a project report on hr

7/30/2019 A Project Report on Hr

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Page 1DR. G.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT

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

Declaration


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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


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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.


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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 toappreciate 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,


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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 organisations strategy to

encourage team responsibilities, enhance organisation culture as bulid up customer

relationship through participatant and empowerment. For insatnce, performanceapprisal 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


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1. INTRODUCTION 8-92.

OBJECTIVE10

3. SCOPE 114.

RESEARCH METHODOLOGY12

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 faclitiesdepartment procedure

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7.LITERATURE SURVEY

8.

MY JOB AT BOMBAY DYEING

9. DATA ANALYSIS10.

FINDING


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Introduction

11.CONCLUSION

12.BIBLOGRAPHY

13. ANNEXURES


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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'seffectiveness 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 ofgrants and other types of funds are interested in

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
http://en.wikipedia.org/wiki/Effectivenesshttp://en.wikipedia.org/wiki/Non-profit_organizationhttp://en.wikipedia.org/wiki/Foundation_(charity)http://en.wikipedia.org/wiki/Grant_(money)http://en.wikipedia.org/wiki/Proposal_(business)http://en.wikipedia.org/wiki/Investmenthttp://en.wikipedia.org/wiki/Venture_capitalhttp://en.wikipedia.org/wiki/Venture_capitalhttp://en.wikipedia.org/wiki/Investmenthttp://en.wikipedia.org/wiki/Proposal_(business)http://en.wikipedia.org/wiki/Grant_(money)http://en.wikipedia.org/wiki/Foundation_(charity)http://en.wikipedia.org/wiki/Non-profit_organizationhttp://en.wikipedia.org/wiki/Effectiveness


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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 organisations strategy to

encourage team responsibilities, enhance organisation culture as bulid up customer

relationship through participatant and empowerment. For insatnce, performanceapprisal 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

syatem provides financila award, promotion and other recognisation in order tomotivate 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


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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 righttime 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,


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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:


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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.


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POLYESTER DIVISION.

HISTORY OF WADIAS GROUP OF INDUSTRIES

WADIA GROUP

The Group Genesis


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The Wadias first venture, over 250 years ago, was in the area of ship building;

more than 355 ships were designed and built by the Wadias, 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 1903Emerging 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


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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 todays 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


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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


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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 Dyeings branded home textiles and

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

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 DYEINGPOLYESTER DIVISION


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1. Polyester Plant is situated at Patalganga, 70 Km. away from Mumbai & 35Km. from JNPT, Maharashtra.

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


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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


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THE BOMBAY DYEING

& MFG. CO. LTD.

POLYESTER DIVISION

DOCUMENT NO.PAP012

REV.NO: R6 DATE: 10/08/2008

COPY

PAGE 1 OF 1

MANUAL TITLE

PROCEDURES

PERSONNEL & ADMINISTRATION

DOCUMENT TITLE

ORGANIGRAM

Edition :

Note :

( * ) Covered in Apex Manual.

General Manager

( * )

Manager

Personnel & Administration

Manager - Security &

Administration

Inspector - Security

Personnel

Assistant

Steno Cum

Personnel Assistant Security Guard

Yardman

Asst. Executive P&A

Head

Security Guard

Manager HR


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Our Principles are: -

To create a distinct culture of openness, trust, fair play and transparencyacross the company

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


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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 procedure

j) 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 hrdepartment through designated form.

2. They identify source of recruitment on that basis how many vacancy arethere 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.


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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 bychairman/jmd.

b. For non-management department the interviewer should take theinterview 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/jmd

9. 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 appraisalform 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 giveappropriate rating promotion to the higher grade are reccommended based


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on consistent outstanding performance length service as well as availablity

of vaccancies.

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

4. Dy manager do the compliation of the entire employee appraisal departmentgradewise 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 inrespective 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 inrespect of all management category of employee in these grade.

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

3. Performance is rated by the department manger on the basis of performanceof 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.


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5. They assed the performance appraisals are returned to business headby 31stmay 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 inmangerial appriasal form.

2. After scruitsing same by general manager p.a. form are sent toi respectivedivisional 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 andachived 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 thereccommended are sending to md for this approval.

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

Note: in both management and non-management performance appraisal form

are its belong to government rule in that factories act should be used.


