SUMMER INTERNSHIP REPORT

ON

“HUMAN RESOURCE POLICIES AND ITS IMPLEMENTATIONS IN

SAMBHAJ”

SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE

AWARD OF DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION
MAHARISHI DAYANAND UNIVERSITY

St. Andrews Institute of Technology and Management

MAHARISHI DAYANAND UNIVERSITY
SESSION (2022-2023)

SUPERVISIOR: SUBMITTED BY:

MS.RASHMI KHUSHI JINDAL

(ASSISTANT PROFESSOR) 208011
5th Sem.

CERTIFICATE OF
COMPLETION

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ST. ANDREWS INSTITUTE OF TECHNOLOGY &
MANAGEMENT GURGAON

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 BONAFIDE CERTIFICATE

This is to certify that the project entitled“HR POLICIES AND ITS

IMPLIMENTATIONS IN SAMBHAJ ” is the bonafide record of project work done by
MS KHUSHI JINDAL BBA during the year
3RD.

Signature of the Signature of the

Dean, Project Guide,

_________________ ___________________

Submitted for the Project Viva-Voce examination held on ________________.

DECLARATION

I affirm that the report work titled “HUMAN RESOURCE

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POLICIES AND ITS IMPLEMENTATIONS IN SAMBHAJ”
being submitted in partial fulfilment for the award of the degree of BBA is the original
work carried out by me. It has not formed the part of any other project work submitted for
award of any degree or diploma, either in this or any other University. I certify that the
declaration made above by the candidate is true.

Signature of the Candidate

KHUSHI JINDAL

Signature of the Guide

MS RASHMI

ACKNOWLEDGEMENT

This report is an outstanding prospect to convey my gratefulness to those many

people whose timely help and guidance went a long way in finishing this project
work from commencement to achievement.

I would like to express my sincere thanks to Mr. Lalit Sharma for giving me an
opportunity to explore the practical knowledge practiced by the company.

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 This project could not been completed without the able guidance and support of
Ms Rashmi and the faculty members.

I am very glad to work with the organization as a Hiring Team. I am grateful to

HR Department of SAMBHAJ, for helping me to get the information and an
invaluable experience.

Last but not the least would like to thank my friends, family members and all
those people who helped me for the completion and deeper understanding of the
concept of performance appraisal.

Working on this project has proved to be an enlightening experience for me.

KHUSHI JINDAL

LETTER OF TRANSMITTAL

Date: 10/12/2021
Mr. Lalit Sharma,
SAITM
MD University
Subject:-Submission of summer internship report on
“Human Resource management Of SAMBHAJ”
Dear Sir,
With great pleasure I hereby submit my internship report on "HR practices
of SAMBHAJ" The report has been completed by the information that I
gathered from the major courses on Human Resource Management which I

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 have completed during my BBA as well as from my internship period in
SAMBHAJ.

As a requirement of preparing an internship report based on the practical

knowledge in an organization, I selected Hiring as my core concentration
along with few other HR practices that I have come across during my
internship program. I have tried my level best to complete this report
meaningfully and correctly, as much as possible. I hope this report will
reflect on the contemporary issues on the Human Resource Management
that are being Practiced by this organizations in our country.

Thanking you.

Sincerely Yours,

KHUSHI JINDAL,

BBA, 5THsem

208011

PREFACE

Human resource management is concerned with people element in management.

Since every organization is made up of people, acquiring their services,
developing their skills/ motivating to high level of performances and ensuring

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that they continue to maintain their commitments to the organization which are
essential to achieve organizational objectives.

This project is meant to know the Human Resource Policies in the organization.
The HR Policies are a tool to achieve employee satisfaction and thus highly
motivated employees. The main objective of various HR Policies is to increase
efficiency by increasing motivation and thus fulfill organizational goals and
objectives.

The objective is to provide the reader with a framework of the HR Policy

Manual and the various objectives that the different policies aim to
achieve. The main focus was on the managerial levels of employees in
SAMBHAJ.

EXECUTIVE
SUMMARY

My internship at SAMBHAJ, was a great exposure to the organization. After

going through my summer training, I had a firsthand experience of how an
organization in real how a NGO works as well as HR department functions.

