FPRELALXO About RelaxoFootwears We are a company that really believes in what we do, and cares the utmost about whom we work for. That’s why, like millions of people who choose Relaxo, we continue to move forward. The Choice of Millions of Feet AJOURNEY OF A THOUSAND MILES BEGINS WITH A SINGLE STEP It is said, “An idea without implementation is just good thinking.” In 1976, two brothers Mukund Lal Dua& Ramesh Kumar Dua dreamed to take their father’s footwear business to what Relaxo is today - one of the leadingand most popular footwear companies in India. A household name, literally. With its headquarter in New Delhi and 8 manufacturing units, Relaxo produces over 6 lacs pairs of footwear, every day. Relaxo footwear’s range boasts a fine combination of comfort, style, and quality workmanship. A wide collection of fashionable, colorful, comfortable and durable footwear for men, women and children. For a changing India. For a trendsetting India. Relaxo is geared to meet the quality and choice expectations of a young India with its sub-brands such as Sparx, Bahamas, Flite, Schoolmate and RelaxoHawai. DEPARTMENTATION PRODUCTION A) Assembly B) Sole C) Stitching NON-PRODUCTION A) P&A Department B) Store C) MaintenanceHUMAN RESOURCE MANAGEMENT Personnel Administration Talent Management Succession Planning Performance Human . Career Planning Resource AR Planning Management Recritement Labor Relations Reward Management Training & Development Meaning: Before we define HRM, it seems pertinent to first define the term ‘human resources’. In common parlance, human resources means the people. However, different management experts have defined human resources differently. For example, Michael J. Jucius has defined human resources as “a whole consisting of inter- related, inter-dependent and interacting physiological, psychological, sociological and ethical components”.According to Leon C. Megginson “From the national point of view human resources are knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas from the view-point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees”. $23. EMPLOYEE STRATEGIC _ i OBJECTIVES ~~ 1 a RAI ©} HUMAN RESOURCE 4O™S AA /” MANAGEMENT SUCCESS bs as \ EMPLOYEE RECUITMENT BUSINESS VALUE REWARDINGFunctions of Human Resource Management Functions of HRM £ ¥ ¥ ManagenaLfunction Onerattuefunction Advisory functions lacquisition ‘Top Management n &Development |Department heads Controlling Remuneration Working conditions Personnel records Industrial relations Separation MANAGERIAL FUNCTION Planning A manager must plan ahead in order to get things done by his subordinates. It is also important to plan in order to give the organization its goals. Also, planning helps establish the best procedures to reach the goals. Further, some effective managers devote a substantial part of their time to planning. With respect to the human resource department, planning involves determining the personnel programsthat can contribute to achieving the organization’s goals. These programs include anticipating the hiring needs of the organization, planning job requirements, descriptions, and determining the sources of recruitment. Organizing After the human resource manager establishes the objectives and develops plans and programs to achieve them, he needs to design and develop the organization’s structure to carry out the different operations. Developing the organization's structure includes: Grouping of personnel activity into functions or positions Assigning different groups of activities to different individuals Delegating authority according to the tasks assigned and responsibilities involved Coordinating activities of different employees Directing The HR Manager can create plans, but implementing the plans smoothly depends on how motivated the people are. The directing functions of HRM involve encouraging people to work willingly and efficiently to achieve the goals of the organization. In simpler words,the directing functions of HRM entail guiding and motivating people to accomplish the personnel programs. The HRM can motivate the employees through career planning and salary administration by boosting the employee's morale, developing relationships, providing safety requirements, and looking after the welfare of employees. In order to do this effectively, the HRM must identify the needs of the employees and the means and methods to satisfy them. Motivation is a continuous process as employees have new needs and expectations when the old ones are satisfied. Controlling Controlling is all about regulating activities in accordance with the plans formulated based on the objectives of the organization. This is the fourth function of the HRM and completes the cycle. In this, the manager observes and subsequently compares the results with the set standards, Further, he corrects any deviations that might occur. Controlling is one of the important functions of HRM as it helps him evaluate and control the performance of the department with respect to different operative functions. It also involves