A PROJECT REPORT ON HR POLICIES, PROCEDURES AND ITS IMPLEMENTATION

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P.GAURAV PATEL(1051-13-684-020)

Project submitted in partial fulfillment of for the award of the degree of Bachelor of Business Administration

By

Osmania University, Hyderabad-500007

CertificateThis is to certify that the project work entitled

A PROJECT

REPORT ON HR POLICIES, PROCEDURES AND ITS IMPLEMENTATION

Is the bonafide work done by

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NAME: P.GAURAV PATEL

ROLL NO. : 1051-13-684-020

as a part of their curriculum in the Department of Commerce

Aurora’s Degree & PG College,

Chikkadpally, Hyderabad-500 020.

This work has been carried out under my guidance

Mr. VISWANADHAM BULUSU MrsP.MADHAVI LATHA Mrs.VEENA KAPOOR

Principal Head of Department Mentor External Examiner

Aurora’s Degree & PG College, Chikkadpally, Hyderabad-20.

ANNEXURE – I

DECLARATION

I hereby declare that this Project Report titled ON HR POLICIES, PROCEDURES AND ITS IMPLEMENTATION submitted by me to the Department of Business Management, O.U.,

Hyderabad, is a bonafide work undertaken by me and it is not submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.

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Name and Address of the Student Signature of the Student

ANNEXURE – II

CERTIFICATION

This is to certify that the Project Report titled EMPLOYEE ON HR POLICIES, PROCEDURES AND ITS IMPLEMENTATION submitted in partial fulfilment for the award of BBA Programme of Department of Business Management, O.U. Hyderabad, was carried out by P.GAURAV PATELunder my guidance. This has not been submitted to any other University or

Institution for the award of any degree/diploma/certificate.

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Name of the Mentor Signature of the Mentor

ACKNOWLEDGEMENT

This project work would not have been complete without the mention of following people.

We express our hearty gratitude to our principal sir MR. VISHWANADHAM BULUSU for

providing us the opportunity and platform to work on the project.

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And our project mentor Mrs.VEENA KAPOOR who has supported and guided us

throughout our project.

A

PROJECT REPORT

ON

“HR POLICIES AND ITS IMPLEMENTATION”

AT7

“SHIVAM SALES CORPORATION”

SUBMITTED BYName

P.GAURAV PATEL

UNDER THE GUIDANCE OFNAME

COLLEGE NAME AND ADDRESS

AURORA DEGREE & PG COLLEGE

Chikadpally,Hyderabad,Telangana.

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HR POLICIES IN SHIVAM SALES CORPORATION

PREFACE

Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring

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that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives.

This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is to increase efficiency by increasing motivation and thus fulfill organizational goals and objectives.

The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve. The main focus was on the managerial levels of employees in SHIVAM SALES CORPORATION.

ABOUT THE TOPIC

HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct which“formulate, redefine, break into details and decide a number of actions” that govern the relationship with employees in the attainment of the organization objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like.

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2. Policy on terms and conditions of employment-compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off and the like.

3. Policy with regard medical assistance-sickness benefits, ESI and company medical benefits.

4. Policy regarding housing, transport, uniform and allowances. 5. Policy regarding training and development-need for, methods of,

and frequency of training and development. 6. Policy regarding industrial relations, trade-union recognition,

collective bargaining, grievance procedure, participative management and communication

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EXECUTIVE SUMMARY

My internship at Shivam Sales Corporation, Hyderabad was a great exposure to the industry. After going through my summer training, I had a firsthand experience of how an industry as well as HR department functions.

INTRODUCTION OF PROJECTThis project is about the HR Policies in Shivam Sales Corporation. The HR Policies in an organization helps every individual to raise his/her potential in all facets by helping him to be satisfied and secured about his present and future.

PROJECT TITLEThe title of the project is “HR Policies and Its Implementation in Shivam Sales Corporation”. As the name indicates it is the study of the HR Policies prevalent in the organization.

ORGANISATIONShivam Sales Corporation began with a vision to support the country’s drive towards self sufficiency and import of wodden logs in 1970. What began as a fully indigenous sal wood, Teak wood, Meranthi wood, Burma teak, Indian Teak, Mango Teak and Balharsha Teak. They also manufactures the lamination doors, Flush doors, Membrane Doors, and also sales the UPVC doors which is water proof. The Shivam Sales Corporation has its branch in the wood market called Mahalaxmi Timber depot, Which is well known as oldest and finest dealer of timbers in the city of Hyderabad with a focus on customer satisfaction.At presently Shivam Sales Corporation is the leading wholesaler of timbers in the wooden market of Hyderabad dealing with morethan 60 of the small scale timber depots.

