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HR Policies Benchmarking and Recommendations

Cutting-edge Manufacturing Practices

IN PARTIAL FULFILLMENT FOR AWARD OF THE DIPLOMA of Post Graduate Diploma In Busniess Management

Submitted by:

Manab Jyoti Gogoi

Roll No- 201028

Contents S.NO
1 2 3 4 5 6 7 8 9 10 11 12

About Moser Baer India Limited SSM Overview Human Resource Management HRD in MOSERBAER Organisation Chart Research Methodology Companies Surveyed Benchmarking And Analysis Suggestions and Recommendation Limitation Of Study Bibliography Annexure

PAGE NOS i-vi vii-viii viii-xi xii-xiii xiv xv-xvii xviii-xxiii xxxviii - xlii xliii-xlv xlvi xlvii xlviii-lv

List Of Tables
S.No i ii iii iv v vi vii viii ix x

Recruitment & selection Induction Learning & Development Performance management Career Progression Leave Policy Communication & Decision making processes Rewards & Recognition Employee Recreation Employee Retention

Page Nos
xxiv - xxv xxvi xxvii-xxviii xxix xxx xxxi xxxii xxxiii-xxxiv xxxv xxxvi xxxvii

I hereby declare that this Project Report titled HR Policies Benchmarking And Recommendatiom submitted by me to, Graduate School Of Business And Administration , Greater Noida , is a bonafide work undertaken by me and it is not submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.

Signature of the Student

Manab Jyoti Gogoi Roll No- 201028

I would like to express my sincere thanks to Mr. Raman Srivastava (HR Head) for giving me an opportunity to explore the practical knowledge practiced by the company. This project could not been completed without the able guidance and support of Mr. D.S Verma (Dy. HR Manager). I am very glad to work with the organization as a summer trainee. I am grateful to HR Department of MOSER BAER INDIA LTD. 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 HR Policies Benchmarking and Recommendation. Working on this project has proved to be an enlightening experience for me.

Executive Summary
Moser Baer, headquartered in New Delhi, is one of the Indias leading technology companies. Established in 1983, Moser Baer successfully developed cutting edge technologies to become the worlds second largest manufacturer of Optical Storage media like CDs and DVDs. The company also emerged as the first to market the next-generation of storage formats like Blu-ray Discs and HD DVD. Recently, the company has transformed itself from a single business into a multi-technology organisation, diversifying into exciting areas of Solar Energy, Home Entertainment and IT Peripherals & Consumer Electronics. Moser Baer India Limited, the global technology company has entered into the manufacturing of solid state devices. Moser Baer has become the first company in India and among a select few worldwide to offer a comprehensive portfolio of storage solutions. The company is already the worlds second largest manufacturer of optical media products. I was assigned the project on Human Resource Policy Benchmarking in the SSM Division of A-164 plant of Moser Baer India Limited. In this project I have to do the comparative study of the HR policies of the various companies with which the comparison of Moser Baer can be done. The list includes Syscom Corporation Limited, Neokraft Global Pvt.Ltd , HCL Info system Limited. The questionnaire included questions on the various fields and facts of Human Resource Management. It included various topics like Recruitment & Selection, Induction, Learning & Development, Performance Management, Career Progression, Leave Policy, Communication & Decision Making Processes, Rewards & Recognition, Employee Recreation and Employee Retention. The aim is to bring out the different policies

adopted by various companies and bring the industry trend in the field of Human Resource Management. It was circulated to various Human Resource Managers of the different companies. And the feedback was analyses to benchmark the policies of MBIL. The findings of the survey are very satisfying. The policies of MBIL are in sync with most of the other organisations of the industry. In certain cases there are some lacking and we have addressed them in our recommendations like leaves, performance management system etc. It was a very enriching learning experience to know about the best policies & practices which are being followed in the industry. MBIL has done some pioneering work in this area. I am thankful to MBIL for giving me this opportunity to work in this project.


Moser Baer, headquartered in New Delhi, is one of India's leading technology companies. Established in 1983, Moser Baer successfully developed cutting edge technologies to become the world's second largest manufacturer of Optical Storage media like CDs and DVDs. The company also emerged as the first to market the next-generation of storage formats like Blu-ray Discs and HD DVD. Recently, the company has transformed itself from a single business into a multi-technology organisation, diversifying into exciting areas of Solar Energy, Home Entertainment and IT Peripherals & Consumer Electronics. Moser Baer has a presence in over 82 countries, serviced through six marketing offices in India, the US, Europe and Japan, and has strong tieups with all major global technology players. Moser Baer has the distinction of being preferred supplier to all top global OEM brands. Moser Baer stands committed to supplying highest quality fully licensed media to its customers. Moser Baer's products are manufactured at its three state-of-the-art manufacturing facilities. It has over 6,000 full-time employees and multiple manufacturing facilities in the suburbs of New Delhi. HISTORY Moser Baer India was founded in New Delhi in 1983 as a Time Recorder unit in technical collaboration with Maruzen Corporation, Japan and Moser Baer Sumiswald, Switzerland. In 1988, Moser Baer India moved into the data storage industry by commencing manufacturing of 5.25-inch Floppy Diskettes. By 1993, it graduated to manufacturing 3.5-inch Micro Floppy Diskettes (MFD). In 1999, Moser Baer India set up a 150-million unit capacity plant to manufacture Recordable Compact Disks (CD-Rs) and Recordable Digital Versatile Disks (DVD-Rs). The strategy for the optical media project was to create a facility that matched global standards in terms of size,