INTRODUCTION TO PROJECT

This project is about the HR Policies in SAMBHAJ and its Implementation. The
HR Policies in an organization helps every individual to raise his/her potential
in all facets by helping him to be satisfied and secured about his present and
future.

PROJECT TITLLE

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 The title of the project is “HR Policies and Its Implementation in
SAMBHAJ”. As the name indicates it is the study of the HR Policies
prevalent in the organization.
ORGANISATION

Sambhaj is a non-profit organization to support poor people worldwide and keep an

eye in the future Support.
Today, we supported the education of children, provide health care, Legal Aid and
Counselling to the underprivileged. Our goals and objectives are:

▪ To Empower.

▪ To Educate.

▪ To Provide Justice.

▪ Animal Rights Advocacy.

▪ To Enhance health & well being sector among socially excluded and underprivileged
community

MY EXPERIENCE AT

SAMBHAJ

During my internship I gained practical knowledge on how the human resource

division of an organization operates and coordinates its activities to ensure smooth
functioning of the organization at all levels by ensuring right numbers of people are
available at the right time to do the right job. Not only that I have also gained insight
into the working culture of the organization and observed how SAMBHAJ handles its
employees with value and empowerment to ensure they are motivated to give their best
to the organization.

The report starts with an organization profile of SAMBHAJ giving its background,
mission, vision, its services , the hierarchy and organogram of the organization.

The next section is the comprises of the project, Human Resource Management in
SAMBHAJ. The project encompasses introduction to the topic, recruitment, selection,
training and development.

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Each chapter contains detailed discussion of the HR functions followed by
Organization Practice at SAMBHAJ which basically conveys how things are done in
the HR Department.

After all the parts at last I would like to add last part but not least of the project carries
out SWOT Analysis that touches upon strengths, weakness, opportunities and threats to
the organization followed by findings and recommendation on critical factors
regarding Human Resource Management of SAMBHAJ.

Thank You.

Table of Contents

SERIAL NO CHAPTER

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1

INTRODUCTION TO
SAMBHAJ

• ABOUT THE
ORGANISATION CORE
TEAM OF SAMBHAJ
SECTORS SAMBHAJ
COVERS
• OBJECTIVES OF THE
STUDY
• GANTT CHART
• PROJECT OF SAMBHAJ
• VISSION MISSION AND
VALUES

ABOUT THE TOPIC

• Human Resource Policies.

• Formulating Policies
• Benefits Of HR Policies.
• Principles Of HR Policies.
• Objectives Of Study.
• Scope Of Study.

3 RESEARCH
METHODOLOGY

Research Methodology.

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4
HR POLICIES AT AASHMAN
FOUNDATION.

• Objectives
• Management Review.
•Correct Action For Non
Conformance.
• Document and Data Control.
•Various that form HR Policy of the
organization.

5 DATA ANALYSIS AND

INTERPRETATION.
• Recruitment and selection.
• Induction.
• Training and Development.
Performance Appraisal.
• Career Progression.
• Leave Policy.
• Communication and Decision
Making Process
• Rewards and Recognition.
• Personal Accident Insurance
Policy.
• Mediclaim Policy
6 SWOT ANALYSIS
7 CONCLUSION
8 SUGGESTION AND
RECOMMENDATION
9
SOURCES OF INFORMATION.
10 BIBLIOGRAPHY.

INTRODUCTION

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TO
SAMBHAJ

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 ABOUT THE
ORGANIZATION

We Make a
Difference in their Life

Martin Luther King Junior used to say, "Life's most persistent and urgent question is,
What are you doing for others?". It is a quote that perfectly reflects the vision
SAMBHAJ envisage - We are here for others, we are here to help others." With this
pursuit in mind, SAMBHAJ wants to touch the lives of those in need, those who are
desperately seeking help and those who believe in the good humanity has to offer.

Basically, SAMBHAJ is a non profit organization which, supported the education of

children, provide health care, Legal Aid and Counselling to the underprivileged. Our
goals and objectives are to empower, to educate, to provide justice animal rights

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advocacy and to enhance health & well being sector among socially excluded and
underprivileged community and also the families of single income widows and
supports the women by empowering them with skills that enable them to become the
bread earners of their family.
Skills like stitching, beauty parlour, patient care, computers etc are taught by the NGO.

