A

SUMMER TRAINING REPORT

On

“HR POLICES AND IT’S IMPLEMENTATION”

Submitted in partial fulfillment of the requirements for the

award of Degree of
Bachelor of Business Administration (BBA)
To

Supervised by: Submitted by:

MR. AMIT YADAV Devender Saini
( Assistant Professor ) 211401106006

Department of Management Studies

(RPSGOI BALANA, M.GARH, Session: 2021-2024)

1
2
 Supervisor’s Certificate
This is certify that the project work entitled “HR POLICIES AND
IT’SIMPLEMENTATION “ submitted by DEVENDERR SAINI (211401106006)
is the record of independent and original research work day done by him under my
supervision and guidance during the year 2021-2024 and this work has not previously
been submitted for the award of any degree , diploma ,fellowship or other similar title.

Prof. AMIT YADAV

(Supervisor)

---------------------------

Department of Management

3
 Declaration
I hereby declare that the project report titled, “HR POLICIES AND ITS
IMPLEMENTATION “is my original work and has not been published or
submitted for any degree, diploma or other similar titles elsewhere. This has
been undertaken for the purpose of partial fulfilment of degree of
BACHELOR OF BUSINESS ADMINISTRATION at RPS GROUP OF
INSTITUTION, Balana. All data is represented in this project in this project
is true and correct to the best of my knowledge & belief.

It is a record of original work done by me under the supervision of

Mr.AMIT YADAV. I have undergone an internship for a period of four
weeks. I further declare that this internship work is based on the original
study undertaken by me and has not been submitted for the award of any
degree / recognition from some other college/institution.

Student signature

DEVENDER SAINI

(211401106006)

4
 ACKNOWLEDGEMENT

I am DEVENDER SAINI (2114011060063)express my sincere gratitude to

my internal guide MR.AMIT YADAV, Assistant Professor, Department of
Management, R.P.S group of institutions Balana for her support and guidance
in carrying out this organization study successfully.

It is really a matter of pleasure for me to get an opportunity to thank all the persons who
contributed directly or indirectly for the successful completion of the project report,
“HR POLICIES AND ITS IMPLEMENTATION”.

They provided me with their assistance and support whenever needed, which has been
instrumental in completion of this project. I am thankful to them, for their support and
encouragement throughout the tenure of the project. Also I am thankful to my faculty
guide Mr.AMIT YADAV from RPS. GROUP OF INSTITUTIONS,
MAHENDERGARH, for being a source of support during this training period. Last
but not the least I am grateful to all the staff members of PROTECH BIOSYSTEM
PVT. LTD. for their kind cooperation and help during the course of my project.

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

Student signature

DEVENDER SAINI

ID: 211401106006

5
6
 EXECUTIVE SUMMARY

Title of study:
“HR POLICIES AND ITS IMPLEMENTATION”
I completed my project on HR policies and its implementation in the Protech Biosystem
pvt. ltd. Gurugram.

“Human resource policies are continuing guidelines on the approach of which an

organization intends to adopt in managing its people.A good HR policy provides
generalized guidance on the approach adopted by the organization, and therefore its
employees, concerning various aspects of employment.”

HR policies includes all essential aspect of an organization towards manpower.

Problem of study

We are going to analyze the HR policies and it’s implementation in a

pharmaceutical business.

OBJECTIVES OF STUDY

1 To study the HR Policies of the company.

2 To study the amendments made in the HR Policies of Protech Biosystem pvt .ltd.
since the time of incorporation.

SCOPE OF STUDY

1) 1. In any organization human resource is the most important asset. Intoday’scurrent

scenario, Protech Biosystem pvt. ltd. Ltd. is a very large manufacturer and marketer
of chemical.

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

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

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

Findings:-
1. The Policy recognizes worth contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale.

2. The employees understand how their work goals relate to company’s goals.
3. Company inspires the employees to do their best work every day.

4. The employees are not satisfied with the communication and decision-making
process as it leaks the information related to organization.

Suggestions:-
1. The Organization should focus on mentor system intend to help employees in
their career progression.
2. The Organization should conduct Psychometric tests for employees.
3. The Training should be mandatory for all level of employees.
4. 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.
5. A more transparent and full proof communication system developed in the
organization.

