hr policy in varun vebrages

7/27/2019 Hr Policy in Varun Vebrages

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INTRODUCTION

TO

THE TOPIC

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HR POLICIES

Policies are the very important aspect for any organization. It is a tool that

helps an organization for better functioning.

These involve managing the

relationship between the top management as well as lower management. The

goal of HR Policies is to ensure that the firm is able to continue its operations.

And that it has sufficient to satisfy both maturing short-term debt and

upcoming operational epenses.

!anagement should use a combination of policies and techni"ues for the

management of HR policies. These policies aim at managing the wor#

balance according to re"uirement. In HR Policies we can include the

following.

Recruitment

$election

Induction

Training and development

%ompensation system

&eave policy

'elfare policy

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FORMULATING POLICIES

There are five principal sources for determining the

content andmeaning of policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors andthe top management.

4. Attitudes and philosophy of middle and lower management.

5. he !nowledge and e"perience gained from handling countless personnelpro#lems on day to day #asis.

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BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the

following benefits:

a. he wor! involved in formulating policies re$uires that the management give

deep thought to the #asic needs of #oth the organization and the employees.

he management must e"amine its #asic convictions as well as give full

consideration to the prevailing practices in other organizations.

#. %sta#lished policies ensure consistent treatment of all personnel throughout

the organization. &avoritism and discrimination are' there#y' minimized.

c. (ontinuity of action is assured even though top management personnel

change. he (%) of a company may possess a very sound personnel

management philosophy. *e+she may carry the policies of the organization in

his+her head' and he she may apply them in an entirely fair manner. ,ut what

happens when he+she retires- he tenure of office of nay manager is finite. ,ut

the organization continues. Policies promote sta#ility.

d. Policies serve as a standard of performance. Actual results can #e compared

with the policy to determine how well the mem#ers of the organization are

living upto the professional intentions.

e. ound policies help #uild employee motivation and loyalty. his is especially

true where the policies reflect esta#lished principles of fair play and /ustice

and where they help people grow within the organization.

f. ound policies help resolve intrapersonal' interpersonal and intergroup

conflicts.

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PRINCIPLES OF HR POLICY

1. Principle of individual developmentto offer full and e$ual opportunities to

every employee to realize his+her full potential.

2. Principle of scientific selectionto select the right person for the right /o#.

3. Principle of free flow of communication to !eep all channels of

communication open and encourage upward' downward' horizontal' formal

and informal communication.

4. Principle of participation to associate employee representatives at every

level of decision0ma!ing.

5. Principle of fair remunerationto pay fair and e$uita#le wages and salaries

commensurating with /o#s.

. Principle of incentiveto recognize and reward good performance.

. Principle of dignity of labourto treat every /o# and every /o# holder with

dignity and respect.

. Principle of labour management co-operationto promote cordial industrial

relations.

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. Principle of team spirit to promote co0operation and team spirit among

employees.

1. Principle of contribution to national prosperityto provide a higher purpose

of wor! to all employees and to contri#ute to national prosperity.


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Recruitment:

Placing the right person at right place at right time is called

Recruitment.

Recruitment policies at (arun )everages&td.

a) Recruitment will normally be done against vacancies that occur

due to the following reasons*

i. $eparation- Resignation+ Termination+ ,ismissal+

Retirement death

ii. pansion+ Reorganization of %ompanys business +

operations

b/ (acancies in all ,epartments will be filled after prior written approval of

the !anaging ,irector.

c/ Prior written approval of the !anaging ,irector will also be re"uired

even the vacancies are within the provision of the approved !anpower.

d/ All vacancies to be filled from outside will be notified to the

mployment change.

e/(acancies will be filled through

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Promotion+ up gradation+ relocation out of the eisting

employees.

0r

mployment change

0r

Placement Agencies+ campus Interviews

0r

Advertisements

f/ The following considerations will weigh in preparing shortlists of

candidates in recruitment

%andidates within the 0rganization who could fill the vacancies on

merits should be considered on priority.

Active list of Applicants in the %ompany will be scrutinized.

Selection:

To choose the right candidate from a pool of applications

is called $election.