appraisals, audit, statistics, etc.OPERATIVE FUNCTION The operative functions are those tasks or duties which are specifically entrusted to the human resource or personnel department. These are concerned with employment, development, compensation, integration and maintenance of personnel of the organisation 1. Employment: The first operative function of the human resource of personnel department is the employment of proper kind and number of persons necessary to achieve the objectives of the organisation. This involves recruitment, selection, placement, etc. of the personnel. Before these processes are performed, it is better to determine the manpower requirements both in terms of number and quality of the personnel. Recruitment and selection cover the sources of supply of labour and the devices designed to select the right type of people for various jobs. Induction and placement of personnel for their better performance also come under the employment or procurement function. 2. Development: Training and development of personnel is a follow up of the employment function. It is a duty of management to train each employee property to develop technical skills for the job for which he has been employed andalso to develop him for the higher jobs in the organisation. Proper development of personnel is necessary to increase their skills in doing their jobs and in satisfying their growth need. For this purpose, the personnel departments will device appropriate training programs. There are several on- the-job and off-the-job methods available for training purposes. A good training program should include a mixture of both types of methods. It is important to point out that personnel department arranges for training not only of new employees but also of old employees to update their knowledge in the use of latest techniques. 3. Compensation: This function is concerned with the determination of adequate and equitable remuneration of the employees in the organisation of their contribution to the organisational goals. The personnel can be compensated both in terms of monetary as well as non-monetary rewards. Factors which must be borne in mind while fixing the remuneration of personnel are their basic needs, requirements of jobs, legal provisions regarding minimum wages, capacity of the organisation to pay, wage level afforded by competitors etc. For fixing the wage levels, the personnel department can make use of certain techniques like job evaluation and performance appraisal.4. Maintenance (Working Conditions and Welfare) Merely appointment and training of people is not sufficient; they must be provided with good working, conditions so that they may like their work and workplace and maintain their efficiency. Working conditions certainly influence the motivation and morale of the employees. These include measures taken for health, safety, and comfort of the workforce. The personnel department also provides for various welfare services which relate to the physical and social well-being of the employees. These may include provision of cafeteria, rest rooms, counseling, group insurance, education for children of employees, recreational facilities, etc. 5. Motivation: Employees work in the organisation for the satisfaction of their needs. In many of the cases, it is found that they do not contribute towards the organisational goals as much as they can. This happens because employees are not adequately motivated. The human resource manager helps the various departmental managers to design a system of financial and non-financial rewards to motivate the employees.6. Personnel Records: The human resource or personnel department maintains the records of the employees working in the enterprise. It keeps full records of their training, achievements, transfer, promotion, etc. It also preserves many other records relating to the behaviour of personnel like absenteeism and labour turnover and the personnel programs and policies of the organisation. 7. Industrial Relations: These days, the responsibility of maintaining good industrial relations is mainly discharged by the human resource manager. The human resource manager can help in collective bargaining, joint consultation and settlement of disputes, if the need arises. This is because of the fact that he is in possession of full information relating to personnel and has the working knowledge of various labour enactments. The human resource manager can do a great deal in maintaining industrial peace in the organisation as he is deeply associated with various committees on discipline, labour welfare, safety, grievance, etc. He helps in laying down the grievance procedure to redress the grievances of the employees. He also gives authentic information to the trade union leaders and conveys their views on various labour problems to the top management.8. Separation: Since the first function of human resource management is to procure the employees, it is logical that the last should be the separation and return of that person to society. Most people do not die on the job. The organisation is responsible for