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 COMPANY PROFILE
ACCRUAL INTELLIGENCE MANUAL PVT. LTD.

Accrual Intelligence Manual private limited is a Non-govt. company,

incorporated on 2017. It is a private unlisted company.

It is a wealth management company and it believes in dynamic culture and

it is our goal to help the individual in dealing with the dynamism of
environment whether it is related to their wealth or expansion of
business.AIM India group is the leading advisory in India and abroad. We
at Aim India provide training and development programs in India and
abroad.We are having a team of exclusive corporate trainers.Our principle
is to deliver higher rate of returns to our clients through our network of
govt.sector banks in India.

Current operations:-

• New delhi
• Bengaluru
• Mumbai
• Pune
• Hyderabad
• Gurugram

VISION

To serve humankind in maintaining prime health through economical

products.

It means to serve drugs to make human beings healthy and

protect them with economical products.We work with motive
that there must be development of both organization as well
as the members of the organizations by providing them
several of development opportunities like training etc. so
that it helps in getting quality of employees which helps in

7
effectiveness of the organization.

MISSION

To take our success of serving humanity into regulated markets in next 5 years.

To achieve their goals and objective in future with the help of serving their services and
products.

Core values:

1. Quality:We believe quality is everyone’s right and are committed to

maintain its highest standards in our product and services. Because we
believe that customer has to pay for their future benefits. And we have to
provide them best quality and right products

2. Ethics & Integrity: We are committed to maintain integrity, honesty, as

well as high moral and ethical standards while dealing with our personnel,
clients and stakeholders.

3. Teamwork: As together everyone achieves more. Unity is main power, if

we all are against any particular harmful thing then it should be extinct
fastly .

4. Sustainability:We are committed to create sustainable value through

technology and managerial leadership. Because sustainability is main aim

8
 for future of our nation and we have to maintain it because it can make our
firm more noticeable.

Strengths:

✓ Large capacities to produce bulk quantities.

✓ Innovated & Sophisticated Packing Facilities.
✓ Commitment to excellence and quality.
✓ Dedicated and committed team of professionals.
✓ Experts in manufacturing, QC & QA.
✓ Flexibility of batch sizes.
✓ Cost efficiency.
✓ Well versed in handling export orders.

Manufacturing Facilities:

o The company has Ultra-modern Facilities for manufacturing. Protech’s

Plants are fully equipped to manufacture:
o Injectables
o Tablets
o Capsules
o Liquid Syrups
o Ointments

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o Eye & Ear Drops
o Large Volume Parenterals

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 TABLE OF CONTENTS

S.No Topic Page

No.

Acknowledgement 5

Executive Summary 6-7

Company Profile 8-10

1. Introduction 12-25

2. Literature Review 26-28

3. Research Methodology 29-31

4. Data Interpretation 32-51

5. Suggestion & Recommendation 52-53

6. Conclusion 54-56

Bibliography 57

Questionnaire 58-62

11
CHAPTER -1
INTRODUCTION

12
 1. INTRODUCTION

1.1 HR Policies

HR policies are also defined as that body of principles and rules of conduct which
govern the enterprise in its relationship with employees.
Such a policy statement provides guidelines for a wide variety of employment
relationships in the organization. The purpose and significance of the HR policies
hardly need any elaboration.
Every organization needs policies to ensure consistency in action and equity in its
relation with employees.

A policy is a guide for repetitive action in major areas of business. It is a statement of

commonly accepted understanding of decision-making criteria. Policies are set up to
achieve several benefits. By taking policy decisions on frequently recurring problems,
the top management provides the guidelines to lower level managers.
It will permit decisions to be made in similar situations without repeating the reasons
and expensive analysis required initially to state the policy. Policies help managers at
various levels to act with confidence without the need of consulting the superiors every
time. This will also ensure promptness of action.The starting point in all managerial
relationships with employees is the managerial policies.

Policies serve the purpose of achieving organizational goals in an effective

manner. HR policies constitute the basis for sound HRM practices. Moreover,
policies are the yardstick by which accomplishment of programmes can be
measured.
Human Resources policies are generalised guidelines on employee
management, adopted by consensus in an organisation to regulate the
behaviour of employees and their managers or supervisors.
As for the dichotomy between an HR policy and a procedure, they can be
compared to a human being and the shadow. Both are inseparable and as

13
shadows set the outlines of a human being, so do procedures set the outlines of
an HR policy.