$election policy adopted by the company

The following weightage will be given in the final evaluation*-

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1actors 'eightage

2ualifications 345

Relevance of past eperience 345

Interview 465

a. The selected candidates will be notified promptly.

b. %andidates not selected will be sent regret letters.

c. %andidates who were very poor will be informed regretting the

companys inability to find an opening appropriate to their capabilities.

d.%andidates who were very good but not suitable for the position for

which interviewed will be informed that the selection committee found

them good but not suitable for the post for which they were

considered and that their application is being #ept on the active file

and 7will be in touch should a suitable opening eist in future.8

Appointment &etters

All candidates found suitable for appointment shall be issued &etters of Intent

9mployment 0ffers/.

Appointment &etters shall be issued under the signature of Authorities as

under*-

%AT:0R; AAT0RI$

'or#men 1actory !anager+ :eneral !anager

$taff ecutive ,irector+ :eneral !anager

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ecutives+ !anager !anaging ,irector+ ecutive ,irector+:eneral !anager

0fficers ecutive ,irectors+ :eneral manager

1ollowing testimonials and documents must be on the candidates file before

issuing the Appointment &etter*

a. !edical 1itness %ertificate from %ompanys ,octor.

b.Authentic proof indicating the ,ate of )irth 9$chool &eaving

%ertificate/.

c. %opies of %ertificates of ducational 2ualifications.

d. %opies of %ertificates of eperience from previous employers.

e. %opy of relieving %ertificate from the immediate past employer.

f. %ompanys Application 1orm duly filled in.

g. Three passports sized colours photographs.

h. &ast $I !embership >o. wherever applicable.

i. &ast Provident 1und Account >o. wherever applicable.

?. $alary+ Income Ta %ertificate from the last employer9s/ along

with PA> >o.

#. Antecedent (erification from the Referees+ past mployers

indicated by the candidate in his+ her Application 1orm.

Appointment &etters will be prepared on a standard format designed by the

HR ,epartment.

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,ocuments and forms to be filled by the employee at the time of ?oining.

a. ,eclaration+>omination form under the mployees P.1 A>,

!iscellaneous Provisions Act@ B43.

b. ,eclaration 1orm under mployees $tate Insurance $cheme.

c. >omination form under Payment of :ratuity Act@ BC3.

d. ,eclaration of dependant family members for notification to Insurance

%ompany

1or coverage under !ed- claim.

Probation

All employees are initially #ept on probation for a period of si months@ which

may be etended for a further period of three months@ at the sole discretion of

the !anagement. Total period of probation shall@ in no case@ etend beyond

one year.

%onfirmation

0n receiving satisfactory reports on progress during probation period@HR

,epartment will obtain necessary approvals and issue letter of confirmation to

the probationer on epiry of probation period.

Compensation Policy:

0b?ective*-

To provide a uniform@ stable and reasonable competitive

compensation to all the employees of the company.

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%ompensation- 1or $taff@ 0fficers and ecutives*-

%ompany policyD

%ompensation pac#age for above category of employees comprises of )asic

$alary and allowances.

Procedure

1or $taff and 0fficers@ there is a well E defined guiding scale.

a.%omputation of salaries+ wages for 'or#ers+ staff F 0fficers

ecutives+ !anagers is done by the HR ,epartment

b.$tatutory obligations li#e taes@ provident 1und. $I etc. and

other deductions as permissible and payment thereof to the

respective authorities is organized by Accounts ,epartment.

c. Annual revision of )asic salary for the all the employees will be

underta#en as per performance Appraisal policy of the

company.

d. The company has made arrangement to open individuals salary

Account in I>: (;$;A )an# where they have been given AT!

%ards F their AT! counter is in 1actory premises.

House Rent Allowance*-

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All eecutives are entitled to House Rent Allowance at the rate of 465 of their

basic salary 0fficers F $taff are paid House Rent Allowance at the rate of

their basic salary.

0fficial ,uty %onveyance*-

a.All the ecutives+ 0fficers+ $taff using their own vehicle for official

wor# ta#e claim for reimbursement of conveyance epenses along

with authorized official duty slip at the rates given below*

i/ $cooter+ !otorcycle G .6 per#ilometre

ii/ %ar G .36 per

#ilometre

b. !ode of calculation- Rate J >o. 0f #ilometresK claimed amount

c. Reimbursement of such %onveyance epenses should preferably be

claimed once in a month along with Toll Ta F Par#ing 1ee@ if any.