ii technology, quality, product flexibility and process integration. It is the only large Indian manufacturer of magnetic and optical media data storage products, exporting approximately 85 percent of its production. Since inception, Moser Baer has always endeavoured to create its space in the international market. Aiding the company in its efforts has been a carefully-planned and sustainable business model - low costs, high margins, high profits, reinvestment and capacity growth. Along the way, deep relationships have been forged with leading OEMs, with the result that today there are hardly any global technology brands in the optical media segment that Moser Baer is not associated with. Vision and Mission Vision " Touching every life across the globe through high technology products and services " Mission We will drive growth through our excellence in mass manufacturing. We will move up the value chain through rapid development of technology, products and services. We will leverage our relationships, distribution, cost leadership and "can do" attitude to become a global market leader in every business. Our Values Teamwork Thinking and working together across functional silos, hierarchies, businesses and geographies. Cooperating and supporting each other towards common goals. Integrity Consistently behaving and taking decisions in an ethical, trustworth and fair manner in all spheres of life.

iii Passion Missionary zeal coming out of one's heart to drive to the goal which gives one a feeling of "do it with pride" and "love to be there". A feeling that encourages one to dream & realise the dreams. Self commitment to give more than 100% & create value. Speed Meeting and exceeding customer's expressed or implied expectations by a "do it" attitude and by doing right, first time, on time and every time.

Quick Facts Among the top two media manufacturers in the world Entered the highly exciting and emerging global technology space of photovoltaic in mid-2005 Foray into the fast growing Home Entertainment Business in 2006. In-house developed and patented technology has been considered as one of the four standard media to be included in the Blu-ray Disk Association The first storage media company in the world to ship HD DVDs . Lowest-cost manufacturer of optical media in the world OEM supplier to all the 12 leading storage media brands in the world Locations Corporate Headquarters: New Delhi, India Indian Offices: Mumbai, Kolkata, Chennai and Bangalore


Worldwide Offices: The Netherlands, USA (New York and California), Japan, Middle-East Products/Services Optical Storage Media: Recordable Compact Discs (CD-R), Rewritable Compact Discs (CD-RW), Pre-recorded CD/DVD, Digital Versatile Disks (DVD-R) and Rewritable Digital Versatile Disks (DVD-RW), LightScribe-enabled media. Photovoltaic: Crystalline Silicon Cells and Modules, High Concentrator and Thin Film Modules Entertainment: Distribution of movies, film production and theatrical distribution IT Peripherals and Consumer Electronics: Optical Disk Drives, Headphones, Keyboards, Optical Mouse, DVD Players Replication Services CSR Policy At Moser Baer, we believe that Corporate Social Responsibility (CSR) is the way to conduct business that achieves a balance or integration of economic, environmental and social imperatives while at the same time addressing stakeholder expectations. Under its CSR policy, the company affirms its commitment of seamless integration of marketplace, workplace, and environment

and community concerns with business operations. Moser Baer uses CSR as an integral business process in order to support sustainable development and constantly endeavours to be a good corporate citizen and enhance its performance on the triple bottom line. CSR Mission Whilst being committed to excellence and total customer satisfaction through team work, ceaseless innovation and timely delivery of quality products of international standards, we recognize our responsibilities towards social and environmental dimensions of our business and thus aim to visibly play a leading role within our spheres of influence. We will strive to be a leader while continuing our business in a socially and environmentally responsible manner. We affirm our commitment to contribute to nation building measures through improving quality of life of our workforce, their families and the communities of the area we exist and beyond. The Structure Community Development vehicle, Moser Baer Trust is headed by CSR Head of Moser Baer Trustees are senior leaders from the company Functional scorecard and KRAs align initiatives with companys strategic objectives Regular board level reporting to CSR Committee

Programs evolved after stakeholder dialog and have independent budget, action plans and targets Community programmes designed to meet Millennium Development Goals (MDGs) in MBILs sphere of operations- as contribution to nation building

Corporate Governance Moser Baer believes that Corporate Governance refers to the processes and structure by which the business and affairs of the Company are directed & managed, in order to enhance long term shareholder value through enhancing corporate performance & accountability, whilst taking into account the interests of all shareholders. Good corporate governance, therefore, embodies both enterprise (performance) & accountability (conformance). The Corporate Governance philosophy of the company is based on the following principles:-

Satisfaction of the spirit of the law through ethical business conduct Transparency and a high degree of disclosure levels Truthful communication about how the company structure driven solely by the business needs. Strict compliance with Clause 49 of the Listing Agreement as amended from time to time Establishment of an efficient corporate structure for the management of the Companys affairs.Management is the trustee of the shareholders capital and not the owner.