A company may have adopted a policy of providing training for all employees
as a means of preparing them for promotion. To implement this policy, it may
have developed an extensive training programme. The programme may
include job training for new employees, supervisory training for foreman and
supervisors, and management development for members of the management
group. In the supervisory training programme, it may include role playing as
one of the many training practices.

Human resource policies are not something that can be considered in

isolation. It is an integral part of the whole policy structure of the enterprise.
There is an organic unity in policies.

Human Resource Policies refers to principles and rules of conduct which“formulate,

redefine, break into details and decide a number of actions” thatgovern the relationship
with employees in the attainment of the organizationobjectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations,sex, marital
status, and the like.

2. Policy on terms and conditions of employment-compensation policy and methods,

hours of work, overtime, promotion, transfer, lay-off and the like.
3.Policy with regard medical assistance sickness benefits, ESI and company medical
benefits.
4.Policy regarding housing, transport, uniform and allowances.

5. Policy regarding training and development-need for, methods of, and frequency of
training and development.

6. Policy regarding industrial relations, trade-union recognition, collective bargaining,

grievance procedure, participative management and communication with workers.

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1.2 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 and also its director and the
top management.

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personal problems
on day to day basic.

1.3 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 managementgive deep
thought to the basic needs of both the organization and the employees.
b. Established polices 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
Chief Executives, what happens , when he/she retires? The tenure of office of any
manager is finite. But the organization continues. Policies promote stability.

15
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.

1.4 PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equalopportunities to every

employee to realize his/her fullpotential.

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

3.Principle of free flow of communication to keep all channelsofcommunication open

and encourage upward, downward, horizontal formal and informal communication.

4. Principle of participation to associate employee representatives at every level of

decision-making.

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

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

7.Principle of dignity of laborto treat every job and every job

Holder with dignity and respect.

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8.Principle of labor management co-operation to promoteindustrial relations.

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

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

2.HR POLICIES IN

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 PROTECH BIOSYSTEM PVT. LTD. (INDIA)

2.1 OBJECTIVES-

In reviewing the purpose of HR Policies at PROTECH BIOSYSTEM PVT. LTD. Ltd.,

the organization stated that the HR Policies has been a key part of the management 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 implement
equitable, scientific and objective system of reward, incentives and control.
Contribute towards health and welfare of employees.

2.2 MANAGEMENT REVIEW:

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

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2.3 CORRECTIVE ACTION FOR NON CONFORMANCE:

* Non-conformance to the policies mentioned is reviewed by the Group HRCell,

respective CEO and HR Head of the company. The review willsuggest remedial
measures to avoid repetition of the non-conformancethrough 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.

2.4 DOCUMENT AND DATA CONTROL:

*Documents and data are generated by the Corp. HR in the form of hardcopies or
electronic medium.

*Documents are reviewed and approved for adequacy by Corp. 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
11. Job Enrichment
12. Exit Interviews

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

• RECRUITMENT POLICY

In Protech Biosystem pvt. ltd. Group, 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.

INDUCTION AND PLACEMENT POLICY

1. At Protech Biosystem pvt. ltd. Group, new recruits imparted such induction,
orientation, training and placement so as to individuals to the task and inculcate a high
sense of organizational loyalty.
2 .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
cultureof the organization.

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3. The Induction Program is formulated to suit the position of the candidate and
necessary to be provided to him.

JOB ROTATION POLICY

Systematic Job Rotation from time to time shall have a revitalizing effect on the
individual as well as the organization.
All promotions to the level of HODs will be considered only when an individual
has undergone rotation through at least 2 sections.

. PERFORMANCE APPRAISAL POLICY

Performance Appraisal grooms every individual to realize his potential in all

facets by helping to identify and achieve his personal goals within the framework
of organizational objectives.
Appraisals shall be ethical and impartial so as to recognize worthy contributions
appropriately and in time in order to maintain a highlevel of employee motivation
and morale.
The Performance Appraisal Systems aims at integration of individual and
organizational goals.

COUNSELLING

Counseling sessions, which are conducted by HR Department OR professional

counselor OR Performance Appraisal, are available 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.

