A Project report

On

“ One day HR visit at Chemcon Speciality Chemicals Limited.”

Submitted to

Dr. Sunita Sharma

M.S.Patel Institute of Management Studies

Faculty of Management Studies

Submitted by
Mr.Parth patel

Class: GIA
Batch: 2022-2024
 ACKMOWLEGDEMENT

I would like to thank m.s.patel institute of management for giving me the opportunity to do
this HR visit. I would like to thank Chemcon speciality chemicals limited for letting me do the
HR Visit at their HR Division office. i am gratefully thank to my guide Prof.Dr. Sunita Sharma
for providing the required guidance.

I would like to thank Mr. Prashantsinh Thakur(HR manager) for all their support and
Information related HR policies, HR activities in organization, welfare.

I would also like to thank all the officials of Chemcon HR department for allowing me at their
organization and help with necessary information.
 Index

SR. No Content Pg No.

1. INTRODUCTION
1.1 COMPANY BACKGROUND
1.2 VISION
1.3 MISSION
1.4 VALUES
1.5 OFFICES
2. ORGANISATIONAL STRUCTURE
ORGANOGRAM OF ORGANIZATION
3. PERSONAL MANAGEMENT
3.1 MANPOWER PLANNING
4. RECRUITMENT PROCESS
4.1 BASIC
4.2 SOURCES OF RECRUITMENT
4.3 POINT OF RECRUITMENT
4.4 ORIENTATION AND INDUCTION PROCESS
5. PERSONNEL ADMINISTRATION
5.1 PAY SCALE
5.2 PROMOTIONAL POLICY
5.3 LEAVE RULES
5.4 SEPARATION
5.5 RERSERVATION POLICIES
5.6 TRANFERS
6. HUMAN RESOURCE DEVELOPMENT
6.1 PERFORMANCE APPRAISALS
6.2 FEEDBACK AND COUNSELLING
6.3 TRAINING AND DEVELOPMENT
6.4 EMPLOYEE PARTICIPANTS
6.5 DISCIPLINARY ACTIONS
7. WELFARE
7.1 MEDICAL ATTENDENCE
7.2 SOCIAL SECURITY SCHEMES
7.3 SCHEMES AND OTHER BENEFITS
8. INDUSTRIAL RELATIONS
8.1 OFFICE TIMING
8.2 CORPORATE SOCIAL RESPONSIBILITY
9. CONCLUSION
 Executive summary
During my one-day HR visit I gained practical knowledge on how the human resource 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 organization 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 chemcon limited giving its background,
mission, vision, values, its products and services, the hierarchy of the organization. The next
section is the comprises the project, Human Resource Management in chemcon limited. The
encompasses introduction to the topic, recruitment, selection, training and development.

Each chapter contains detailed discussion of the HR functions followed by Organization

Practice at chemcon limited which basically conveys how things are done in the HR
Department. Finally, there is the conclusion followed by references.
 INTRODUCTION

1.1 COMPANY BACKGROUND: CHEMCON SPECIALITY CHEMICALS

LIMITED
Chemcon specialty chemicals ltd. Was Established in the year 1988. Chemcon Speciality
Chemicals Pvt. Ltd'. are one of the renowned organizations engaged in manufacturing,
supplying and exporting Pharmaceutical Intermediates. products range are Ammonium
Chloride, Ester Hydrochloride and Sodium Bromide. They offer their clients effective, safe
and pure chemicals at industry leading prices. Due care is taken to ensure that the chemicals
are safely and hygienically packed in tamper-proof drums and barrels to ensure that the
consignments reaches client's end safely and maintain its long shelf life.

With an aim to excel in the market, organization has invested huge amount of Rs.140 million
in setting the manufacturing plant, machinery and complete infrastructure. The
infrastructure is provided with all requisite facilities, which is manned by 50 people having
expertise in their respective area of specialization. To ensure that the chemicals are
formulated at par with the set industry norms, we have complete in-house facilities, ensuring
low production cost. Moreover other latest technology is set-up for performing Bromination,
Hydrochlorination and Continuous Distillation. Keeping in mind their social responsibility
towards environment, organization works on zero effluent discharge. Owing to our in-house
developments, they have helped in recycling treated waste water for process.