meeting certain requirements of due process in separation, as well as assuring that the returned person is in as good shape as possible. The personnel manager has to ensure the release of retirement benefits to the retiring personnel in time. 3. Advisory Functions: Human resource manager has specialised education and training in managing human resources. He is an expert in his area and so can give advise on matters relating to human resources of the organisation. He offers his advise to: 1.Advised to Top Management: Personnel manager advises the top management in formulation and evaluation of personnel programs, policies and procedures. He also gives advice for achieving and maintaining good human relations and high employee morale.2. Advised to Departmental Heads: Personnel manager offers advice to the heads of various departments on matters such as manpower planning, job analysis and design, recruitment and selection, placement, training, performance appraisal, etc.RECRUITMENT PROCESS An efficient recruitment process is an organization- specific sourcing model that aims to find the right fit for the right job at the right time. It is a step-by-step approach to bringing in talented people who can help the company grow. An all-inclusive recruitment process has 5 key phases but it may vary from company to company depending on the business vertical, organizational structure, size of the company, nature of operations, existing recruitment workflow and selection process. Importance of a Strong Recruitment Process Any fool proof recruitment process is typically targeted towards attracting qualified candidates and encouraging maximum possible job seekers to apply. This makes it possible to build a big pool of talented players in a tight job market and minimizes the time involved in finding candidates and filling roles for the presentand future requirements of the company. A well-planned and thoughtfully crafted recruitment process helps the hiring team filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions. The recruitment process not only reflects the company’s professionalism but also helps attract the right kind of candidates while saving the time and money spent on identifying, attracting, engaging, recruiting and retaining talent.. . STEPS FOLLOWED BY RELAXO FOR RECRUITING LABOUR FORCE(LOWER LEVEL) Manpower Planning(Daily Basis) Recruitment Done By The Contractors Resume Are Been Filled According To The WorkAbility Labour Posses Photocopy Of Aadhar Card Is AttachedWith The Resume For Verification The Candidate Are Then Interviewed By Mr. Jagdish Kr. Bhagel(DY Manager) The Selected Candidates Are Sent For Induction Training Where They Are Told About ThePolicies Of The Company Then The Candidates Are Sent Accordingly To Their Respective Departments For Final Selection Once They Are Selected They Are Assigned With Their Jobs Within 3 Days Of Working The Details Of The Candidate Is Enrolled On The Pay Roll¢ And The Salary Is Provided To Them On Basis Of Their CategoryGRIEVANCE HANDLING Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization. 1. Open Door policy 2. Step-ladder policy Open door policy: Under this policy, the aggrieved employee is free to meet the top executives of the organization and get his grievances redressed. Such a policy works well only in small organizations. However, in bigger organizations, top management executives are usually busy with other concerned matters of the company. Moreover, it is believed that open door policy is suitable for executives; operational employees may feel shy to go to top management Step ladder policy Under this policy, the aggrieved employee has to follow a step by step procedure for getting his grievance redressed. In this procedure, whenever an employee is confronted with a grievance, he presents his problem to his immediate supervisor. If the employee is not satisfied with superior’s decision, then he discusses his grievance with the departmental head. The departmental head discusses the problem with joint grievance committees to find a solution. However, if the committee also fails to redress the grievance, thenit may be referred to chief executive. If the chief executive also fails to redress the grievance, then such a grievance is referred to voluntary arbitration where the award of arbitrator is binding on both the parties. GRIEVANCE PROCEDURE IN INDIAN INDUSTRY The 15th session of Indian Labour Conference held in 1957 emphasized the need of an established grievance procedure for the country which would be acceptable to unions as well as to management. In the 16th session of Indian Labour Conference, a model for grievance procedure was drawn up. This model helps in creation of grievance machinery. According to it, workers’ representatives are to be elected for a department or their union is to nominate them. Management has to specify the persons in each department who are to be approached first and the departmental heads who are supposed to be approached in the second step. The Model Grievance Procedure specifies the details of all the steps that