swatigirdhar

8/13/2019 swatigirdhar

1/61

CHAPTER-1

INTRODUCTION TO PROJECT

1


2/61

EXECUTIVE SUMMARY

The importance of personnel management is being increasingly realized in

industrial and non-industrial organization both in India and abroad. The realization

has come about because of increasing complexity of the task of managers and

administrators. In most organizations the problems of getting the competent and

relevant people, retaining them, keeping up their motivation and morale, and

helping them to both continuously grow and contribute their best to the

organizations, are now viewed as the most critical problems.

o with this reference the pro!ect titled "ules # "egulations has been conducted,

based on the primary research in "ana $olycot has been prepared to get a better

insight into the management practices adopted by "ana $olycot with reference to

"ules # "egulations prepared by the %" department in organization. It

emphasizes on the importance of a clear cut organization structure and culture to

avoid any confusion in order to achieve maximum result with minimum resources.

The pro!ect is aimed to cover maximum knowledge of the "ules # "egulations

practices followed in the organization and how they are implemented, what

primary factors are considered,. %ere the "ules # "egulations of the company

have been explained to understand how the company follows these practices The

practical knowledge has been gained mainly by observing all the activities taking

place in the %.". department. This is a brief study done to have understanding of

the sub!ect, how it is practically implemented, why it is necessary, its implications

# the benefits.

&


3/61

INTRODUCTION TO TOPIC

%" $ractices

The success of any business depends as much on appropriate, effective, well-

communicated, %" and business practices as it depends on meeting the

re'uirements of mandated laws and regulations. In fact, good planning and the

development of effective practices make regulatory compliance much easier.

%" practices helps in increasing the productivity and 'uality, and to gain the

competitive advantage of a workforce strategically aligned with the organization(s

goals and ob!ectives.

)$I*s +or %" $ractices

mployees( clarity on %" policies

mployees( clarity on roles, responsibilities and expectations

evelopment of 'ualitative staff

umber of %" issues arising for which there are no clear policies and guidelines

/ompetitiveness of compensation structure relative to industry benchmark

0sefulness and accuracy of compensation survey

ead time to respond to staff welfare issues

mployees( assessment of promotion criteria and process 2clarity, fairness3

4easurement of %" policy violation

5verage time re'uired to fill vacancies

$roportion of training programs resulting in productivity improvement

taff attrition rate 0nderstanding 6 /larity of the 7rganizational philosophy

7utline Internal capabilities and identify gaps on skills-competencies-behavioral

aspects

$repare %" strategic 7b!ectives and bring in clarity as to how the %" strategy

supports the organizational strategy

8


4/61

RULES AND REGULATIONS

very organization possesses an %" in the organization and when there lies %"

there are certain rules and regulations that every employee needs to follow.

5lthough rules seems to act like dominance on employees but an efficiently build

%" rules and regulations will help develop employee(s skills and caliber in the

long run. They will also help in achieving employee goals while being in the

organization. These eight steps will help you achieve your compliance goals9

5s times change the laws undergo changes and these changes are for the good of

the organization. These help to educate self. %ence staying update on the current

changes in %" laws is essential to establish appropriate policies and communicate

them to your employees.

%ire an %" staff with the experience and skills re'uired to support an effective

compliance process. If you can*t hire someone full-time, contract with an %"

consultant. It*s also smart to get a good %" lawyer to work with your staff as

necessary.

/reate an %" policy manual and regularly update it. 7r develop a handbook that

meets your initial needs and can be expanded over time. :our lawyer should

always review your handbook and any new policies before you implement them.

ince they have the most significant day-to-day interactions with employees,

review your policy manual with each manager. 4ake sure they understand that

they must uphold expected standards and be role models for other employees.

;uild employee awareness of expected behaviors. :our %" manual shouldn*t be

something your employees keep at the bottom of their drawers. $rovide updates to

the manual, and provide periodic retraining on important issues, such as sexual

harassment.

isten to your employees, listen to your managers, and listen to your internal and

external experts. Together these people can help you get to the root of your


5/61

compliance risks, help you manage those risks, and heighten your awareness about

goings-on in your company.

et people know whether they*re meeting your expectations. "einforce the

importance of success, and give your employees the opportunity to correct areas of

weakness. mphasize accountability, and stress the conse'uences for

noncompliance.