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BOARD OF DIRECTORS

Shri Santhosh Kumar Chauhan, Founder

He is the founder of the company and associated with it since 1970, right from the date of inception of the company. He is well known businessman, having 20 years of experience in the wooden field.

Shri Chandulal Patel, Co-Founder

He is the Co-Founder of the company and associated with it since 1970, right from the date of inception of the company. He has 25 years of experience in the wooden field because it is his family occupation.

Shri Ramesh Patel, Chairman

He is the Chairman of the Sri Mahalashmi Timber Depot and associated with it since 1970, right from the date of inception of the company. He has 20 years of experience in the wooden field because it is his family occupation and he is brother of Chandulal patel.

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ABOUT THE ORGANIZATION

Shivam Sales Corporation began with a vision to support the country’s drive towards self sufficiency and import of wodden logs in 1970. What began as a fully indigenous sal wood, Teak wood, Meranthi wood, Burma teak, Indian Teak, Mango Teak and Balharsha Teak. They also manufactures the lamination doors, Flush doors, Membrane Doors, and also sales the UPVC doors which is water proof. The Shivam Sales Corporation has its branch in the wood market called Mahalaxmi Timber depot, Which is well known as oldest and finest dealer of timbers in the city of Hyderabad with a focus on customer satisfaction.At presently Shivam Sales Corporation is the leading wholesaler of timbers in the wooden market of Hyderabad dealing with morethan 60 of the small scale timber depots.

With a strong focus on customer satisfaction, the company has set up Custom Manufacturing services to meet specific needs of end users. Our capabilities extend to the manufacture of high-value, specialty products either based on our own end products or developed especially for our users.

Shivam Sales Corporation is a leading manufacturer of sal wood, Teak wood, Meranthi wood, Burma teak, Indian Teak, Mango Teak and Balharsha Teak. They also manufactures the lamination doors, Flush doors, Membrane Doors, and also sales the UPVC doors

We are planning to extend our manufacturing unit of wood to Amaravathi in Andhra Pradesh, and Bangalore in Karnataka, all of them complying with ISO 9001:2000 standards.

We are poised to take on the opportunities offered by globalization, increasing customer value, improving opportunities for our employees, driving greater innovation and seeking sustainable solutions for the world. We are a signatory to the Responsible Care initiative and are committed to ethical business practices.

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VISION & MISSION

The purpose of all human activity is to make life better. SSC(Shivam Sales Corporation) believes in improving life through innovations in the wood field. Through innovations, they wanted to bring better products and processes that bring greater value to society

Corporate Values

SSC(Shivam Sales Corporation) believes in honoring its commitment. integrity and transparency are an integral part of our relationship with customers, employees, society.

Respect for Life: the company believes that life in all its forms must be respected. We respect and value our people. Our employees are our value creators whose efforts, creativity and bond we cherish. Our customers, who reward us for our value creation and our stakeholders, who are committed to us in our endeavor to improve life. We also recognize and respect our environment and take every effort to preserve it.

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OBJECTIVES

To study the HR policies of the company. To study Amandments made in the HR policies of Shivam

Sales Corporation. To study the work environment of Shivam Sales Corporation

SCOPE OF THE STUDY

In any organisation human resource is the most important asset. In today’s current scenario, Shivam Sales Corpaoration is a very large dealers and manufacturer of wooden doors and windows, Lamination doors, Membrane doors, Door frames and window frames.

As most of the firms overall performance depends only on chairmans planning and workers performance, which depends largely on the HR policies of the firms.

The core of the project lies in analysing and assessing the organisation and to design a HR policy manual for the organisation.

LIMITATIONS OF HR POLICY IN ORGANISATION

Its challenging for a single researcher to collect data from documents and employees observation.

The HR person has to know the daily status of the labours behaviour in the organisation with the co-workers.

The well being of the employees or workers is the mainoutcome in the end.

But its very tough because employee management is very vast in nature, every aspect couldn’t be put under one roof.

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RESEARCH METHODOLOGY

METHOD OF DATA COLLECTION: The researcher have chossenthe questionnaire method of data collection due to limited time in hand and busyness of the people of HR and chairman in thebusiness.

Hypothesis of project:

Human resource policies provided by the firm of employees works as an agent for the growth ofemployees and also motivates the employees to perform well i.e., employees and workers performance and satisfaction is the valiable outcome of sounf of HR policies of the organisation.

