs.4 lakhs as a gratitude to the deceased worker to
his/her family.

o On the other hand, the legal heir are not interested in the previously mentioned
payment of Ex-Gratia, then they employee son or daughter of deceased family, if
the son age is between 18-25 year.

INDUSTRIAL RELATION POLICY IN ESCORTS

We shall continuously strive to establish healthy industrial relations, rejuvenate

positive Discipline, harness the competence of our workforce and support the business so
that we can position ourselves as the marketer leader in a competitive environment
.
As a responsible corporate, we shall stand committed to the welfare of the
employees, their families and providing better amenities, environment and winning the
confidence of our employee. We shall respect their dignity, recognize their contribution
through an objective methodology, and encourage their overall development.

We will operate on the principles of professionalism; uphold the core values and
the highest tradition of the company.

We will work towards creating an exemplary Management-labour relationship

model, which will set a new benchmark in productivity, excellence, quality consciousness
of our products.
 ABOUT UNION

Name of Union: All Escorts Employees union.

Address: 28-29, Sector-1,

Neelam Chowk
Faridabad,
Haryana.

Political Affiliation: Hind Majdoor Sabha

Objective: To protect the interest of workforce.

Keep an eye on management’s
Functioning. Act as sole collective
Bargaining agent for their member.

Union’s Strength: 10000 members

Election is held after every 2 year and the executive body is

constitutedwhich negotiate with management on issues related to workers
 UNION AND ITS HISTORY

Escorts have single internal union, All Escorts Employee union which was formed
in 1977. Union elects its representatives through secrete bullet after every 2 years.

It is affiliated with HIND MAZDOOR SABHA. The Union through a process of

Collective bargaining negotiates Wage settlements after every 3 years. The settlements
done so far are the settlement of 1977,1981,1983,1987,1990,1994,1999 & 2006. This
current settlement has been arrived at after six years because of financial constrains the
Company has gone through during 2003 to 2005. The Company has also faced major strike
during the whole period of Union history in the year 1977, 1984, 1998, and 2001.

The current Wage Settlement was done in Sep 2006. In this wage settlement the
total increase spread in 3 year is Rs.4500/-

Present union is positive and supportive union, which understand business requirements.
Present union has 22 elected workmen representatives.
The president of the union is Mr. S D Tyagi. He is a very seasoned leader and has a vital
role in growth & development of employee and Industry. He is working in Escort
Company for last 25 years.

Today’s Company position

. The Escorts currently do their business in
 Agri. Machinery Group (AMG).
 Automotive and railways ancillaries (RED)
 Construction and material handling equipment (ECEL).

Company over all productivity-improved compare to 2002-2003.But ASP business is still

not showing productive growth. HR and IR team working on it to find the solution of this
problem.
 DISCIPLINARY PROCEDURE

Discipline-state of orderliness. The employee are respected to follow role / regulation of

the company and behave himself soberly & temperately while on the factory premises and
the office, shall show in all proper respect, civility to all persons having any dealing with
the company, and shall in all things use his best endeavours to promote the good
reputation thereof.

ACT OF MISCONDUCT

Without prejudice to the general meaning of the term “misconduct”, it shall be deem to
mean and include the following:

 Wilful insubordination or disobedience whether alone or in combination with

another or other, to any lawful and reasonable order of a superior.
 Striking work or inciting other to strike work in contravention of the provisions of
any law o rule having the force of law.
 Giving false declaration regarding his name, age, Father’s name, qualifications, or
previous service at the time of employment.
 Habitual negligence or neglect of duty or work.
 Habitual indiscipline
 Sleeping on duty.
 Wilful absence from duty.
 Irregular or habitual late attendance.
 Wilfully causing damage to work in process or to company’s property, processes
and production.
 Theft of employees’ property or theft, fraud, or dishonesty in connection with
company’s business or property.
 Continuous absence without permission, absence without leave or without
satisfactory cause including absence from the employee’s appointed place of
work without permission.
 Disclosure to any unauthorised person of information relating to the company’s
business or to defence measures.
 Participation or inciting other to participate in activities detrimental to company’s
interests, illegal strikes or interruption of work.
 Taking or giving bribes or any other illegal gratifications whatsoever.
 Deceptive or corrupt practices in connection with the work of the company.
 Drunkenness, fighting, riotous, disorderly, or indecent behaviour or any act
subversive of discipline or efficiency.
 Entering, leaving, or attempting to enter or leave the factory premises except in
accordance with the rules of the factory.
 Smoking in the factory premises except in places and at times, where smoking is
permitted.
 Failure to observe safety instruction, unauthorised removal, interference or
damage to machinery guards, fencing and other safety devices installed in the
factory.
 Collection or canvassing for the collection of any moneys within the company’s
premises for purposes not sanctioned by the management, or distributing or
exhibiting in or about the factory premises any newspaper, pamphlets, handbills ,
posters or the like without the previous written sanction of the company.
 Conviction in any court of law of any criminal offence involving moral turpitude.
 Malingering or slowing down of work, or sabotage or abetment or instigation
thereof.
 Unauthorised occupation or use of company’s quarters.
 Refusal to work on similar job or on another similar machine in the same section
or in another section of the company.
 Unauthorised of official documents or information.
 Holing meeting inside the works premises without the previous sanction of the
management.
 Threatening, intimidating, abusing or assaulting any superior or a co-worker in
connection with the work or employer’s business.
  Abetment of or attempt at any of the above acts of misconduct.
 Habitual breach of any standing orders or any rules, regulations, notices, order,
instructions, and the like as issued from time to time.
 Gambling within the boundaries of the works.

PUNISHMENT FOR MISCONDUCT

A) An employee shall be liable to be dismissed if he has been guilty of misconduct after he

has been given full opportunity to defend himself in a domestic inquiry in accordance with
the standing orders.
 An employee dismissed for misconduct shall not be entitled to any benefit or privileges
under these orders.
 In awarding punishment under this standing order, the management shall take into
account the gravity of the misconduct, the previous record, if any, of the workman and
any other extenuating or aggravating or aggravating circumstances that may exist.
 A copy of the order passed by the management shall be supplied to the workman
concerned, at the earliest possible where upon the order shall become operative from
the date of services of order.

B) The company may at its discretion give the employee the following punishments in lieu
of dismissal-
 A censure or warning. Or
 Suspend him without pay from work for period not exceeding four day
 Withhold his scale increment, reduce his salary or demote him, except when
required by the management.

An employee who has been suspended shall not enter or remain in the factory premises
during the period of suspension.

PROCEDURE FOR DEALING WITH CASE OF MISCONDUCT

1) If misconduct is alleged against an employee, an enquiry shall be held by an

officer or officers nominated by the management into every alleged act of
 misconduct at which enquiry the employee or employees concerned will be
afforded a reasonable opportunity of explaining and defending his or their
sections. Any such enquiry may related to alleged acts of misconduct of several
employees where in the opinion of the management it is convenient to hold such
an enquiry may related to alleged acts of misconduct of several employees where
in the opinion of the management it is convenient to hold such an enquiry may
related to alleged acts of misconduct of several employees where in the opinion of
the management it is convenient to hold such an enquiry for several employees
together. In such an enquiry, the workman shall be allowed to defend himself with
the help of another workman shall be allowed to defend himself with help of
another workman of the establishment of his own choice and responsibility for
bringing the representative shall lie with the concerned workman.

2) During the period of suspension, a workman will be entitled to subsistence

allowance for the first 60 days from the date of suspension, equal to half of his
basic wages and dearness allowance and other allowance to which he would have
been entitled if he were on leave with wages. If a department enquiry gets
prolonged and if the workman continued to be suspended for a period exceeding 60
days, the subsistence allowance shall for such period be equal to 3/4th of his basic
wages, dearness allowance and other allowances. Provided that where such enquiry
is prolonged beyond the period of 60 days for reason directly attributable to the
workman, the subsistence allowance shall for the period exceeding 60 days be
reduced to ¼th of such basic wages, dearness allowance and other compensatory
allowances.Further, the workman under suspension shall report at the factory gate
at the beginning of shift for making his attendance daily as to be entitled to
subsistence allowance and if he does not do so he shall not be entitled to
subsistence allowance for the days he does not so report at the factory gate.

3) The order of suspension shall be in writing and will set out in specific terms as far
as possible the misconduct alleged against the employee and shall take effect
immediately on communication thereof to the employee.