4emories fade over time, and a lack of documentation can leave you vulnerable to

%" noncompliance claims. ocument all key decisions and employee evaluations,

establish written policies, make sure everyone gets a copy of your written policies

and signs them, and keep a written copy with self. =hen the above things get

accomplished or get on the verge of accomplishment an %" audit can help you

evaluate self.

mployee development is not one sided hence the role of %" manager is crucial.

%" professionals participate and contribute fully to their companies as true

strategic business partners. 5n %" audit helps department managers to9

)eep the %" department(s mission and goals in sync with the organizations needs

and long-term business strategy.

nsure legal compliance.

Identify and prioritize opportunities for improvement, as well as areas of potential

future risk.

Improve efficiency and productivity so that the department can better serve

employees and customers.

Identify root problem areas and fix them before they become more widespread.

+ind cost reduction opportunities.

Improve employee communications and morale and help establish better

credibility and perceptions of top management.

>


6/61

Implement and stay current with world-class practices by comparing results with

other businesses.

4easure and improve performance across the organization.

4easure results from key pro!ects or initiatives.

$rovide a reality check in order to identify and correct any gaps between what is

intended and what is actually being delivered.

Increase the commitment of professionals within the %" department to seek

change and focus on continuous improvement in all aspects of their work.

The %" audit will help the %" department understand whether or not its %"

practices are helping, hindering or having little impact on the business goals of the

organization and the department. It also helps 'uantify and measure the results of

the department(s initiatives and provide a roadmap that will help prioritize future

actions and changes that need to be made. 5udits can also help the organization

achieve and maintain world-class %" practices. ;ut the bottom line is this9

conducting regular %" compliance audits will help the company avoid potential

legal liability and its related costs, time and distraction to management and the

organization.

?


7/61

COMPANY PROFILE

"ana @roup of /ompanies made a humble beginning in mid AB(s when "ana

@ur!eet ingh, group(s 4anaging irector, set-up 5gro ;oards imited a )raft

$aper unit in $un!ab uccess of this maiden venture was duly recognized by apex

state owned industrial promotion corporations and this led venturs of "ana @roup

with different state owned corporations.

"ana ugars td. was founded in 1CC& by collaboration with $un!ab 5gro

/orporation. In year &BB& " has setup a emonstration /o-generation $ro!ect

to produce extra power from the ;agasse 2bye-product3 and export it to $un!ab

tate lectricity ;oard.

"ana $olycot was set up in 1CC> in collaboration with $un!ab tate Industrial

evelopment /orporation. This Textile Denture of "55 @"70$ is 1BBE

xport 7riented pinning 0nit.

The @arments ivision of "ana $olycot is the @roup(s venture in the field of

textile. $roducts Include ladies, men(s # kids wear garments embellished with

hand embroideries, computerized embroideries, beads, se'uins # crochet etc. This

was set up in &BB1.

"ana Informatics td in the @roup(s foray into Information Technology. It is a

oftware Technology $ark of India 2T$I3 registered export oriented unit, set up

in 1CCC.

F


8/61

OVERVIEW

"ana @roup of /ompanies made a humble beginning in mid AB(s when "ana

@ur!eet ingh, group(s 4anaging irector, set-up 5gro ;oards imited a )raft

$aper unit in $un!ab uccess of this maiden venture was duly recognised by apex

state owned industrial promotion corporations and this led venturs of "ana @roup

with different state owned corporations.

"ana ugars td. was founded in 1CC& by collaboration with $un!ab 5gro

/orporation. In year &BB& " has setup a emonstration /o-generation $ro!ect

to produce extra power from the ;agasse 2bye-product3 and export it to $un!ab

tate lectricity ;oard.

"ana $olycot was set up in 1CC> in collaboration with $un!ab tate Industrial

evelopment /orporation. This Textile Denture of "55 @"70$ is 1BBE

xport 7riented pinning 0nit.

The @arments ivision of "ana $olycot is the @roup(s venture in the field of

textile. $roducts Include ladies, men(s # kids wear garments embellished with

hand embroideries, computerized embroideries, beads, se'uins # crochet etc. This

was set up in &BB1.

"ana Informatics td in the @roup(s foray into Information Technology. It is a

oftware Technology $ark of India 2T$I3 registered export oriented unit, set up

in 1CCC.

MANAGEMENT

Rana Gurjee S!n"#

>?, /o-+ounder and 4ember of $arliament

"ana @ur!eet ingh, >&, is the co-founder of the "ana @roup. 5n arts graduate by

background 4r. "ana @ur!eet ingh !oined the family business of contract farming

A


9/61

upon graduation. 0sing his business acumen and administrative capabilities 4r.

ingh transformed the family business by moving up the value chain the agro

industry.