The various HR polivies in SHIVAM SALES CORPORATION makes the workers enthusiastic towards work.

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INTRODUCTION

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INTRODUCTION: Every organisation is involved in taking varied desicions. Sum desicion have long term orientation while other concern day to day operations long desicions provide guide lines for future decision making. policy is the such part of planning which provide guide lines for future desicioning. A policy is a general statement which is formulated by an organisation for the guidence of his personnel. First objects are first formulated and then policy are planned to achieve them. Policy are a more of thoughts and the principle underlying the activities of an organisation or business entities. Policies do not require action, but are intended to guide manager in the decision commitment when they do not make decisions. Policies provides a framework within which a person has freedom to act. Policies acting as principles provides rule of action for achieving organisations specific objectives. The co-ordinating links inthe organisation are provided by the policies. They governs and guides the action of an organisations overall performance and its objectives in the various areas of operation-production, finance marketing and prosonnel. The clear formulation of policies help the executives to plan every operational aspect of the enterprise. Though objectives and policies are used to achieve organisational goals but are different in assence. The objectives are the goals and the policies are the ways to achieve them. A policy gives guidelines and leaves scope for interpretation for the person implementing them. This means that a policy has the flexibility for interpretation. A rigid policy become a rule. Human resource policies are the generally formal rules and guidelines that businesses put in place to hire, train, assess and reward the members of their work force.This policies when organised and disseminated in an easily used form, can serve to pre-empt many misunderstandings between employees and employees about their rights and obligations in the business place. Having policies written is important so that it is clear to all what the policies are and that they are applied consistently and fairly across the organisation.

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SUBJECT COVERED BY COMPANY HR POLICIES:

Small business owners should make sure that they address the following basic human resource issues when putting together their personnel policies:

Equal employment oppurtunity policies. Employee classifications. Work days, pay days and pay advances. Over time compensation. Meal periods and break periods Payroll deductions. Vactions policies. Holidays. Sick days and personal leaves. Performance evaluation and salary increases. Performance improvements. Termination policies.

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REVIEWOF

LITERATURE

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REVIEW OF LITERATURE OF HR POLICIES, PROCEDURES AND

IMPLEMENTATIONS

The company conducts backgrounds checks on all times, part times and temporary staff employees, post offers as well as non-employess who are not on the companies pay-rolls, but are on business serving in various roles such as builders, contracters, engineers, carpenters, etc..The company also use a third party check backgrounds of the employees. The type of information that can be compared by this company includes but is not limited to criminal background check , education, employment history, credit and professional and personal references. This process is conducted to verify the accuracy of the information provided by the candidate and determine his\her suitability for employment. The company recognises that staff employess are key to achieving its statergic plan and objectives. The office of human resource is committed to being a customer oriented. Human resources partner implementing best practices , policies, and programs that contribute to the companies mission.We offer expertise through our work in the functional areas of human resources including employee services, benefits and compensation, employee relations, learning and development, human resource operations, human information system and more. We contribute to the goal of being top business in higher market through these efforts and by helping to balance the needs of our individual community members and those of institution as a whole.

POLICIES OF THE COMPANY

Affirmative Action Policy. Conflict of interest policy. Drug free work place policy. Employment after retirement policy. Equal employment opportunity policy. Policy on staff learning and development. Policy prohibiting illegal,fraudulent, dis-honest and unethical

conduct. Promotion policy for professional and support staff. Tele commuting policy. Non-Violence in the work place policy .

In olden days, the HR functions were performed by the line managers in the large organisations.They were responsiblefor supporting daily people

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management and act as statergic business partners range from advisor to line managers. In the organisation, the line managers are the main bodies who implements the HR statergics.

Criteria: “Does the employees knows that difference between good and bad”

Credibility: “Does an employee believe the manager will deliver on promises?”. The most effective managers are those who deliver on their promises, no matters how small a promise and to whom they gave it. However, many manages forget what they said, or were lying for convenience. Problem employees often arise because they were promised rises, bonuses or promotion for good performance and the manager come through Many managers\supervisors do mistake of thinking that money is only compensation and forget about employees that they also look at the non monetary rewards for their good performance. The most overlooked of compensation for a employee is a simple “ Thank you”. Many bosses of the organisation suppose that there pay is enough compensation to retain employees to make happy.

Communicate: It is very vital element of the 9c’s and since none would work without it. Does the manager communicate with the sub-ordinate? Almost all supervisors/ managers assume that communicate is talking but actual it is listening. Most of the problems have very little communication. Thus, using the 9c’s, communication is the main way for the supervisor to turn a problem of employees around.