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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 thatemployee 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 thecompany 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 ofhuman resource to company.

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


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regulation of that company and should prepare well in advance. The followingprocedure 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 ComputerKnowledge.

Sl.

No.Test

No. Of

Questions

1 Test of 20


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Reasoning

2Test of English

Language20

3

Test of

Quantitative

Aptitude

10

4Test of General

Awareness30

5

Test of

ComputerKnowledge 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 thatquestion will be deducted.

b) Descriptive test

it 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 onthem along with life situations.

B. Group Discussion and/ or InterviewCandidates who clear the written test are called for group discussion and


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personal interview. After GD and PI, mark of all sections ie written GD, and PIadded 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 havedone.

Industrial relation

In simple terms Industrial Relations deals with the worker employee relation in anyindustry. 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
http://en.wikipedia.org/wiki/Industrial_revolutionhttp://en.wikipedia.org/wiki/Industrial_revolution


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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 factorMutual Trust Respect and Integrity amongst employees. Not a single man

hour lost due to industrial unrest since inception.

2. Award to the employeeAn 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 schemecompany 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


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Safety Committee5. 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. WagesAll 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

employmentincludes :

1. Allowances2. House revert allowance

3. Traveling concession

4. 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 maintainingemployer-employee relationships that contribute to satisfactory productivity,

motivation, and morale.

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

C.Information is provided to employees to promote a better understanding ofmanagement's goals and policies. Information is also provided to employeesto 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, andbargaining agreements. Employees are also advised about their grievance

and appeal rights and discrimination and whistleblower protections.


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

F. The members of committe believe in work ethics. So that for a point of ademocratic 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 thetransport 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 acompany, 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 swipecard for out time procedure.

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

6. If any non-management employees are required to stay on overtime basisthey 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 applicationthrough online.

8. If any employee had forget to bought ga card. They should take the ga formand 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; thedepartment 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,


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

Human resource planing procedure

Human resource planning involves getting the right number of qualified peopleinto 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 theorganization expects over a given time frame.

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

They implemented the business plan in term of people requirement. It is alsoconcerned 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 marketthey 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 towork 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


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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


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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 fourcategories: 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 abilitystatements 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.


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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 beneficialmanner. 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.


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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 exportside 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.


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If any employee who is illerate means who had not much education or whohad 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 toask in secruity department. On that training the employee should understandabout their work and they will do in a properly manner.

When the employee is doing the work and someone had given some amountof 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 achecking 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 ofcorporate 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,
http://en.wikipedia.org/wiki/Corporatehttp://en.wikipedia.org/wiki/Self-policinghttp://en.wikipedia.org/wiki/Self-policinghttp://en.wikipedia.org/wiki/Business_modelhttp://en.wikipedia.org/wiki/Norm_(sociology)http://en.wikipedia.org/wiki/Stakeholder_(corporate)http://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Stakeholder_(corporate)http://en.wikipedia.org/wiki/Norm_(sociology)http://en.wikipedia.org/wiki/Business_modelhttp://en.wikipedia.org/wiki/Self-policinghttp://en.wikipedia.org/wiki/Self-policinghttp://en.wikipedia.org/wiki/Corporate


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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 socialresponsibilities, corporations are only responsible to their shareholders and not to

society as a 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 societyand a sustainable global economy where markets, labour and communities

are able to function well together.

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

Transparency and trust - business has low ratings of trust in publicperception. 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.

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

Corporate social responsibility (CSR) can cut across almost everything you do andeveryone you deal with. You need to think about:
http://en.wikipedia.org/wiki/Milton_Friedmanhttp://en.wikipedia.org/wiki/Capitalismhttp://en.wikipedia.org/wiki/Free_markethttp://en.wikipedia.org/wiki/Free_markethttp://en.wikipedia.org/wiki/Longevityhttp://en.wikipedia.org/wiki/Infant_mortalityhttp://en.wikipedia.org/wiki/Economic_growthhttp://en.wikipedia.org/wiki/Free_enterprisehttp://en.wikipedia.org/wiki/Free_enterprisehttp://en.wikipedia.org/wiki/Economic_growthhttp://en.wikipedia.org/wiki/Infant_mortalityhttp://en.wikipedia.org/wiki/Longevityhttp://en.wikipedia.org/wiki/Free_markethttp://en.wikipedia.org/wiki/Free_markethttp://en.wikipedia.org/wiki/Capitalismhttp://en.wikipedia.org/wiki/Milton_Friedman


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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 withcustomers and suppliers.

