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A PROJECT REPORT
ON
COMPARATIVE STUDY OF HR POLICY OF
DIFFERENT COMPANIES
Submitted in partial fulfillment for
MASTER OF BUSINESSADMINISTRATION
Program me of
ASIAN BUSINESSSCHOOL
NOIDA
BATCH 2010-2012
Submitted by: Submitted to:
Vivek Singh Mrs.Preeti.c.sharma
Lohit Aswal HR De
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ACKNOWLEDGEMENT
We would like to express my gratitude to all those who gave me the possibility to
complete this project. I express my thanks to respected Dr. Latika Sahni,Dean
Asian Business School (ABS) Noida, for extending her support. My deepest
thanks to my teacherPreeti C. Sharma maam for guiding and correcting various
documents of mine with attention and care. She has taken pain to go through the
project and make necessary correction as and when needed. My deep sense of
gratitude to Mr. Amit Gupta and Ms. Kiran Singh for their support and
guidance. Thanks and appreciation to the helpful people at Topcon Sokkia Ind.
Pvt. Ltd. and HCL Technologies for their support. I would also thank my
Institution and my faculty members without whom this project would have been a
distant reality. I also extend my heartfelt thanks to my family, friends and well
wishers.
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Executive Summary
In this project the researcher has made an effort to find out the HR policies of twodifferent companies TOPCON SOKKIA and HCL ECHNOLOGIES. The
questionnaire method was used in order to get the desired results. The researcher
visited these companies for understanding the working environment and their HR
policies.
The report also presents a comparative study of HR policies of the companies, how
they implemented their policies, and a study of the respective companies. It
contains an interpretation of the research and the findings of the survey.
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ContentsIntroduction and Overview .................................................................................... 6
Rationale............................................................................................................. 6
Objective(s) ........................................................................................................ 6
Scope of the study ............................................................................................... 7
Benefits of the study ........................................................................................... 7
Limitations of the study ...................................................................................... 8
Research and Methodology .................................................................................... 9
Research Design ................................................................................................. 9
Different type of Research designs ..................................................................... 9
Exploratory research .................................................................................. 9
Descriptive research .................................................................................. 9
Data Collection methods ....................................................................................10
3) SAMPLE DESIGN ......................................................................................11
Types of Sample design ..................................................................................11
LITERATURE REVIEW .....................................................................................13
Company 1: TOCON SOKKIA .........................................................................13
About the company: ........................................................................................13
Company Profile .................................................................................................13
Company 2: HCL TECHNOLOGIES ................................................................18
About the company: ........................................................................................18
Company Profile .................................................................................................18
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Summary of the articles ........................................................................................20
Article 1: ............................................................................................................20
Article2 ..............................................................................................................20
HR-policies ...........................................................................................................21
Findings and recommendations .............................................................................22
Data Analysis.....................................................................................................22
INTERPRETATION .........................................................................................27
FINDINGS ........................................................................................................29
Recommendations..............................................................................................30
BIBLOGRAPHY ..................................................................................................31
ANNEXURE ........................................................................................................32
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Introduction and Overview
Rationale
y As a potential employee it will help in understanding the ambit of HR and
how does these policies affect one. As a potential HR graduate it will help
in formulating the right HR policies and differentiating the popular ones
from the practical ones.
Objective(s)
1)Primary Objective
y To understand the HR policies of the companies
2)Secondary Objectives
y To know how the HR department recruits new employees and selects them.
y To understand the parties involved in designing specific policies.
y To understand the bases of policy formulation.
y To know on what basis employees get promotion.
y To know what HR department does for the employees to keep them
motivated and effective.
y To understand the purview of the HR department in an organization.
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Scope of the study
y This study can help the readers in understanding the functioning of the
companies in question like one can know from this work that how these
companies recruit, train or appraise their existing or potential employees as
applicable.
Benefits of the study
y Got the opportunity to understand the HR policies of a company and how
they are formulated.
y Got the opportunity to interact with experienced people
y It was also an industrial experience.
y Come to know how to conduct a survey and come to different kind of
methods.
y Come to know how to approach corporate and its formality.
y Come to know the practical of the theories what we have learned in theclassroom.
y Come to know the working environment of the companies.
y Come to know the value of time.
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Limitations of the study
y The survey is based on only one method which is questionnaire.
y The researcher could not get enough time to interact with the HR
representatives as they were usually busy.
y The researcher come to know only about the HR department so the study
is limited to it and miss the opportunity to understand how HR department
coordinates with other departments.
y The questionnaire has a limited scope as the number of questions couldnt
be too many.