4) If during the enquiry it is found that the employee is guilty of misconduct other
than that stated in the order of suspension, the employee shall nonetheless be liable
 to punishment for misconduct provided by order 22, but before any punishment is
awarded to him, he shall be afforded a reasonable opportunity of explaining and
defending his actions in respect of such action of misconduct as provide by sub-
clause (i)

5) If after enquiry the employee is adjudged guilty of misconduct and punishment is

awarded, the employee shall be deemed to have been absent from duty for the
period of suspension and shall not be entitled to any salary or wages for such period
beyond that has already been paid or is payable to him in accordance with sub-
clause (ii) above.

6) If, however, he is found not guilty of alleged misconduct or of any other act of
misconduct, the order of suspension shall be rescinded and shall be deemed to have
been on duty during the period of suspension and shall be entitled to the same
salary or wages as he would have received, if he had not been suspended.

STEPS OF DISCIPLINARY PROCEDURE

 Forming and issuing a charge sheet: - when the management of an organisation

want to initiate an enquiry against an employee for alleged misconduct, the
concerned employee is issued a charge sheet. The charge sheet should clearly
indicate the charge against the employee and seek an explanation for employee’s
misconduct. The management can issue an advisory memo or show cause notice
before issuing a charge sheet.
 Considering the explanation: - If the employee admits his misconduct or if the
management is satisfied with the explanation offered by the employee in the
responses to the charge sheet, there is no further enquiry. In addition, try to solve
the problem or reason explained by the employee.
 Issuing the notice of enquiry: - if it is decided that an enquiry be held, a notice of
enquiry has to be issued to the worker. The notice must mention the time, date, and
end the place of enquiry. An enquiry officer is also appointed.
 Holding an enquiry: - The enquiry should be in conformity with the principle of
natural justice and employee concerned must be given an opportunity to be heard.
 The enquiry officer must record the finding in the process of enquiry in an
impersonal and objective manner. He should refrain from making judgmental
comments.
 Final order of action: - The appropriate authority based on findings of the enquiry
officers, makes the judgment. He either acquits the employee or judges him guilty
of charges. Based on the decision taken, the punishment for the employee’s
misconduct is determined. In case the employee feels that the enquiry is based and
that disciplinary action is unjust, he should be given a chance to make an appeal.
 Follow-up: - After administering disciplinary action, there should be proper
follow-up. The punishment for misconduct should be conveyed to the employee. In
some cases, the permission of the conciliation officer or the court may need to be
taken to make the order of the punishment effective.

Conclusive Research
Exploratory research gives rise to several hypotheses, which have to test for drawing
definite conclusions. These conclusions when tested for validity lay the structure for
decision-making.

Conclusive research is used for this purpose of testing the hypotheses generated by
exploratory research.
Conclusive research can further be classified as:
 Descriptive
 Experimental.

Descriptive Research
Descriptive research as the name suggests is designed to describe Something- for
example, the characteristics of users of a given product; the degree to which product
use varies with income, age, sex or other characteristics; or the number who saw a
specific television commercial.

To be of maximum benefit, a descriptive study must only collect data for a definite
purpose.
Descriptive studies vary in the degree to which a specific hypothesis is the guide. It
allows both implicit and explicit hypotheses to be tested depending on the research
problem.
Experimental Research
Experimentation will refer to that process of research in which one or more
variables are manipulated under conditions, which permit the collection of data, which
show the effects.
Experiments will create situation so that a researcher can obtain the particular data
needed and can measure the data accurately.
Experiments are artificial in the sense that the situations are usually created for testing
purposes. This artificiality is the essence of the experimental method.

TYPE OF DATA
Statistical investigation requires systematic collection of data, so that all relevant
groups are represented in the data.
The quality of data will greatly affect the conclusions and hence, utmost importance must
be given to this process and every possible precaution should be taken to ensure
accuracy, while gathering and collecting data.
Depending upon the sources utilized, whether the data has come from actual
observations or from records that are kept for normal purposes, statistical data can be
classified into two categories;
 Primary data
 Secondary data

PRIMARY DATA
Primary data is one, which is collected by the investigator himself for the purpose
of a specific inquiry or study. Such data is original in character and is generated by
surveys conducted by individuals or research institutions.
Primary data can be obtained by:

Communication
Involves questioning respondents either verbally or in writing. This method is
versatile, since you need only to ask for the information; however, the response may not
be accurate.
Communication usually is quicker and cheaper than observation.
Observation
Involves the recording of actions and is performed by either a person or some
mechanical or electronic device. Observation is less versatile than communication since
some attributes of a person may not be readily observable, such as attitudes, awareness,
knowledge, intentions, and motivation. Observation also might take longer since
observers may have to wait for appropriate events to occur, though observation using
scanner data might be quicker and more cost effective. Observation typically is more
accurate than communication.

