a project report on hr pratice

A

PROJECT REPORT

ON

Organisation effectiveness through Hr practice in Bombay Dyeing

Project submitted to YMT College of Management

In partial fulfillment of requirement for the award of

Master of Management Studies

Of University of Mumbai

Submitted by

Kunal thakur

Academic Year 2011-2013

Under the guidance of

SP. Anand

DR. G.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT

Declaration

We hereby declare that the project entitled “Organisation effectiveness through Hr practice in bombay dyeing” submitted to YMT College of Management in partial fulfillment for the Award of Master of Management Studies of University of Mumbai is our original work and does form any part of previously carried/conducted projects.

Signature of Student

Place: Navi Mumbai

Date


CERTIFICATE OF THE INTERNAL GUIDE

This is to certify that the project entitled “Organisation Effectiveness

through Hr pratice in bombay dyeing” submitted by “kunal thakur”

in partial fulfillment for the award of Master in Management Studies of

University of Mumbai is their original work and does not form any part

of the projects undertaken previously.

Also it is certified that the project represents the original work on the

part of the candidate.

Signature of Guide

Place: Navi Mumbai

Date:


ACKNOWLEDGEMENT

It is indeed pleasure to appreciate all the eminent personalities who have contributed towards our project, to realize that behind every successful project there laid the efforts of many hands.

We wish to express our sincere gratitude towards our industry guide SP. Anand (HR senior Manager) & Mukund Pathradkar (HR Manager) for their co-operation and providing us the required information. We would like to thank them for sharing their immense knowledge with me in such short span of time. We have learned immensely from the interactions and advices. Also we would like to appreciate the employees of Bombay dyieng and manufacturing company limited for their help and co-operation during our internship.

Also we would like to thank our internal college mentors for their constant guidance and providing necessary help for completion of our project.

Last but not least we wish to avail myself of this opportunity, express a sense of gratitude to my friends and my parents for their support, strength, and help and for everything.


EXECUTIVE SUMMARY

As the world is becoming more competitive and unstable than ever before manufacturing based industries are seeking to gain competitive advantage at all cost and are turning to more source through hrm practice. They have defined several ascept: schuler and Jackson defined hrm practice as a system that attracts, develops, motivates and retains employees to ensure the effective implementation and the survival of the organisation and its member. It is also conceptualised as a set of internally consistent policies and practice designed and implemented to ensure that a firm of human capital contribute to achievement of its business objective. As we conclude that hrm practice relate to specific practice, formal policies and philosophies that are designed to attract, develop and retain employee who ensure the effective functioning and survival of the organisation. According to effectiveness of firm treat HRM practices as the organisation’s strategy to encourage team responsibilities, enhance organisation culture as bulid up customer relationship through participatant and empowerment. For insatnce, performance apprisal increase employee commitment and satisfication since employees are given chance to discuss about their work performance. This in turn will lead them to perform greater in effective activities... Training help the employee to gain knownledge, skill and ability which would be contribute effective in term of products, production processes and management practice in daily operation. Hence training develop the knownledge, skill and ability of employee to perform effectively in their job will leads to higher organisation effectiveness. Reward syatem provides financila award, promotion and other recognisation in order to motivate the employee to take the risk, develop successful new products and generate ideas. It encourage employee to become motivate thereby increase their participation in contributiing the innovation ideas, which lead to higher organisational. Recruitment involves employing and obtaining appropriate and competent candidate throgh external sourcing. It gives greater importance to be attached to fit between person and company culture.


Table content

SR. NO

PARTICULARS PAGE NUMBER

1. INTRODUCTION 8-9

2. OBJECTIVE 10

3. SCOPE 11

4. RESEARCH METHODOLOGY 12

5. COMPANY PROFILE 13-22

6.

HR pratice and procedure: Recruitment procedure Performance apprisal procedure Training and development procedure Selection procedure Industrial relation procedure Employee relation procedure Attendence syatem procedure Human relation planing procedure Job analysis procedure Human resource development procedure Security department procedure Corporate and social responsibility

procedure Health,safety and welfare faclities

department procedure

23-53


7. LITERATURE SURVEY

8.MY JOB AT BOMBAY DYEING

9. DATA ANALYSIS

10.FINDING

11.CONCLUSION

12.BIBLOGRAPHY

13. ANNEXURES


Introduction

Organizational effectiveness is the concept of how effective an organization is in achieving the organization intends to produce. The idea of organizational effectiveness is very important for non-profit organizations as most of people who donate money to nonprofit organizations and charities are interested in knowing whether the organization is effective in accomplishing its goals. An organization's effectiveness is also dependent on its communicative competence and ethics. The relationships between these three are simultaneous. Ethics is a foundation found within organizational effectiveness. An organization must exemplify respect, honesty, integrity and equity to allow communicative competence with the participating members. Along with ethics and communicative competence, members in that particular group can finally achieve their intended goals. Foundations and other sources of grants and other types of funds are interested in


http://en.wikipedia.org/wiki/Grant_(money)

http://en.wikipedia.org/wiki/Foundation_(charity)

http://en.wikipedia.org/wiki/Non-profit_organization

http://en.wikipedia.org/wiki/Effectiveness

organizational effectiveness of those people who seek funds from the foundations. Foundations always have more requests for funds or funding proposals and treat funding as an investment using the same care as a venture capitalist would in picking a company in which to invest. Organizational effectiveness is an abstract concept and is difficult for many organizations to directly measure. Instead of measuring organizational effectiveness directly, the organization selects proxy measures to represent effectiveness. Proxy measures may include such things as number of people served, types and sizes of population segments served, and the demand within those segments for the services the organization supplies. Activities such as administration, volunteer training are important inputs into organizational effectiveness because although they do not directly result in programmatic results, they provide the essential support functions needed for the organization to successfully finance and administer its programs. These other activities are overhead activities that indirectly assist the organization in achieving its desired outcomes. As the world is becoming more competitive and unstable than ever before manufacturing based industries are seeking to gain competitive advantage at all cost and are turning to more source through hrm practice. They have defined several ascept: schuler and Jackson defined hrm practice as a system that attracts, develops, motivates and retains employees to ensure the effective implementation and the survival of the organisation and its member. It is also conceptualised as a set of internally consistent policies and practice designed and implemented to ensure that a firm of human capital contribute to achievement of its business objective. As we conclude that hrm practice relate to specific practice, formal policies and philosophies that are designed to attract, develop and retain employee who ensure the effective functioning and survival of the organisation. According to effectiveness of firm treat HRM practices as the organisation’s strategy to encourage team responsibilities, enhance organisation culture as bulid up customer relationship through participatant and empowerment. For insatnce, performance apprisal increase employee commitment and satisfication since employee is given chance to discuss about their work performance. This in turn will lead them to perform greater in effective activities... training help the employee to gain knownledge, skill and ability which would be contribute effective in term of products, production processes and management practice in daily operation. Hence training develop the knownledge, skill and ability of employee to perform effectively in their job will leads to higher organisation effectiveness. Reward


http://en.wikipedia.org/wiki/Venture_capital

http://en.wikipedia.org/wiki/Investment

http://en.wikipedia.org/wiki/Proposal_(business)

syatem provides financila award, promotion and other recognisation in order to motivate the employee to take the risk, develop successful new products and generate ideas. It encourage employee to become motivate thereby increase their participation in contributiing the innovation ideas, which lead to higher organisational. Recruitment involves employing and obtaining appropriate and competent candidate throgh external sourcing. It gives greater importance to be attached to fit between person and company culture.