The group first set-up 5gro ;oards imited a )raft $aper unit in $un!ab. The

success of this venture was followed by the group(s diversification into sugar

manufacturing and textiles. 5fter achieving success in the business world "ana

@ur!eet ingh contested elections in order to serve the society and share his vision

for a prosperous and progressive India with the people. "ana @ur!eet ingh sits on

various committees at the national level that guide industrial development in India.

Rana Ranj! S!n"#

>B, /o-+ounder # /hairman, "ana @roup

"ana "an!it ingh, an 5rts @raduate and a diploma holder in %otel 4anagement

from the prestigious Institute of %otel 4anagement, elhi, control the group

through a number of companies. "ana "an!it ingh is known within the sugar

industry for his technical expertise in the field of sugar manufacturing.

0nder the guidance of "ana "an!it ingh, "ana ugars set up the first power co-

generation plant in north India. The pro!ect is recognized by 0+/// and

'ualifies to earn carbon credits. "ana "an!it ingh today heads an organization

that is among the most admired companies in north India, reputed for the

technological excellence that characterizes its pro!ects and products.

Rana In$er Praa% S!n"#

&F, 4anaging irector, "ana @roup

"ana Inder $ratap, a promoter of "ana @roup !oined the management team as a

director of "ana ugars in &BB&. "ana Inder $ratap controls the daily affairs of the

group and is credited with the successful expansion pro!ect that the group recently

C


10/61

undertook. 0nder the management of "ana Inder $ratap, "ana ugars established

& new sugar units within a span of & years. The capacity at "ana $olycot 2Textiles3

has also in the phase of expansion to F&F?A spindles from the current B crores in sales in &BB& to over 8BB crores in &BBF.

5part from his business interests, "ana Inder $ratap en!oys shooting and has

represented India in international shooting championships. "ana Inder $ratap

obtained his ;.;.5 from /hapman 0niversity, /alifornia and his 4.;.5 from

0niversity of )ent, 0nited )ingdom.

RANA POLYCOT LIMITED

LIST OF DIRECTORSSr&

N'&

Na(e De)!"na!'n

1. h. "ana "an!it ingh 4anaging irector

&. h. 5. . odhi irector

8. h. . 5. . ;a!wa irector


11/61

OUR STRATEGY

"ana @roup, being a professionally run industrial house aims to become the most

efficient manufacturer in its industry. In order to achieve this vision, the group is

constantly adapting new technologies and processes. The group has launched a

drive to move up the value chain in its every industry that it is present in.

"ana ugars imited 2"3 with a combined capacity of 1>,BBB T/ also has a

co-generation capacity of ?A 4=. /o-@eneration allows the company to turn a

by-product 2;aggasse3 into power, thus adding value to waste. " has also set-up

it(s first alcohol distillery in $un!ab. The distillery uses molasses, which is also a

by-product of the sugar manufacturing processes. Two more alcohol and ethanol

distilleries, with a combined capacity of &BB )$ are slated to come up at the

new units in 0ttar $radesh. ;eing a completely integrates sugar producer will

protect " from the cyclical effects of the sugar industry.

"ana $olycot imited 2"$3, set up with an initial capacity &>,BBB spindles6day

has grown to over F&,F?A spindles6day. In order to move up the value chain "$

set up a dyeing plant and a garments facility. fficient manufacturing systems

have allowed India to establish itself in the global textiles industry. "$ intends to

take advantage of this growing sector and plans to scale up its capacities in the

near future. "$ is entering the weaving segment by installing 1BB looms at its

alru facility.

INFRASTRUCTURE FACILITIES

RANA POLYCOT LTD&* +SPINNING DIVISION, LALRU

"$ is located in close proximity to the cotton belt of north India. The plant is

located at alru, $un!ab. The unit was established with a capacity of &>,BBB

11


12/61

spindles in 1CC?. This capacity was scaled to 8>,BBB spindles in &BBB. "$

currently has a capacity of F&,F?A spindles.