CORE TEAM OF SAMBHAJ

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Dr Abhinav Anand
President

Dr Abhinav Anand He is President and Founder trustee of

Sambhaj. He has completed his MBBS from VMMC & Safdarjung Hospital and has
been Resident Doctor at safdarjung Hospital. He has done MD in Paediatric ( ESIC,
Basaidarapur) and is Sr Resident Doctor there.

Dr. Rakesh Bagdi

Vice President

Dr. Rakesh Bagdi He is Vice President and Founder trustee of Sambhaj. He has done
MBBS from VMMC & Safdarjung Hospital and has been Resident Doctor there). He
has done
MD in Paediatric ( RML Hospital, New Delhi) and is Sr

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Resident in LHMC Kalawati saran. He has also been

FAIMA President and national advisor President national medical council (AISDC) He
has organised many health camps , fought for rights of medical fraternity.

Mr Satish Pandey
Vice President

Satish Chandra Pandey . He is vice President and founder trustees of Sambhaj. He has
done B-Tech from USCT( Indraprastha University campus) and Qualified GATE. He
has been Teaching Physics for JEE ( main and advance) and NEET since last 12 years .
Right now, He is working with Kenowit E Learning , Classpath and Turito He has
worked with Extra Marks education pvt Ltd , RD Rajpal school ( Delhi) , Dav ( NTPC,

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Dadri) , Aadi kautilya as JEE/ NEET faculty in all and had his own coaching institute
in Dwarka and janakpuri.

Sectors Sambhaj Covers:

1.Health Sector

❖ Set up regular/monthly health camps.

❖ Set up health screening program ‘s.
❖ Set up a clinic center or hospital for slum area people to receive health facilities
free of cost.

❖ Fund health care necessities & a lot more.

2.Education Sector

➢ Design specific educational programs for children of the slum areas depending on
the individual’s child’s needs and educational demands.

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➢ Administer IQ and Aptitude tests.
➢ Provide educational kits.
➢ Fund formal education of the children depending on their aptitudes.
➢ Collaborate with organizations such as sports clubs, government schools, public
educational institutions, etc. to help the children get enrolled for specific programs.

➢ Volunteering activity es to serve education on a weekly basis to the slum children.

3Environment Sustainability

▪ Conduct plantation drives, adopt trees etc.

▪ Collaborate with environment sustainability/conservation organizations/activists to
promote environment sustainability.
▪ Conduct awareness campaigns related to issues on importance of environment
sustainability.

4.Fundraising o Crowd funding activities

. Raising funds through personal donations and internships. o Use of Online funding
portals.

o Voluntary funds raised through local businessmen/organizations/political

parties/government agencies.

o Organizing competitions to raise funds

5 Legal Sector
• Educate slum area people about their basic fundamental rights, government schemes,
legal rights.

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• Legal Aids - Protection of Women from Domestic Violence Act, 2005.
• The Child Labor (Prohibition and Regulation) Amendment Act, 2016.
• Protection of Children from Sexual Offences Act, 2012 (POCSO Act).
• Protection of Human Rights Act, 1956

OBJECTIVES OF THE SAMBHAJ

✓To work for welfare of the society

✓To enhance my social skills
✓To learn how an organization works in the real world

✓To upskill my management skills

GANTT CHART

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After Joining with Sambhaj NGO I got wide opportunities to work for the welfare of
the society. I got different kinds of tasks in my internship which not only enhanced my
social skills but even I was able to contribute in society by organizing awareness
webinars, performing different tasks. I participated in several competitions in my
internship such as Extempore Competition. Extempore enables the student to think out
of the box and off the feet. It is a great platform to develop communication skills and

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time management. Pushes one to conceive and generate ideas without any preparation.
Makes them address and analyses the

issue on the spot. This competition upskilled my communication skills & gave me a
confidence to deliver my thoughts in a manner where I could connect with people by
creating selfawareness. In my complete journey with Sambhaj NGO I even worked
on my writing proficiency as I took part in Article Writing Competition where I got
several tips to encourage my creativity and leadership. It enhanced critical thinking,
creative thinking and helps in organizing thoughts and improve soft skills.