OBJECTIVE

This study belongs to organisation effectiveness through HR practice. In this we are studying how organisation is effected through HR practice. The following are the objective to be studied:

Recruitment is depending on having the right people in the right job at right time meet rapidly changing organisation requirement. Right people must be obtained to perform the right role of HR function by using appropriate HR pratice in organisation.Staffing, training, compensation and performance management are basically important tool in the HR practice that shape the organisation role in a staisfying need of its all stakeholder.


P&A is important component in the rational and syatematic process HRM.It identify fundamental underlying issue which must be addressed by any organisation or business house if its people are to be motivated and commited to operate effectively.It will need to show that careful planing of the people issue will make suatainable eaiser for the organisation to achieve the wider startegic and operational goal.They can add the value by ensuring that in all its other plans the organisation takes account of and plan for change in wider environment perspective.HR and employment practice being followed in other organisation such as new flexible work practice {job rotation}.

SCOPE

The scope of the research is very vast; however the total time period available was very limited for the purpose of the study observation, analysis and conclusion. Second important thing is on account of ethical and moral obligation of a manager disclosure of all pertainet and particular policies has got limitation because of his positional accountablity and responsibility,

Studying “organisation effectiveness through HR poratice” of the employee as specialised subject restrict a training, recruitment and selection, job analysis, performance appriasal for entering into HR pratice of different parameter as well as view of the company. The


finding of the study can be reffred to as a refrence for entire organisational policies, parameter and partices.

Research methodology

In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at BOMBAY DYEING MFG.CO. .Ltd to find out the “Organisation effectiveness through HR pratices”.

DATA COLLECTION:


Primary Data:

Primary data was collected through survey method by distributing questionnaires to senior HR manager and other HR manager. The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

Bombay dyieng and manufacturing company ltd

Company profile


THE BOMBAY DYEING AND MFG. CO. LTD.

POLYESTER DIVISION.

HISTORY OF WADIAS’ GROUP OF INDUSTRIES


WADIA GROUP

The Group Genesis

The Wadia’s first venture, over 250 years ago, was in the area of ship

building; more than 355 ships were designed and built by the Wadia’s,

including men-of-war for the British Navy. It was on one such ship that

the American National Anthem was composed, and on another Wadia

built deck that the 'Treaty of Nanking', sending Honkong to England,

was signed.

The Spring Mills began operations in 1903 Emerging

opportunities: With the wave of industrialization in the 19th century,

trading grew, and with it, opportunities for new areas of business. In

1879, Bombay was next only to New Orleans as the world's largest

cotton port. It was at this time that Mr. Nowrosjee Wadia set his sights

on India's mushrooming textile industry. On August 23rd, in a humble


redbrick shed, he began a small operation. Here, cotton yarn spun in

India was dip dyed by hand in three colors-turkeys red, green and

orange-and laid out in the sun to dry.

Humble opportunities: The Bombay Dyeing & Manufacturing Co. Ltd.

had been born. A modest beginning for a company that was to grow in

the following 115 yr. into one of India's largest producer of textiles.

Along the path of growth and diversification, Bombay Dyeing has

spawned dozens of other companies. In technical and financial

collaboration with world leaders, such companies have pioneered the

manufacture of various chemicals and have grown to be leaders in their

new fields. It was more than just a company that was born in 1879, a

legacy was born. A legacy that would give rise to one of India's most

respected.

Bombay Dyeing is one of the leading companies in the textile business.

In fact, India has made a position in the world textile sector holding the

hands of Bombay Dyeing. The textile products of the company are

exported to different nations all across the world like the United States,

European Union Countries, Australia and New Zealand.

Bombay Dyeing was incorporated in the year 1879, by the Wadia Group

and within a short span of time created a name for itself in the textile


business. The chairman of Bombay Dyeing. at present is Mr. Nusli

Wadia. The financial results for the quarter ending on 30th June in the

year 2007, is quite high with the Net Profit reaching to 17.88 crores.

Moreover, in today’s world, Bombay Dyeing is a household name with

above 600 franchise retail shops all across the country.

Products of Bombay Dyeing:

Bombay Dyeing by using advanced technology has brought about a

change in the textile business. The entire production is divided into two

broad streams, weaving and spinning and winding. The production level

on a daily basis is over 300,000 meters of fabrics. Some of the important

products of the company that have already become significant in both,

domestic and export markets are

Cotton Sheeting.

Polyester Cotton Sheeting.

Poly Cotton Drills.

Shoe Lining and Duck Fabrics.

Satin Furnishings.

Yarn dyed fabrics.

Flannel Sheeting.

Dobby and Fine Count made-ups.

Down proof Shells and Comforters.


Towels, Table Tops and Napkins.

Bombay Dyeing at present is the largest exporter of sophisticated made-

up items and also of products made of cotton and poly cotton. Bombay

Dyeing has created a sizable market in the production of a wide range of

fabrics and ready-mades. This includes both formal and casual wear.

The ready-made collection of the Bombay Dyeing has been changing its

production pattern with the evolving fashion trends. The consumer

section of Bombay Dyeing comprise of bed linen, towels, furnishings,

suiting and shirting fabrics, and cotton and polyester blended dresses and

saris.

Technology used in Bombay Dyeing:

The technology applied in the production process in Bombay Dyeing is

of international standards. Regarding the weaving facilities, the

technology used is from one of the most technologically advanced

company of the world, Sulzer. The automations used in weaving,

spinning and winding by Bombay Dyeing are like Sulzer Projectile

Machines, Sulzer Air jet Machines, and Schlafhorst Auto core Rotors,

Auto Corner Winding Spindles and Schweiter CA - 11 Spindles.

The Wadia Group is multidirectional with interest in Chemicals, Agro-

products, Foods, Light Engineering, Textiles, Electronics, Plantations,


Laminates, Consultancy, Architecture, Health, Hospitals, and real Estate.

Its 19 manufacturing facilities have made Group Companies the market

leaders in these fields. Besides being a responsible and good corporate

citizen, it also has 2 hospitals in Mumbai and one educational institute in

Pune. Recently the group also ventured in the aviation field.

The largest area of group activities is with Bombay Dyeing (BDMC),

where it has 125 years of textile leadership. It ranks among leading

manufacturers and marketers of cotton and synthetic fabrics and

produces 300,000 meters of fabrics and 75MT of yarn daily. It is one of

the largest exporters of fabrics: cotton, polyester/cotton and made ups.

Bombay Dyeing’s branded home textiles and apparel are household

names in India. Their annual group turnover is Rs. 4000 crores.

Today it is largest manufacturers in the composites sector of the Indian

Textile Industry.