Moser Baer India Limited, the global technology company has entered into the manufacturing of solid state devices. Moser Baer has become the first company in India and among a select few worldwide to offer a comprehensive portfolio of storage solutions. The company is already the worlds second largest manufacturer of optical media products. Moser Baer reinforced its commitment to data storage earlier this year by setting up an additional facility for solid state media manufacturing unit in Noida, a part of the extended National Capital Region. It has an annual capacity of 24 million products with capacity for further expansion. With storage capacity ranging from 1GB to 64GB,Moser Baers range of solid state devices will cover storage requirement of all consumer segments. The state-of-the-art manufacturing facility has a unique module that enables all digital content- in audio, visual or data presentation format- to be pre-loaded into the state media products. The high-end 32GB product can store over 6,500 songs or more than 20 films in standard definition format. The Solid State Media Market The USB Flash and Micro SD cards market is slated to grow at over 30 percent in India this year. The popularity of solid state drives is on the rise. Todays latest generation drives are significantly faster than the early models that began to appear in the market in 2007 & 2008 was an impressive growth


year for the market. Despite the challenging economic environment that the world has experienced, solid state devices remain in the spotlight as a technology and an area of growth in the storage market.For Micro SD Cards the chief application is mobile phones and with Indians adding a phenomenal ten million new connections every month, the three hundred million mobile phone subscriber base is expected to reach 500 million in 2010. For USB flash drives, its the convenient form factor and portability, as well as competitive pricing, which is driving demand. Also, consumers and enterprises continue to show increasing interest in having portable applications on USB devices.



Human Resource Management (HRM) may be defined as a set of policies, practices and programmes designed to maximise both personal and organisational goals. It is the process of binding people and organisations together so that the objectives of each are achieved. According to Flippo, human resource management is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organisational and societal objectives are accomplished. In the words of Jucius, human resource management may be defined as that field of management which has to do with planning, organising and controlling the functions of procuring, developing, maintaining and utilising a labour force, such that the (a) Objectives for which the company is established are attained economically and effectively. (b) Objectives of all levels of human resources are served to the highest possible degree (c) Objectives of society are duly coincided and served.

Functions of Human Resource Management Management of human resources consists of several inter-related functions. These functions are common to all organisations though every organisation may have its own human resource management programme. These functions of human resource management may broadly be classified into two categories, viz., (1) managerial functions, and (2) operating functions. MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Procurement Function Job Analysis Human Resource Planning Recruitment Selection Placement Induction or Orientation


Development Function Performance and Potential Appraisal Training Executive Development Career Planning and Development

Compensation Function Job Evaluation Wage and Salary Administration Bonus


HRD in Moser Baer India Limited

MBIL has been one of the fastest growing organizations in the country. However its not just the production or profitability that has propelled it to an evitable position, a committed and talented workforce is one of the main reasons behind it. It is a fact that has been recognised even by the top level management of this organization. The details given in the following pages are an attempt to try and identify some of the tasks, challenges, their corresponding responses and initiatives that is behind this success. HR covers a variety of processes and procedures that begins even before an individual is hired till the time the individual is there in the company. There are in fact two departments that deal with the peoples affair of the company. Apart from the HR department its the Personnel & HR department. The following are the important functions of HR & Personnel department are as follows; Wages and Salary management Travels and leave management Time Maintenance Contract labour management Provident Fund Management Compensation and benefit Reward & Recognition Training Department

xiii Performance Management System In order to perform the above mentioned functions there are a number of sections like Payroll, travel and leave management, contract labour section etc. Another very important function of the personnel and hr department is to ensure compliance with regards to various labour laws that are applicable to the various departments of the organization. Moser Baer focuses on:1. Transparency 2. Empowerment 3. Relevance

The major HR policy of Moser Baer India Limited includes the following: 1. Anti Harassment Policy. 2. Attendance Procedure. 3. Black Belt Policy. 4. Employees Deposit Linked Insurance Scheme Policy. 5. Exit Interview Policy. 6. Family Visit to Plant. 7. Financial Assistance Policy. 8. Frisking Policy. 9. Grievance Policy.
10. Induction Policies.