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 CAREER PLANNING POLICY

Career Planning system in Protech Biosystem pvt. ltd. Group 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 shall be:

a. The organization’s long and short term plans.

b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and average caliber.
d. Recruitment through internal and external sources at all levels and its ratio as
appropriate to the organization.

SUCCESSION PLANNING POLICY

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

TRAINING AND DEVELOPMENT POLICY

At Protech Biosystem pvt. ltd. Group, 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 -developmentand all round growth through
training. HR Department identifies average performers and provide special Training.

HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

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Human Resource Information Management Systems (HRIMS) aims at:
a. Providing accurate information about employees to management for decision
making.
b. Eliminating duplication of efforts.
c. Offering quick and easy access to human resource information at random as well as
in regular report form.
d. The system has two layers of security. Access to the system is through keying in the
valid combination of username and password. Permission to access certain programs is
restricted to identify key personnel.
e. An integrated employee database is maintained and continuously updated with
information from personnel at regular intervals regarding biographical data, work
experience, qualifications, appraisal, training.

RETIREMENT PLANNING

At Protech Biosystem pvt. ltd., retirement of all individuals is aided through planned
programs by HR Department so as to lessen the associated misgivings and anxiety.

JOB ENRICHMENT

Protech Biosystem pvt. ltd. follows a people centered approach to job enrichment with
a view to enhance the performance of the leading to higher job satisfaction.

EXIT INTERVIEWS

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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 beof 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.

1. Provident Fund
2. Gratuity
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10. Phone Policy
11. Leave Travel Assistance (LTA)
12. Local Conveyance Rules
13. Transfer Policy
14. HRR Policy for Area Office Managers
15. Canteen Service
16. Cash Payments & Advance Settlements
17. Performance Excellence Scheme
18. Performance excellence Form
19. ParivarSurakshaYojna
20. Policy for Get Together of Employees
21. Notice Period for Managerial Employees

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22. Conveyance Reimbursement for Interview Candidates
23. Car Policy
24. Post Retrial Benefits

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CHAPTER – 2
LITERATURE
REVIEW

26
The competitive advantage that any organization enjoys its attributed to its human
capital. Retention of that resource is one of the major challenges faced by Human
Resource Manager. This is generally accomplished through employee friendly HR
policies and practices. A major thrust is put on recruiting the best quality manpower,
developing them through focused training programs and motivating them with
attractive financial packages, incentives,challenging etc.This paper showcase the
inevitable result of the absence and non-implementation of structured and fool proof
practices.

Critical and significant functions that are performed by managers is recruitment and
selection, training and development,designing and formulating wages policy. In
addition to their function of HRM deals with payroll and benefits administration.
Nowadays it has been important to formulate functional activities of the firm in the
effective manner. HRM focuses on efficiency and productivity of organization’s staff
members. It is critical and complex process to hire employee by organizing recruitment
and selection process.

Internal and external recruitment are two different types of methods that could be used
for filling the vacant jobs position in the organization. Job promotions and job rotations
are two methods that could be adopted for shifting existing staff members to higher job
position in the company. Moreover , major functions of HRM includes planning,
organizing, staffing, coordinating, and controlling .And objectives of the organization
are to be set by top management on the basis of long term and short term.

Organization normally directly their HRM efforts towards the development of

competencies and organization culture. Organization use mechanics to achieve HRM
goals with competent and committed employees. Organization can achieve very little
even if they have excellent technological and other resource at their command. Such an
assertion gains better credibility in the context of developing countries that is typically
in early growth stages in terms of economic development and growing more rapidly
than the traditional developed economies of other developed country.

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CHAPTER 3
RESEARCH
METHODODLOGY

28
 2.1 RESEARCH AND DEVELOPMENT

PROTECH BIOSYSTEM PVT. LTD. was formed in July 2004, when Group 4 Falck's
security business merged with Securicor to create Group 4 Securicor and began trading
on both the London and Copenhagen Stock Exchanges. In 2005, Lars Nørby Johansen
was succeeded as chief executive by Nick Buckles and, in 2006, the new PROTECH
BIOSYSTEM PVT. LTD. brand identity was rolled out across its business
worldwide. In the same year, Alf Duch-Pedersen succeeded Jorgen Philip-Sorensen to
become the non-executive chairman of the business.