We bring to our work a proud heritage of accomplishment, integrity,

sound management, excellence and commitment to our customers’

interest.

BOMBAY DYEING – POLYESTER DIVISION


1. Polyester Plant is situated at Patalganga, 70 Km. away from

Mumbai & 35 Km. from JNPT, Maharashtra.

2. It maintains high standards of Safety, concern for Environment and

Energy Conservation measures.

3. It is certified against ISO 9001-2000, ISO 14001-2004, and

OHSAS 18001-1999.

4. It has received 5 Star Safety Statuses with Sword of Honour by

British Safety Council.

5. It is the earliest signatory to Responsible Care® initiative of the

ICMA.

Vision

We will offer differentiated PSF specialty products and services in

a most economical way and create value for the customers and nation.


Mission

We will decommoditise our PSF business and pursue niche market to have competitive advantage.

Our Purpose

Achieve Excellence and Provide to

1. Customer : Quality, Value & Services.

2. Employees: Fulfilment & Development.

3. Shareholders : Returns & Growth.

Business Associates : Mutually Beneficial Relationship


Our Principles are: -

To create a distinct culture of openness, trust, fair play and transparency

across the company

Empower managers and enable them to take decisions which are fair and

equitable to all our Team members across the organization,

Ensure uniformity in application and speedy administration.

Develop an organization that all of us would be proud to belong

Our aim has been to identify the resources required to execute business

initiatives and build organizational capabilities.

2.3) BENEFITS GIVEN BY THE COMPANY

Transportation

Canteen facility

Holidays Homes

Medical Facilities

Medical Hospitalisation

Medical Reimbursement

Med claim

Educational expense


HR pratices and their procedure

The following HR pratices and their procedure are:

a)Recruitment procedureb)Performance apprisal procedurec)Training and development procedured)Selection proceduree) Industrial relation proceduref) Employee relation procedureg)Attendence syatem procedureh)Human relation planing procedurei) Job analysis procedurej) Human resource development procedurek)Security department procedurel) Corporate and social responsibility procedurem) Health,safety and welfare faclities

department procedure


Recruitment procedure

1. Requirement for vacancy will be inform by consult department to hr department through designated form.

2. They identify source of recruitment on that basis how many vacancy are there for employee.

3. For that they will give advertise in a newspaper, website i.e. naukri.com, timesjob.com, monester.com and they give to recruitment agencies.

4. For seeing these advertisement candidate should submit th application i.e. resume to the recruitment agencies. They collect the application call the candidate for the interview.

5. The following interview procedure the candidate should be face , applied:a. Candidate should apply for aptitude test.b. On that basis candidate should be shortlisted for a group

discussion round, this round is about 10-15 minute.c. After that candidate should be shortlisted for final intwerview.

6. For a final interview should takes place in between of two department/ category management and non-management:a. For management department the interviewer should take the

interview by chairman/jmd.b. For non-management department the interviewer should take

the interview by business head.7. After the interview which candidate is suitable for which

department on that recruitment had prepared for offer letter?8. After the offer letter has prepare, this letter had signed by general

manager/ jmd9. After that employee should issue the offer by placement agencies.10. On joining a joing report is issued to the employee recruited

by general manager with copies to department concerned.


Performance apprisal

The performance apprisal should be prepared for both the employee as well as nonmangement employee and for all of these responsibilities should take by Dy manager.

For non-management employee

1. For month of january every year employee should fill the detail of appraisal form which is prescribed by dy manager and this appraisal form should forward to this concerned dept manager after checking by personnel manager.

2. Department head asses the performnace of each employee and give appropriate rating promotion to the higher grade are reccommended based on consistent outstanding performance length service as well as availablity of vaccancies.

3. Appraisal form should return to personnel and administration department duly endrosed by division manager.

4. Dy manager do the compliation of the entire employee appraisal department gradewise giving detail of present grade rating reccomendation of promotion etc. together detail of pervious two year rating.

5. The promotion are given effective on 1st july foe annual increment in respective grade of employee is given for every year to be effective 1 st jan as per sttlement of emplyee for irrespective performance.

6. The considered of appraisal should be jan to dec

Note: whenever the company decided the increment it is fixed... is that there is a semantic scale.


For management employee

The period of appraisal form should be formed from apirl to march. On that baiss employee should give the grade in a lower to higher….

For lower grade

1. For the month of April every year dy manager prepare the apprisal form in respect of all management category of employee in these grade.

2. After that the form sent to department manager for scruitising the general amnger doing performance appraisail.

3. Performance is rated by the department manger on the basis of performance of employee in an organisation. The rating should be given 1 to 5 fro, outstanding to not satisfactory.

4. They provide the reccommendation for promotion employees who give outsatnding performance, higher grad to handle potential and availbilty of appropriate vaccancies. Feedback of performance is given to employee on the basis of post appraisal form should be discuss and the training for mutual identified.

5. They assed the performance appraisals are returned to business headby 31st may to the department and divisional manager. For addinational increment are reccommended for outstanding performance are made during this year.


For higher grade

1. Dy manager write the detail of employee such as name, age, designation etc; since when it come from for grade, age, department it should be written in mangerial appriasal form.

2. After scruitsing same by general manager p.a. form are sent toi respective divisional manger who then gives to concerned employee for targeting their goals, for this year. Once the key objective are mutually agreed between boss and subordiante xerox copy of pa form should given to the boss and the appraisal form is retained toi concerned employee.

3. After the end of the year of p.a. each employee is made by his superior. Based on the result who give the best performance throughout the and achived their target, potential to handle their higher responsibities and availbilty of vaccancies and reccommendation promotion are made.

4. The form is sent to business head he comments on this after the reccommended are sending to md for this approval.

5. Once management approval is received the samke informed to divisional maanger and then announce to same department employee.

Note: in both management and non-management performance appraisal form are it’s belong to government rule in that factories act should be used.


Training and development procedure

Training is the second most steps after recruitment and selection of employee. Companies have to train them to conform for doing the job. They also train of that employee who is suitable for which department. They include certain phase for training:

a. Theoritical knownledge about polyster and layer.b. They should know the computer knownledge in that they have 2

departments one is software and another is hardware i.e. sap, ms excel, ms word, ms outlook, oracle, ms sql etc.

c. They give us project to you, on that they will test your knownledge about the company and they test creative mind, how much you think about the company to make a profit.

It is training of a Bombay dyieng and manufacturing co. ltd , it is about the division of polyster how much candiadte have a skill on which field they will think and make more creative and to make company in a profit manner. The study limit of recruitment, selection and training procedure is carried out by Bombay dyeing and manufacturing co. ltd to learn the procedure of recruitment, selection and procedure.

Objective

The project report is based on the topic of training and development at Bombay dyeing polyster co.ltd. The following of the objective of project report:

1. To find out the detailed of hrd in Bombay dyeing. Regarding the supply of human resource to company.

2. To understand the technique and method use in a recruitment, selection and training and development.

3. To understand the training and recruitment policy of the compnay.4. To know about the worker of job satisfication with the help of

questionnaries.