Moser Baer India Limited HR Organisation Chart

Raman Srivastava AGM - HR

Kundan Adhikari Officer - hr

D.S.Verma DM -HR

Sudhanshu Pathak AM- Training

Shobha Mohan JR.EXE.SEC

Jaipal Singh Officer - HR

Subodh Sinha Officer- TO

Pradeep Pannu Officer - HR

Kumkum Off,Supr-TRG

Yatendra Yadav Dy Engr - TRG

Time Officer Staff 5 nos


SOURCES OF DATA Selection of sources of information refers to the approach used to gather data. It relies heavily on the topic to be studied. There are two broad approaches: i. ii. Primary data collection Secondary data collection

PRIMARY DATA: The data regarding the topic HR Policy Benchmarking is collected from the HR Personnel of the three companies with which the comparative study of MBIL is done. These companies are Syscom Corporation Limited, Neokraft Global Pvt. Limited, and HCL Info Systems. The questionnaire was prepared and circulated among the HR Professionals of these companies. The questionnaire is given in Annexure. SECONDARY DATA: Secondary data can be available in books, journal articles, newspaper & magazines, conference papers, reports, archives, electronic database, internet. In this case the questionnaire was designed according to the requirements of the projects.


Survey research studies can be broadly classified in three basic types namely: # Exploratory Research # Descriptive Research

Exploratory Research:Exploratory research is used when one is not conversant with the problem environment such type of investigation is mainly concerned in determining the general nature of the problem and variables related to it. The major emphasis of exploratory research is on discovery of ideas. The researcher devotes a significant portion of their work on exploratory studies when very little is known about the problem being examined. The idea is to clarify concepts and subsequently, make more extensive research on them. Its goal is to shed light on the real nature of the problem and suggest possible solution (or) ideas.


Descriptive Research:-Descriptive Research is description of somethingusually market characteristics or fuctions.The key to good descriptive research is knowing exactly what one want to measure and selecting a survey method in which every respondent is willing to cooperate and capable of giving one complete and accurate information efficiency. Companies undertake descriptive research to learn about customers knowledge, beliefs, preference and satisfaction on various products and measure the magnitude in population.





Changing the way India Transacts, Communicates and Governs Established in 1996 Syscom Corporation and Smart Chip Limited today occupy the leadership position in both their respective sectors. Today the companies have 47 offices in 23 states of India with employee strength of 550 nationwide. Syscom is 100 per cent subsidiary of Smart Chip Ltd. With over a decade of experience in smart cards management systems, Smart Chip has been delivering successful smart card enabled solutions in India since 1995. Sustaining ourselves at the pinnacle of the smart card revolution in India, it has been our constant endeavour to help extend the citizen-centric benefits of the state to its populace by conceptualising and building various innovative solutions, using smart cards as the prime delivery mechanism. Smart Chip is head quartered at Delhi with operations in over 150 districts of India and has delivered over 10 million smart cards for various applications. Smart Chip aims to make the governments egovernance model successful and give Indian companies and systems a smart, secure and paperless work place. Smart Chip is a member of the global smart card group Sagem Orga. Sagem Orga brings the expertise of two smart card powerhouses; Germany based ORGA Kartensysteme and French company Sagem Defence Securities which in turn is part of the multi-national high-tech group SAFRAN. SAFRAN is a high-technology group, organized in four branches Aerospace propulsion, Aircraft equipment, Defence Security and Communications. Sagem Orga offers a full range of smart cards, hardware, software, systems,


system integration and solutions for telecommunications, banking, healthcare and ID sectors and proudly possesses one of the worlds most modern production facilities for smart cards. With a workforce currently numbering 1,800 employees worldwide, Sagem Orga is leading the Smart card market with a strong foothold



Neolite group was started in 1952 by Mr Pramod Chand Jain to fulfill requirements of plastic injection moulded parts of Automobile lighting components. Since then it has been on a growth path and diversified in the field of Home lightings in year 2002. In the year 2007, Neolite entered into a JV partnership with ZKW of Austria in the field of Automobile Lighting Systems.

The home lighting division is located in a Special Economic Zone and has a land of approx 180,000 sq ft and a covered area of 1,00,000 sq ft.

Right from the very beginning, quality and cost competitiveness were emphasized. As such, almost all production and testing facilities were set up in-house. Neokraft has received recognitions from its customers for quality standards. It supplies its products to the worlds largest home furnishing store and the products are sold throughout the world. We make the luminaries in EU,NA, GB, JP, CN, TW and AU versions.

Our strength lies in manufacturing products in high volume, consistent quality level, and timely delivery resulting in higher customer satisfaction. We welcome customer designs and respect customers Intellectual Property Rights.


Product Range:-

Table lamp
Wall spot Wall lamps Ceiling lamp Pendant lamp Floor lamp/ Up lighters



HCL Info systems Ltd. is one of the pioneers in the Indian IT market, with its origins in 1976. For over quarters of a century, we have developed and implemented solutions for multiple market segments, across a range of technologies in India. We have been in the fore front in introducing new technologies and solutions. HCLs computer hardware manufacturing plant includes four facilities two at Pondicherry, one at Chennai and one at Uttaranchal. The plant ,located in Pondicherry are situated 165 Kms south of Chennai on the coast of the bay of Bengal with proximity to Chennai air/sea port, special policies for industries of local government, inland containers depots, attractive power and labour rate makes Pondicherry an ideal place for business. Started in 1996- with only unit 1- it now has four units with a build up area of 4,19,000 Sq. ft. The infrastructure is state of the art, one of the best and largest in India. All three factories are ISO 9001:2000 and ISO 14001, ISO 13485:2003, TS 16949-2002 TUV accredited certified. PMO was also awarded MAIT level 2- by European foundation for quality management in the year 2001. HCL was also awarded ELCINAs (electronic component industries association) quality award for the year 2002-2003



i Recruitment & selection

1. Potential Candidates in your organization are generated through the

following external recruitment sources:Moser Syscom Neokraft HCL Info systems Ltd.