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Research and Methodology
Research Design
A research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure. (CR Kothari, 2009)
Different type of Research designs
Exploratory research
Exploratory research is the type of research in which the research is
conducted for the problem that has not been clearly defined. This type of
study is conducted for formulating a problem for more precise investigation.
As the hypotheses are not clearly defined, this method is applicable.
Descriptiveresearch
Descriptive research includes surveys and fact finding enquiries of different
kinds. The major purpose of descriptive research is description of the state of
affairs as it exists at present. The main characteristic of this method is that
the researcher has no control over the variables; he can only report what has
happened or what is happening (C R Kothari, 2009). This method is not
applicable.
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Data Collection methods
Collection of data is the most prominent part of any survey. As soon as the
research question is created the data collection begins. There are two
methods of collecting data i.e. Primary data and secondary data.
1)Primary data
The primary data are those which are collected afresh and for the first time,
and thus happen to be original in character. (C. R. Kothari, 2009)
The following are the methods of collecting primary data
Questionnaire Method
A questionnaire consists of a number of questions printed or typed in a
definite order on a form or set of forms.(C.R.Kothari,2009).
Interview Method
The interview method of collecting data involves presentation of oral-verbal
stimuli and reply in terms of oral-verbal responses. (C.R.Kothari, 2009)
The researchers in this project has surveyed through questionnaire method.
Questionnaire was designed in such a manner that could help arrive at a
conclusion as to which is the motivating and hygiene factors. The
Questionnaire that was used in this research is the structured form.
10 surveys have been done in total in which 3 employees are from TATA
Teleservices and 2 from Engineers India, one from airport authority.
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2)Secondary data
The secondary data, on the other hand, are those which have already been
collected by someone else and which have already been passed through the
statistical process.(C.R.Kothari,2009).
Review literature uses secondary data in this study
3)SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would
adopt in selecting items for the sample. (C.R.Kothari, 2009)
Types of Sample design
Non-probability sampling
Non-probability sampling is that sampling procedure which does not afford
any basis for estimating the probability that each item in the population has
of being included in the sample. (C.R.Kothari, 2009)
Types of Non Probability Sampling
y Purposive Sampling or Judgmental sampling.
y Snowball Sampling.
y Quota Sampling.
y Dimensional Sampling.
y Convenient sampling.
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Accidental, Haphazard or Convenience SamplingIn this type of sampling the sampling units that are convenient to the
researchers are contacted. The researchers have used this type of sampling
method.
The researcher has contacted companies which were easy to go because it
was more convenient. So, Gurgaon and Noida were covered.
The HR managers in Noida and Gurgaon were interviewed directly by the
researchers and the questionnaires were filled by the managers themselves.
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LITERATURE REVIEW
Company 1: Topcon Sokkia Ind. Pvt. Ltd.
About the company:
Topcon Sokkia India Pvt Ltd is a leading technology provider for GIS mapping
information system. The products we can provide give solutions for Surveying,
Construction, Agriculture Application, GIS mapping, statistical analysis, database
technology etc with very high standards.
Company Profile
Mission
To use our decades of experience to build lasting relationships and to be
a reliable partner in offering high precision positioning solutions
Our brand promise is precision and reliability. It shows our
commitment to deliver products and solutions that are highly accurate,
reliable, and developed to meet the needs of customers in our business
areas: surveying, construction and industrial measurement.
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Vision
In a world where technology reaches many aspects of our daily lives,
We want to use our experience to be a reliable partner in the areas
of surveying, construction and industrial applications. Our aim is to
provide positioning solutions in their characteristic application
environment and accuracy
Values
We respect each individual and draw strength from diversity, promote
personal development and benefit from the entrepreneurial spirit of eac
individual to create an encouraging place to work
Integrity
We are committed to integrity in all we do, always, everywhereProfessionalism
We are committed to the highest standards of professionalism, we deploy
imagination, are open to new ideas and act decisively and consistently
We are determined to deliver outstanding quality in order to have
personal and long lasting relationship with our clients
Teamwork
The essence of our ability to succeed as a trusted preferred supplier o
measurement solutions. We learn from each other and share our skill
and resources across organisational boundaries for our clients benefit.
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Business Unit
In any civil engineering, monitoring or cadastral job people require
accurate positioning data; height data distance and angles. This is
where we deliver our expertise; from classical optical instruments up
to our GNSS systems capturing all available satellite positioning
signals. More than ever, it's important to have a seamless integration
between optical instruments and GNSS receivers through software.