PROJECTS AT SAMBHAJ:-
Ability Development

Skills transform lives and drive economies. Without adequate investment in skills,
people languish on the margins of society, technological progress does not translate
into economic growth, and a society is unable to compete in an increasingly
knowledge-based global arena.
People with poor skills face a much greater risk of experiencing economic
disadvantage, and a higher likelihood of unemployment and dependency on social
benefits. Skills affect people’s lives and the well-being of nations also in ways that go
far beyond what can be measured by labormarket earnings and economic growth.

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Widow Support
The NGO supports widows by providing them with monthly grocery, medical
treatment, and also education to their children. Apart from this they support them
through their project called Socio-Economic Empowerment of Women. They provide
them with rural based skill training to make them self sufficient and further aide them
manage credits so that they can safeguard their hard earned money and multiply their
savings. Upliftment of widows socially and financially is one of their primary
objectives.

EDUCATION TO
CHILDREN

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English being most spoken and widely known language over globe. It is very significant to
have basic english skills for collaboration with different people of world. Crafting and art-
making go hand in hand, which helps one develop their imagination and creative thinking.

I made several LinkedIn connections and posted jobs to escalate my social skills.
This helped me in creating social networks with the people who r also working for

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the same causes, concerns in different forms in their area. It gave me diverse ideas
as networks helps to understand various cultures, regions etc. These connections
even helped me in sharing Organization Profile to various groups, NGOs for
collaboration. These Collaborations Increased my reach to people where I could
spread awareness regarding major concerns of societies.

NGOs can accept donations from private individuals, forprofit companies, charitable
foundations, and governments, whether local, state, federal, or even foreign. As
nonprofit entities, they also can charge membership dues and sell goods and services.
I & my team raised funds for our NGO through different sources and platforms.
Collaborations helped me in Fund Raising through mutual tie ups with other NGOs
& organization. It improved my sales and negotiation abilities. Learnt about IT and
social media. The major skill upgradation was administrative and project
management skills. I conducted several webinars on concern such as Crowdfunding,
Malnutrition to create selfawareness amongst groups, communities, societies. Having
self-awareness gives us the power to influence outcomes, helps us become better
decision-makers and gives us more self-confidence. We can communicate with
clarity and intention, which allows us to understand things from multiple
perspectives. It frees us from assumptions and biases. By administering these
webinars, I was able to reach large audience & could able to generate new leads. I
got chance to boost my influence and authority.

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 VISION & MISSION

Vision
1.With the help of common man, Corporates & Established Institutions we will
create values; enhance skillful environment & Uplift social & Financial level into the
different segment of society & Bring change into the lives of people with the
Emotional, Financial & Social development Support so that they can feel and be
Empowered.
2.Human life is the most valuable asset of any Nation. We will go extra mile to help
the underprivileged human being to support them into the Health segment and
prevent them from the evil of malnutrition into children (0-6 Year), pregnant females
& surviving income less family members after dismissal of only earning hand.
3.Furthermore we will try to increase the expectancy of life for the people who are
suffering from unfortunate diseases like Cancer & Kidney related Issues

Mission
The dream of SAMBHAJ is to work unconditionally on Women Empowerment, Single
Income families and underprivileged children through relevant healthcare, innovative
education to children and womens and environmental based livelihood programs.

Values:Truth, trust and transparency are the three

major values of sambhaj

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ABOUT

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 THE

TOPIC

HUMAN RESOURCE POLICIES:-

Human Resource Policies refers to principles and rules of conduct which
“formulate, redefine, break into details and decide a number of actions” that
govern the relationship with employees in the attainment of the organization
objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations,

sex, marital status, and the like.
2. Policy on terms and conditions of employment-compensation policy
and methods, hours of work, overtime, promotion, transfer, lay-off
and the like.

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

FORMULATING POLICIES

There are five principal sources for determining the

content and meaning of policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

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

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel

problems on day to day

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BENEFITS OF HR POLICIES

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

PRINCIPLES OF HR POLICY

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

every employee to realize his/her fullpotential.

2. Principle of scientific selection to select the right person for the right job.

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 3. Principle of free flow of communication to keep all channels of
communication open and encourage upward, downward, horizontal, formal
and informalcommunication.

4. Principle of participation to associate employee representatives at every

level ofdecisionmaking.

5. Principle of fair remuneration to pay fair and equitable wages and salaries
commensurating with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labour to treat every job and every job holder with
dignity and respect.

8. Principle of labour management co-operation to promote cordial industrial

relations.

