A

PROJECT REPORT ON
“HR POLICIES AND IMPLEMENTATION”
AT
‘DEEPAK NITRITE LIMITED’

SUBMITTED BY
……………………………….
SAVITRIBAI PHULE PUNE UNIVERSITY

UNDER THE GUIDENCE OF

PROF. MEHNAZ KAUSHAR

AKI POONA COLLEGE OF ARTS, SCIENCE AND COMMERECE, K.B.

HIDAYATULLAH ROAD CAMP, PUNE-411001.

1
 TO WHOM SO EVER IT MAY CONCERN

This is to certify that ………………………. The student of POONA COLLEGE OF ARTS,

SCIENCE AND COMMERCE, CAMP, PUNE – 411001 has successfully completed his
BBA project on ““STUDY OF ………………………………………………………………
…………………………………………………………………………………………….…

He worked very hard and achieved the objectives and produced excellent results we wish him
best of luck for his bright future.

THANKS

2
COLLEGE/GUIDE CERTIFICATE

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 ACKNOWLEDGEMENT

I take this opportunity to extend my profound thanks and deep sense of gratitude to
The authorities of ‘DEEPAK NITRITE LIMITED’ PUNE. For giving me the Opportunity to
undertake this project works in their esteemed organization.
I Profusely Thanks...........

My sincere thanks to my project guide Prof. Dr.Aftab Anwar Shaikh for the kind
Encouragement and constant support extended in completion of this project work.
From the bottom of my heart.

I would also like to convey my heartiest thanks to Prof.Akeel Bajajwala (H.O.D.) and
Prof.Mehnaz Kauser (Project Guide) for their valuable suggestions and guidance.
I am also thankful all those who have incidentally helped me through their valued
Guidance, co-operation and unstinted support during the course of my project.

Name of the Student: ……………………….

Roll No……….
Exam Seat No ……….

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 DECLARATION

I…………………………….…….……… undersigned hereby declare that the project report

entitled “HR POLICIES AND IMPLEMENTATION” AT ‘DEEPAK NITRITE LIMITED’”
Is Original work written and submitted by me to “AKI, POONA COLLEGE OF ARTS,
SCIENCE AND COMMERCE, CAMP, PUNE- 411001”.

In Partial Fulfilment of Requirement of Award of Degree of “BACHELOR OF BUSINESS

ADMINISTRATION (BBA) under the guidance of Prof. Dr.Aftab Anwar Shaikh (Principal),
Prof.Akeel Bajajwala (H.O.D.) and Prof.Mehnaz Kauser (Project Guide), and is my original
work and the conclusions drawn there is in based on the material collected by myself.

Place: Pune

Date: ……………

Roll No: ……………

Exam Seat No: ………………….

5
 INDEX

CHAPTER NO: CONTENTS PAGE

NO

01 EXECUTIVE SUMMARY 07

02 INTRODUCTION 08
1.1 ABOUT THE ORGANIZATION
1.2 ABOUT THE TOPIC
1.3 OBJECTIVE & SCOPE OF STUDY

03 RESEARCH METHODOLOGY 23
2.1 METHOD OF DATA COLLECTION
2.2 SAMPLING
2.3 HYPOTHESIS AND ABOUT
QUETIONNAIRE

04 HR POLICIE IN DEEPAK NITRITE LTD. 24

05 DATA ANALYSIS & INTERPRETATION 30

06 CONCLUSION 40

07 SUGGESTION AND RECOMMENDATIONS 41

08 BIBLIOGRAPHY 42

CHAPTER NO:-1
EXECUTIVE SUMMARY

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 EXECUTIVE SUMMARY
My internship at Deepak Nitrite Limited, Pune was a great exposure to the industry. After
going through my summer training, I had a first-hand experience of how an industry as well
as HR department functions.
INTRODUCTION OF PROJECT
This project is about the HR Policies in Deepak Nitrite Limited. 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 TITLE
The title of the project is “HR Policies and Its Implementation in Deepak Nitrite Limited”. As
the name indicates it is the study of the HR Policies prevalent in the organization.
ORGANISATION
Deepak Nitrite began with a vision to support the country’s drive towards self-sufficiency
and import substitution in 1970. What began as a fully indigenous? sodium nitrite and sodium
nitrate plant in Nandewar, Gujarat, has now grown into a globally proactive company with a
presence in over 20 countries, including USA, European Union & East European nations,
Japan, SnoCountry’s, South Korea and South America. This has led to a paradigm shift from
low value bulk chemicals and intermediates to high value fine and specialty chemicals based
on our core expertise as well as lateral and vertical integration of our existing products,
exploring downstream derivatives. 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 has been ranked amongst the top 500
Body corporates by Dun and Bradstreet for the last three years invaluable experience. Last
but not the least would like to thank my friends, family members and all those people who
helped me for the completion and deeper understanding of the concept of performance
appraisal. Working on this project has proved to be an enlightening experience for me.