Personal Interviews
Have an interviewer bias that mail-in questionnaires do not have. For example, in
a personal interview the respondent’s perception of the interviewer may affect the
responses.

Questionnaire
The questionnaire is an important tool for gathering primary data. Poorly
constructed questions can result in large errors and invalidate the research data, so
significant effort should be put into the Questionnaire.

SECONDARY DATA
When an investigator uses the data, which has already been collected by others,
such data is called secondary data. This data is primary data for the agency that collects it
and becomes secondary data for someone else who uses this data for his own purposes.
The secondary data can be obtained from journals, reports, government publications,
publication of professional and research organization and so on.

There are several criteria that you should use to evaluate secondary data.
- Whether the data is useful in the research study.
- How current the data is and whether it applies to time period of interest.
- Errors and accuracy - whether the data is dependable and can be verified.

- Presence of bias in the data.

- Specifications and methodologies used, including data collection method, response
rate, quality and analysis of the data, sample size and sampling technique, and
questionnaire design.
- Objective of the original data collection
- Nature of the data, including definition of variables, units of measure, categories
used, and relationships examined.
Since my research was of descriptive type and perform surveys, I collected
information in the form of primary data. I obtained primary data by questionnaire
method. I used primary data to obtain the information, which is first hand and original in
character, so as to have fair information.
For the better understand of all the activities I have adopted the methodology that
include the study of personnel manual (workmen) of Escorts Ltd, interaction with
respective officers and respective workmen of various plant/ SBU’s and case studies
related to labour case and legal actions.
CHAPTER.3
COMPANY
PROFILE
 – A PROFILE

Two brothers made a small beginning of dynamic enterprise in 1944, Late Shri.
YUDI NANDA and Shri. HARI NANDA with little else but guts, imagination and a
determined will as their main capital.

They created ESCORTS in pre-partition Lahore. Lost everything, and then began all over
again in newly independent India. Built up the company environment far industry-friendly
that what it now.

The foundation of Escorts limited was laid in the formation of Escorts (Agents) ltd., on 17 th
October 1944 and Escort (Agriculture and Machines) ltd. In 1948, these two were later
merged in 1953 to form Escort Agents Pvt. Limited. The company’s incorporation in its
present name, Escort Ltd. was effected on 21 December 1959.

Having started from initially as a franchise for wasting house domestic appliances, Escort
has come a long way in manufacturing and marketing a range of products. It has pioneered
farm mechanization in India through import and distribution of agriculture tractors.

In five decades Escorts has grown to become one of the top industrial conglomerates in the
country. The Escort group is operating in diverse field of
1. Agri-Machinery.
2. Information and material.
3. Construction and material handling equipment.
4. Automotive and railways ancillaries

MAIN TEXT

The area I have studied selection procedure, workmen appraisal, training and development
programs and safety policy of Escort Ltd. I have tried my best to compile all the
information, which I have received from my guide various other sources during the project
in Escort.
HRD MODEL

EMPLOYEE
RECRUITMENT & SELECTION
*MAN POWER PLANING

INDUCTION
*INTRODUCTION
*AWAIRNESS OF BUSINESS

MAINTANCE DEVELOPMENT
*RECORD
*PERFORMANCE APPRAISAL
*EMPLOYEE REWARD

*EMPLOYEE TRAINING & DEVELOPMENT

*POTENSTIAL APPRAISAL
*CAREEAR PLANNING

RESTART TO FILL THE MANPOWER GAP.

EMPLOYEE SEPRATION
*RETIRMENT
 ORGANIZATION CHART

ESCORT LIMITED

ED: Engineering division.

AMG: Agri machinery group.
ECEL: Escort construction limited.
ASP: Auto suspension product
RED: Railway Equipment Division.
KMC: Knowledge Management Centre.
CHD: Crankshaft and Hydraulic Division

NIKHIL NANDA
COO &Executive
Director

AMG ED ECEL Group VP.HR/IR CFO

A.K Chadda K. Havaldar Kamal Bali A venkat madhavan Shailendar
Tandon

C.G.M (Corp. IR)

R.K Chilana

AMG-Head ECEL ASP/RED

personal Narendera Arya G.P Malhotra
K.S. Yadav
I
ndia is the largest manufacturer of tractors in the world. The Indian tractor industry
closed FY’07 on a very positive note with 342000 units registering a growth of our
30% over previous year. The governments focus on the agricultural economy with
increased rural lending ensuring availability of cheap finance led to the growth. Exports
stood at 37700 units in FY 07.