Chemcon speciality chemicals ltd. are exporting their quality products all over the globe.
production capacity of 4000 tones annually, chemcon ltd. have been able to meet and
manage bulk demands in the most efficient manner. Quality of the offered pharmaceutical
intermediates is utmost priority and it is never compromised at their end, by conducting
different quality assurance procedures. With the aid of large distribution network,they have
been able to deliver the offered range of pharmaceutical products at the customers’ end
within the assured time frame.
1.2 Vision:
Through adaptive improvement, we will continue to be a leader in the manufacturing of
speciality chemicals. We will advance the speciality chemical intermediate business through
our innovation, hard work and responsible care initiatives

1.3 Mission:
“Empowering Growth through Chemistry”
At Chemcon, our mission reflects where we see our innovation engine creating growth and
opportunity. We aim to set new standards in specialty chemicals with the use of leading
technologies and development of innovative solutions.

1.3 Values:
Accountability
We are wise and experienced but take responsibility for any errors or changes required in our
process. Through continuous improvement and accountability, we are constantly striving to
advance each day.

Ethical & Moral

We operate in an ethical and moral business environment. Our ethics encompass diversity,
respect and civility. Our morals include to act with integrity, treat others fairly and stay loyal
to our customer base.

Profitable
Our solutions are designed to be profitable for both ourselves and our customers. By focusing
on our core values, we create an environment where both parties can achieve lucrative
results. Collaborative teamwork yields greater profitability.

Teamwork
Internally we always work together to meet our common goals. This partnership expands
beyond our corporate walls and includes our customers becoming part of our team. We strive
to structure every business relationship as a win-win.

Trustworthy
A large portion of our business relationships are technology-based. We are a trustworthy
partner and can be entrusted to keep your information confidential.

1.4 REGISTERED OFFICE:

Chemcon Speciality Chemicals Limited

9th Floor,
Onyx Business Centre,
Akshar Chowk, Old Padra Rd,
Akota, Vadodara, Gujarat 390015.

Main Unit:
Plot No.355,
Manjusar-kumpad road,
Taluka: savli, manjusar
Gujarat 39177
 Organisational structure

General manager

Production & Financial

Sales
R&D Department Supply Department HR Department
Department
Department

Equipment Purchase Planning

QC Department MFG department
department department Department

Packaging Warehouse
Laboratory
Department Department

Production
Department

Organizational hierarchy and designations are in ascending order:

Top Management Chairman

Board of Directors
Managing Directors
Executive Level Management Vice president
Senior Assistant Vice president
Assistant vice president
Mid level Management Manager
Associate Manager
Assistant Manager
Junior Level Management Officer
Junior officer
 PERSONAL MANAGEMENT
3.1 MANPOWER PLANNING
Human resources planning involve how to provide best manpower for an organization
through staffing, training, development and compensation policies and practices. Without a
road map, HR cannot address the people factor that enables an organization to reach its goals.
Human Resource plans, therefore, complement organizational strategy and objectives.

At Chemcon Speciality chemicals Ltd- Manpower planning is a corporate function driven by

the logic that manpower rationalization and optimization are most vital for business growth.
Input for manpower planning shall be provided by the Chief operational officers, Works and
the functional heads to the corporate office.
The corporate head, HRD, shall prepare a manpower plan for the next three years in
consultation with Chief operational officers and functional heads based on the company
goals.
Man power planning is done by the requirement generated by the departments based on the
goals assigned to each department. When the goal to be achieved requires specific amount
of manpower accordingly they demand the HR department for the man power.
 RECRUITMENT PROCESS

4.1 BASIC Recruitment :

The recruitment system of chamcon limited is properly maintained and prepared. They are
applying their recruitment process very well in new recruitments.
The process of their recruitment contains seven steps, these steps are as follows:

 Identifying the vacancy

 Preparing the job description and person specification
 Advertising the vacancy
 Managing the response
 Short listing and identifying the prospective employees
 Arranging interviews of the selected candidates
 Conducting the interview and decision making

In sources of Recruitment they have mentioned each and every criteria that includes inside
sourcing of candidates and also outside sourcing of candidates. The sources which they use
are departmental souring, apprenticeship, direct recruitment, references and also approval
of competent authority.