Baer India Corporation Global Ltd. Direct applicants Placement Consultants Job Portals Employee referrals Through temporary staffing Head hunting Body shopping Any other sources No No No No No Yes No No No No No No Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Ltd. No Pvt. Ltd No



Yes Yes


Yes No



2 Recruitment & Selection Characteristics.

Moser Baer India Ltd. Any reward given on bringing Employees through referral Schemes. Psychometric Thomas Tools Used profiling OPQ 32 i Turnaround Time (TAT) Any agreement signed by the new joiners Duration of the probationary period 6 months Yes 45-70 days No Reward

Syscom Corporation Ltd. Monetary reward

Neokraft Global Pvt. Ltd. No reward

HCL Infosystems Ltd.

Monetary rewards




15-20 days

1 month

60 Days




6 months

6 months

1 Year




The type of induction programme of your organization is of: Moser Baer India Ltd. Types of induction Programme Structured Structured and formal and formal type Structured Structured and and formal type Duration Less than 1 week Presence of Buddy Mentor System
Any Gifts, vouchers etc to the new joiners to welcome them in a warm and friendly way.



HCL Info systems Ltd.

Corporation Global Ltd. Pvt. Ltd


Less than one week Yes

One week Less than 1 week









iii Learning & Development

Moser Baer India Ltd. Syscom Corporation Ltd. Is training Mandatory Man-days for training Training Sources Basis of Training Need 1. Competency framework 1. Employee performance 2. Need Based 1. Competency framework 2. Need Based In- house Outsourcing In- House In-house &outsourcing 1. Competency framework 2. Need based 3. Employee performance 4. Performance Counselling Types of Training Given 1.Technical Skills & Soft skills 1. Technical skills & Soft skills 1. Technical skills& Soft skills 1.Technical skills & soft skills 2-3 24 hrs 10 man hrs 3 Yes Yes Neokraft Global Pvt. Ltd. Yes Yes HCL Info systems Ltd.

Identificatio 2. Need based & as per the n organization need


Effectivene ss of training

1. Reaction/ feedback of the trainees.

Observing the post training performance of employee

Observing the post training performance of employees 2.Reaction/F eedbacks of the trainee

Reaction/ Feedback from Trainees

program in 2.Observing your organizatio n post training performance of employees

xxix iv

Performance management
Syscom Neokraft HCL Infosystems Ltd. Corporatio Global n Ltd. Pvt. Ltd

Moser Baer India Ltd. Performance appraisal method followed Basis of employee evaluation Balanced Scorecard Method 180 degree feedback Frequency of Once in a



Balanced Scorecard Method



180 degree feedback

Performanc degree e Indicator Once in a year Yes feedback Once in a year Yes

Once in a year

Appraisal Conducted year Any appraisal feedback communicate to employees Any post appraisal feedback analysis conducted Are employees satisfied with current appraisal Yes No Yes









Career Progression




HCL Info systems Ltd.

Baer India Corpora Global Ltd. Presence of Any Mentor System Presence of specific career development program for the top performers Adoption of IDP (Individual Development Plan) a part of the career progression Yes (only f key resources) N.A Career Planning Yes (Identificati on of Key Resource) N.A Yes No tion Ltd. Pvt. Ltd Yes Yes





Career growth MDPs encouragemen Internal t programs Transfer



Career Self Reliance

Horizontal job Yes shift opportunity

Yes( job rotation for nontechnical persons)



On what basis it is entertained

Internal job N.A Posting

Skills & education/ experience




Leave Policy

Moser Baer



HCL Info systems Ltd.

Corporatio Global Pvt. Ltd 15 days

India Ltd. n Ltd. No. of days of privileged leave, annually No. of days for which P.L can be forwarded No. of casual leave
Different other Kinds of leaves given

15 days

18 days

30 days


Max.7 four times in a year

Advance Planning


Less than 10 days

1. Sick Leave 2.Complema ntary off 3.Annual leave 4.Maternity Leave

12 days

7 days

12 days

1.Sick leave 2.Paternity leave 3. Maternity leave

Sick leave



vii Communication & Decision making processes



Neokra ft Global Pvt. Ltd

HCL Info systems Ltd.

Baer India m Ltd. Corpor ation Ltd. Structure of Formal & Formal &

Formal &


Communication transparent pattern in the organization

Is the employee participation encouraged in decision making?

transpare transpare nt Yes Yes nt Yes Yes


Different employee participative programs/forums in the organisation

Communicati 1.Employ on ee get together 2.By celebratin g local festivals 3.By arranging games which is good for team building

Joint Forum


Frequency of such programs






India Ltd.