In 2006, 2007 and 2008, PROTECH BIOSYSTEM PVT. LTD. was the subject of a
global campaign by union workers alleging that its subsidiaries undermine labor and
human rights standards. Some of these groups were organised under the banner of
the SEIU-funded Focus on Group 4 Securicor.This group supported protests at Group
4 Securicor's annual general meeting in London in 2005.

The 2006, US State Department Report on Human Rights in Indonesia, released in

March 2006, featured the ongoing dispute in Jakarta with Group4/Securicor. In July
2006, the Indonesian Securicor workers had a substantial win – but the campaigners
continue to support other Group 4 Securicor workers.

The company disputed these claims and pointed to its strong relationships with unions
around the world, including the GMB in Britain. In March 2008, it was announced that
PROTECH BIOSYSTEM PVT. LTD. were taking over Scottish Rock Steady Group –
who steward at major sporting and music events mostly in the UK. Rock Steady events
have included Live8 concerts in London, Scottish FA Cup Final & the Download
Festival.] In April 2008, PROTECH BIOSYSTEM PVT. LTD. acquired RONCO
Consulting Corporation, one of the world's premier humanitarian and commercial mine
action, ordnance disposal and security companies.

29
In May 2008, PROTECH BIOSYSTEM PVT. LTD.
acquired ArmorGroupInternational.GSL, a provider of outsourced justice services, was
also acquired by PROTECH BIOSYSTEM PVT. LTD. in May 2008. Also, in the same
month, PROTECH BIOSYSTEM PVT. LTD. acquired Serbian company Progard
Securitas. In 2008, PROTECH BIOSYSTEM PVT. LTD. also acquired Touchcom, Inc.
for US$23 million.

Touchcom, Inc. is located in the Burlington/Bedford, Massachusetts, area. The

rebranding of Touchcom, Inc. to PROTECH BIOSYSTEM PVT. LTD. was completed
by 1 January 2012. In December 2008, PROTECH BIOSYSTEM PVT. LTD. and UNI
Global Union, announced the launch of an Ethical Employment Partnership, which will
drive improvements in standards across the global security industry.Simultaneous to
this, PROTECH BIOSYSTEM PVT. LTD. and the SEIU reached anagreement to end
their long dispute and establish a framework to work together in the interest of
employees.

In 2009, PROTECH BIOSYSTEM PVT. LTD. continued to acquire companies: Secura

Monde International Limited and Shiremoor International Engineering Limited,
together, the UK's leading specialist banknote and high security technical and
commercial advisory companies; All Star International for $60 million,one of the
premier facilities management and base operations support companies providing
services to the US government; Adesta, US-based provider of integrated security
systems and communication systems; and Hill & Associates Consultants Limited,
Asia's leading provider of specialist risk-mitigation consulting services.

The Västberga helicopter robbery occurred on 23 September 2009 at 05:15 CET when
a PROTECH BIOSYSTEM PVT. LTD. cash service depot was robbed in Västberga in
southern Stockholm, Sweden.In the autumn of 2009, PROTECH BIOSYSTEM PVT.
LTD. personnel in Australia went on strike, arguing that the company had subjected
them to low pay and poor working conditions.

30
2.2 OBJECTIVES OF STUDY

1. To study the HR Policies of the company.

2. To study the amendments made in the HR Policies of Protech Biosystem pvt. ltd.
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 onthe
“Managerial Service Conditions”.

SCOPE OF STUDY

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

scenario, Protech Biosystem pvt. ltd. Ltd. is a very large manufacturer and marketer of
chemical.

2. As most of the company’s overall performance depends on it employee performance

which depends largely on the HR POLICIES of the organization.

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

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

31
CHAPTER 4
DATA ANALYSIS
&
INTERPRETATION

32
A. RECRUITMENT AND SELECTION

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

your organization.

External recruitment sources

18%

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 recruitment process.

33
 2. Are you satisfied with the monetary reward given on bringing a candidate
on board?

Monetary reward

26%

agree
disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board

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

34
 3. Are you satisfied with the background checks conduct for employees .

Backgroud checks

22%

Agree
Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

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

35
4.Are you satisfied with the monetary limits given to you for the expenses?