Selection procedure

It is very important that a candidate knows the entire selection procedure of Bombay dyeing polyster ltd. A candidate should be aware the rules and regulation of that company and should prepare well in advance. The following procedure that every company should be held:

A. Written Examination

The Written Examination will comprise of Objective Test and Descriptive Test details of which is furnished hereunder:

a) Objective Test

Objective Test consisting of Test of Reasoning, Test of English Language, Test of Quantitative Aptitude, Test of General Awareness, Test of Computer Knowledge.


Sl. No.

TestNo. Of Questions

1Test of Reasoning

20

2Test of English Language

20

3Test of Quantitative Aptitude

10

4Test of General Awareness

30

5Test of Computer Knowledge

20

Total 100

The candidates shall be required to qualify in each objective test as per the cut-off marks determined by individual banks. There will be penalty for wrong answers marked in the objective tests which will result in negative marks for every wrong answer ie, one fourth or 0.15 of the marks assigned to that question will be deducted.


b) Descriptive testit will consist of 4 questions out of which the candidates are required to attempt 3 questions only. The descriptive paper of top executive of company should be judge the candidate on their knowledge on situations, current topics, topics of common interest, national issues etc. The candidates are required to write essay type answers on these questions. The questions are basic in nature and not much preparation is required for it. To prepare for this section, candidates need to remain updated about the various current topics and try to write short notes on them along with life situations.

B. Group Discussion and/ or InterviewCandidates who clear the written test are called for group discussion and personal interview. After GD and PI, mark of all sections ie written GD, and PI added to decide the final score and shortlist the candidates.

Group Discussion demands knowledge of current affairs, cool temperament, and right attitude. So always be prepared with some current topic especially with economical/ financial topics. Reading news paper and watching news will help a lot.

Personal Interview is conducted to check the behavior, conversation skill, and knowledge about banking and financial topics. Technical questions may come from your previous job (if u you are already working), projects that you have done.


Industrial relation

In simple terms Industrial Relations deals with the worker employee relation in any industry. Government has attempted to make Industrial Relations more health the by enacting, Industrial Disputes Act 1947. It is a multidisciplinary that studies the employment relationship. It is increasingly being called employment relations because of the importance of non-industrial employment relationships. Industrial relations have its roots in the industrial revolution which created the modern employment relationship by spawning free labor markets and large-scale industrial organizations with thousands of wage workers. As per Dale Yoder Industrial Relations refers to the relationship between management and employees, or employees and their organization that arise out of employment. The essence of good industrial relation lies in the bringing up of good labour relations which gives a forum to understand each other (employer, employee) properly. A good Industrial Relations increases the morale of employers and goods them to give their maximum, each think of their mutual interest which paves way for introduction of new methods, developments and leading to adoption of modern technology. Bad Industrial Relations leads to industrial unrest industrial dispute and a downward trend to Industries workers and the nation. Of course the first hit will be on the employers, who have invested. Some of the few point are come under the industrial relation:


1. Influencing factor

Mutual Trust Respect and Integrity amongst employees. Not a single man hour lost due to industrial unrest since inception.

2. Award to the employee

An interim or a final determination of any industrial distribute or of any question relating there to by any labour (court), industrial Tribunal or national Tribunal and includes an arbitration and award.

3. Welfare facilitiies

Free transportation, Subsidised food, Scholarship to Employees children under Central &

Unit scheme, Gift on Safety Day, Award for “Additional Qualification” obtained while

in Service Benevolent Fund Scheme to all employees Picnic scheme – company sponsored transport, Dassera, Vishwakarma, Annual Ganesh yag,

Satyanarayan Pooja is organised Common Farewell Function, Articulate Retirement Plans,


4. Employee participates in management. The employee should participate in these thing.. in these three things whatever employee have a skill they will do their work on their own.

Canteen Committee Welfare Committee Safety Committee

5. Postal and telegraph Industrial establishments on the working of which the safety of the establishments, or the workmen employed there in depends.

Industries which supply power light, water to public Public conservancy or sanitation. Few others indicated in Schedules.

6. Wages All remuneration capable of being expressed in terms of money which would if the terms of employment expressed or implied, were fulfilled, be payable to a workman in respect of his employment or of work done in such employment – includes :1. Allowances2. House revert allowance3. Traveling concession4. Commission for sale or business does not include bonus, gratuity provident fund etc.


Employee relation procedure

A.Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale.

B.It is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations.

C.Information is provided to employees to promote a better understanding of management's goals and policies. Information is also provided to employees to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace.

D.Employees are advised about applicable regulations, legislation, and bargaining agreements. Employees are also advised about their grievance and appeal rights and discrimination and whistleblower protections.

E. Company provided office, time-off / General Shift reporting as and when required for union work, to members.

F. The members of committe believe in work ethics. So that for a point of a democratic approach, they put a elections once in 3 yrs. On that basis employee got the Opportunity for showing their leadership quality through others and they works with Organizational interest and they made more profit throughout the organisation.


Attendence system procedure

1. If the employee living far from the company, the company provide the transport facilities for all the trainer and employers for attend their duties in a respective shift.

2. After that the employee are assigned a shift group and they attend their duty in respective shift as per shift schedule. This shift schedule any change in shift should inform to personal department.

3. When all the employee are required their identity-cum-card for entering in a company, this card should be swipe in a main gate and all the personal information should be installed in a hrims system.

4. For the end of the shift the employee should do again for required the swipe card for out time procedure.

5. If any urgency should happen for employee to go out in a working hours employee should submit exit pass format.

6. If any non-management employees are required to stay on overtime basis they should record in OT in an authoruisation sheet and should send the form to the personal department.

7. If any employee should in any leave they should submit leave application through online.

8. If any employee had forget to bought ga card. They should take the ga form and take a signature through department head and submit to security department.

9. If any department of employee to change their shift for a certain period; the department send their intinmation of this change the format to personal department on that basis personal should be approved.

10. Bi-Metric, On-line attendance is in operation, All leave applications, recommendation, sanction administered through this system – discontinued manual leave Card / Forms,

11. Attendance system is directly linked to payroll system. Canteen deduction is being linked with this system.


Human resource planing procedure

Human resource planning involves getting the right number of qualified people into the right jobs at the right time so that an organization can meet its objectives.

It is the system of matching the supply of people with the openings the organization expects over a given time frame.

It is based on the belief that people are an organisation most important for a startegies resource.

They implemented the business plan in term of people requirement. It is also concerned with broader issue about the employment of people then tradinational model approach of manpower planing.

It process takes place within the context of labor market. In labor market they had 2 type external as well as internal labor markets.

The planning processes of organizations not only define what will be accomplished within a given timeframe, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).

In hrp they had 2 forecasting:1. Demand forecasting: it is the process of estimating the furture

number of people ruqired and competence they will need.2. Supply forecasting: it comprise the total effective effort that

can put to work as shown by the number of people and hour of work available the capacity of employee to do the work and their productivity.

It should be analysed in order to forecast furture loss and identify the reason for people leaving the organisation.