Rewards and Recognition

Neokraft Global Pvt. Ltd Monetary & NonMonetary Monetary & NonMonetary HCL Info systems Ltd. Corporation Ltd.

Moser Baer Syscom

Types of rewards usually given to the employees Employee recognition events

Monetary & Monetary NonMonetary

Performance Performance Milestone Birthday Length of service Marriage Innovation & Creativity Contribution towards Team Performance society Contribution towards Society Innovation & Creativity

Performance Milestone Length of

Performance Milestones Birthday Length of Service Marriage

Team performance

service Innovation & Creativity Team Performance Customer Satisfaction

Innovation & Creativity Team performance Contribution towards society Customer satisfaction


Moser Baer India Ltd.

Employee Recreation
Syscom Corporati on Ltd. NeoKraft Global Pvt. Ltd HCL Info systems Ltd.

Types of recreational activities are followed in your organization

Sports Events

Outings Sports Events Organizati on-wide parties Offsite training/Te am Building Activities

Outings Organizationwide parties

Outings Organizationwide parties

Lunch and Dinner Lunch & Dinner Offsite training/ Team Building Activities

Frequency of Need Based Quarterly the above recreational activities




India Ltd.

Employee Retention
Syscom Corporation Ltd. Neokraft Global Pvt. Ltd Create Belongingnes s N.A HCL Info systems Ltd.

Moser Baer

The retention adopted by your organization


By financial &

Identification non- financial of key resources New joiners are given retention bonus based on criticality of role Performanc e Appraisals & Promotions motivators Recognition Scheme(appr eciation mail) Awards By organising events In case in crisis or mis happening occur help provided by the inbuilt syscom society

Attrition trend in your organizatio n

5-7 %






Moser Baer India Limited has very effective and updated human resource policies. They are in sync with the best practices being followed by the other major players in this industry. We conducted a questionnaire survey in SYSCOM CORPORATION LIMITED, NEOKRAFT GLOBAL PVT. LTD, HCL INFOSYSTEMS LIMITED. The response that we got from this companies proves that MBILs policies are quite robust and at par with the other companies. i.RECRUITMENT AND SELECTION 1. Most companies hire through the same processes as used by MBIL like placement consultants, direct placements, Job portals and employee referrals. But most companies give monetary rewards for referring new recruits. But, MBIL doesnt have any such policy, which is hampering the companies interest. 2. MBIL conducts level specific psychometric test for recruitment which is also followed by the leading players of this industry. This helps to select the most suitable candidates for the job. Psychometric tests like OPQ 32i, Thomas profiling are used during recruitments. 3. MBIL has a healthy turnaround time (TAT) of 45-70 days and a probationary period of 6 months, which is at par with the other players of the industry.

xxxix 4.The Induction Programme Conducted in almost all the companies is structured & formal and is of less than 1 week. 5.Most of the companies do not assign a mentor for a new joiner, but a new trend is seen Nokia India Private Limited where a Buddy Mentor is assigned to a New Joiner. 6.Most Companies have a similar Turnaround time of 40-60 days. ii. Training & Development In almost all the companies training is mandatory but the training time period varies from company to company depending upon their own needs and requirement. Most of the companies analyse the training need on the basis of competency framework and need. But a few companies like Syscom

and HCL also analyse training need on the basis of employee performance and Performance Counselling. All the companies provide training in both technical & soft skills. But the delivery method of training varies from company to company. Most companies provide On the Job training and classroom training, but some companies also provide wed- based training

xl iii.Performance Management Performance management system is an important aspect of HR functions. MBIL follows the balanced scorecard method to evaluate the performance of the employees. KRAs are fixed in the beginning of the year with respect to the annual goals to be achieved. Then the employee is evaluated at the end of the year whether he has been successful to achieve these goals. Most companies follow the same procedure. It seems to be one of the most successful and effective way for performance management. The appraisal is done once a year, as done by the other companies. But a mid- year review is also done. A post appraisal feedback is also given. iv. Career Progression Career progression is a very important aspect that every employee wants to ascertain in the organisation. MBIL has policies to recognise high potential employees. They are called Key Resource. Career shifting helps an employee to increase his exposure and learn new things. By promoting this the organisation helps in the personal development of the employees and such program motivates employees to learn new thing and utilise their nature skills and instincts. MBIL has policies for career shifting also it gives opportunities to its associates to shift from to other disciplines and departments and learn new jobs.