are to be followed while redressing grievances, These steps are: STEP 1: In the first step the grievance is to be submitted to departmental representative, who is a representative of management. He has to give his answer within 48 hours. STEP 2: If the departmental representative fails to provide a solution, the aggrieved employee can take his grievance to head of the department, who has to give his decision within 3 days. STEP 3: If the aggrieved employee is not satisfied with the decision of departmental head, he can take thegrievance to Grievance Committee. The Grievance Committee makes its recommendations to the manager within 7 days in the form of a report. The final decision of the management on the report of Grievance Committee must be communicated to the aggrieved employee within three days of the receipt of report. An appeal for revision of final decision can be made by the worker if he is not satisfied with it. The management must communicate its decision to the worker within 7 days. STEP 4:If the grievance still remains unsettled, the case may be referred to voluntary arbitration. Step Ladder Procedure eee Step Ladder Procedure ———e | 7 ° | Sie s |@ 5 jo |, ; TJ a6 Ole 7 > |o Ecc : | In Relaxo Footwear, the aggrieved employee can come directly to the P&A department with his/her problemand department solve the problem of employee within limited time period and on every Wednesday HR help desk is conducted in canteen area to solve the workers grievance As per Industrial Dispute Act,1947 Relaxo Footwear Ltd. Also constitute a grievance redressal committee.FACTORIES ACT,1948 FOLLOWED BY RELAXO Provision related to Labour Welfare (4) Washing Facilities In every factory (a) adequate and suitable facilities shall be provided and maintained for the use of workers; (b) separate and adequately screened facilities shall be provided for the use of male and female workers; (c) such facilities shall be easily accessible and shall be kept clean. (2) Facilities for storing and drying clothing: In every factory provision for suitable place should exist for keeping clothing not worn during working hours and for the drying of wet clothing. () Facilities for sitting: In every factory, suitable arrangements for sitting shall be provided and maintained for all workers who are obliged towork in a standing position so that the workers may take advantage of any opportunity for rest which may occur in the course of work. If in any factory workers can efficiently do their work in a sitting position, the Chief inspector may require the occupier of the factory to provide such seating arrangements as may be practicable. (4) First aid appliances: Under the Act, the provisions for first-aid appliances are obligatory. At least one first-aid box or cupboard with the prescribed contents should be maintained for every 150 workers. It should be readily accessible during all working hours. Each first-aid box or cupboard shall be kept in the charge of a separate responsible person who holds a certificate in the first-aid treatment recognised by the State Government and who shall always be readily available during the working hours of the factory. In every factory wherein more than 500 workers are ordinarily employed there shall be provided and maintained an ambulance room of the prescribed size containing the prescribed equipment. The ambulance room shall be in the charge of properly qualified medical and nursing staff. These facilities shall always be made readily available during the working hours of the factory. (5) Canteens: In every factory employing more than 250 workers, the State government may make rules requiring that a canteen or canteens shall be provided for the use of workers. Such rules may provide for (a) the date by which the canteen shall be provided, (b) the standards in respect of constitution, accommodation, furniture and otherequipment of the canteen; (c) the foodstuffs to be served therein and charges which may be paid thereof; (d) the constitution of a managing committee for the canteens and representation of the workers in the management of the canteen; (e) the items of expenditure in the running of the canteen which are not to be taken into account in fixing the cost of foodstuffs and which shall be borne by the employer; (f) the delegation to the Chief inspector, of the power to make rules under clause (c). (G) Shelters, rest rooms and lunch room: In every factory wherein more than 150 workers are ordinarily employed, there shall be a provision for shelters, rest room and a suitable lunch room where workers can eat meals brought by them with provision for drinking water. Where a lunch room exists, no worker shall eat any food in the work room, Such shelters or rest rooms or lunch rooms shall be sufficiently lighted and ventilated and shall be maintained in a cool and clean condition. (2) Creches: In every factory wherein more than 30 women workers are ordinarily employed there shall be provided and maintained a suitable room or rooms for the use of children under the age of six years of such women. Such rooms