Job analysis

Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Job analysis tells the human resources personnel:

the time it takes to complete relevant tasks the tasks that are grouped together under a single job position the ways to design or structure a job for maximizing employee

performance the employee behavioral pattern associated with performance of

the job It has attempted to create a segment bsolution to fit the different

layer of its job opportunities within its environs.

Purpose

Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance apprisal and personal selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. In human resource job anlysis is often is used to gather the information for use in personal selection, training and compensation. Job analysis is to determine the physical requirements of a job to determine an individual who has suffered some diminished capacity and is capable of performing the job with, or without, some accommodation.


Procedure There are several ways to conduct a job analysis, including: interviews with fresher/ employee/candiadate and supervisors, questionnaires (structured, open-ended, or both), observation, critical incident investigations, and gathering background information such as duty statements or classification specifications. In job analyses conducted by HR professionals, it is common to use more than one of these methods.The following two procedures are doing for job analysis:

Task-oriented

Task-oriented procedures focus on the actual activities involved in performing work. This procedure takes into consideration work duties, responsibilities, and functions. They develop task statements which clearly state the tasks that are performed with great detail. After creating task statements, all the employee should performe their task in a seriously manner some of the task should be difficult, importance to do it and they should perform it, on that basis all the employee should give a rating. Based on these ratings, these entire employees should understand their job can be attained. For example, job analysis is of kotak life insurance on the manager had given task to all the employee is that u sold all the insurance to all the people in which you have a contact on that you collect information of the person who are taking insurance. Based on this task you get the rating. On these rating that employee gets promoted to next task. This will continue upto all the task should be completed and get all the rate point to the employee. If any employee got best rate means they perform good in a task, that employee should be promoted.


Worker-oriented

The procedures is aim to examine the human attributes needed to perform the job successfully. These human attributes have been commonly classified into four categories: knowledge, skills, abilities, and other characteristics (KSAO). Knowledge is the information people need in order to perform the job. Skills are the proficiencies needed to perform each task. Abilities are the attributes that are relatively stable over time. In a worker-oriented job analysis, the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. This often results in data that immediately imply the important KSAOs.

One key difference between task-oriented and worker-oriented procedures lies in the extent that task oriented procedures is directly observable. Ratings of ability statements could be more complicated to inflation by job analysis respondents because it is harder to verify that ability is there than seeing a task being done. Ability ratings may also reflect a self-rating compared to job-rating, suggesting that self-presentation will be more likely with ability statements.


Human redource development

Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs.

Process, pratice in other fieldIt is not only a field of study but also a profession. HRD are focus on HRD as a process. HRD as a process occurs within organizations:

1) Training and Development (TD), that is, the development of human expertise for the purpose of improving performance, they alone can leave an organization unable to tap into the increase in human, knowledge or talent capital.

2) Organization Development (OD) that is, empowering the organization to take advantage of its human resource capital. It can find the interst of win/win solutions that is to develop the employee and the organization in a mutually beneficial manner. It does not occur without the organization, so the practice of HRD within an organization is promoted upon the platform of the organization's mission, vision and values.


3. Other typical HRD practices include: Executive and supervisory/management development, new employee orientation, professional skills training, technical/job training, customer service training, sales and marketing training, and health and safety training.

4. HRD positions in businesses, health care, non-profit, and other field include: HRD manager, vice president of organizational effectiveness, training manager or director, management development specialist, blended learning designer, training needs analyst, chief learning officer, and individual career development advisor.


Secruity department procedure

When any raw material is about solid as well as liquid come from export side through the security officer should check everything internally manner means it should be check what unwanted material the driver had put like beer, boiler, matchstick etc. that thing should check properly.

If any employee who is illerate means who had not much education or who had poor has recruit in the company they will get the proper training under secruity department.

In training any employee should have a problem in a work they will free to ask in secruity department. On that training the employee should understand about their work and they will do in a properly manner.

When the employee is doing the work and someone had given some amount of money to him and he accept that money, on that basis another employee had saw the crime so he freely call the secruiy department. For example: if any raw material had export from another company to that company, the raw material should take out by a store kepper. When the raw material had taken out the driver had given some amount of money and store-keeper had accepted the money on that some of employee had seen the corruption they will free to call the secruity department.

If the some of the raw material had some defect, faulty before taking out in a checking manner the secruity officer take his driving license, id proff and they put in remanded. Afterwards they will call police and give to them.


Corporate and social responsibility

Corporate social responsibility (CSR, also called corporate conscience, corporate citizenship, social performance, orsustainable responsible business/ Responsible Business) is a form of corporate self-regulation integrated into a business model. CSR policy functions as a built-in, self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law, ethical standards, and international norms. The goal of CSR is to embrace responsibility for the company's actions and encourage a positive impact through its activities on the environment, consumers, employees, communities, stakeholders and all other members of the public sphere who may also be considered as stakeholders.

Community Awareness programmes are held regularly in the nearby villages, Sponsoring Education of 40 children through CASP, Environment protection, emergency handling, EHS awareness programmes for community at school, villages in nearby vicinity on regular basis. Signatory to Responsible Care Movement & Member of Mutual Aid Response Group (MARG).

Milton Friedman and others have argued that a corporation's purpose is to maximize returns to its shareholders, and that since only people can have social responsibilities, corporations are only responsible to their shareholders and not to society as a


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whole. Some people perceive CSR as in-congruent with the very nature and purpose of business, and indeed a hindrance to free trade. Those who assert that CSR is contrasting with capitalism and are in favor of the free market argue that improvements in health, longevity and/or infant mortality have been created by economic growth attributed to free enterprise. Critics of this argument perceive the free market as opposed to the well-being of society and a hindrance to human freedom. A wide variety of individuals and organizations operate in between these poles.

The rationale for CSR has been articulated in a number of ways. In essence it is about building sustainable businesses, which need healthy economies, markets and communities.

The key drivers for CSR are

Enlightened self-interest - creating a synergy of ethics, a cohesive society and a sustainable global economy where markets, labour and communities are able to function well together.

Social investment - contributing to physical infrastructure and social capital is increasingly seen as a necessary part of doing business.

Transparency and trust - business has low ratings of trust in public perception. There is increasing expectation that companies will be more open, more accountable and be prepared to report publicly on their performance in social and environmental areas.


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http://en.wikipedia.org/wiki/Economic_growth

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http://en.wikipedia.org/wiki/Capitalism

Increased public expectations of business - globally companies are expected to do more than merely provide jobs and contribute to the economy through taxes and Employment.

Corporate social responsibility (CSR) can cut across almost everything you do and everyone you deal with. You need to think about:

The suppliers you choose and the way you deal with them. For example, trading with suppliers who pollute the environment could be as irresponsible as doing so yourself. See the page in this guide on how to deal responsibly with customers and suppliers.

How you treat your employees. For the responsible business, this means doing more than simply complying with legal requirements. See the page in this guide on how to benefit from corporate social responsibility.

How your business affects your local community and whether you should be actively involved. See the page in this guide on how to work with the local community.

How what you do affects the environment and what you can do to use resources more efficiently and reduce pollution and


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waste. See the page in this guide on how to understand the environmental impact of your business.