9. Principle of team spirit to promote co-operation and team spirit among

employees.
10.Principle of contribution to national prosperity to provide a higher purpose
of work to all employees and to contribute to national prosperity.

OBJECTIVES OF STUDY

1. To study the HR Policies of the company.

2. To study the amendments made in the HR Policies of sambhaj since the time of
incorporation.
3. To incorporate the amendments in the base policy and prepare a final policy.
4. To design a HR Policy manual for the company with special emphasis on the
“Managerial Service Conditions”.

SCOPE OF STUDY

1. In any organization human resource is the most important asset. In

today’s current scenario, SAMBHAJis a very large NGO leading and
helping many needies.

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 2. As most of the company’s overall performance depends on its employee’s
performance which depends largely on the HR POLICIES of the
organization.

3. So the project has wide scope to help the organization to perform well in
today’s need in india.

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

RESEARCH

METHODOLO GY

RESEARCH METHODOLOGY

METHOD OF
DATACOLLECTION

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

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Observation

SAMPLE SIZE

Here, researcher has taken 30 as the sample size.

HYPOTHESIS OF PROJECT

❖ Human Resource Policies provided by the organization of employees works

as an agent for the growth of employees and also motivates the employees to
perform well i.e. employee performance and satisfaction is the valuable outcome
of sound of HR Policies of the organization.

❖ The various HR Policies in SAMBHAJ makes the employees enthusiastic

towards work.

ABOUT THE
QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a

request to answer the questions and return the questionnaire. The questionnaire
consisted of a number of questions printed or typed in a definite order. The HR
Manager has to answer the questions on their own. The researcher has chosen this
method of data collection due to low cost incurred, it is free from bias.

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 HR POILICIES IN
SAMBHAJ

OBJECTIVES

In reviewing the purpose of HR Policies at SAMBHAJ , the organization stated

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

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

achievers and nurture them to excel in their performance.

❖ Impart such induction, orientation and training as to match the individual

to the task and inculcate a high sense of organizational loyalty.

❖ Provide facilities for all round of growth of individual by training in and

outside the organization, reorientation, lateral mobility and self-
development through self-motivation.

❖ Groom every individual to realize his potential in all facets while

contributing to attain higher organizational and personal goals.

❖ Build teams and foster team-work as the primary instrument in all

activities.

❖ Recognize worthy contributions in time and appropriately, so as to

maintain a high level of employee motivation and morale. Appraisals and
promotions shall be ethical and impartial.

❖ Implement equitable, scientific and objective system of rewards,

incentives and control.

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 ❖ Contribute towards health and welfare of employees.

MANAGEMENT REVIEW:

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

CORRECTIVE ACTION FOR NON CONFORMANCE:

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

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

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

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

DOCUMENT AND DATA CONTROL:

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

❖ Documents are reviewed and approved for adequacy by Org. HR prior to

issue.

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

1. Recruitment and selection of manpower

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

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11.Job Enrichment

12.Exit Interviews

.
1. RECRUITMENTPOLICY

❖ In SAMBHAJ, recruitment and selection of personnel is explicitly based

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

2. INDUCTION AND PLACEMENTPOLICY

❖ At SAMBHAJ, new recruits imparted such induction, orientation,

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

3. JOB ROTATIONPOLICY

❖ At SAMBHAJ, facilities are provided for all-round growth of

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

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 ❖ Systematic Job Rotation from time to time shall have a revitalizing
effect on the individual as well as the organization.

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

individual has undergone rotation through at least 2sections.

4. PERFORMANCE APPRAISALPOLICY

❖ Performance Appraisal grooms every individual to realize his potential

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

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

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

❖ The Performance Appraisal Systems aims at integration of individual

and organizational goals.

5. COUNSELLING

Counseling sessions, which are conducted by HR Department OR

Professional Counselor OR Performance Appraiser, are available to all
the employees in order to fulfill the following objectives:

❖ To enhance employees’ competence and job satisfaction.

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

6. CAREER PLANNINGPOLICY

❖ Career Planning system in SAMBHAJ is aimed at developing people of

the right caliber to meet present and future needs of the organization. It
shall be an essential ingredient for Succession Planning.
❖ The mandatory factors to be considered prior to career planning shallbe:

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 a. The organization’s long and short termplans.
b. Manpower skills required towards implementing theseplans.
c. Attrition rate of people with high potential, above average and
averagecaliber.
d. Recruitment through internal and external sources at all levels
and its ratio as appropriate to the organization.
e. The number of people recruited and trained every year.