RING SPINNING

Installled /apacity F&F?A pindles >B tons per day of yarn

The above spindles include spindles of compact yarns and 8BBBB spindles with

4urata link coners

VORTEX SPINNING

atest 4urata < 4D A?1 and

1 4D A1B machine to produce 8.> tons per day of Dortex yarn

RANA POLYCOT LTD&* +DYEING DIVISION,

The dyeing unit of "$ is also located in alru, $un!ab. The dyeing unit

commenced production in &BB? with a capacity of > tons6day. The company is

proposing a capacity expansion up to 11 tons6day.

/urrent /apacity -


13/61

Manufacturing Caacit!

"ana $olycot(s )nitting ivision can make app. ?B)FB) units6month 2across all

the ggs3.

5fter setting up garment set-up in the year &BB1-B& 2with a capacity of making

&&)-&>) units6month3, "ana $olycot has increased it(s capacity to the tune of 8

times.

INVESTOR SECTION

Au$!e$ Daa E)!(ae$

.//.-

/0 .//0-/ .//-/2 .//2-/3 .//3-/4 .//4-/5 .//5-/6

ales 2"s.

In acs3

AA8&.B kgs # A>B-1B>B kgs for bulk and 8 kgs,

F-1A kgs # 8>- kgs for sampling.

The plant is e'uipped to produce high 'uality dyed yarns and is supported by fully

automatic processing machines from +7@( 2%ong )ong3, "+ dryer from

T"5:+I and precision soft package winders from 4 2witzerland3. In

'uest of setting new standards of precision in color matching, dyeing division has

installed state-of-the art e'uipments including 7 # : /74$5/T from

Technorama 2Italy3, //4 from ata color 203, 5%I;5 05/ from ata

color 2%ongkong3 and $ III from @"T5@ 4acbeth 203. 7 # :

/74$5/T comprises of system for automatic dispensing of dye stuff and

1?


17/61

chemical solution in turbo dyeing vessels and generates closet correlation between

lab results # full scale production as well as minimizes lot to lot variation.

=e use dyes and chemicals from some of the leading names including

%0T45, 5T0, /5"I5T, ;5+, /"75 and T55TL to meet

highest 'uality standards of color fastness and to ensure compliance with 7eko-tex

standard 1BB and "5/% re'uirements in terms use of harmful chemicals # 5zo

dyes. tate-of-the art T$ plant neutralizes effluents before discharge to ensure

compliance with most stringent environmental norms.

)ITTI@ # @5"4T

"$ set up a flat knitted apparel unit to manufacture premium 'uality fashioned

flat knitted apparels in the year &BB8. )nitting division is e'uipped with latest

generation computerized flat knitting machines from hima seiki 2Hapan3 and

tiger 2witzerland3 and has an installed capacity of over 1>B,BBB pcs per month

across 1 gauges. $roduction lines are e'uipped with latest generation

stitching, linking, over-lock6flat- lock washing, dry cleaning and finishing

machines. "$ is supplying fashioned flat knitted garments to leading

international brands like sprit, ebenhams, D+-urope, )iabi, @roup Janier,

I)), I/ company etc.

1F


18/61

The product line includes fashioned flat knitted men(s, lady(s and kid(s apparels

across broad composition including 1BB E cotton, /otton6Discose, /otton65crylic,

/otton64odal, 1BBE Discose, 1BBE 4odal, ambs wool, 5crylic6=ool, 1BBE

5crylic etc.. "$ is doing substantial production in 7rganic cotton6blends for

uropean customers. "$ has product leadership status in flat knitted stretch

garments category and is producing garments in cotton, Discose, /otton6Discose

etc. plaited with ylon6ycra, ylon6pandex and ylon. "$ specializes in

various types of washed and embellished garments. "ange includes

hand6computerized embroidery, bead6se'uin-work, crochet-work, prints, garment

dyeing, 5cid6nzyme washes etc.

5s a natural progression from spinning # yarn dyeing, company has stepped into

the production of circular knits, carrying forward the fiber to fashion statement.

1A


19/61

$roduct range includes yarn dyed, fabric dyed and garment dyed circular knitted

apparels. "$ has installed capacity of approx. 1BB,BBB pcs per month in fine

knits. "$ is doing production in ingle Hersey, $i'ue, +leece, stretch pi'ue,

stretch !ersey etc. across broad @4 range 21&B to 8&B @43 # varied

compositions.

CHAPTER-.

LITERATURE REVIEW

$olicy- plan of action 2+ippo 1CF?3 Gis a man made rule of predetermined course

of action that is established to guide the performance of work toward the

organization ob!ectives. It is a type of standing plan that serves to guide

subordinates in the execution of their tasksN.