4.2 SOURCES OF RECRUITMENT

For Internal Recruitment:
The principal methods are-

 Job posting
 Use of computerized skills inventories
 Referrals from other departments
For External Recruitment:
Organizations rely on-

 Advertisements
 Public or private placement agencies
 Field recruiting
 Including campus recruiting
4.3 Point of Recruitment:
There are two level of recruitment.

 Entry level
 Lateral entry (Recruitment of experienced person)

Entry level:
There are two entry-level post for recruiting fresh graduates and postgraduates.
These are:
1. Probationary officer Level
2. Trainee Assistant Officer (TAO) Level
Probationary Officer:
Probationary officers are confirmed as officer after successful completion of one
year probation period. Probationary Officers are recruited throw completive written
exam that is taken by IBA. After taking exam top scorers are invited to appear the
interview of management committee. After appearing the interview they have to
face an interview in front of Board of Directors.
For recruiting Probationary Officers advertisement are given in daily newspaper
and web site also. Only online applications are acceptable for Probationary Officers
(PO).HR team then short lists the resume of the candidates. Only short listed candidates are
invited for appearing the written exam.
Short-listing criteria’s are given in the circulars.

4.4 ORIENTATION AND INDUCTION PROCESS

 Any new employee who joins Chemcon, receives warm welcome from Chemcon
family know as Chemcon.
 On the first day of the job, HR manager himself, or some higher authority from HR
department welcomes the person and then assists them to their place of work (desk
or workstation).
 Next, respective Head of the Department takes the in charge of introducing
employee to the department and other employees to the new employee.
 First Day all the formalities are been completed and all the rules and regulations are
been explained by one of the HR department member.
 Then the employee is informed about the canteen facilities, shifts of working,
working hours and few other activities undertaken by the firm, in order to develop
and foster the feeling of oneness in the company.
 For the new employee Entry is done in the software which maintains the details of
all the employees, working hours, leaves, etc.
 Safety training is provided to the new employee as Chemcon emphasizes on the
safety of its employees. Training depends upon the level of risk. Safety shoes,
helmet, protective glasses are provided to the employees.
 PERSONNEL ADMINISTRATION

5.1 PAY SCALE:

Chemcon HR Department has the capability of maintaining proper record of pay scale. They
have prepared pay scale for officer grade and non-officer grade separately. They have
assigned them Officer grades & non-officer and also mentioned their basic pay. Pay scale are
important planning when the budget allows, while also providing a standard of transparency
where employees know their value and join a company with clear wage expectations.

5.2 PROMOTION POLICY:

Chemcon ltd. has clearly described the promotion policies, on these policies employees gets
promotions. They have written in HR manual that the employees will get promotion only
when there are vecant seats in company and only on merit. They also mentioned the
suitability and specifications for promotions i.e. Education, experience, skill, pay scale for the
new hiring is also given. Furthermore they also maintaining the procedure of promotion of
employees and respective grades also. For non-promoting a junior employee they have also
given reasons and justifications for it.

5.3 LEAVE RULES:

Chemcon has properly prepared the leave rules which include all the types of leaves. The
company has divided these leaves in to different categories which are:

 Casual Leave
 Special Casual Leave
 Earned Leave
 Half Pay Leave
 Maternity Leave
 Special Leave Extra Ordinary Leave Without Pay
 Study Leave
 Quarantine Leave
 Special Leave For Accident on Duty
  Paid Holiday on Account of Election
The company has not given leaves to the male employees in case of maternity of their wives.
Because they have to look after their wives but company doesn't grant them any leaves for
this.

Chemcon has also mentioned the competent authorities who are capable of sanctioning leave
to the employees.

5.4 SEPARATIONS:
Chemcon has clearly mentioned that the person will get retired from company when he will
reach the age of 60 years. An employee who wants to leave the company he can leave the
company but with approval of management of HR. in case of normal worker he has to inform
the company one month before leaving the job and in case of officer he has to inform the
company three month before leaving the job.

If an officer at the age of 50 feels that he is not fit to do the job he can leave the job after the
committee examines him and declared him medically unfit for that job. Company has the right
to terminate the employee at any time it feels to terminate.

5.5 RESERVATION POLICIES:

Chemcon is following the typical quota system which exploits the right of potential
candidates. The quota system results incapable personals to hire, who have no knowledge
and skills as per job requirement. The government implement his instructions on company
which is harmful to the capable candidates and result in brain drain.