Benefits of training and development to the

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organisation: The advantage that many smaller firms have over their larger counter part in term of HRD, is their ability to be more innovative and entrepreneurial and respond quickly to the diversity that modern work forces present.

High Morale: Employees who receive training have increased confidence and motivation.

Lower Cost Of Production: Training eliminate risk because train personnel are able to make better and economic use of material and equipment there by reducing and avoiding waste.

Lower Turn Over: Training brings a sense of security at the work place which reduces labour turn over and absent is avoided.

Provide Recognition: Enhanced responsibility and the possibility of

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DATA ANALYSISAND

INTERPRETATION

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A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in your

organization.

External recruitment sources

18%

agree

disagree

82%

INTERPRETATION: Regarding external recruitment sources 82%

employees are satisfied or agree whereas 18% are not satisfied which

is performed in the organization. Therefore, the employees are

satisfied by recruitment process.

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2. Are you satisfied with the monetary reward given on bringing a

candidate on board?

Monetary reward

26%

agree

disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board

74% of employees are satisfied and 26% are not satisfied.

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3. Are you satisfied with the background checks conduct for employees.

Backgroud checks

22%

Agree

Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not

satisfied.

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4.Are you satisfied with the monetary limits given to you for the expenses?

Expenses

21%

Agree

Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees

for their expenses 79% of the employees are satisfied and 21% of the

employees are not satisfied.

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B. INDUCTION

1. The induction programme of your organization is informal type.

Induction programme

18%

Agree

Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in

the organization, 82% of the employees are satisfied whereas 18% of the

employees are not satisfied.

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2. The induction of your organization covers organizational

structure and policies.

Induction

10%

Agree

Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It

means that most of the employees are benefited.

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C. TRAINING AND DEVELPOMENT

a. For Employee performance is the training need analyzed in your

organization

Employee performance

24%

Agree

Disagree

76%

INTERPRETATION: Regarding employee performance, 76% of

employees are satisfied whereas 24% of employees are not satisfied. It

means that most of the employees get affected from this evaluation.

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b. Are you satisfied with the Classroom method adopted by your

organization to train the employees?

Classroom method

27%

Agree

Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the

employees are satisfied whereas 27% of the employees are not satisfied. It

means most of the employees get affected but some of the employees want

training and development programmes to train employees.

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c. Effectiveness of training program in your Organization is

evaluated by observing the post training performance of

employees.

Effectiveness of Training program

32%

Agree

Disagree

68%

INTERPRETATION: Regarding effectiveness of training program, 68%

of the employees are satisfied whereas 32% of the employees are not

satisfied. It means that some of the employees want that evaluation of

effectiveness of training program should be done with some other method.

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D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Balance scorecard method

8%

Agree

Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the

employees are satisfied whereas only 8% of the employees are not satisfied.

It means that most of the employees are benefited from this evaluation

method.

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2. Are you satisfied with the feedback given to you by organization?

Feedback

28%

Agree

Disagree

72%

INTERPRETATION: Regarding feedback 72% of the employees are

satisfied whereas 28% of the employees are not satisfied. It means that

some of the employees get benefited but some are not.

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E.CAREER PROGRESSION

d. Are you satisfied with the mentor system followed for career

progression?

Mentor system

16%

Agree

Disagree

84%

INTERPRETATION: Regarding mentor system followed for career

progression, 84% of the employees get benefited and only 16% of the

employees are exempted.

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e. Are you satisfied with the competence analysis and feedback from

manager?

Competence analysis and feedback

22%

Agree

Disagree

78%

INTERPRETATION: Regarding competence analysis and feedback from

manager 78% of the employees are satisfied whereas 22% are not satisfied.

It means that some of the employees want feedback from other source.

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F. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Privilege leave

17%

Agree

Disagree

83%

INTERPRETATION: Regarding privilege leave provided to employees, 83%

of the employees are satisfied whereas 17% of the employees are not satisfied.

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G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern

13%

Agree

Disagree

87%

INTERPRETATION: Regarding informal communication pattern, 87%

of the employees are satisfied and 13% of the employees are not satisfied. It

means most of the employees are comfortable with this communication

process.

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2. Are you satisfied with the opinion survey and Department meeting?

Opinion survey and Department meeting

24%

Agree

Disagree

76%

INTERPRETATION: Regarding opinion survey and department meeting,

76% of the employees are satisfied and 24% of the employees are not satisfied.

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H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Monetary Rewards

33%

Agree

Disagree

67%

INTERPRETATION: Regarding monetary rewards, 67% of the

employees are satisfied whereas 33% of the employees are not satisfied. It

means that some of the employees want to implement non-monetary

rewards in the organization.