"ather than rules, we have expectations. 5nd if you have a company comprised oftrustworthy people, setting examples and expectations works a lot better than

rules.

2Hack 4itchell3

cott 21CCB3 says that ;uild employee awareness of expected behaviors. :our %"

manual shouldn*t be something your employees keep at the bottom of their

drawers. $rovide updates to the manual, and provide periodic retraining on

important issues, such as sexual harassment. isten to your employees, listen to

your managers, and listen to your internal and external experts.

1C


20/61


21/61

&1


22/61

CHAPTER-0

RESEARCH METHODOLOGY

&&


23/61

OJECTIVES OF THE PROJECT

1. To understand the rules and regulations in the company

&. To understand how the rules and regulations are followed in the

organization.

8. To study the perception and satisfaction level of the employees about the

rules and regulations of the company.

&8


24/61

Re)ear:# Me#'$'


25/61

Pr!(ar= $aaare those which are collected afresh and for the first time and thus

happen to be original in character.

+or example

$ersonal interview and mails

Kuestionnaire

Telephone en'uiry

+eedback form

Se:'n$ar= $aaare those which have already been collected by someone else

which have already been passed through statistical process.

+or example

$ublished article

Internet

5nnual report of company like annuals sales report, annual %.". report etc

FORMAL INFORMATION SOURCES

These are the source of information which are authentic and reliable, obtained

though proper channel in the organization by adhering to a systematic and

structured procedure.

+or example

Through company manuals, !ournal, brochures and other published material

like balanced sheet, annuals report etc.

Kuestionnaire

$ersonal interview and mails.

Through the company person.

&>


26/61

INFORMAL INFORMATION SOURCES

These are the sources of information which are obtained through our interpersonal

relationship with the employees of company.

+or example

mployees of same department

xternal persons.

AREA OF SURVEY-"55 $7:/7T

METHOD OF RESEARCH- /"I$TID 5 L$7"5T7":

DATA TYPE- $"I45": 5 /75":DATA COLLECTION TOOLSK0TI75I"

SAMPLING PLAN- "574 54$I@.

UNIT 8BB 4$7:

SIBE >B 4$7:

%ere in my research I have used both the primary as well as secondary data for

research topic.

$rimary data that I have used is the structured 'uestionnaire.

I have designed a structured 'uestionnaire as they are simple to administer and

relatively inexpensive to analyze $rovision of alternative replies, helps to

understand the meaning of 'uestions clearly.. The data was collected by

conducting personal interview of respondents with the help of 'uestionnaire.

5long with the primary data obtained through use of 'uestionnaire. I have used

secondary data from various sources like website of industry, business magazines,

newspapers, !ournals etc.

&?


27/61

STATISTICAL TOOLS

imple percentage analysis, ranking method and chi s'uare analysis are the

main statistical tool used for the study.

SIMPLE PERCENTAGE ANALYSIS

$ercentage refers o a special king of ratio in making comparison between

two or more data and to describe relationships. $ercentage can also be used to

compare the relation terms between two or more sources of data.

$ercentage of respondents O umber of respondents P 1BB

Total respondents

CHI SUARE TEST

/hi 'uare is a statistical measure used in the context of sampling analysis

for comparing the variance to a theoretical variance. In order to !udge the

significance of association between two attributes, we make use of chi s'uare test

by finding the values of chi s'uare using the chi s'uare distribution.

&F


28/61

LIMITATIONS OF STUDY

5s nothing is perfect except the efforts. This study too has its limitations that limit

the applicability and validity of study. The limitations that limit the effectiveness

of research are as under9

Time- +oremost of all the constraints was the limited time. The time to do theresearch was limited so present study is the results of whatever efforts I could put

in within time limit.

imited Dalidity- The business environment factor and variables underlying the

study belongs to a very dynamic category. 5s the only thing that is constant

exchange so the study can be obsolete as soon as a ma!or change in environment

taken place.

ample ize- 5s the survey was taken from the sample of whole population, it can

not give exact results like censes survey.

)nowledge - ack of knowledge on the part of employees regarding my

'uestionnaire.

&A


29/61

RANA POLYCOT RULES AND REGULATIONS

The following "ules and "egulations shall apply to all employees of the /ompany

while in the /ompany(s premise at all times including break times and overtime 9

ach employee must act in accordance with the company(s policies, orders,

rules, regulations, guidelines etc. applicable from time to time.