%ar maintenance*-

All companys %ars are maintained and serviced at authorized service

stations+ wor#shops in different cities at %ompanys %ost.

It is the responsibility of the concerned ecutive provided with %ompany %ar

to maintain it in good@ wor#ing and road worthy condition.

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Telephonic Policy:

To communicate with their employees at any time company provides the

facility of the telephone. )y providing this facility company also giving a good

communication atmosphere.

$ome ecutives have been provided with !obile Phones depending upon

their assignment sub?ect to monthly limits as per their respective :rade can

claim 9!obile phone/ bills within the entitlement as given below in proscribed

format*-

:.!. and above Rs. 466+-

$r. manager Rs. 666+-

!anager Rs. C46+-

0fficer Rs. 466+-

0ther $taff Rs. LC4+- or L34+- as application

$alary Advance *-

All employees are entitled G 65 interest free salary advance and it can be

recovered in L- e"ual monthly instalments from their salary+ wage.

$ocial $ecurity Policy *-

:ratuity

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The ob?ect of providing a gratuity scheme is to provide retirement benefit to

employees who have rendered long and unblemished service to the employer

and thereby contributed to the prosperity of the employer. :ratuity as paid in

lumpsum as per the Payment of :ratuity Act@ BC and rules framed there

under.:ratuity is payable to an employee on his separation from the services

of the company@ after he+ she has rendered continuous service for not less

than five years*-

a. 0n his superannuationD or

b. 0n his retirement or resignationD or

c. 0n his death or disablement due to accident or disease 9five

years continuous service condition is not applied/

1or the purpose of calculation of gratuity@ the salary last drawn is ta#en into

consideration.

Procedure*

a. $alary+ 'ages J Total days payable under gratuity J +3M.

b.HR ,epartment will calculate the :ratuity amount and inform to

Accounts ,epartment to release :ratuity payment.

c. :ratuity must be paid within L6 days of the last wor#ing day of the

separating employee sub?ect to fulfillment of the re"uirements.

Provident 1und*-

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All the employees are covered under the Provident 1und $cheme@ framed

under the mployees Provident 1und and miscellaneous Provisions Act@

B43@ those who are getting salary+ wages 9)asic N ,.A./ up to Rs. M466+-

p.m.

Rate of %ontribution*-

35 of salary+ wage from employee and 35 employer 9.LL5 pension

account F L.MC5 P1 account/.

Attribution G 6.45 F admin charges Pf G .65@ ,&I admin charge 6.65

of the whole bill 9)asic N ,A/.

Leave Policy:

The ecutive+ officers and $taff of the %ompany will be governed by the

following types of leave

arned &eave

a. All the ecutives+ officers and $taff shall be eligible arned &eave in

accordance with the 1actories Act.

b.The unveiled & standing to the credit of an employee as on Lst

,ecember each year may be carried forward and accumulated upon a

maimum for L6 day in case of ecutives and officers F $taff@

beyond which it will encase.

tra 0rdinary &eave

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The %ompany@ at its own discretion@ will grant etra-ordinary leave with or

without pay for prolonged sic#ness@ studies@ or for other ?ustified reasons to

the employees sub?ect to the condition that he+ she has ehausted all other

leave to which he+she is entitled.

$ic# &eave

a. mployees@ who are in service of the company as on stOanuary

of the financial yearD shall be credited with a $& of C days to be

availed during the subse"uent twelve months on account of

sic#ness.

b. $& for L days or more should be supported by a !edical + fitness

%ertificate from a Registered !edical Practitioner@ who treated+

eamined the employee.

c. A leave application must be submitted immediately on falling

sic# with a medical %ertificate@ as it would not be entertained

later without sufficient ?ustification.

d. $& in ecess of the accumulation limit will lapse and will not be

the sub?ect matter of any compensation.

%asual &eave

An employee who is in service of the company as on st Oanuary will be

eligible to avail of %& for casual purposes for nor more than C days in a

financial year. %& will not be allowed more than 3 days at a time.

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All the employees of the company are entitled to >ational and 1estival

Holidays@ as per rules applicable in the 0ctober each year@ 1estival holidays

are declared as per $tate+ Regional customers and traditions .'hile >ational

Holidays are three in number and are observed on 3M thOanuary@ 4 August

and 3nd0ctober each year.