7. SUCCESSION PLANNINGPOLICY

HODs and above identify successors, primary and secondary, to his

position at the time of annual appraisal. This is reviewed every year along
with the annual appraisal.

8. TRAINING AND DEVELOPMENT POLICY

❖ At SAMBHAJ, training and development activities strive to

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

9. HUMAN RESOURCE INFORMATION MANAGEMENTSYSTEM

❖ Human Resource Information Management Systems (HRIMS) aimsat:

a. Providing accurate information about employees to
management for decisionmaking.
b. Eliminating duplication ofefforts.
c. Offering quick and easy access to human resource information
at random as well as in regular reportform.

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 ❖ The system has two layers of security. Access to the system is through
keying in the valid combination of username and password. Permission
to access certain programs is restricted to identify keypersonnel.

❖ An integrated employee database is maintained and continuously

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

10. RETIREMENTPLANNING

❖ At SAMBHAJ, retirement of all individuals is aided through

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

11. JOBENRICHMENT

❖ SAMBHAJ Foundation follows a people centered approach to job

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

12. EXITINTERVIEWS

❖ The organization has a regular turnover of employees due to

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

The HR Policy Manual (or Managerial Service condition Manual) was

designed in order to facilitate the mangers in gathering the information
regarding the various service conditions that are offered by the organization.
This manual includes the service conditions which are most frequently asked
for. The various services conditions includedare:

1. ProvidentFund

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 2. Gratuity
3. PrivilegeLeave
4. SuperannuationScheme
5. Medical Reimbursement &Hospitalization
6. DentalPolicy
7. Group Accident InsuranceScheme
8. Housing LoanScheme 9. Vehicle LoanScheme
10. Phone Policy.
11.Leave Travel Assistance (LTA)
12.Local Conveyance Rules .

DATA
ANALYSIS
AND
INTERPRETATIO
N

A. RECRUITMENT ANDSELECTION

1. Are you satisfied with the external recruitment sources performed in your

organization.

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 agree
disagree

82%

INTERPRETATION: Regarding external recruitment sources 82%

employees are satisfied or agree whereas 18% are not satisfied which
is performed in the organization. Therefore, the employees are
satisfied by recruitmentprocess.
2. Are you satisfied with the monetary reward given on bringing a candidate

onboard?

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 Monetary reward

26%

agree
disagree

INTERPRETATION: Regarding monetary reward given on bringing on board

74% of employees are satisfied and 26% are not satisfied.
3. Are you satisfied with the background checks conduct foremployees.

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 Backgroud checks

22%

Agree
Disagree

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.
4. Are you satisfied with the monetary limits given to you for theexpenses?

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 Expenses

21%

Agree
Disagree

INTERPRETATION: Regarding monetary limits provided to employees for

their expenses 79% of the employees are satisfied and 21% of the employees are
notsatisfied.
B. INDUCTION

1. The induction programme of your organization is informaltype.

44 | P a g e
 Induction programme

18%

Agree
Disagree

INTERPRETATION: Regarding induction programme which is conducted in

the organization, 82% of the employees are satisfied whereas 18% of the
employees are not satisfied.
2. The induction of your organization covers organizational structure andpolicies.

45 | P a g e
 Induction

10%

Agree
Disagree

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It means
that most of the employees arebenefited.
C. TRAINING ANDDEVELPOMENT

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

organization

46 | P a g e
 Employee performance

24%

Agree

Disagree

INTERPRETATION: Regarding employee performance, 76% of employees

are satisfied whereas 24% of employees are not satisfied. It means that most of
the employees get affected from this evaluation.
b. Are you satisfied with the Classroom method adopted by your
organization to train theemployees?

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 Classroom method

27%

Agree
Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the employees

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

c. Effectiveness of training program in your Organizationis evaluated by

observing the post training performance ofemployees.