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 CHAPTER NO:-2
INTRODUCTION

INTRODUCTION

ABOUT THE ORGANIZATION

Deepak Nitrite began with a vision to support the country’s drive towards self-sufficiency
and import substitution in 1970. What began as a fully indigenous sodium nitrite and sodium
nitrate plant in Nand sari, Gujarat, has now grown into a globally proactive company with a
presence in over 20 countries, including USA, European Union & East European nations,
Japan, ASEAN countries, South Korea and South America. This has led to a paradigm shift
from low value bulk chemicals and intermediates to high value fine and specialty chemicals
based on our core expertise as well as lateral and vertical integration of our existing products,
exploring downstream derivatives. 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. DNL has been ranked amongst the
top 500 Body corporates by Dun and Bradstreet for the last three years. Deepak Nitrite is a
leading manufacturer of organic, inorganic, fine and specialty chemicals and a world leader
in 2, 4 and 2, 6 Xylidine. Working with our partners, customers, we seek to find better ways
to meet market demands, using innovative processes and methods. Our people, our
technologies and our years of expertise unite to deliver superior products and services that
improve life. Deepak Nitrite is the preferred business partner of chemical majors worldwide
in Pharma, Rubber, Colourants and Imaging chemicals. Headquartered at Pune, we are a
multi-division and multi-product company that has manufacturing facilities at Nand sari, in
Gujarat and at Pune, Roha and Taloja in Maharashtra and Hyderabad in Andhra Pradesh, all
of them complying with ISO 9001:2000 standards. We are poised to take on the opportunities
offered by globalization, increasing shareholder 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.

VISION & MISSION

The purpose of all human activity is to make life better. DNL believes in improving life
through innovative science. Through innovations, we constantly endeavour to bring better
products and processes that bring greater value to society.

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Core Purpose
"Improve Life Through Innovative Science"

Vision
 We are a role model enterprise, respected globally for excellence in quality and
innovation
 We enhance stakeholder value while adhering to the code of responsible care and
ethical values
 We are an employer of choice and preferred business partner worldwide.

Corporate Values
DNL believes in honouring 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
endeavour to improve life. We also recognize and respect our environment and take every
effort to preserve it.

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 QUALITY AND ENVIORNMENT

At DNL quality is the keyword in every activity and a constant endeavour to achieve
standards of the highest levels has been an ongoing commitment from the time of its
inception as well as recognition and acknowledgement of this devotion. This achievement has
been set as a benchmark to go forward in excellence. For DNL it is an ongoing process to
continuously explore new product applications, competitive technologies and potential
markets. DNL has scaled this success with its trademark of commitment and quality. The
commitment towards this is apparent from the fact that DNL has a total manpower of 85
persons supporting the Quality and Technical functions at its various manufacturing facilities.
All its products are manufactured in accordance with the current acceptable world standards.
All its manufacturing facilities have been upgraded conforming to the current ISO:
9001:2000 standard, from the earlier ISO: 9002:1994 standard, and are now certified by
KPMG for ISO: 9001:2000 standard.

The major environmental issues addressed are:

 Ongoing manufacturing processes are studied in detail with a view to minimize
generation of liquid/gaseous waste streams as a part of continuous improvement.
 A specially constituted Pollution control Cell at our R&D centre is actively engaged
in developing technologies for environment protection at our manufacturing plants.
Our Pollution Cell in fact also helps out smaller industrial units that do not have
capabilities and infrastructure for such jobs. The efforts of our team are not aimed at
just pollution minimization but also to conserve energy, improve process yields and
product quality.

The above practices help in achieving strict compliance with statutory standards laid down
by the regional Pollution Control Authorities for plant effluent and emission quality.

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 FACILITIES

Deepak Nitrite Limited has five manufacturing facilities at different locations in the Western
part of India that have a logistic advantage being within six hours from a major port.
The company manufactures Inorganic, Organic and Fine & Speciality chemicals. There are
two units in the state of Gujarat and three units in the state of Maharashtra. The Inorganic
Chemicals are produced at one of the facilities in Gujarat while the Organic and Fine &
Speciality chemicals are produced at the other facilities. One of the facilities is devoted to the
processes Hydrogenation and Reductive Alkylation.
Each of the facilities has DCS controlled operations. The company's main strengths are
Nitration, Chlorination and Hydrogenation. The company also has the technical capabilities
to carry out the following reactions at its plants.

1. Alkali Fusion - High Temperature Fusion Reactions

2. Alkylation – Hydrogenation
3. Amination – Nitration
4. Chlorination - 0xidative Bromination
5. Diazotisation - Reductive alkylation
6. Esterification – Sulphonation
7. Acylation - High Pressure/ Temperature Oxidations

The manufacturing facilities produce a range of chemicals that cater to a spectrum of

industries like Pharmaceuticals, Colourants, Agrochemicals, Cosmetics, Water Treatment &
Corrosion Prevention, Rubber and Refineries. The facilities are equipped to handle bulk
hazardous raw materials like Benzene, Toluene, Xylene, Ammonia, Concentrated Nitric
Acid, Concentrated Sulphuric Acid, Chlorine and Sulphur Trioxide.