Tractor industry is categorized on the basis of power delivered by the engine

horse power (hp). 40-50 hp tractors primarily used in southern & western regions due to
hard soil conditions dominate Indian market. It is followed by range of 31-40hp, which
finds its market in soft conditions & well-irrigated northern state. the tractors industry
comprises 15 players, including 4 MNC’s & it led by MAHINDRA & MAHINDRA ltd,
tractors & farm equipment ltd & Punjab tractors ltd. Riding on the back of normal
monsoons 7 strong rural credit growth, during april-november’06, overall tractor sales
has grown by about 14% over the corresponding period last year, to 196000 units.
Backed by government’s initiative on rural roads & better connectivity with major town
& city, increase in area under irrigation, improved agricultural performance & factors like
increment in minimum support price coupled with more emphasis on agricultural
financing (total outlay for agricultural financing which was Rs.109500 crores in FY’07
has been increased by 40% FY’06) will keep up

The momentum and industry is likely to achieve 20% growth in the current
financial year. Exports have also registered growth of around 60% during the first eight
months of FY’07 to 19300 units as compared to 12200 units in the same period last year.
Exports are expected to be mainly driven by multinational tractors manufacturers who
have made Indian an export hub for outsourcing of aggregates and tractors .Hence, the
growth in exports will depend on the level of outsourcing by companies like L&T john
degree and new Holland tractors and some domestic manufacturers like Escorts &
Mahindra & Mahindra, who have adopted aggressive strategy for overseas markets.
 COMPETITORS IN THE MARKET

COMPETITORS

Branded Unbranded
Competitors Competitors
 Kirloskar -Vidhata
 Ruston -Harvert
 Lay land -Atulshakti
 HMT -Ajay bright
 Eicher -Bharat
 Mahindra&Mahindra -Prakash
-Field Marshall
INTRODUCTI
ON TO TOPIC
 This project report is about how various HR policies are
implemented in Escort Limited.

The focus of the project is mainly on

 Recruitment and selection policy
 Training and development.
 Workmen appraisal
 Disciplinary action.
 Industrial relation in Escorts.
 The scope of the project is that it would make me able to acquire practical knowledge
about all these activities. After getting exposure to all these activities, I can apply what I
have learnt here in future.

DUTIES AND RESPONSIBILITIES OF HR DEPARTMENT

The responsibilities of HR DEPARTMENT are mainly related with recruiting and

maintaining the manpower of organization. The broad headings of responsibilities are
given below:

 Man power planning

 Recruitment
 Training
 Compensation
 Payroll
 Performance Management
 Welfare
 Industrial Relation

CHAPTER.4
ANALYSIS AND
INTERPRETATION

1. I am satisfied and totally concerned with the HR & IR policies laid by the top
management.

STRONGLY DISAGREE

5% 12% DISAGREE
35% 7%
NEITHER AGREE NOR
DISAGREE
AGREE
41%
STRONGLY AGREE
Interpretation: About 76% of the respondents showed their satisfaction about the
way the policies have been laid by the HR Department.
It is a good sign for an organisation like Escorts where number of people working is
very large.
The case of worry for the company is that around 5% of the respondents have
strongly disagreed and 7% neither agreed nor disagreed which indicates that these
respondents are either very dissatisfied or not properly concerned about the policies

2. Communications with the top management are channalised properly with

the rest of the organization.

STRONGLY
DISAGREE
15% 15% DISAGREE

NEITHER AGREE NOR

24% DISAGREE
AGREE
44% 2%
STRONGLY AGREE

Interpretation: The response says that about 60% of the people agree with the
channels of communication as laid by the Escorts
Where as nearly 40% have disagreed which highlights employees are dissatisfied due
to Escorts being over staff.

3. I have right level of autonomy and have satisfactory empowerment.

STRONGLY
DISAGREE
5% 8% DISAGREE
2%
38%
NEITHER AGREE NOR
DISAGREE
AGREE
47%

STRONGLY AGREE

Interpretation: Almost 85% Employees questioned have shown good response.

It indicates HR Policies succeeds in delegating authority and responsibility to very
good extent.