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 Effectiveness of Training program

32%

Agree
Disagree

68%

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

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

1. Are you satisfied with the Balanced Scorecardmethod?

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 Balance scorecard method

8%

Agree
Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the

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

2. Are you satisfied with the feedback given to you byorganization?

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 Feedback

28%

Agree
Disagree

72%

INTERPRETATION: Regarding feedback 72% of the employees are satisfied

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

d. Are you satisfied withthe mentor system followed for career

progression?

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 Mentor system

16%

Agree
Disagree

INTERPRETATION: Regarding mentor system followed for career

progression, 84% of the employees get benefited and only 16% of the
employees areexempted.
e. Are you satisfied with the competence analysis and feedback from
manager?

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 Competence analysis and feedback

22%

Agree
Disagree

INTERPRETATION: Regarding competence analysis and feedback from

manager 78% of the employees are satisfied whereas 22% are not satisfied. It
means that some of the employees want feedback from other source.

F. LEAVEPOLICY

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

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 Privilege leave

17%

Agree
Disagree

83%

INTERPRETATION: Regarding privilege leave provided to employees, 83%

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

G. COMMUNICATION AND DECISION MAKINGPROCESS

1. Are you satisfied with the informal communicationpattern?

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 Informal communication pattern

13%

Agree
Disagree

INTERPRETATION: Regarding informal communication pattern, 87% of the

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

2. Are you satisfied with the opinion survey and Departmentmeeting?

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 Opinion survey and Department meeting

24%

Agree
Disagree

76%

INTERPRETATION: Regarding opinion survey and department meeting,

76% of the employees are satisfied and 24% of the employees are notsatisfied.
H. REWARDS ANDRECOGNITION

1. Are you satisfied with the monetaryrewards?

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 Monetary Rewards

33%

Agree
Disagree

67%

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

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

1. Are you satisfied with contingencies cover under Personal Accident

Insurancepolicy?

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 Contingencies

24%

Agree
Disagree

INTERPRETATION: Regarding contingencies provided under this policy,

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

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J. MEDICLAIMPOLICY

1. Are you satisfied with the services covered under Mediclaimpolicy?

Services

11%

Agree
Disagree

INTERPRETATION: Regarding services provided under

Mediclaim policy, 89% of employeeare satisfied where as 11% of them are
not.

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 SWOT
ANALYSIS OF
SAMBHAJ

STRENGTHS:
The strengths of a company are the most important building blocks required for
growth to take place. The following are a few of the most prevalent strengths
that SAMBHAJ at the present time.
Recruitment: Their recruitment and selection policy is very strong. SAMBHAJ
Foundation recruits talented candidates from the market through proper testing-
written and interview. The written part contains questionnaires that are of IBA
standard which is a renowned education institution of our country.
Work environment: During my stay I found the work environment very
satisfactory. Everyone is cordial and helpful and cooperative. There is less
internal conflict or politics at play which is essential for conducting a productive
working environment.
Transparency: For clear communication to the employees of the HR Practice in
SAMBHAJ, they have a service rule book which they give to every employee.
The guide articulates important and covers all HR Practice followed by the
organization. This is very helpful both for the employees and the employer as it
removes chances of misinterpretation, bias etc.
Leave Management: They Provide a 44 days leave balance which include earn
leave 20 days, Casual leave 10 days and Medical leave 14 days. So employees
have no worries regarding having leave.
Accountable Corporate Governance is very important for the AMC:
Good Corporate Governance is an issue of vital importance to the Board and
Management of SAMBHAJ. The Board of Directors, as the head level of
authority, is responsible and accountable for the overall direction and is ultimate
answerable to regulatory authorities and shareholders for the activities,
strategies and performance of the company.

The board now has 9 members, which also includes 2 independent directors.
SAMBHAJ board has a formal schedule of matters especially reserved for its

60
decision including corporate strategy, approval of budgets and balance sheet,
annual financial results, Director Appointment, proposal for dividend, approval
of major organizational transactions and credit proposals beyond the delegated
business power of the management.
Training and development system of SAMBHAJ is a prime reason of their
success:
SAMBHAJ gives regular training to the officer of both middle and lower levels.
Again if there is any strategy or technology change, there will be special
training program arranged based on individual needs. They arrange special
training on their software also which they use in the office to operate their
system, which eventually becomes beneficial not only for the employee but also
for the organization, because if they do not know the exact procedure of
carrying out work in their system then that might affect them both the employee
end into making mistake, and as a result the reputation of the organization also
might get hampered.