This doesn't mean that you can't run a profitable business. In fact, CSR can help you improve your business performance. By looking ahead, you're ready to cope with new laws and restrictions.




HEALTHY, WELFARE AND SAFETY FACILITIES DEPARTMENT PROCEDURE

Health and safety should be there in every department because without safety the company make losses means in between the work the fire had catch up and we did not have fire extinguisher, the raw material should be destroyed.

If we going to work in a plant we should wear hamlet because in a plant we had lot of noise of machinery on that we lost our memory, the brainhamriage. If work in a machinery we should be in a properly safety manner because on that we had cut legs, hands and person will die also so we should do the work in a proper or safety manner.

In between the work the fire had take place the employee should break the glass of alram, the alaram will be risen on that the entire employee should ran away because the fire will harm to you also. If the entire employee had came down. The fireman will do the work as far as possible.

In between the work if someone had got a hurt we should provide a first aid to all of us.

In between the work some employee is feeling not well or got more hurt that employee should take a leave and the


company provides the doctor for a check-up treatment to that employee who is sick, who had got hurt. For a treatment Payment Company will provide.

Health and safety policies and programmes are concerned with protecting employees – and other people affected by what the company produces and does – against the hazards arising from their employment or their links with the company.

Safety programmes deal with the prevention of accidents and with minimizing the resulting loss and damage to persons and property. They relate more to systems of work than the working nvironment, but both health and safety programmes are concerned with protection against hazards, and their aims and methods are clearly inter-linked.

It is estimated by the Health and Safety Executive (HSE) that in the UK about 500 people are killed at work every year and several hundred thousand more are injured or suffer ill-health. It is also estimated that, apart from the pain and misery caused to those directly or indirectly concerned, the total cost to British employers of workrelated injury and illness exceeds £4 billion a year. The achievement of a healthy and safe place of work and the elimination to the maximum extent possible of hazards to health and safety are the responsibility of everyone employed in an organization, as well as those working there under contract.


The achievement of the highest standards of health and safety in the workplace is important because the elimination, or at least minimization, of health and safety hazards and risks is the moral as well as the legal responsibility of employers – this is the over-riding reason. Close and continuous attention to health and safety is important because ill-health and injuries inflicted by the system of work or working conditions cause suffering and loss to individuals and their dependants. In addition, accidents and absences through ill-health or injuries result in losses and damage for the organization.

They are required to demostrate the top managementis concerned about the protection of organisation employee from hazard at work and to indicate how this protection will be provided.

The policy statement should consist of three parts: ● The general policy statement;

● The description of the organization for health and safety;

● details of arrangements for implementing the policy.

They provide free transportation facilities to the employee, They also give free cateen facilities to a subisdised food, They also give a scholarship to a employee children under a central unit scheme, While in service if any employee had a addinational qualification the company should give an award, If the employee wants more money more than salary


the company should provide a benevolent fund scheme in this the company give a fund to that employee who want money in a urgent manner, For a picnic company sponsorsed a transport facilities to the employee, Company also organised Dassera , Vishwakarma, Annual Ganesh yag, Satyanarayan Pooja, If the employee had retired company arrange the farewell function, They also give a articulate retirement plan who had retired from a company.

Welfare facilities cover such areas as toilets, washing, somewhere clean to eat and drink during breaks and changing facilities. The extent of the facilities you need to have in place will depend somewhat on the number of people you employee and the work they will be undertaking but as a guide you will need to provide:

Enough toilets and washbasins for those expected to use them – including disabled toilets.

Where possible, separate male and female facilities. Clean, well-lit and ventilated facilities. Supply of hot and cold running water. Supply of toilet paper, soap and means for drying hands –

eg paper towels. An area for eating and drinking with a way of getting a hot

drink e.g. kettle or vending machine. A way of heating food eg microwave if hot food can not be

purchased near by. Supply of clean drinking water either taps or bottled.


Changing facilities if the work involves wearing specialist clothing.

Rest facilities for pregnant and nursing mothers.

Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry.

You must consider whether suitable facilities are available to staff working off-site or on temporary sites. If not, temporary arrangements must be provided. Some workers may need to be provided with portable facilities for hand washing. If the work activity requires employees to change into specialist clothing, you must provide changing rooms and facilities for secure storage of personal belongings. You may need to consider separate storage for clean and dirty clothing, or the provision of laundry facilities. There should be a suitable seating area for use during breaks. This must be clean and provided with washing facilities nearby and a means of heating water for hot drinks.

Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above


the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.

Literature review


Human resource management

“There are great differences in development between countries which seem to have

roughly equal resources, so it is necessary to enquire into the difference in human

behaviours.”

Human resource management is the management of employee’s skill,

knowledge abilities, talent, aptitude, creativity, ability etc. different

terms are used for denoting Human Resource Management. They are

labour management, labour administration, labour management

relationship, employee –employer relationship, industrial relationship,

human capital management, human assent management etc. Though

these terms can be used differently widely, the basic nature of distinction

lies in the scope or coverage and evolutionary stage. In simple since,

human resource management means employing people, developing their

resources, utilizing, maintaining and compensating their services in tune

with the job and organizational requirements.

“Personal management is a major component of a broader managerial

function and has root and branches extending throughout and beyond

each organisation.”

Personal management is that part of management concerned with people

at work and with their relationship within an organisation. Its aim is to

bring together and develop into a effective organisation the men and


women who make up an enterprise and having regards for the well being

of the individual and of working groups, to enable them to make their

best contribution to its success.

Feature

1. HRM as a process

HRM is a process of four functions:

a. Acquisation of human resource :These functions include HRP, Recruitment, Selection, Placement and induction of staff.

b. Development of human resource These functions include training and development, the knownledge, skill, attitude and social behavior of the staff are developed.

c. Motivation of human resource These functions include givindg the recognition and reward to the staff.

2. Continous process


HRM is not one-time process. It is continous process. It has continous change and adjust according to change in environment, change in expectation of staff etc.

3. Focus objective

It is given a lot of importance to achievement of objective. The following main objective hrm has to achieve are:-a. Individual objective of the staff.b. Group or departmental objective.c. Organisational objective.

4. Universal application It has universal application. That is it can be used for business as well as for other organisation.

5. Developes team spirit HRM tries to develop the team spirit of the full organisation. Team spirit helps the staff to work together for achieveing the objective of organisation.

Importance

1: Attract highly qualified and competent people


2: Ensure that’s the selected candidate stays longer with the company.

3: Make sue that there is match between cost and benefit.

4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and

supervision. Further in more, when recruitment fails to meet

organizational needs for talent, a typically response is to raise entry level

pay scales . This can distort traditional wages and salary relationship in

organization, resulting in unavoidable consequences. Thus the

effectiveness of the recruitment process can play a major role in

determining the resources that must be expended on other HR activates

and their ultimate success.

Social Significances :

Maintaining a balance between the job

available and the jobseekers, according to the qualification and

needs.

Professional significant:


Maintaining the dignity of the employee as

a ‘human being’. Providing maximum opportunities for personal

development.