4. The HR department has successfully maintained ethics and values in the

organization.

STRONGLY
DISAGREE
6%
3% DISAGREE
3%
43%
NEITHER AGREE
NOR DISAGREE
45% AGREE

STRONGLY AGREE

Interpretation: The analysis again indicates the success of HR Department in its role
in the organisation. The Ethics and Values to a very good extent have been
maintained indicates that Organisation works in harmony and believes in spreading
harmony.
Nearly 90% of the respondents agreed.
A very good sign for any organisation where its employees follow ethics and values
and also feel the presence of it in the organisation

5. I believe that Escorts is professionally managed company.

STRONGLY
DISAGREE
4%
4% DISAGREE
7%
40%
NEITHER AGREE
NOR DISAGREE
AGREE
45%

STRONGLY AGREE
Interpretation: 85% of the respondents have again respected the organisation and
taking its side have responded positively to it.
It clearly indicates that to a very good extent escorts employees show due respect to
the organisations.

6. I am satisfied with the way the performance appraisal is conducted.

STRONGLY
DISAGREE
5% 10% DISAGREE
25%
2%
NEITHER AGREE
NOR DISAGREE
AGREE
58%
STRONGLY AGREE

Interpretation: Above 80% of the respondents have assured that HR policies have
been directed towards employee satisfaction.
A proper care of employees’ benefits has been taken by the department.

7. I am satisfied with the training programmes conducted for employees in the

organization.

STRONGLY
10% DISAGREE
18%
DISAGREE
20%
NEITHER AGREE
NOR DISAGREE
6% AGREE

46%
STRONGLY AGREE
Interpretation: The data represents around the employees are fairly discontented
with the Training Programmes held for employees in Escorts.
There is a 70% negative response towards training and development programmes.
It indicates that Escorts in the present has diverted its concentration from proper
utilisation of resources to employees’ welfare from companies welfare.

8. Escorts succeeds in providing job satisfaction to the workmen.

STRONGLY
5% DISAGREE
15% DISAGREE
35%
3% NEITHER AGREE
NOR DISAGREE
AGREE

42% STRONGLY AGREE

Interpretation: The data represents that employees have fair good response of job
granted to them with appropriate delegated authority and responsibility.
77% positive response against the 20% dissatisfied ones is enough to prove the above
fact.

9. The recruitment and selection policy of both internally and externally has been
properly controlled.

STRONGLY
14% DISAGREE
18%
DISAGREE

NEITHER AGREE
21% NOR DISAGREE
39% AGREE

8% STRONGLY AGREE
Interpretation: The response suggests the organisation to take care about its
Recruitment & Selection policy.
Where below 40% respondents felt that it does works well but overall there were 14%
who strongly disagreed and other 39% felt same to a good extent and 8% were
confused enough to decide their response.

10. Suggestion scheme maintained by the escorts are encouraging.

STRONGLY
DISAGREE
4% DISAGREE
20% 10%
2%
NEITHER AGREE
NOR DISAGREE
AGREE
64%
STRONGLY AGREE

Interpretation: 84% of the responded have proved that Escorts has been well taking
care of Welfare for employees.
The study about the HR policy relating to facilities provided has been visibly proved
through the data represented.

11. Escorts salaries are on par with those of comparable companies.

STRONGLY
DISAGREE
14% DISAGREE
15%

20% NEITHER AGREE

NOR DISAGREE
41% AGREE
10%

STRONGLY AGREE
Interpretation: The Interpretation gives a mixed response about the salaries given to
the employees in comparison to the ones given in other companies.
Only 56% of the people feel the salaries are paid good enough that i.e. only half of
the respondents.

12. Company has always takes corrective disciplinary action towards every
misconduct held by

STRONGLY
DISAGREE
12% DISAGREE
17%

NEITHER AGREE
30% NOR DISAGREE
39% AGREE
2%

STRONGLY AGREE

Interpretation: The response towards the disciplinary action towards misconduct has
been in the 50:50 Ratio.
The worry for the organisation is that large number of respondents i.e.44% do not
believe in the discipline procedure of the organisation as maintained till now.
The possible reason perceived does the large no of employees in Escorts as well as
large no of workers constitute the workforce.
Until a strict procedure is maintained it is very difficult to take action towards any
misconduct in organisation such as Escorts
13. Escorts strives to the strongest and the most respected engineering company of
the country as per its mission.
 STRONGLY
DISAGREE
8% 10% DISAGREE

NEITHER AGREE
36% NOR DISAGREE
44% AGREE
2%
STRONGLY AGREE

Interpretation: The above data represents a 80% positive response for the
Company’s mission been regarded as successful till now.
The data has again proved that employees of escorts do not alone believe in taking
alone, the company’s image has again been taken care for

14. Escort management has kept its belief of creating safe and healthy working
environmental protection to the employees and associates in the factory premises.