WEAKNESS:
Though SAMBHAJ is a NGO that has many strengths but it also has some
weakness. The followings are few of the most common weakness that
SAMBHAJ at the present time:
Inadequate human resources:
The human resources are not sufficient in terms of its service providing system.
It has to maintain a number of formalities to recruit employees.

Human Resource Planning:

There is not much Human Resource Planning at the Organization except for an
annual need assessment for required workforces Lack of Job Analysis:
It is the important part of HR practice in an organization but not implanted in
SAMBHAJ which means they are less informed about current market trends
and that could lead to loss of potential talents from their pool.

OPPORTUNITY:

61
In an organization opportunities are positive external environmental factors. An
organization should explore all possible opportunities available to it. These
opportunities are intended to improve the organization. By making
improvements, the organization should be able to become more competitive in
the market. The following are available opportunities to SAMBHAJ in order for
it to become more aggressive:
Recruitment:
Most recruitment in here is through internal recruitment, they can spread the pool
of entry level employees through campus recruitment.
THREATS:
An organization’s threats are negative external factors. An organization should
explore all possible threats available to it. These threats are intended to diminish
the organization. By making improvements and proper monitoring of the
threats, the organization should be able to turn more competitive in the market.
The following are threats are available to SAMBHAJ in order to threaten its
existence.
Government Policy:
The changes of policy connected to the operation of other NGO might create an
unfavorable impact on the Organization. The decision to withdraw the continuos
efforts accelerated the degradation of the organization.
The Lack of Motivation of Employees:
Sometimes the lack of motivation in employees can create a threat to the
organization. Employees may be overburdened with tasks that are not their core-
competencies. As a result, the quality and accuracy of deliverables duties may
fall. Employee turnover may have a negative effect on the overall performance
of organization.

CONCLUSION

62
From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on
organizations overall performance. If an organization wants to gain full benefit
from human resource management it should follow all the sections of HRM. As
a small AMC few persons are recruited for its operations and performances. But
it will expand soon or later and then the number of HR employee may not be
enough to run thecompany.

Committed and trustworthy employees are the most significant factors to

becoming an employer of choice, it is no surprise that companies and
organizations face significant challenges in developing energized and engaged
workforces. However, there is abundance of research to demonstrate that
increased employee commitment and trust in leadership can positively impact
the company’s bottom line. In fact, the true potential of an organization can only
be realized when the productivity level of all individuals and teams are fully
aligned, committed and energized to successfully accomplish the goals of the
organization. Thus, the objective of every company should be to improve the
desire of employees to stay in the relationship they have with thecompany.

SUGGESTIONS
&RECOMMENDA
-TIONS

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

of 360 degree feedback or 180 degree feedback.
2. The Organization should focus on mentor system intend to help
employees in their career progression.
3. The Organization should conduct Psychometric tests for
employees.
4. The Training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards
each other.
6. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A
flexible reward system should be adopted by organization to
improve employee motivation.

63
 7. A more transparent and full proof communication system
developed in the organization.
8. Replacing the lacuna in the current system.
9. Wages and salary administration process should have a more
scientific approach laying stress on equal wages for equal work
Adone.

Sources of information

All the information incorporated in this report has been collected

from primary sources as well as secondary sources.
Primary sources:
• Interview with assistant manager of
administration & HR-InCharge
• Operations manager and some otheremployees
• Discussion sessions with senior officers aswell
Secondary Sources:
• SAMBHAJ AnnualReport
• Job description for each employees of
SAMBHAJ, HR Division.
• Performance appraisalformat
• Performance appraisal guideline provided by the
Human Resourcesdivision

BIBLIOGRAPHY

64
 Books:
“Human Resource Policy Analysis: Organizational Applications” by Richard J.
Niehaus.
Journals & Articles:

1. Articles by T.V.Rao Learning Systems.

2. Policies of SAMBHAJ.
3. Documents of SAMBHAJ.

Reference

1. https://sambhaj.org/

2. https://www.geofunders.org/resources/what-financial-challenges-do-
nonprofits-face-661
3. https://sambhaj.org/about/

4. https://sambhaj.org/blogs/

5. https://www.linkedin.com/company/sambhaj-a-beginning-to-accomplish/

THANK

YOU!!

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