Significance for individual Enterprise :

Creating right attitude

among the employees through the effective employees. Fulfilling

their own social and other psychological needs of recognition,

love, affection, belongingness.

Function

1. Administartion

Strategic planing, organisational evaluation policy reccomendation supervision of department staff etc.

2. Recruitment and selection

Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to


perform the function of selecting the right man at right job and at the right time.

3. Training and development

Update and upgrade the existing knowledge and skills of the staff

to help improve performance at their present positions and the

higher positions in the same function

Expose the team member to modern techniques and systems

Develop the staff with high potential to take on greater

responsibilities

Achieve desired attitudinal changes.

4. Health and safety

Employee assistance, workers compensation claims, drug testing, safety compliance and trainings.


5. Performance appraisal

Employee files, payroll records, safety records and other administrative files.

6. Promotion and transfer

If the employee doing their work very hard and think about the organisation profit. If some employee had some problem they will share to another person and thinking about only work... Only work. That candiadate/ employee shoould promoted or transfer from one department to another department.

7. Employee communication and employee relation

Communication is so imporatnt for day to day life. If we donot

communicate how the other should understand... What is the problem of

that employee? When possible, face to face communication tends to be

the most effective because we receive an immediate reaction, are able to

clarify any confusion and people tend to listen more closely. Enrollment

in benefits, employee discounts for recreational spots, claim problems.

Educational assistance, employee service award.

8. Trade union


An organization whose membership consists of workers and union leaders, united to protect and promote their common interests. A trade union is an organization of employees formed on a continuous basis for the purpose of securing diverse range of benefits. It is a continuous association of wage earners for the purpose of maintaining and improving the conditions of their working lives.

9. Job rotation

Job rotation is a developmental technique that has developmental widely used but suprising receive little attention in human resource studies. It enables the training of worker to back-up for other worker so those managers have more flexible of work force and ready supply of trained worker.

10. compensation

Salary and benefit surveys, job descriptions.

11. salary

Salary/wage plans, employee benefits.

12. Probation


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The period of probation of all permanent employees is six months for

Grades VP to VII and for Senior Assistants, Junior Assistants and

Departmental Assistants at the factories. For Management Trainees, the

probatiobn will be 13 months and Senior Technical Trainees 18 months

(training period).

Human resource development

Training and Development –it includes technical, soft skills and

process related to training

Process and policies –it contains all the rule and regulations that

need to be followed by the employees.

Appraisal - it is in the formal feedback to the employees about

their performance and the conduct of work.

Induction-involves the information to the new employees about

the company, job, departments etc.


Roles and responsibilities-that every individual employee needs to

fulfil

Employee separation-includes resignation and dismissal.

Joining formalities- take place when a new employee joins the

company.

Employee verification-take place at the time of joining of the new

employee.

Surveys

Project trainees

Organisation effetciveness


Organizational effectiveness means to study the organizational structure in order to understand the basic working. It helps in evaluating and analyzing the performance of the organization. There are various components of organizational effectiveness they are:

1. Managerial Policies and Practices2. Environmental Characteristics3. Employee Characteristics4. Organizational Characteristics

1. Managerial Policies and Practices:

It helps to combine the organization as a whole in order to maintain a balance between the various interest groups in an organization and to accommodate them according to the environment of the organization. There are various policies and procedures which need to be formulated and implemented at various occasions of the organization they are:

a) Strategy:

It refers to the plan in order to interact between the competitive companies to achieve the goals effectively. These strategies are selected on the basis of environmental needs, and then are redesigned by the top management to achieve the desired results.

b) Leadership:

It enables to influence the employees towards the effective goal achievements. Leaders enable to identify the organizational goals and also try to initiate the steps towards them.

c) Decision Making:


Managerial decisions play a very important role in the success of an organization which is taken out of the various alternatives available at a given point of time.

d) Rewards:

Rewards are given to the employees to recognize their efforts towards effective achievement of the organizational goals. It is done to encourage the employees and boost their morale which enables them to improve the quality and quantity of work.

e) Communication:

It contributes a lot in the event of organizational change as it helps in the proper communication and linkage between the members of the organization.

2. Environmental characteristics:

The external environment plays a very important role in achieving organizational effectiveness. It has various characteristics of environment which helps in understanding the status of the organization they are:

a) Predictability:

It refers to the state of certainty or uncertainty in an organization towards supply of human resources, human, raw material etc. Predictability is an element of external environment.

b) Complexity:


It refers to the heterogeneity and the range of activities that proves relevant to the operations in the organizations. c) Hostility: It is an environment in which the foundation of the organization is threatened. It refers to the view by which people view the organization.

3. Employee Characteristics:

It is an important characteristic as the source of human resources can make or break an organization. Employee Characteristics reflects the success and failure of the organization and its major characteristics are goals, skills, motives, attitudes and values.

a) Goals:

It refers to the direction in which an organization is inclined to go. They can be termed to as intentions that an individual of an organization would like to accomplish during his course of working. It provides directional nature to behaviour of the people and guides their thoughts and actions.

b) Skills:

It refers to ability to engage in a set of behaviour that is related to one another. It is the ability that leads to a desired performance in a specified are and it can be technical, administrative, managerial, behavioral etc.

c) Motives:


It is an inner state of mind that helps a person to be energized, motivated and directed towards the accomplishment of a pre-defined goal. It is observed that motivated employees have high zeal and enthusiasm to perform better to achieve their respective organizational goals.

d) Attitudes:

They are evaluative statements (favorable or unfavorable) concerning objects, events or people and influences job behaviour as well effectiveness of the organization.

e) Values:

It refers to as specific code of conduct or basic sincerity possessed by an individual in the organization. It is highly influential in individual attitude and behaviour. It influences the motivation of an individual as well as his behaviour in the organization.

4. Organizational Characteristics:

It refers to the general conditions that exist within an organization. The various characteristics that influence the effectiveness of organizations are structure, technology and size.

a) Structure:


It defines the formal division, grouping and coordination of the job tasks within the organization. There are six important elements in an organizational structure that are needed for organizational effectiveness. These six elements are work specialization, departmentation, chain of command, span of control, centralization and decentralization, and formalization.

b) Technology:

It refers to the ways and means by which an organization transfers its inputs into outputs. The organizational efficiency is largely dependent on the choice of technology and its use.

c) Size:

It refers to the number of people in an organization. In broader sense, it can also be referred to as the physical capacity of the organization, the personnel available to the organization, the organizational inputs or outputs and the optional resources available to an organization. The effectiveness and efficiency of an organization is dependent on the size of the organization.