That's what we aim for with our surveying solutions.
In all construction jobs people need to make measurements to take
projects to the next level. With our versatile construction portfolio we
bring expertise in all building and construction areas. For interior
construction jobs, we offer rotating lasers with scan functions and
line lasers to do ceilings, floors and partition walls. For exterior jobs,
we offer long range horizontal and grade lasers which can be
combined with machine receivers to control your excavator fleet. Forstaking out, we have superior reflector less totals stations specially
designed for construction purposes. For any construction job, we
offer the right product.
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Company 2: HCL Technologies
About the company:
Developed the first indigenous micro-computer at the same time asApple and 3 years before IBM's PC in 1978. This micro-computer
virtually gave birth to the Indian computer industry.
HCL's in-depth knowledge of Unix led to the development of a fine
grained multi-processor Unix in 1988, three years ahead of Sun and HP.
Along with the swiftly growing software technology industry, HCL,
which was hitherto known as the pioneer in modern computing made
the advent into software development.
HCL's R&D was spun off as HCL Technologies in 1997 to mark their
advent into the software services arena.
Today, HCL sells more PCs in India than any other brand, runs Northern
Ireland's largest BPO operation, and manages the network for Asia's
largest stock exchange network apart from designing zero visibility
landing systems to land the world's most popular airplane. And this it
does across 23 countries and across 360 service locations in India.
Company Overview
HCL is a leading global Technology and IT Enterprise with annual
revenues of US$ 5.9 billion. The HCL Enterprise comprises two
companies listed in India, HCL Technologies ( www.hcltech.com ) and HCL
Infosystems (www.hclinfosystems.in)
The 3 decade old enterprise, founded in 1976, is one of India's original IT
garage start ups. Its range of offerings span R&D and Technology
Services, Enterprise and Applications Consulting, Remote Infrastructure
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Management, BPO services, IT Hardware, Systems Integration and
Distribution of Technology and Telecom products in India. The HCL
team comprises 80,000 professionals of diverse nationalities, operating
across 31 countries including 500 points of presence in India. HCL hasglobal partnerships with several leading Fortune 1000 firms, including
several IT and Technology majors.
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Summary of the articles
Article 1: Maruti helps vendors sort HR issues.
This article tells us about how Maruti, the largest car manufacturer of India has
decided to help its vendors lay down their HR policies in a better way so that their
production activities are not hampered. Temporary workers are being given
uniforms and the same canteen facilities as permanent workers. They are also
introducing training programmes for contract workers.
Maruti asked vendors to put in place a hierarchy among contract workers similar to
systems already in place for permanent staff. Vendors were also asked to give
increments in a phased manner, given that most have the tendency to merely offer
the minimum wage. Vendors have also started communicating with each other so
that wage increases can be decided in line with each other.
Article2: HR policies need tweaking to overcome attrition.
Human resource (HR) policies in Indian banks need to change in order to motivate
and retain employees and increase productivity to take on what is a rapidly
changing and competitive domestic banking industry.
Meeting the intellectual requirements of an employee is a challenge. They are
providing 40-50 e-learning courses to hone the skills of their staff. People are
being trained to use computers. If banks are able to create an environment of job
satisfaction, they can retain people.
They understand that people need to be paid in line with industry remunerations.
However, accelerated promotions, training, incentives, profile enrichment,
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openness to new ideas and attitudinal changes within the organization can help in
retaining talent.
But the bank chieftains say that pride in their work and social recognition does
motivate their employees. However, higher wages being paid elsewhere for the
same work does bother some.
HR-policies
HR policies provide an organization with a mechanism to manage risk by staying
up to date with current trends in employment standards and legislation. The
policies must be framed in a manner that the companies vision & the human
resource helping the company to achieve it or work towards it are at all levels
benefited and at the same time not deviated from their main objective.
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Findings and recommendations
Data Analysis
Data Analysis is about summarising the data collected via questionnaires into asimple format so that the research question can be answered.
An analysis is given below by the researcher on the data obtained during the
questionnaire survey. Each question from the questionnaire is taken and its
responses are carefully tabulated, based on which a table is prepared, supported by
explanation and analysis for the same.
The survey was conducted in two companies:TOPCON SOKKIA & HCL TECHNOLOGIES
Data Analysis
Sl
no.