STRONGLY
DISAGREE
5% 16% DISAGREE
22%
0% NEITHER AGREE
NOR DISAGREE
AGREE
57%
STRONGLY AGREE

Interpretation: The data represented above proves the interpretation about Escorts
that it does strongly believe in Employees satisfaction and takes proper care of their
welfare.
Nearly 80% of the responded have highlighted this through their response.

15. Overall, I am happier at my company than I was a year ago.

 STRONGLY
DISAGREE
1% DISAGREE
24% 20%
5% NEITHER AGREE
NOR DISAGREE
AGREE
50%
STRONGLY AGREE

Interpretation: For any company with around such great manpower strength having
nearly 3/4th of the respondents assuring faith in the management system of the
company is a god sign for a further bright future of such organisation.

The interpretation of the data represented from the research conducted can be
analysed as: -
1) The company strongly believes in employees’ welfare and taking sheer care of
their rights and satisfaction in the workplace and the work as such given to them.
2) Company’s appraisal policy, autonomy level given to the employees, welfare
policy, correspondingly gives job satisfaction to the employees
3) The respondents have shown due respect to company’s image and have felt the
presence of its values, believed in its mission to be strongest and the most
respected engineering company of the country and accepted it as a professionally
managed company with a fair good response that makes every one believe in it.
4) The company in the present has been diverting from taking care of its Selection &
Recruitment Policy, Training & Development Policy and laying a proper channel
of communication for the corresponding manpower that it has.
Overall, Escorts can be interpreted having Sound HR policies & IR policies and a
satisfied staff ensuring enough support to the organisation to be one of the most
successful engineering company of the nation.
 CHAPTER.5
.
SUMMARY
SUGGESTIONS AND RECOMMENDATIONS

 Recruitment and Selection policy of Escorts Limited is fair enough, as there is both
internal and external recruitment but there is absence of antecedents Verification
in the recruitment process.

 Attendance in Escorts is recorded through identity-cum-punching card at the time

of entry and exit from workplace. But these punching clock are isolated and no
exchange is there for so chances of proxy is more so I recommended that all
punching machine should be put on one place with a security guard so that
chance of proxy will reduce.

 Performance appraisal of employee is done on annual basis in the month of

January. The performance policy is undoubtedly taken care of the quality
performance of a person as well his attitudinal or behaviour aspects which are
very vital for evaluation of performance.

Additionally, the SWOT analysis will be more meaningful. If the correct feedback of
swot analysis is shared with the employee in right prospective it would undoubtedly help
to improve the performance of employee and there by enhance the overall performance of
the organisation through swot we can design the training inputs for an employee also

 I had gone through the training and development process of the company and
understood the methodology adopted for meeting behavioural and technical
requirement of the employee. However, after the training feedback is taken which
to my opinion is not sufficient and company should focus on the structural
feedback of the individual from their respective department head as to what
improvement the employee has brought at job and in his behaviour.

 Escorts management belief to provide safe & healthy atmosphere to the entire team
of Escorts. That is why they provide there employee with facility like
AMBULANCE, SAFETY EQUIPMENT, MEDICAL EXAMINATION. So
there is nothing left to suggest or recommend.
  Suggestion scheme is one of the best schemes of Escorts limited it motivates
employee a lot. As it, make employee feel that it is their organisation. Moreover, it
is their responsibility to ensure through their participation and good/valued
suggestions, the growth of the company. The awardees under the suggestion
scheme get monetary benefits and also recognised publicly.

 Similarly, the success of any organisation depends on the strong and sound system
and the state of orderliness i.e. the discipline in the organisation. The company has
well defined certified standing orders to maintain discipline in the organisation. It
was observed every one in the organisation rigorously follows the rule and
regulations.

At present, Industrial relations in the company are very stable and healthy. However it
depends on future contingencies. Nothing can be predicted. In Escorts the IR is thoroughly
and believe in resolving all issues (conflicts) across the table
 CONCLUSION

1. Finding and suggestion are based on the survey are conducted and these points to
be looked into and steps are to be taken in this regard for higher growth.