Industrial relation


Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.” On that they have relationship between employees and management which stem directly or indirectly from union-employer relationship. Industrial relations are the relationships between employees and employers within the organizational settings. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. The term industrial relations have a broad as well as a narrow outlook. Originally, industrial relations were broadly defined to include the relationships and interactions between employers and employees. From this perspective, industrial relations cover all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations. Now its meaning has become more specific and restricted. Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers. The relationships which arise at and out of the workplace generally include the relationships


between individual workers, the relationships between workers and their employer, the relationships between employers, the relationships employers and workers have with the organizations formed to promote their respective interests, and the relations between those organizations, at all levels. Industrial relations also includes the processes through which these relationships are expressed (such as, collective bargaining, workers’ participation in decision-making, and grievance and dispute settlement), and the management of conflict between employers, workers and trade unions, when it arises.


http://industrialrelations.naukrihub.com/

Employee relation

An organization can’t perform only with the help of chairs, tables, fans or other non living entities. It needs human beings who work together and perform to achieve the goals and objectives of the organization. The human beings working together towards a common goal at a common place (organization) are called employees. Infact the employees are the major assets of an organization.

The success and failure of any organization is directly proportional to the labour put by each and every employee. The employees must share a good rapport with each other and strive hard to realize the goal of the organization. They should complement each other and work together as a single unit. For the employees, the organization must come first and all their personal interests should take a after, employee should not compare the perosnal and professional life in a work. If something happen they solve first then they do the work. Employee said that the work is a workship and we should do the work in a seriously manner, on that we got the salary and compensation. Any problem should happen to the employee then another employee shoul help each other. In an organisation employee should work, communicate, stay together, they did not tell lie to any one, sharing each problem etc.

Every individual shares a certain relationship with his colleagues at the workplace. The relationship is warm, so-so or bad. The relationship can be between any one in the organization - between co workers, between an employee and his superior, between two members in the management and so on. It is important that the employees share a healthy relationship with each other to deliver their best performances.

An individual spends his maximum time at the workplace and his fellow workers are the ones with whom he spends the maximum hours in a day. No way can he afford to fight with his colleagues. Conflicts and misunderstandings only add to tensions and in turn decrease the


productivity of the individual. One needs to discuss so many things at work and needs the advice and suggestions of all to reach to a solution which would benefit the individual as well as the organization.

No individual can work alone. He needs the support and guidance of his fellow workers to come out with a brilliant idea and deliver his level best. If any employee got retired all the employee give a farewell to them, if employee should got a promotion and transfer to one organisation to another then employee give a party to them.

Employee relations refer to the relationship shared among the employees in an organization. The employees must be comfortable with each other for a healthy environment at work. It is the prime duty of the superiors and team leaders to discourage conflicts in the team and encourage a healthy relationship among employees. For each employee the company provides the general shift, second shift and night shift.

Life is really short and it is important that one enjoys each and every moment of it.Remember in an organization you are paid for your hard work and not for cribbing or fighting with each other. Don’t assume that the person sitting next to you is your enemy or will do any harm to you. Who says you can’t make friends at work, infact one can make the best of friends in the office. There is so much more to life than fighting with each other. Observation says that a healthy relation among the employees goes a long way in motivating the employees and increasing their confidence and morale. One starts enjoying his office and does not take his work as a burden. He feels charged and fresh the whole day and takes each day at work as a new challenge. If you have a good relation with your team members you feel going to office daily. Go out with your team members for a get together once in a while or have your lunch together. These activities help in strengthening the bond among the employees and improve the relations among them. In an organisation all employee of non-management department from the union member on that they elect the leader, on that basis if any problem is there they will tell to uninon leader and the union leader tell to the manager of any


department. If there is a lot of a problem in a activity which they are doing, they will put a union meeting on that all manager of different department will solve the problem, they will listen all the point of the union worker and take the decision what ids the main problem and try to solve it , if the problem are geniue the manager will solve, if the problem is not geniune the manager will not solve this and this problem have not any geniune point.

An employee must try his level best to adjust with each other and compromise to his best extent possible. If you do not agree to any of your fellow worker’s ideas, there are several other ways to convince him. Sit with him and probably discuss with him where he is going wrong and needs a correction. This way he would definitely look up to you for your advice and guidance in future. He would trust you and would definitely come to your help whenever you need him. One should never spoil his relations with his colleagues because you never know when you need the other person. Avoid using foul words or derogatory sentences against anyone. Don’t depend on lose talk in office as it spoils the ambience of the place and also the relation among the employees. Blame games are a strict no in office.

One needs to enter his office with a positive frame of mind and should not unnecessarily make issues out of small things. It is natural that every human being can not think the way you think, or behave the way you behave. If you also behave in the similar way the other person is behaving, there is hardly any difference between you and him. Counsel the other person and correct him wherever he is wrong.

It is of atmost importance that employees behave with each other in a cultured way, respect each other and learn to trust each other. An individual however hardworking he is, cannot do wonders alone. It is essential that all the employees share a cordial relation with each other, understand each other’s needs and expectations and work together to accomplish the goals and targets of the organization.


My job at Bombay dyieng and manufacturing company ltd.

I started my job as HR Trainee. My job profile was a data entry means is to correct the data form previous to current data to each employee for example: if suppose the employee had worked from jan to march on that how much he work at overtime, how much he take the leave, how much he had done the night shift that data I want to check and put in reorder manner. The senior Hr manager narrated me the whole procedure. My job profile was to generate their work through the files and computer, according to the requirements of the company. After generating the work the manager said to check the data in twice a manner and put in orderly manner, if you did not understand said to me I will definitely help you in your work. Manager said that main job should be helpful in their future on that the Hr pratice should be used and very successful.


LEARNING AT BOMBAY DYEINFG

1) TEAM WORK:

The ability to work in group for achieving common set of goals by

sharing the resources available and supporting the fellow members.

Cooperates in sharing required information freely & openly with team

members and works collaboratively with most groups including

direct reports, peers and higher management

Works to support success of team even at expense of personal

preferences.

Provides constructive feedback on a timely basis to motivate high

performance and address performance issues. ( applicable to an

employee having team reporting to him)

Inspires group effort, encourages participative decision-making

and motivates the team members for superior performance.

(Applicable to an employee having team reporting to him)


2) TIME MANAGEMENT:

To establish a systematic course of action for self or others to

ensure accomplishment of a specific objective. Sets priorities,

goals, and timetables to achieve maximum productivity.

Analyses own time use, identifies common “time stealers”

and act to reduce these

Sets priorities with an appropriate sense of what is most

important and plans with an appropriate and realistic sense

of the time demand involved.

Develops or uses systems to organize and keep track of

information (e.g., "to- do" lists, appointment calendars,

follow-up file systems).

3) MOTIVATION AND INSPIRATION:

The ability & skill at enhancing others’ commitment to their work

and helping them perform their best.

Identifies and promptly tackles morale problems


Expresses pride in the group and encourages people to feel good about

their accomplishments

Encourages people to deliver their best.

Supports and Inspires team members to have optimum utilization of

all the resources & talents.

4) INTER PERSONAL RELATIONSHIP:

The ability to notice, interpret, and anticipate others’ concerns &

feelings. Relates well and can manage relationships with people of

all levels and builds appropriate rapport with internal as well as

external customers

Makes effort to build a good rapport with all internal & external

customers and subordinates

Demonstrates ability to proactively build & maintain good

relationships with people - inside as well as outside the organization Is

approachable & maintains a good environment even in high pressure

situations


a project report on hr pratice

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