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I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal

Accident Insurance policy?

Contingencies

24%

Agree

Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy,

76% of the employees are satisfied and 24% of the employees are not satisfied.

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J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim policy?

Services

11%

Agree

Disagree

89%

INTERPRETATION: Regarding services provided under Mediclaim policy,

89% of the employees are satisfied and 11% of the employees are not satisfied.

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CONCLUSION

Study shows that

1. The Policy of the company provides facilities for all round growth of individuals by training in-house and outside the organization, reorientation, lateral mobility and self-development through self-motivation.

2. The Policy grooms every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals.

3. The Policy builds teams and foster team-work as the primary instrument in all activities.

4. The Policy implements equitable, scientific and objective system of rewards, incentives and control.

5. The Policy recognizes worth contributions in time and appropriately, so as to maintain a high level of employee motivation and morale.

6. The employees agree on the part of their performance that they know what is expected from them.

7. The employees understand how their work goals relate to company’s goals.

8. Company inspires the employees to do their best work every day. 9. The employees are not satisfied with the communication and

decision-making process as it leaks the information related to organization.

10.The employees do not receive the appropriate recognition and rewards for their contributions and accomplishments.

11. The employees feel that they are not paid fairly for the contributions they make to company’s success.

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SUGGESTIONS &RECOMMENDATIONS

1. The Performance Appraisal of employee is evaluated on the basis of 360 degree feedback or 180 degree feedback.

2. The Organization should focus on mentor system intend to help employees in their career progression.

3. The Organization should conduct Psychometric tests for employees. 4. The Training should be mandatory for all level of employees. 5. The Departments should develop constructive attitude towards each

other. 6. The company should give the appropriate recognition for the

contributions and accomplishments made by employees. A flexible reward system should be adopted by organization to improve employee motivation.

7. A more transparent and full proof communication system developed in the organization.

8. Replacing the lacuna in the current system. 9. Wages and salary administration process should have a more

scientific approach laying stress on equal wages for equal work done.

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BIBLIOGRAPHY

Books:

“Human Resource Management” by Ashwathapa. “Human Resource Management” by Michael Armstrong.“Human Resource Policy Analysis: Organizational Applications” by Richard J. Niehaus.

Journals & Articles:

1. Articles by T.V.Rao Learning Systems. 2. Policies of SHIVAM SALES CORPORATION. 3. Documents of SHIVAM SALES CORPORATION.

Websites: www.citehr co m www.ask.com www.hrgroup.com www.wikepedia.comwww.managmentparadise.com

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Name of Employee: -----------------------------------------------------------------------Designation: ----------------------------------------------------------------------

QUESTIONNAIRES

A. Recruitment and Selection

1.Are you satisfied with the external recruitment sources performed in your

organization.

1. Agree 2. Disagree2. Are you satisfied with the monetary reward given on bringing a candidate on board?

1. Agree 2. Disagree3. Are you satisfied with the background checks conduct for employees.

1. Agree 2. Disagree4. Are you satisfied with the monetary limits given to you for the expenses?

1. Agree 2. DisagreeB. Induction

1. The induction programme of your organization is informal type. 1. Agree 2. Disagree

2. The induction of your organization covers organizational structure and policies. 1. Agree 2. Disagree

C. Training and Development

1. For Employee performance is the training need analyzed in your organization. 1. Agree 2. Disagree

2. Are you satisfied with the Classroom method adopted by tour organization to train the employees?

1. Agree 2. Disagree3. Effectiveness of training program in your Organization is evaluated by observing

the post training performance of employees. 1. Agree 2. Disagree

D. Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method? 1. Agree 2. Disagree

2. Are you satisfied with the feedback given to you by organization?1. Agree 2. Disagree

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E. Career Progression

1. Are you satisfied with the mentor system followed for career progression? 1. Agree 2. Disagree

2. Are you satisfied with the competence analysis and feedback from manager? 1. Agree 2. Disagree

F. Leave Policy

1. Are you satisfied with the privilege leave provided to you? 1. Agree 2. Disagree

G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?1. Agree 2. Disagree

2. Are you satisfied with the opinion survey and Department meeting?1. Agree 2. Disagree

H. Rewards and Recognition

1. Are you satisfied with the monetary rewards? 1. Agree 2. Disagree

I. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?1. Agree 2. Disagree

J. Mediclaim Policy

1. Are you satisfied with the services covered under this policy? 1. Agree 2. Disagree

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