2. From the analysis I conclude that the job provides the opportunity to the
employees to exercise his/her skills at workplace. Number of the employees
accepted at the times there is a considerable flexibility in coordinating with work
and they are they are satisfied with existing inter personal communication. They
follow the systematic planning and review process to evaluate the performance of
the employee.

3. From analysis it was also observed that was there is a scope for improvement of
the working conditions. Salary package would hike so that it can be in par with
market rate.

Finally I want to conclude that the employees are satisfied with their work and
conditions.
 LIMITATIONS TO THE STUDY

There were several constraints that came in the way during the course of research study.
Some of these were so much restrictive in nature that the results of several research
findings could not be generalised.

Although the research work carried out was successful, but there were some limitations,
which are as follows:
 Duration for the training was short.

 Respondents might not have given the correct information.

 The sample area was concentrated to Corporate IR, Faridabad only and not the rest
of the branches in other Escorts pants in Faridabad itself.

 The sample size of the research was very small, which may give wrong picture

 There was a lack of positive response from some of the respondents.

 The answers given by respondents have to be believes as the true statement

forthcoming.

 The schedule mostly consisted of Likert scale. The main drawback of such question
is that it tells about the effects (satisfaction or dissatisfaction) but not about the
causes.

In spite of so many limitations, ultimately effort was made to steer clear of various
obstacles and the result has been a successful survey leading to certain solid conclusions.
BIBLIOGRAPHY
 BIBLIOGRAPHY

o ESCORTS WEB SITE

o www.escorts.com
o www.ecel.com

o ESCORTS PERSONAL MANNUAL

o DYANAMIC OF INDUSTRIAL RELATION, C.B.

MAMORIA, ESCORTS LIBRARY

o PERSONAL MANAGEMENT, C.B. MAMORIA

o RESEARCH METHODOLOGY RESEARCH &

TECHNIQUES, C.R. KOTHARI
 QUESTIONARIE FOR ESCORTS LIMITED

Instructions

 The questionnaire has been designed to assure full anonymity.

 Please don’t write your name anywhere in the questionnaire
 Respond to all statements.
 Please tick the box, which is most suitable to your belief and experience.
 There is no right and wrong answer the study will have its full benefit only if your
responses are straight forward and your own.
 Your responses to each of these statements will be as to whether you.

SD -If you are STRONGLY DISAGREE with the statement

D -If you DISAGREE with the statement
NAND -If you ‘NEITHER AGREE NOR DISAGREE
A -If you ‘AGREE’ with the statement
SA -If you ‘STRONGLY AGREE’ with the statement
 QUESTIONS

1. I am satisfied with the HR & IR policies laid by the top management.

2. Communications with the top management are channalised properly

with the rest of the organization.

3. I have right level of autonomy and have satisfactory empowerment.

4. The HR department has successfully maintained ethics and values

in the organization.

5. I believe that Escorts is professionally managed company.

6. I am satisfied with the way the performance appraisal is conducted.

PLEASE NOTE:
SD= Strongly Disagree; D= Disagree; A=Agree; SA=Strongly Agree;
NAND=Neither Agree Nor Disagree
7. I am satisfied with the training programmes conducted for employees in the
organization.

8. Escorts succeeds in providing job satisfaction to the workmen.

9. The recruitment and selection policy of both internally and externally has been
properly controlled.

10. Suggestion scheme maintained by the escorts are encouraging.

11. Escorts salaries are on par with those of comparable companies.

12. Company has always takes corrective disciplinary action towards every misconduct
held by the workmen.

PLEASE NOTE:
SD= Strongly Disagree; D= Disagree; A=Agree; SA=Strongly Agree;
NAND=Neither Agree Nor Disagree
13. Escorts strives to the strongest and the most respected engineering company of the
country as per its mission.

14. Escort management has kept its belief of creating safe and healthy working
environmental protection to the employees and associates in the factory premises.

15. Overall, I am happier at my company than I was a year ago.

As an employee I would like to do the following to make

Escorts a world-class organization.

NB: Please use additional sheets if needed and staple them to your
questionnaire.

PLEASE NOTE:
SD= Strongly Disagree; D= Disagree; A=Agree; SA=Strongly Agree;
NAND=Neither Agree Nor Disagree