v. Leave Policy The leave policy of MBIL is in sync with other players of the industry. But some major companies like Syscom provide leaves like Paternity Leave, Maternity Leave, and Matrimonial Leave. vi. Communication & Decision making Processes Most of the company follow the practice of formal and transparent mode of communication. But a new trend of Informal & transparent Communication is also followed in the company like HCL. Most of the companies conduct participative programs/ forums where employees can come to share their views. In Moser Baer India Limited forums like Communication Meetings are arranged. Companies like Syscom & Neokraft arrange these meetings on Quarterly basis but HCL & Moser Baer organises these meetings on Monthly basis. vii. Rewards & Recognition Most of the companies give both Monetary & Non- Monetary kinds of rewards. But the companies follow different policies of giving different kinds of rewards. HCL has the maximum number of rewards which includes Performance, Millstones, Birthday, Length of service, Marriage, Innovation & Creativity, Team performance, Contribution towards Society & Customer Satisfaction.


viii. Employee Recreation All the companies organise need based employee recreation activities. Syscom organises many of them like outings, sports Events, Organizationwide parties, Offsite training/Team Building activities. But Moser Baer India Limited has few recreation activities.

ix. Employee Retention The companies use different strategies to retain employees. These include By Identification of Key Resources; New Joiners are given retention bonus based on criticality of role Performance Appraisals & Promotions which is used by MBIL. Syscom uses Financial & Non- Financial Motivators. NonFinancial motivators like Recognition Scheme (Appreciation Mail), Awards, By organising events by forming events organising committee.


Monetary Reward can be given for employee referrals Most companies give monetary rewards for referring employees. Some companies have programs like bring your buddy to work for which they are given monetary awards. This encourages people to refer their friends for appropriate positions. This saves a lot of recruitments cost, moreover the company gets job-fit people. Gifts and Vouchers can be given to the new joiners which will give their morale a boost There should be some gifts for new joiners, especially campus recruits. This helps them to buy proper items for their everyday office requirements. This also makes them feel welcomed in the organisation and provide them motivation for the new job. A post appraisal feedback should be conducted to know the attitude of the people towards the PMS This policy will help in erasing the various misgivings employees sometime have regarding their appraisal. It will make the procedure more transparent and it will also make the appraisers more accountable for their job. It will motivate employees to perform better as they will know that their appraisal will be done in a very transparent way.

xliv The types of PL Sanctioned can be increased by adding examination leave, matrimonial leave, paternity leave etc. There should be some additions in the types of leaves especially PATERNITY LEAVE. These types of leaves are being considered in most industries. Its importance is also being acknowledged nowadays due to prevalence of nuclear families. The recreation activities can be increased to include Outings, Organisation- wide parties Lunch & Dinner and Offsite Training/ Team Building Activities. It will help in building a positive camaraderie in the employees. For exceeding previous best production by a substantial amount (13 months production in 12 months), a reward of Rs. 1000/- per head and a picnic grant of Rs. 150/- head. A picnic grant of Rs. 150/- per head to departments which do not qualify for picnic grant based on annual production / performance but are otherwise considered outstanding subject to specific approval of management Other service departments both inside and outside Works where there is no definite measure of determining performance, a picnic grant @ Rs. 150/- per head once in a year By celebrating local festivals


Annual Foundation Day can be organised which will increase the employees sense of belongingness. Annual foundation day can be celebrated in a grand way. All the employees can be invited (who are engaged in critical production activity on that date) to get together and celebrate that day. Major awards like Employee of the year can be given out that day. Major CSR activity can be started on that day. This will further motivate the employees to participate in CSR activity as well. The Director can share his future vision with the employees .This will make the employees feel important. All employees of the both the plants and HO should come together on this day. If possible off- site teams can also be called. If not then these offices should be allocated a budget to celebrate the FOUNDATION DAY in a very beautiful way.

The employees can be given the opportunity to increase their managerial skills by giving them the opportunity to go for Executive or Part time MBA from premier B- Schools.


Limitations of the study

A sincere attempt has been made to keep the project away from any redundancies, biases or errors, yet the readers may find certain limitation in the project, which may be because of one or more of the following reasons: The validity and correctness of information relating the various tools are subject to the data gathered from various websites on the internet.

The sample size for the survey is only 3. This is because only one HR person per organizations could be used to represent their respective organizations and human resource departments fill the questionnaire.

The validity of data is subject to the views expressed by the respondents working as human resource professionals in various organizations.

The respondents selected to be interviewed were not always available and willing to co-operate and in some cases the respondents were found not aware of the topic.

The effort has been made to get as much information regarding the various fields and facets of HR, but still some information might not be available as the HR professionals contacted did not provide the regarding details.