Area HR function Questions Options
Compara
tive
Analysis
Topcon HCL1 Procurement Job description,
job
specification,job analysis,
recruitment
Whichsource does
yourcompany
adopt torecruit fresh
candidates?
a. Employee referralb. Campus recruitmentc. Advertisingd. Recruitment agenciese. Job portals
a, b, d, e All+headhuntin
g as well
2 Recruitment To find and
employ the bestperson for each
job, to retain thebest talent,
facilitatepersonal growth
on job, selection
Which all
tests do youuse during
the processof
recruitment?
a. Writtenb. Aptitudec. Group Discussion
d. Personal Interviewe. Psychometric Test
a, b, d a, b, d
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3 HR planning Analyzing
organizationalplans and
manpowerrequirement,
developingemployment
plans,objectives,
Who all
comprisethe selection
panel?
a. Technical + HumanResource Management(Executive).
b. Human ResourceManagement
(Executive) only.c. Human ResourceManagement Executivehaving Technical
Background
a A
4 Recruitment To find and
employ the bestperson for each
job, to retain thebest talent,
facilitatepersonal growth
on job, selection
Are the
internalrecruitment
vacanciesdeclared
publically?
a. Yesb. No
a A
5 Induction Welcoming new
recruit and givecompanys
manual, provideknowledge
about thecompany, give
details of pay,
benefits,holidays, leaveetc.
Which all is
part of theinduction/or
ientationprogram
me?
a. Classroom Trainingb. Field Assignmentsc. Job Rotation
a A
6 HR planning Analyzing
organizationalplans and
manpowerrequirement,
developingemploymentplans,
objectives,
Who all is
part of HRplanning?
a. HR Managerb. Top Managementc. Functional Area
Manager.d. All of them
a, b a, b
7 Motivation Reward bothfinancial and
non financial,performance
appraisal etc.
What is themotivational
policy basedon?
a. Positive reinforcementb. Negative reinforcementc. Both
a A
8 Job
compensatio
Wage and
salary
The
methodolog
a. Pay for individualperformance
a, c None of the
above
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n administration,
wage policy,job evaluation
etc.
y your
companyfollows for
variablepay:
b. Incentive on teamperformance
c. Seniority based pay
9 Performance Effectiveness,cost, profit,
satisfaction etc.
In whatterms is the
performanceoutput
defined?
a. Cost reducedb. Profits earned
c. Lesser coordinationissues
d. Improved customersatisfaction
e. Others
e b, d
10 Humanrelations
Employeegrievance,
discipline,
participativemanagement,employeeempowerment,
collectivebargaining etc.
Are the KeyResult
Areas
(KRA)shared withtheemployees?
a. Yesb. No
a A
11 HR planning Analyzingorganizational
plans andmanpower
requirement,
developingemploymentplans,
objectives,
How thetargets are
set?
a. Individually by theManager.
b. Jointly by the Managerand Team Members.
c. Only by the Team
Members
b a
12 Personal
developmentprogram me
Training,
executivedevelopment,
career planning,performance
appraisal etc.
Do you
follow amentorship
program inthe
company?
a. Yes.b. No
a A
13 Personaldevelopment
program me
Training,executive
development,career planning,
performanceappraisal etc.
Which ofthe
followingtraining
opportunities are being
offered?(Please
a. leadership trainingb. executive trainingc. technical trainingd. computer traininge. specific skill based
training
all a, c
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select ALL
that apply)
14 Personaldevelopment
program me
Training,executive
development,career planning,
performanceappraisal etc.
Are trainingneeds
regularlyassessed by
thecompany?
a. Yes, by Humanresources
b. Yes, by outsideconsultantsc. No
a A
15 Personal
developmentprogram me
Training,
executivedevelopment,
career planning,performance
appraisal etc.
Are the
employeespermitted
times offfrom work
to attend
trainingprogramsoutside?
a. Yes, with payb. Yes, without payc. No, only after work
hoursd. No, only in special
cases
a A
16 Personal
developmentprogram me
Training,
executivedevelopment,
career planning,performance
appraisal etc.
What all
efforts aremade for
employeescareer
planning?We sponsor
them for:
a. LeadershipDevelopment Courses
b. Degree/DiplomaCourses
c. Formal ApprenticeshipProgram.
d. Seminars/ Workshops
a, b, d D
17 Counselingfor effective
HRdevelopment
Counseling What allways are
adopted soas to combat
theemployees
stresslevels?
a. Meditation/YogaSessions
b. Employee Counsellingc. Informal Gatheringsd. Outbound Tripse. Family Associations
b, c, d, e b, d
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18 Policies,
rules andregulation
Actions,
promotions,demotions,
transfer,separation,
absenteeism,turnover etc.