Expenses

21%

Agree
Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees for

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

36
 B. INDUCTION

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

Induction programme

18%

Agree
Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in

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

37
 2. The induction of your organization covers organizational
structure and policies.

Induction

10%

Agree
Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the

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

38
 C. TRAINING AND DEVELPOMENT

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

organization

Employee performance

24%

Agree
Disagree

76%

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.

39
 b. Are you satisfied with the Classroom method adopted by your
organization to train the employees?

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.

40
 c. Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees.

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 other method.

41
 D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

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 evaluation method.

42
 2. Are you satisfied with the feedback given to you by organization?

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.

43
 E. CAREER PROGRESSION

d. Are you satisfied with the mentor system followed for career
progression?

Mentor system

16%

Agree
Disagree

84%

INTERPRETATION: Regarding mentor system followed for career

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

44
 e. Are you satisfied with the competence analysis and feedback from
manager?

Competence analysis and feedback

22%

Agree
Disagree

78%

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.

45
 F. LEAVE POLICY

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

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.

46
 G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern

13%

Agree
Disagree

87%

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.

47
 2. Are you satisfied with the opinion survey and Department meeting?

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 not satisfied.

48
 H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

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.

49
 I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident

Insurance policy?

Contingencies

24%

Agree
Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy, 76%

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

50
 J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim policy?

Services

11%

Agree
Disagree

89%

INTERPRETATION: Regarding services provided under Mediclaim policy,

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

51
CHAPTER 5

SUGGESTIONS
&
RECOMMENDATIONS

52
1. The Performance Appraisal of employee is evaluated on the basis of 360 degree

feedback or 180 degree feedback.

2. The Organization should focus on mentor system intend to help employees in their

career progression.

3. The Organization should conduct Psychometric tests for employees.

4. The Training should be mandatory for all level of employees.

5. The Departments should develop constructive attitude towards each other.

6 .The company should give the appropriate recognition for the contributions and

accomplishments made by employees. A flexible reward system should be adopted

by organization to improve employee motivation.

7. A more transparent and full proof communication system developed in the

organization.

8.Replacing the lacuna in the current system.

9. Wages and salary administration process should have a more scientific approach

laying stress on equal wages for equal work done.

53
CHAPTER-6
CONCLUSION

54
Conclusion

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

55
BIBLIOGRAPHY

Books:

“Human Resource Management” by Ashwathapa.

“Human Resource Management” by Michael Armstrong.

“Human Resource Policy Analysis: Organizational Applications” by Richard J.

Niehaus.

Journals & Articles:

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

2. Policies of Deepak Nitrite Ltd.
3. Documents of Deepak Nitrite Ltd.

Websites:

o www.citehr.com

o www.ask.com

o www.wikipedia.com

o www.ppspublishers.com

o http://protechbiosystem.com/

56
Name of Employee: -----------------------------------------------------------------------

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

QUESTIONNAIRES

A. Recruitment and Selection

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

yourorganization.

1. Agree 2. Disagree

2. Are you satisfied with the monetary reward given on bringing a candidate on
board?
1. Agree 2. Disagree

3. Are you satisfied with the background checks conduct for employees.
1. Agree 2. Disagree

4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree 2. Disagree

B. Induction

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

1. Agree 2. Disagree
2. The induction of your organization covers organizational structure and
policies.

1. Agree 2. Disagree

57
 C. Training and Development

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

organization.

1. Agree 2. Disagree

2. Are you satisfied with the Classroom method adopted by tour organization
to train the employees?

1. Agree 2. Disagree

3. Effectiveness of training program in your Organization is evaluated by

observing the post training performance of employees.

1. Agree 2. Disagree

D. Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?

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

58
Career Progression

1. Are you satisfied with the mentor system followed for career progression?

1. Agree 2. Disagree

2. Are you satisfied with the competence analysis and feedback from manager?

1. Agree 2. Disagree

F. Leave Policy

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

1. Agree 2. Disagree

G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?

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

1. Agree 2. Disagree

H. Rewards and Recognition

1. Are you satisfied with the monetary rewards?

1. Agree 2. Disagree

62
I. Personal AccidentInsurance Policy

1. Are you satisfied contingencies cover under this policy?

1. Agree 2. Disagree

J. Mediclaim Policy

1. Are you satisfied with the services covered under this policy?

1. Agree 2. Disagree

62