5.6 TRANFERS:
An employee can be transferred from one department to another department, location and
unit. It can be Request Transfer, Lateral Transfer and Administrative Transfer. A person can
be transferred on the basis of seniority by transferring him by the administration or he himself
can request for the transfer.
 HUMAN RESOURCE DEVELOPMENT

6.1 PERFORMANCE APPRAISALS:

Performance appraisals system of Chemcon is very good. The appraiser and appraise himself
prepares the major key performance area on which they have to concreate and implement.
They follow up the performance appraisals system periodically in a year. They have prepared
a performance table in which scoring of all employees are recorded. Employees with good
performance will be sent to seniors CEs and low performance employees will not be sent to
the seniors CEs.

Evaluation system consists of 15 attributes and each attribute carry 1-10 point scale and carry
150 maximum marks.

6.2 FEEDBACK AND COUNSELLING:

→ Feedback is taken about their work,junior,seniors.

→ Employee are given chance to speak freely or asked about any suggestions from their
end.

Counselling:

Counselling an employee typically involves meeting with them one-onone to discuss any
issues or concerns they may have related to their job or workplace.

This could include things like job performance, interpersonal conflicts, personal problems that
may be affecting their work, or any other issues that may be impacting their ability to succeed
in their role.

The goal of counseling is to help the employee identify and address any challenges they may
be facing, and to provide support and guidance to help them overcome those challenges and
improve their job performance.

6.3 TRAINING AND DEVELOPMENT:

→ The goal of counseling is to help the employee identify and address any challenges they
may be facing, and to provide support and guidance to help them overcome those challenges
and improve their job performance.

→ At Chemcon training and development is provided to new joinee or if any new policy or
technology is installed every staff has to go under training.

→ New joinee are given training so that they can be aware of how to work with team, use
new technology or software, shift.

→ Training is conducted it can be of 6 month or 1 year depending on the employee.

→ A team is appointed to train the employee, after completion of training a feedback form is
given to the trainee as well as the trainer.
→ After getting the feed back it is easy to identify that the trainee is best suitable for which
work or at what post under whose guidance.

They have also mentioned the time and days for transfer. The company will give him leave for
migration timing.

6.4 EMPLOYEE PARTICIPATION AND GRVINANCE REDRESSAL:

The employees who have any complaint about the company and his job duty and
responsibilities he can give an application about the dissatisfaction of his work. The company
will look in to his request and asks HR department to find that if the problem really prevails
there or not.

The employee can also give suggestions to management about the working activities and to
establish cordial relations between management and workers. They can give suggestions to
overcome such problems. Kaizen is also a good technique of company which means to make
immediate small improvements in the processes that are for long term period.
INDUSTRIAL RELATIONS: Chemcon is giving most importance to employee relations. In
industrial relations the employee and an employer comes up with a relationship. Main aspects
of industrial relations are focusing on labour management relations, existence of strong and
reasonable trade union, maintaining peace and avoidance of industrial strive through joint
management.
The executives of industry are the main persons to control and maintain the industry healthy
environment. The management solves the problems of employees across the table.
The officers of Chemcon have a registered union related with their problems.
6.5 DISCIPLINARY ACTIONS:

The Chemcon is clear about discipline. The company takes prompt action against the
employees who are involved in the activities that are against the code of conduct of company.
They make sure that principle of justice, equity and fair play are exercised in the company. If
charge sheet is issued against any employee he will be given fair chance and reasonable time
to defend their position. If the employee is not able to defend his position then he has to
leave the organization.

If the non-officer employee found guilty of such unlawful activities then some kinds of
penalties are imposed on him are:

 Fine
 Stoppage of Increment
 Demotion
 Suspension for 4 Days Dismissal
 The officers and non-officers who are found guilty they can appeal against the penalty
imposed on them. The officers are imposed with major and minor penalties.
 WELFARE

7.1 MEDICAL ATTENDENCE AND TREATMENT RULES:

 The company goes through a complete medical check-up of all of his employees while
hiring them and also ask them to get a medical check-up once in a year. Which is very
good because when they will hire a healthy employee he will be good for organizations
and will not asks for leaves.
 Chemcon also give free medical treatments to the sisters and brothers of employees
if he is non-married. And to her spouse and children if he is married.