shall provide adequate accommodation, shall be adequately lighted and ventilated, shall be maintained in clean and proper sanitary conditions and shall be under the charge of women trained in the care of children and infants.The State government may make rules for the provision of additional facilities for the care of children belonging to women workers including suitable provision of facilities: — (a) For washing and changing their clothing (b) of free milk or refreshment or both for the children, and (c) for the mothers of children to feed them at the necessary intervals. (8) Welfare officers: In every factory wherein 500 or more workers are ordinarily employed, the occupier shall employ in the factory such number of welfare officers as may be prescribed under Sec. 49(1). The State government may prescribe the duties, qualifications and conditions of service of such officers. A. HEALTH There are various measures under Factories Act 1948 which are taken by factories for health, safety and welfare of their workers. Such measures are provided under Chapters III, IV and V of the Act which are as follows: i) Section 11 ensures the clea’ ess inthe factory. It must be seen that a factory is kept clean and it is free from effluvia arising from any drain, privy or other nuisance. The Act has laid down following provisions in this respect :1.All the accumulated dirt and refuse on floors, staircases and passages in the factory shall be removed daily by sweeping or by any other effective method. Suitable arrangements should also be made for the disposal of such dirt or refuse. 2.Once in every week, the floor should be thoroughly cleaned by washing with disinfectant or by some other effective method [Section 11(1)(b)]. 3.Effective method of drainage shall be made and maintained for removing water, to the extent possible, which may collect on the floor due to some manufacturing process. 4.To ensure that interior walls and roofs, etc. are kept clean, it is laid down that: (i) white wash or color wash should be carried at least once in every period of 14 months; (ii) where surface has been painted or varnished, repair or revanish should be carried out once in every five years, if washable then once in every period of six months; (iii) where they are painted or varnished or where they have smooth impervious surface, it should be cleaned once in every period of 14 months by such method as may be prescribed. 5.All doors, windows and other framework which are of wooden or metallic shall be kept painted or varnished at least once in every period of five years. 6.The dates on which such processes are carried out shall be entered in the prescribed register. If the State Government finds that a particular factory cannot comply with the above requirements due to its nature of manufacturing process, it mayexempt the factory from the compliance of these provisions and suggest some alternative method for keeping the factory clean. [Section 11(2)] (ii) Disposal of waste and effluents Every occupier of a factory shall make effective arrangements for the treatment of wastes and effluents due to the manufacturing process carried on in the factory so as to render them innocuous and for their disposal. Such arrangements should be in accordance with the rules, if any, laid down by the State Government. If the State Government has not laid down any rules in this respect, arrangements made by the occupier should be approved by the prescribed authority if required by the State Government. (Section 12) (ii) Ventilati 1 Section 13 provides that every factory should make suitable and effective provisions for securing and maintaining :- 1.adequate ventilation by the circulation of fresh air; and 2.such a temperature as will secure to the workers reasonable conditions of comfort and prevent injury to health. What is reasonable temperature depends upon the circumstances of each case. The State Government has been empowered to lay down the standard of adequate ventilation and reasonable temperature for any factory or class or description of factories or parts thereof. It may direct that proper measuring instruments at such places and in such position as may be specifiedshall be provided and prescribed records shall be maintained. Measures to reduce excessively high temperature: To prevent excessive heating of any workroom following measures shall be adopted: 1.Walls and roofs shall be of such materials and so designed that reasonable temperature does not exceed but kept as low as possible. 2.Where the nature of work carried on in the factory generates excessively high temperature, following measures should be adopted to protect the workers: (a) by separating such process from the workroom; or (b) insulating the hot parts; or (c) adopting any other effective method which will protect the workers. 