What all
Disciplinaryactions are
takenagainst non-
conformingemployees?
a. Suspensionb. Demotionc. Salary Deductiond. Transferse. Any other please
specify:
e:
performance
warning
e: depends
on situation
19 Quality of
work life
Morale, job
satisfaction,social security,
health andsafety, labor
welfare etc.
What all do
you offer asSocial
SecurityMeasures to
employees?
a. WorkmensCompensation
b. Sickness/MedicalBenefits
c. Maternity Benefits towomen employees
d. Disablement Benefits
e. ProvidentFund/Gratuity
b, c, d, e b, c, d
20 Quality ofwork life
Morale, jobsatisfaction,
social security,health and
safety, laborwelfare etc.
What allamenities
are offeredfor
employeewelfare?
a. Housing Schemesb. Transportation Facilityc. Education for Childrend. Medical Facilitiese. EntertainmentClubsf. Any other please
specify:
b, d e, f:JimCrcheCounseli
ngagency
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INTERPRETATION
In the questionnaires for both the companies there are some common responses. It
may be because in India companies follow popular HR policies.
In the procurement area regarding recruitment both the companies follow campus
recruitment.
In the recruitment process, both the companies conduct several tests like written
test, Group Discussion, Personal Interview. This may be according to their need as
they recruit people even for higher post.
In the selection panel they both have included both the Technical people and
Human Resource Management (Executive) because in the present scenario people
must have technical knowledge also other than educational or professional
knowledge.
Both the companies declared publically their internal recruitment vacancies
because both are big companies so they dont seem to have any problem in
advertising the internal recruitment publically.
In the induction programme both use classroom sessions, through this they will
let the fresh recruits to understand the policies of the company, pay, promotions,
rules, about the job and their role etc.
In HR planning both the companies includes HR Manager, Top Management.As
its difficult for the HR alone to analyze organizational plans and manpower
requirement, developing employment plans alone so its necessity for the HR to
take help of the top management.
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In the quality ofwork lifeand Counseling foreffective HR development there
is a huge difference. Both the companies include Workmens Compensation,
Sickness/Medical Benefits, Maternity Benefits to women employees, disablement
Benefits, Provident Fund/Gratuity Housing Schemes, Transportation Facility,
Education for Children, Medical Facilities, Meditation/Yoga Sessions and
Entertainment Clubs. Because both the company believes that employees are the
most important resource for their company.
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FINDINGS
After a clear study base on the questionnaire for both the companies, now we can
say that more or less both the companies have same HR policies. They are doing
many activities for the employees like Yoga session to reduce stress, give
employees training in and outside the company. The policy of this company is
more structured. They give many facilities like Sickness/Medical Benefits,
Maternity Benefits to women employees, disablement Benefits, Provident Fund/
Gratuity, Housing Schemes, Transportation Facility, Education for Children,
Medical Facilities, Entertainment Clubs etc.
These activities help the companies in the efficiency and effectiveness of the
employees. These are very important for their productivity, growth, maintaining a
good working environment and for motivating employees.
But still these policies and activities are common and popular in all the companies.
And until and unless we are there for a job we wont come to know whether it is
practical or not, is it really implementing there or not.
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Recommendations
In India these policies are very common. The companies do not come with
innovative ideas regarding HR policies. This is something which takes lots of time
to change the existing policies. The existing policies are also very effective if they
are implemented well. Recently in India changes are coming up slowly. The
companies have realized that the cost of recruiting a new employee is much
expensive than retaining the old one. Therefore many training programmes are
being going through. Many facilities are providing for the employees. These are
very good activities. In todays scenario human resources are the most importantfor a company.
Therefore, the HR department plays an important role in a company in order to
manage the people around the company. If they fail to do so , the company cannot
grow.
But its not only the HR department to look after the people working there. The
managers are also equally responsible for the employees working under them. The
cooperation among them is very important otherwise the policies made for the
employees cannot be effective. Therefore all the departments have the same
responsibility as much as the HR department has in managing the human resource
of a company. Only at that time the working environment will be good and will
motivate the employees which will increase the effectiveness of the employees.
So the time has come to change our perception that it is HR department to look
after the people and manage them. But practically it is the managers who have to
handle people with the HR departments enabling them to do this.
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BIBLOGRAPHY
www.topconsokkia.com
www.hcltechnologies.com B.S.P Rao - Human Resource Management
Dr P G Aquinas - Human Resource management
Research Methodology: - CR Kothari, 2009
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ANNEXURE