1. The /ompany expects each employee to maintain proper decorum.

mployees are expected to conduct themselves on the !ob in a manner that

contributes to operating effectiveness, productivity, safety and a harmonious

work environment.

&. The duty must be performed in good faith and a brief reporting of the work

done in the entire day must be given to the head office.

8. $roper registers must be maintained for easy tracking and record keeping.

. o employee shall drive a /ompany(s vehicle or operate any e'uipment

while under the influence of alcohol.

&C


30/61

?. :ou are re'uired to be at your appointed work place and ready to begin

work at the appointed starting time. Irregular attendance or tardiness will

not be tolerated and may result in termination.

F. mployees who will be late or absent from work must inform their

upervisor at least two 2&3 hours prior to normal starting time.

A. 0nder no circumstances should employees leave the assigned work area

early without express permission from a upervisor.

C. esignated break times are assigned to have meals.

1B.mployees who work late or on overtime must ensure that all lights, air-

conditions and 'uipments are shut off when they leave the work place.

11.ress code is to be followed strictly. mployees must wear their uniforms at

locations where uniforms are re'uired. :ou are expected to look neat and

presentable while on the !ob.

1&.5n increment based on individual performance shall be given every year.

18.If employees do not meet the company(s expectations of performance or

conduct, necessary corrective action may be taken. It is within

management(s discretion to determine what measure would be appropriate

under each circumstance.

8B


31/61

Leae Ru


32/61

Pr!!


33/61

A. %olidays # undays prefixed # suffixed shall not be counted as leaves.

%owever, intervening holidays falling within the period of earned leave

shall be part of leave.

C. arned leave will be accumulated up to 1A, beyond 1A balance leave will be

encashed.

1B.In case of $roduction, 4aintenance, ngineering =orkers no earned leave

shall be accumulated and their earned leave shall be encashed in the

subse'uent year or at the time of cessation of employment.

11.arned eave will not be granted to any employee during probation period.

1&.arned leave cannot be combined with casual leave or with any other kind

of leave.

18.arned leave cannot be availed for half day.

Ca)ua< Leae7

1. even days casual leave in one calendar year shall be admissible to all the

employees.

&. If in urgency6emergency an employee is not able to take prior sanction

before availing of /asual leave, he shall inform his superior within &! A:* 1631on full day pay for a period of CB days or 1& weeks, ?

week before delivery # ? weeks after delivery.

&. 4aternity eave shall also be granted in case of miscarriage6abortion

including abortion induce under the 4edical Termination of pregnancy

1CF1 5ct, not more then days from the date of miscarriage6abortion as

certified by authorized octor.

8. 4aternity eave shall not be granted to employee if she already has two

living children.


36/61

5ll kind of leaves shall be recommended and sanctioned by the concerned %7

on the basis of duly filled in leave application in prescribed format.

GENERAL RULE

1. The /ompany reserves the right to modify6cancel6amend all or any of these

rules and to issue supplementary rules or amendment there on.

&. In exceptional circumstances advance leave may be granted by

@46/76irector6H4 of the /ompany.

8. eaves without pay shall not be counted as period of service.

. uring the period of suspension, an employee shall not be granted any leave

%owever, during the pendency of disciplinary proceedings the competent

authority may grant leave.

?. 5n employee on sick leave may not return to duty without producing a

medical certificate of fitness.

F. The management reserves the right to modify or cancel or amend any of

these rules.

8?


37/61

PROPER ATTIRE

mployees are re'uired to wear prescribed uniform and footwear inside factory

premises.

very staff must bring his6her own personal slippers and smack gown in the

factory.

5lways wear cap once entering factory areas.

5void wearing dangling or big earring.

"emove !ewelries specially when there(s production on-going.

5ll staff are re'uired to wear I cards at all times within the factory

premises.

T5"I

8.


38/61

4onthly meeting is being held every 8Bthday of the month. mergency

meeting in the unit is being held when the situation call for it such as

demonstration of newly ac'uired e'uipment and set of new instruments. $roblems

or incident that needs an immediate attention or solution. 5nd new policy and

regulation that needs to be discussed and be immediately implemented.

witch off the light when unnecessary.