$hifts*-

There are following types of shifts in the company*-

$HI1T TI!I>: %AT:0R;

1irst $hift

:eneral

.66 am to 4.66 p.m.

B.66am to M.66 p.m.

1inishing

All

Trainin an! Development:"

Training F ,evelopment of employees is an essential activity for any

organization to ensure its entrepreneurial superiority and ecellence in its

field.

Training F ,evelopment focuses on ensuring the timely availability of "ualified

and motivated employees with re"uisite s#ill sets to discharge their eisting

responsibilities@ to ta#e up higher responsibilities and to fill up the

%ompetency gaps by continuously developing their s#ills and attitudes.

The company ob?ectives on Training and ,evelopment are*

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a. To bridge the s#ill and competency gaps

b. To create and maintain ecellence oriented wor# environment

c. To develop employees s#ills so as to successfully meet the challenges

of competition

d.Retraining of employees to impart new s#ills re"uired to fight

obsolescence and to perform under changing business conditions.

Training Input*-

Training inputs are given as under*-

a. Training for eisting employees based on needs and re"uirements

b. Induction training for new entrants

c. Training for re-designated+ transferred+ re-located+ promoted

employees@ #eeping in view there new assignment@ if re"uired

d. Attitude+ management development

Presentations*-

All the employees@ other then wor#ers@ who have attended eternal training

programme@ have to give two presentations on the training programme

attended by the employees.1irst presentation is held within ten days and

second within the fifth day of the month of training.

Performance appraisal*-

0b?ective*-

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a.To provide a platform in which managers discuss the team

members performance in their current role.

b. Identify training+development needed in order to be effective in

the current role.

c. ,iscuss how the team member sees his role over the net one

year.

LM6 ,egree appraisal for eecutives*-

All the ecutives of the company are appraised + assessed through LM6

degree appraisal system.LM6 degree appraisal has been brought to practice

very recently. 0nce LM6 degree appraisal is implemented successfully@ it will

further be introduced down the line of officers and so on.

Procedure*-

9a/ %ompanys business goals for the year are finalized by the !, and are

informed to all department head.

9b/ !anaging director circulates the companys business goals to all so that all

eecutives may prepare their personal ob?ectives.

9c/ All eecutives are re"uired to prepare the ob?ective of their subordinates.

9d/ All the eecutives are re"uired to fill up their self appraisal and ratings in

the prescribed format provided by the HR department.

9e/ $elf appraisal and self ratings are re"uired to be submitted to the !,soffice.

9f/ ach eecutive assessed by seniors@ peers and subordinate.

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LITER&TURE

RE'IE(

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the individual employees which results in the overall improvement of the

organizations performance.

Ooshi Rashmi 9366/@ this article focuses on various component- goal setting@

regular reviews@ annual appraisal@ development process@ lin#age to reward

system of HR policies. And consider issues for successfully implementation of

HR policies with the help of current issues and best practices in HR li#e

performance management as a strategies wor#force tool@ adopting year round

performance management@ alignment of goals with human resource aligning

business ob?ective with other areas@ adopting performance management

system software.

$he stated well defined performance management system will enhance the

image of the organization in the mind of employees while improving its

performance in terms of productivity and profitability.

umar T #iran 9366/ this article focused on the following aspects of

performance management system*-need for HR policies@ HR in company@

setting up Human Resource@ designing HR policies@ setting up problem is

human resource@ use of technology in performance management.

%h#arborty !anishan#ar 9366/ tee literature focuses on the human resource

factor within an organization. Human resource manager across the globe are

finding it very difficult to attract and retain talent@ In such a scenario@ the need

for a proper HR policies has become all the more important.

%ompanies from #nowledge sectors have devised novel HR policies@ which

are considered benchmar#s by organization across sectors.

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To Identify the techni"ue of recruitment and selection F training amd

development.

To #now employer attitude towards the compensation system F welfare

policy.

To #now about the reputation of the firm.

To provide suggestions F recommendations from the study conducted.

To study about the ma?or HR policies adopted by the managers of

selected firms of (arun )everages industry.

To study how consistently the policies have implemented.