3.The Chief Inspector is empowered to direct any factory to adopt such methods which will reduce the excessively high temperature. In this regard, he can specify the measures which in his opinion should be adopted. (Section 13) (iv) Dust and fume There are certain manufacturing processes like chemical, textile or jute, etc., which generates lot of dust, fume or other impurities. It is injurious to the health of workers employed in such manufacturing process. Following measures should be adopted in this respect:+ Effective measures should be taken to prevent the inhalation and accumulation of dust, fumes etc., in the work-rooms. . Wherever necessary, an exhaust appliances should be fitted, as far as possible, to the point of origin of dust fumes or other impurities. Such point shall also be enclosed as far as possible. + In stationery internal combustion engine and exhaust should be connected into the open air. + In cases of other internal combustion engine, effective measures should be taken to prevent the accumulation of fumes there from. (Section 14) It may be pointed that the evidence of actual injury to health is not necessary. If the dust or fume by reason of manufacturing process is given off in such quantity that it is injurious or offensive to the health of the workers employed therein, the offence is committed under this Section. Lastly the offence committed is a continuing offence. If it is an offence on a particular date is does not cease to be an offence on the next day and so on until the deficiency is rectified. Humidity means the presence of moisture in the air. In certain industries like cotton, textile, cigarette, etc., higher degree of humidity is required for carrying out the manufacturing process. For this purpose, humidity of the air is artificially increased. This increase or decrease in humidity adversely affects the health of workers. Section 15(1) empowers the State Government to make rules (i) prescribing the standards ofhumidification, (ii) regulating methods to be adopted for artificially increasing the humidity of the air, (iii) directing prescribed tests for determining the humidity of the air to be correctly carried out, and recorded, and (iv) prescribing methods to be adopted for securing adequate ventilation and cooling of the air in the work- room. Section 15(2) lays down that water used for artificial humidification should be either purified before use or obtained from a public supply or other source of drinking water. Where the water is not purified as stated above. Section 15(3) empowers the Inspector to order, in writing, the manager of the factory to carry out specified measures, before a specified date, for purification of the water. (vi) Overcrowding Overcrowding in the work-room not only affect the workers in their efficient discharge of duties but their health also. Section 16 has been enacted with a view to provide sufficient air space to the workers. (1) Section 16(1) prohibits the overcrowding in the work-rooms to the extent it is injurious to the health of the workers, (2) Apart from this general prohibition Section 16(2) lays down minimum working space for each worker as 14.2 cubic meters of space per worker in every workroom. For calculating the work area, the space more than 4.2 meters above the level of the floor, will not be taken into consideration.Posting of notice: Section 16(3) empowers the Chief Inspector who may direct in writing the display of a notice in the work-room, specifying the maximum number of workers which can be employed in that room. According to Section 108, notice should be in English and in a language understood by the majority of the workers. It should be displayed at some conspicuous and convenient place at or near, the entrance. It should be maintained in clean and legible conditions. Exemptions : The chief Inspector may by order in writing, exempt any work-room from the provisions of this section, subject to such conditions as he may think fit to impose, if he is satisfied that non-compliance of such provision will have no adverse effect on the health of the workers employed in such work-room. (vii) Lighting Section 17 of the Factories Act makes following provisions in this respect: + every factory must provide and maintain sufficient and suitable lighting, natural, artificial or both, in every part of the factory where workers are working or passing; + all the glazed windows and sky lights should be kept clean on both sides; + effective provisions should be made for the prevention of glare from a source of light or by reflection from a smooth or polished surface; + formation of shadows to such an extent causing eye-strain or the risk of accident to any worker, should be prevented; and+ the state government is empowered to lay down standard of sufficient and suitable lighting for factories for any class or description of factories or for any manufacturing process. (viii) Drinking water Section 18 makes following provisions with regard to drinking water. + every factory should make effective arrangements for sufficient supply of drinking water for all workers in the factory; + water should be wholesome, i.e., free from impurities; » water should be supplied at suitable points convenient for all workers; + no such points should be situated within six meters of any washing