How you treat your employees. For the responsible business, this means doingmore than simply complying with legal requirements. See the page in this guideon how tobenefit from corporate social responsibility.

How your business affects your local community and whether you should beactively involved. See the page in this guide on how towork with the localcommunity.

How what you do affects the environment and what you can do to useresources more efficiently and reduce pollution and waste. See the page in this

guide on how tounderstand 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 copewith new laws and restrictions.
http://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408600&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408600&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408600&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCES


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HEALTHY, WELFARE AND SAFETY FACILITIES DEPARTMENT

PROCEDURE

Health and safety should be there in every department because withoutsafety 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 wehad 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 theglass 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 aidto all of us.


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In between the work some employee is feeling not well or got more hurt thatemployee 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 protectingemployeesand other people affected by what the company produces anddoesagainst the hazards arising from their employment or their links with

the company.

Safety programmes deal with the prevention of accidents and withminimizing 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 UKabout 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 theworkplace 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 andcontinuous 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, accidentsand absences through ill-health or injuries result in losses and damage for

the organization.

They are required to demostrate the top managementis concerned about theprotection of organisation employee from hazard at work and to indicate

how this protection will be provided.


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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 givefree 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 organisedDassera , 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 toeat 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 themincludingdisabled 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 handseg 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 nearby.

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.


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Organizations provide welfare facilities to their employees to keep theirmotivation 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 anorganization 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 workingoff-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 intospecialist 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 ofemployees and is provided over and above the wages. Welfare helps inkeeping 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.


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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 employees 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, employeeemployer 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,


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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 processHRM 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 resourceThese functions include training and development, the knownledge,

skill, attitude and social behavior of the staff are developed.

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


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2. Continous processHRM 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 objectiveIt 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 applicationIt has universal application. That is it can be used for business as well as for

other organisation.

5.Developes team spiritHRM 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 thats the selected candidate stays longer with the company.


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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


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1.AdministartionStrategic planing, organisational evaluation policy reccomendation

supervision of department staff etc.

2.Recruitment and selectionRecruitment 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 identifyingthe 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 helpimprove 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.


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4.Health and safetyEmployee assistance, workers compensation claims, drug testing, safety

compliance and trainings.

5. Performance appraisalEmployee files, payroll records, safety records and other administrative

files.

6. Promotion and transferIf 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 relationCommunication 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 wereceive 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.


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8. Trade unionAn organization whose membership consists ofworkers 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 rotationJob 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.compensationSalary and benefit surveys, job descriptions.

11.salarySalary/wage plans, employee benefits.

12.Probation
http://www.businessdictionary.com/definition/organization.htmlhttp://www.businessdictionary.com/definition/membership.htmlhttp://www.businessdictionary.com/definition/worker.htmlhttp://www.businessdictionary.com/definition/leader.htmlhttp://www.businessdictionary.com/definition/promote.htmlhttp://www.businessdictionary.com/definition/common.htmlhttp://www.businessdictionary.com/definition/interest.htmlhttp://www.businessdictionary.com/definition/interest.htmlhttp://www.businessdictionary.com/definition/common.htmlhttp://www.businessdictionary.com/definition/promote.htmlhttp://www.businessdictionary.com/definition/leader.htmlhttp://www.businessdictionary.com/definition/worker.htmlhttp://www.businessdictionary.com/definition/membership.htmlhttp://www.businessdictionary.com/definition/organization.html


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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 Developmentit includes technical, soft skills and processrelated to training

Process and policiesit contains all the rule and regulations that need to befollowed by the employees.

Appraisal - it is in the formal feedback to the employees about theirperformance and the conduct of work.

Induction-involves the information to the new employees about thecompany, 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.


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Employee verification-take place at the time of joining of the newemployee.

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 Practices

2. Environmental Characteristics

3. Employee Characteristics4. Organizational Characteristics

1. Managerial Policies and Practices:


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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:


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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 theoperations 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.


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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:


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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


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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. Industrialrelations are the relationship

a project report on hr

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