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,at is !oft %rin./

A soft drin. 6also called soda' pop' PEP!I' soda pop' fi00y drin.' tonic' or

carbonated beverage7 is a non0alcoholic #everage that typically contains car#onated

water' a sweetener' and a flavoring agent. he sweetener may #e sugar' high0fructose

corn syrup' or a sugar su#stitute 6in the case of diet drin!s7. A soft drin! may also

contain caffeine or fruit /uice.

Products such as energy drin!s' 8ool0Aid' and pure /uice are not considered to #e soft

drin!s. )ther #everages not considered to #e soft drin!s are hot chocolate' hot tea'

coffee and mil!sha!es.

oft drin!s are called 9soft9 in contrast to 9hard drin!s9 6alcoholic #everages7. mall

amounts of alcohol may #e present in a soft drin!' #ut the alcohol content must #e less

than .5 of the total volume if the drin! is to #e considered non0alcoholic.

;idely sold soft drin! flavors are cola' lemon0lime' root #eer' orange' grape' vanilla'

ginger ale' fruit punch' and spar!ling lemonade. oft drin!s may #e served chilled or

at room temperature. hey are rarely heated.

#I!TO'& O" !O"T %'I(!


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>f we see the percentage of the different flavor in mar!et' a #ig portion of has

#een snatched #y cola flavor. emon and )range flavors captured a mar!et of 1

each' while remaining mar!et has #een shared #y mango and other flavor.

P%P> with the #rands hums Ep' (oca0(ola' imca' &anta' Gazza' 8inley oda'

8inley mineral water' unfill is in the mar!et while its competitor Pepsi with the

#rand Pepsi' Giranda' eem' lice' ehar oda' Ep and newly launched Giranda

emon is strive in the mar!et.

>n lemon flavor group' imca a product of (oca0(ola' is leading with mar!et

share' eem is struggling with 1.5 mar!et share while (ad#ury chweppes has a

small portion of .5 in clear lemon or green #ottle soft drin!' Ep 6Pepsi7 is

growing high with 2.5 mar!et share' cad #uries (anada dry with 1 and (itra

6P%P>7 with .5 e"isting in the mar!et

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he #usiness of the company was started in 11 with tie0 up with Pepsi &oods

imited to manufacture and mar!et Pepsi #rand of #everages in geographically pre0

defined territories in which #rand and technical support was provided #y the

Principles viz.' Pepsi foods imited. he manufacturing facilities were restricted at

Agra Plant' only arun Beverages 2td5is the flagship company of the group.

he group also #ecome the first franchisee for Fum =estaurants >nternational

formerly Pepsi (o =estaurants 6>ndia7 Private imitedQ in >ndia.

>t has e"clusive franchise rights for the ?orthern @ %astern >ndia. >t has total 2 pizza

*ut =estaurants under its company.

>t diversified into education #y opening the first school in Hurgaon under

Ganagement of nc. and *r5 Craig ,eaterup' President of Pepsi (ola

(ompany.

isionG-

,eing the #est in everything we touch and handle.

*issionG-

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R, has always secured top position in its #est $uality and mar!eting.

Gr.=.8.BA>PE=>A who is the chairman of the group' received various award for the

#est $uality and mar!eting. *e has also #een awarded for good $uality and mar!eting

in outh Asia with LECE22+(C& +,+'%M #y *r5 8EO'8E B$!#' former

president of E..A. in :;;D.

+I*

he main aim of R, Hreater ?oida plant is to provide soft drin! to the people of

>ndia in its assigned territory' which is helpful in !eeping cool their mind.

he aim of this company is also to provide full satisfaction to the customers. And

most importantly' through a range of customer relevant product manufactured with

care and $uality in a fully hygiene environment.