"or# Ru$e% Ac#no&$edge'ent For'

I #ae re:e!e$ a :'%= '> #e C'(%an= W'r Ru

S!"naure7

Dae7

C!=* Sae7

8A


39/61

CHAPTER

DATA ANALYSIS

8C


40/61

&.A To find whether gender bias respect for rules and regulations

ource9 $rimary data

Nu

)!"n!>!:an:e

De"ree '>

>ree$'(

Ta;C

Re)u


41/61

& .o rules and regulations properly followed in the company

6.95

84.35

8.7

No

Yes

Neutral

5ccording to this diagram AE employees said yes, ?.C>E said no

and A.FB did not replied.

$articulars "esponse

o :es eutral

"esponse A CF 1B

core 2E3 ?.C> A A.FB


42/61


43/61


44/61

>. oes fair chance of explanation given to employeesQ

$articulars

:es o eutral

"esponse ?B 8F 1A

core 2E3 >&.1F 8&.1F 1>.?>

52.17

32.17

15.65

No

Yes

Neutral

A::'r$!n" ' #!) $!a"ra( 2.&149 e(%


45/61

?. 5re rules and regulations properly followed by those who make the themQ

$articulars

:es o eutral

"esponse 1A AF 1B

core 2E3 1>.?> F>.?> A.FB

15.65

75.65

8.7

No

Yes

Neutral

A::'r$!n" ' #!) $!a"ra( 12&329 e(%


46/61

7.83

29.57

62.61

No

Yes

Neutral

A::'r$!n" ' #!) $!a"ra( 4&509 e(%


47/61

23.48

68.7

7.83

No

Yes

Neutral

A::'r$!n" ' #!) $!a"ra( .0&59 e(%


48/61

A.5re you satisfied by the leave rulesQ

9.57

17.39

73.04

No

Yes

Neutral

A::'r$!n" ' #!) $!a"ra( 6&249 e(%


49/61


50/61

7.83

40.87

51.3

No

Yes

Neutral

A::'r$!n" ' #!) $!a"ra( 4&509 e(%

>B


51/61


52/61

/onclusion

7n the basis of my survey in the organisation, it can be concluded that %"

practices of the company has been designed very carefully and according to the

need of the company. These practices are followed very strictly and every

employee is satisfied. 4anagement works and handles human resources according

to these practices and rules.

>&


53/61

CHAPTER-2

FINDINGS

>8


54/61

OSERVATIONS AND FINDINGS

o uring the study of the pro!ect I observed different functions of the %"

o epartment. I got the knowledge about the different types of %" $olicies

functioning in the organization.

o I also got knowledge about how the organization is following their

values in a very sincere way.

o I learnt how and what types of facilities are being provided to the

employees .

o I also observed how they are doing the $erformance 5ppraisal on

basis of the achievement of the targets by the employees in the time

given to them through "$.

o I got the knowledge about different departments in a manufacturing

company and idea about the challenges what the employees are facing

while performing their work.

o 5s I worked on the "$ system of the organization, I came to know

that how they are maintaining the database of the employees for all

departments region-wise # its importance.

>


55/61

RECOMMENDATIONS

The company should give the compensation as per to the skills, so that the

employees could do the efficient work.

7rganizations must enhance work force motivation to improve productivity.

7rganizations need to empower their workers by allowing them greater

autonomy and control and to design !obs that are more stimulating. This will

enhance the personal productivity. Interdependency of different departments

should be well sordinated for effective output.

Training schedule is worked out well here with proper planning schedule.

"ecruitment proper planned, structured according to openings in plant,

vacancies.

@oal etting programs undertaken with schedule to find potential

employees for higher posts, giving training, discussing the on !ob

responsibilities.

The employee goals are well studied and structured.

>>


56/61

>?


57/61


58/61

ANNEXURES

>A


59/61

1. oes recruitment of employees is done according to proper procedureQ

:es o eutral&. oes selection is done without any biasnessQ

:es o eutral

8. oes both internal # external sources are considered for recruitmentQ

:es o eutral

< oes fair /ompensation 2alary # allowances3 paid to youQ

:es o

:es o eutral

>. Is good performance of employees help in promotionsQ

:es o eutral

>C


60/61

?. oes company follows appropriate performance appraisal systemQ

:es o eutral

F . oes amount6 percentage of rebate offered to you in ratesQ

:es o eutral

A. o you get incentives from your companyQ

:es o eutral

C. oes company follows the policy of e'ual pay for e'ual workQ

:es o eutral

1B There are regular performance appraisalsQ

:es o eutral

11 Is there any method of conflict resolution in your organizationQ

?B


61/61

Ye) N' Neura

Documents

swatigirdhar