7.2 SOCIAL SECURITY SCHEMES:

The chemcon grants Payment of Gratuity. Provident Fund, Employee Pension Scheme,
Superannuation Scheme, Retirement Pension, Short Service Pension, and Employees Family
Pension Scheme. The Chemcon provides different types of pension's scheme to its employees
and working for their betterment. The employees of Chemcon get different types of pensions
schemes. In case of accident the employee will get the damages in shape of amount.
Death Benevolent Scheme is another initiative of company in this company takes a nominal
amount from its all enrolled employees and paid a lump sum amount to the employee's Emily.

In case of death of employee in service the Chemcon will pay him the 20 times of the Basic
Salary. The company pays also funeral expenses if employee died during working hours.

7.3 WELFARE SCHEMES AND OTHER BENEFITS:

The Chemcon has all policies about the Basic Pay and Increment which is annually increased
with the percentage of 3%. The Payroll Department of HR prepares salary for the employees
that include Dearness Allowance, House Rent Allowance, Reimbursement Allowance,
Uniform Allowance, Shift Allowance, Canteen Coupons, Performance Related Payments
(PRP), and Pay Fisation on Promotion.
The Chemcon gives cash incentives to employees on typing Hindi Language, Higher
Qualification.

The Chemcon gives other welfare incentives to employees ie. Townships, Sports Club Facility.
Education Facility, Long Service Award. Workers Education Scheme, Employees Cooperative
Society.
 INDUSTRIAL RELATIONS

8.1 OFFICE TIMING:

SR NO SHIFT TITLE TIMINGS
1 GENERAL SHIFT 10:00AM TO 6:00 PM
2 FIRST SHIFT 7:00 AM TO 3:00 PM
3 SECOND SHIFT 3:00 PM TO 11:00 PM
4 NIGHT SHIFT 11:00 PM TO 7:00 AM

8.2 CORPORATE SOCIAL RESPONSIBILTY

Environmental, Health & Safety

We make every effort to conduct our business so that our operations do not harm the
environment and endanger the health and safety of our employees, customers and
public at large.

Our policies require adherence to all applicable laws, regulations and company
procedures to ensure that standardized workplace practices, and controls are in place
enterprise wide. Our leadership and senior management shall do utmost to ensure
workplace safety of all employees and shall plan to provide and ensure wearing of
personal protective equipment like safety shoes, eye gear, etc irrespective of
individual request for accommodation so as to ensure well being of all team members
at work. We shall also ensure proper disposal of waste and scrap so as not to endanger
environment and health of employees and public at large.

Prevention of Child Labour

At Chemcon, we strongly believe in non use of Child Labour. We commit not to

promote, use or allow any child below 18 years in any of our business processes,
directly or indirectly. We shall work & contribute towards upliftment, development,
education & training of children as a responsible corporate citizen.
Social Responsibility & Environmental Resources

At Checon, we shall stand committed to fulfil our role as a responsible organization by

contributing, helping in up gradation, sustaining and improving our surroundings and
society in general. We shall endeavour to fulfil this responsibility by judicious use of
the natural resources in the company's operations. We shall also harness natural
resources to help upgrade our surroundings wherever possible. We shall also be ever
ready to help needy people in the society and our own employees & their families to
help fulfil their educational, social and emotional needs.
 CONCLUSION
 Chemcon Ltd. has well established HR department. Also, the importance of
personnel function is well appreciated by the employees as well as the management.
 Chemcon Ltd. has a well-framed organizational structure which clearly depicts the
relation between its employees and management.
 The functions of recruitment, selection and induction are well-managed Chemcon
Ltd. resulting into the employment of best available personnel.
 The company also takes various steps to train and develop its employees through its
HRD department on regular basis.
 Performance and not seniority is considered for promotion criteria.
 Performance appraisal is considered as the most important function of the Human
Resource Department by Chemcon Ltd. as it aims at organization development
through qualitative individual development.
 Chemcon Ltd. has a finest wage and salary administration structure. Employees here
works for the organisational goals rather than personal goals because Human
resource department takes really great care that all the employees are satisfied.
 Chemcon Ltd. maintains very smooth and co-operative relations with both insiders
and outsiders.