$+2IT& PO2IC&

eliver the best product in the mar(et place

The highest ?uality

The best Tasting

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Pepsi

(ontains: (ar#onated water' high fructose corn syrup and+or sugar' caramel color'

phosphoric acid' caffeine' citric acid and natural flavors

(alories 1

otal &ats 6g7

odium 6mg7 25

Potassium 6mg7 1

otal (ar#ohydrates 6g7 2

ugars 6g7 2

Protein 6g7

(affeine 6mg7 25

Pepsi Blue

(ontains: (ar#onated water' high fructose corn syrup and+or sugar' citric acid' natural

and artificial flavors' phosphoric acid' potassium citrate' potassium #enzoate and

potassium sor#ate 6to preserve freshness7' caffeine' gum ara#ic' ascor#ic acid and

calcium disodium %


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%iet Pepsi

(ontains: (ar#onated water' caramel color' aspartame' phosphoric acid' potassium

#enzoate 6preserves freshness7' caffeine' citric acid and natural flavors

(alories

otal &ats 6g7

odium 6mg7 25

Potassium 6mg7 2

otal (ar#ohydrates 6g7

ugars 6g7

Protein 6g7

(affeine 6mg7 24

PRO'UCTION SET UP

(osi #lan! is a )e)ica!e) #lan! "or * ma+or #ro)&c!s,

These are as follows : -

PRO'UCT BOTTLING FILLING

+@+'; 3$$>A 2$$>

;;% O%-@ 3$$>A 2$$>

;;% >@O 3$$>A 2$$>

'>;@ 25$>

!B C+ 3$$>A 2$$>

@D@D@'' 'O% 3$$>

OCT%; @E 2$$> F 3$$>52


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Training is given during the ?ob session.

0uestion : (hich recruitment policy is a!opte! *y the company1

0ptions 0n-line advertisement Institutions

Response 4+46 36+46 4+46

Percentage L65 65 L65

Percentage

65

65

365

L65

65

465

3 L

Percentage

Interpretation:"

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The organization mainly gives preference to advertisement.

Employer attitu!e to)ar!s the compensation system 2 )el%are policy

0uestion : (hich type o% compensation is iven to you *y the

company1

Holiday pac#age )onus 0thers

Response C+46 L6+46 L+46

Percentage 5 M65 3M5

Percentage

65

365

I65

M65

65

Holiday

pac#age

)onus 0thers

Percentage

Interpretation:"

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:ratuity is paid to the employees time to time.

0uestion : Do you thin3 your HR policies helps in *uil!in oo!

relationship *et)een top level an! lo)er level manaement1

;es $L+46 M5

>o 4+46 65

%ant say +46 335

65

A65

365

L65

I65

465

M65

C65

H65

;es >o %ant say

$eriesA

Interpretation:"

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;es@ HR policies help in building good relationship between top level and

lower level management.

0uestion : (hat are the ma+or impacts o% HR policies1

0ptions Productivity Reduce turnover :ood relationship

Response 36+46 4+46 4+46

Percentage 465 345 345

Percentage

65A65365L65I65465M65

Produc

tivit

y

Reduce

turnover

:ood

relation

shi

p

Percentage

Interpretation:"

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0uestion : &re you satis%ie! )ith the leave policy o% the company1

;es no >o comment

Response 3L+46 36+46 C+46

Percentage M5 65 5

Percentage

65

65

365

L65

65

465

yes no >o

comment

Percentage

Interpretation:"

!ost of the employees are not satisfied with the leave policy@ they demand

more leave.

Implementation o% policies

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0ptions After govt. order After M months Annually

Response L+46 4+46 33+46

Percentage 345 L65 45

Percentage

65

65

365

L6565

465

After govt.

order

After M

months

Annually

Percentage

Interpretation:"

The organisation mainly changes the policy annually.

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#INDIN-S

#INDIN-S

There are a lot of techni"ues of recruitment@ selection @ training F

development. In (arun )everages &imited@ there are three main factors for the

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LI,IT&TIONS

O#THE STUD$

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Limitations o% the Stu!y

A 1ew limitations and constraints came in the way of conducting the

present study*-

,ue to lac# of time with authority@ we could not get full information

about the HR policies in the company.

'e cant visit to many companies in such a short time.

,ue to the lac# of internet facility@ we could not get the data of other

companies.

mployees are not so much cooperative in giving the response of

"uestionnaire.

Though no effort was spared to ma#e the study more accurate.

$ample size selected may not be the true representative of the

company@ resulting in biased results.

This being the maiden eperience of the researcher of conducting

study such as this@ the possibility of better results@ using deeper

statistical techni"ues in analyzing and interpreting data may not be

ruled out.

"#


90/90

hr policy in varun vebrages

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