place, urinals, latrine, spittoon, open drain carrying sullage or effluent or any other source of contamination, unless otherwise approved in writing by the Chief Inspector; + all such points should be legible marked Drinking Water in a language understood by majority of the workers; + in| case where more than 250 workers are ordinarily employed, effective arrangements should be made for cooling drinking water during hot weather. In such cases, arrangements should also be made for the distribution of water to the workers; and « the State Government is empowered to make rules for the compliance of above stated provisions and for the examination, by prescribed authorities, ofthe supply and distribution of drinking water in factories. + Latrines and urinals Every factory shall make suitable arrangement for the provision of latrines and urinals for the workers. These points as stated below, are subject to the provisions of Section 19 and the rules laid down by the State Government. , ANNUAL TRAINING PROVIDED BY RELAXO TO THE LABOUR FORCEPrevention of Sexual Harassment(P.0O.S.H DEFINATION e Section 2(n) - “sexual harassment” includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:—physical contact and advances; or a demand or request for sexual favours; or making sexually coloured remarks; or showing pornography; or any other unwelcome physical, verbal or non- verbal conduct of sexual nature; The Act - WHY IS IT ESSENTIAL? « On 9°" December 2013 , government brought into force the comprehensive Law for dealing with protection of Women against sexual harassment at workplace and introduced this act called ‘The Sexual Harassment of Women at Workplace( Prevention , Prohibition and Redressal) Act 2013 + In India ,it’s mandatory for all offices with 10 or more employees to be covered under this law to provide safe working conditions to employees and have to comply with all processes + Employer has right to extend the coverage for Men employees and accordingly frame their policy + Relaxo covers both male and female under Sexual Harassment Policy Genesis of the Act ¢ In 1992+ In Rajasthan State Government employee, a social worker , Bhanwari Devi was exploited by community male members as she was preventing child marriage as part of her duties. + No Justice was given by Rajasthan Government to Bhanwari and accused were allowed to go free. + Case has brought to the Supreme Court by Vishaka Women’s rights group + In 1997 + Supreme court frame the guidelines to deal with Sexual Harassment cases called Vishaka guidelines + In 2013 + It become mandate law and government introduced this act called ‘The Sexual Harassment of Women at Workplace( Prevention , Prohibition and Redressal) Act 2013 * The law replaced the Vishaka Guidelines 1997 of the Supreme Court Key Obligations ¢ Three key obligations are imposed on EMPLOYER namely: Q Prevention - to keep from happening/ to stop or hinder something from happening.Q Prohibition- to forbid by authority. A law, order or decree that forbids something. O Redress - To set right; remedy or rectify. SUMMARY I RiteshDey did my training in P&A department (HR) Relaxo footwear Ltd. Unit-7B.During my training period under the guidance of Mr. Awanindra Tiwari and Mr. Jagdish Kr. Bhagel. I learnt the actual role and responsibility of HR department in Organisation.During this time period I was provided a schedule mentioning my part of work which was to be performed on daily basis. My day started with the recruitment process of workers(skilled & un-skilled) as per the manpower planning. They are recruited by the contractors the HR person check all the required documentation of the new joinees. After final selection they are provided induction training is provided by the HR & safety officer. The trainees are briefed about the company’s policies, wages, working condidtion, benefits, ESI and PF, labour welfare schemes& safety officer briefs them about the use of PPE’s, safety rules and benefits of fire hindrance. After the training they are sent to their respectivedepartments. Once the process is done I join Mr. RanjitBehera&Mr.Sunder Singh in the P&A department where they guided me how the bio-data of the new joinees are updated in the pay roll. After this I used to head towards the canteen where I used to observe the canteen process how the food is served and the food prepared is really nutritious and the canteen is clean and hygenic. In canteen I met Mr. Abhishek Rathee(Sr. Welfare Officer) where he throughly briefed me about the schemes provided by Haryana Government to the workers ie: Scholarships, Cycle Schemes, Maternity Benefits & Sports Benefits. Right After this visit the department with Mr. Jagdish Kr. Bhagel to know the workers grievances. During my training period my attented legal committee meetings There are 3 legal committees:- e EHS Committee * Canteen Committee « Workers/Grievance Committeeeo eeoe BIBLIOGRAPHY Internet Mr. Awanindra Tiwari(HR Manager) Mr. Jagdish Kr. Bhagel(DY Manager) Mr. RanjitBehera Mr. Sunder Singh Mr. Abhishek Rathee(Sr. Welfare Officer)« Human Resource Management(VSP Rao)