Name of the Organization: Name of the Employee: Designation: Date:

I. Recruitment & selection

1. Potential Candidates in your organization are generated through the following external recruitment sources: (Tick and rank them based on the number and quality of candidates generated. Also roughly specify the percentage mix of each of the following sources adopted) i) ii) iii) iv) v) vi) vii) Direct applicants Placement Consultants Job Portals Employee referral Through temporary staffing Head hunting Body shopping

viii) Any other sources, please specify


2. a. Do you have employee referral schemes? i) Yes ii) No

b. If yes, the reward given on bringing the candidate on board isi) Monetary reward ii) Non-monetary reward

3. a. Do you conduct psychometric tests? i) Yes ii) No

b. If, yes is it level specific? i) Yes ii) No

4. Ideally, how much time does the hiring process take i.e. right from the test/ 5. interview stage to the offer stage? Do you get an employment agreement signed by the freshers? i) Yes ii) No

6. The duration of the probationary period for a new joinee in your organization is: i) 6 months ii) 1 year iii) 2 years

l II. Induction

1. The induction programme of your organization is of: a. Structured and Formal type b. Informal type 2. The duration of induction programme is a. Less than one week b. One week c. One month 3. Do you have a Buddy mentor system to make the new joinee feel at ease? a. Yes b. No

4. Do you offer any gifts, vouchers etc to the new joinees to welcome them in a warm and friendly way? a. Yes b. No


Leaning & Development

1. Is the training mandatory for all level of employees? i) Yes ii) No

2. If yes, on an average, how many man-hours of training do you provide for each employee in a year? 3. On what basis is the training need analyzed in your organization? i) Employee performance

ii) Performance Counselling iii) Competency framework iv) Need based v) Any other, please specify.

li 4. a. Training is provided to employees in your Organization to enhance their i) Technical skills ii) Soft Skills iii) Both i & ii iv) Any other area, please mention. b. If you provide training in soft skills, what are the different types of behavioural training programmes offered to employees? ( tick marks wherever applicable) i) ii) iii) iv) v) vi) Communication skills Interviewing skills Assertiveness Creativity Culture Sensitivity Any other, please specify

c. What is the frequency of such Behavioural training programmes? 5. Generally, what are the different methods adopted by your organization to train the employees? i) Web-Based ii) On-the-job training iii) Class room iv) Both web-based and class room v) Any other, please specify 6. Effectiveness of training program in your Organization is normally evaluated by i) ii) iii) iv) Observing the post training performance of employees Reaction/ Feedback of the trainees Determining ROI Any other method, please specify.

lii 7 . Do you conduct training in- house or outsource it? iv. Performance Appraisal 1. The performance appraisal method followed in the organization is i) ii) iii) Balanced Scorecard method MBO Any other method, please specify.

2. An individual employee is evaluated on the basis of his/her (Tick where required and rank based on the weightage given for each of the following) i) ii) iii) iv) Technical skills Behaviour Adaptability in the Organization Any other, please specify.

3. The employee is evaluated on the basis of: i) ii) 360 degree feedback 180 degree feedback

4. The appraisal is conducted: i) ii) Once in 6 months Once in a year

5. Is the appraisal feedback communicated to the respective employee? i) Yes ii) No

6. Is the post appraisal feedback viewed seriously by the organization? i) Yes ii) No

liii 7.Are the employees satisfied with the appraisal system adopted currently? i) Yes ii) No

v. Career Progression 1. a. Do you have a mentor system intended to help employees in their career progressions? i) Yes ii) No

b. If yes, how do you carry out the career progression through such mentor? 2. What are the different measures adopted by your organization to encourage the employees in their career growth?

3. a. Does your organization provide the employees an opportunity to shift their career line if their interest lies in some other area, existent in the organization. i) Yes ii) No b. If yes, on what basis is it entertained? VI. Leave policy 1. a. How many days of privilege leave do you provide your employees annually? b. Can they carry forward privilege leave? If, yes the for how many days? i) Yes ii) No

lvi c. Specify the conditions of availing privilege leave. 2. How many days of casual leave do you provide your employees annually? i) Less than 10 days ii) 10 days iii) 12 days iv) 15 days v) 15 days & above 3. What are the other kinds of leave enjoyed by the employees in the organization? Specify the conditions for each. VII. Communication & Decision making processes 1. The communication pattern in your organization is structured such that it is: i) Formal & transparent ii) Informal iii) Both i) & ii) iv) Any other, specify 2. a. Is your organization encouraging employee participation in decision making? i) Yes ii) No

b. If yes, what are the different employee participative programs you organize? c. What is the frequency of such programs? i) Weekly ii) Monthly iii) Quarterly

VIII. Rewards & Recognition 1. What are the types of rewards usually given to the employees? a. Monetary b. Non- monetary c. Both d. No defined rewards


2. From the following options considered, the employee gets recognition for: (Put tick mark where ever applicable) a. Performance b. Milestones c. Birthday d. Length of service e. Marriage f. Innovation & Creativity g. Team performance h. Customer Satisfaction i. Contribution towards society j. Any other, specify. IX. Employee Recreation 1. Which of the following types of recreational activities are followed in your organization? ( tick mark where ever necessary) a. Outings b. Sports Events c. Organization- wide parties d. Lunch and dinner e. Offsite training/ Team Building Activities f. f.Any other, please mention.


2. What is the frequency of the above recreational activities? i) Monthly ii) Quarterly iii) Bi- annually iv) Annually v) Need Based

x. Employee Retention: 1. What are the retention strategies adopted by your organization to retain employees and also to attract prospects?