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 RESEARCH AND DEVELOPMENT

At Deepak Nitrite, R&D is the key to survival and growth, given that a fast-paced global
environment results in ever changing customer needs and new products and processes drain
away competitiveness.
From mere quality issues, Deepak Nitrite has now moved into the field of customized
chemicals, newer technologies, expanding applications that satisfy customers.
To that end we have a central R&D facility, the Deepak Research & Development Centre
(DRDC) at Pune that has been approved by the Government of India., Dept. of Science &
Technology. DRDC has a sophisticated analytical laboratory and facilities for testing new
technologies and new products.
A team of over 30 persons, including PhDs and Chemical Engineers are supported by a
technical services group of Chemists / Chemical Engineers at the manufacturing divisions.
The Centre works closely with reputed universities and research institutes of India like the
University Institute of Chemical Technology – Mumbai, National Chemical Laboratory -
Pune and the Indian Institute of Chemical Technology – Hyderabad.
Approved by the Government of India., Dept. of Science & Technology, the centre is
primarily engaged in research and process development for new products as well as
optimization of the manufacturing processes for existing products. The pilot plant of the
company ensures solutions for extremely demanding customers.
Each manufacturing facility has a proper ETP to ensure that the COD and BOD levels of the
discharge are maintained as per the prescribed standards set by the Pollution Control Boards.

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 BOARD OF DIRECTORS

Shri C. K. Mehta,
Chairman He is the founder of the Company and is associated with it since 2nd May 1970,
right from the date of inception of the Company. He is a well-known industrialist, having 46
years of versatile experience in the Chemical Trade and Industry and is also founder of
Deepak Fertilisers and Petrochemicals Corporation Limited. He is the Chairman of both the
Companies.
Shri Deepak C. Mehta,
Vice Chairman & Managing Director He is a Science Graduate closely associated with the
Company for 23 years. He is a Managing Director of the Company and successfully looking
after day-to-day affairs of the Company from 1983. Shri Ajay C. Mehta, Managing Director
He is a Science Graduate with Honours and Master of Science (Chemical Engineering) from
the University of Texas, USA. He is actively associated with the Company since 1984 and is
a Managing Director of the Company from 1.12.1989.
Shri Shrenik Kasturba
He is a well-known Industrialist and a MBA from Harvard University. He is a financial
expert and a person upholding the highest virtues. He provided exemplary leadership as the
Chairman of the Company for a period of 27 years. He is associated with the Lalbhai group
of Companies for past many years.
Shri M. R. B. Punja
Former Chairman and Managing Director of the Industrial Development Bank of India
(IDBI), a premier financial institution of the Country, he possesses rich experience in the
field of Finance and Management. Shri A.K. Dasgupta He is a Science Graduate along with
Bachelor of Chemical Engineering having rich experience in the field of Chemicals and is
responsible for producing various resins and chemicals for the first time in India. He has been
associated with the Company since 1978.

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Shri Hasmukh Shah
He is Ex-Chairman and Managing Director of Indian Petrochemicals Corporation Limited.
He has also held various important positions like Joint Secretary to the Prime Minister of
India, Secretary of Post and Telegraph Board, Chairman of Gujarat Industrial Investment
Corporation, Vice Chairman of GE Capital (India), Chairman of Gujarat Industrial Research
& Development Agency and Gujarat Ecology Commission. Shri Shah has made significant
contribution in social, cultural and rural development activities like leprosy eradication, water
management conservation and management of man-made and other natural heritage. He has
also contributed significantly in the academic and research areas. He is holding the office of
Chairman in National Institute of Design and Gujarat Institute of Desert Ecology and is an
active member on the Board of several Companies. He has joined the Company w.e.f.
21/10/2003.
Shri Nimesh Kampani
He is a chartered Accountant. He has built up 25 years strong domestic franchise for the JM
Financial Group in India. Shri Kampani who is arguably the oldest investment banker in the
country, has in a career spanning the last three decades, been involved in the development of
the capital markets in India and advised many Corporates on restructuring, merger and
acquisitions and providing complete financial solutions tailor-made for their capital raising
needs. He has served on various committees of Securities and Exchange Board of India
(SEBI) and was a member of the Bhagwati Committee on SEBI regulation for Substantial
Acquisition of Shares and takeovers. He has also served as a chairman and member of the
Financial Services Committee and National Council of the Confederation of Indian Industry
(CII). He has joined the Company w.e.f. 21/10/2003.
Shri Sudhin Choksey
Shri Sudhin Choksey is a Chartered Accountant having vast experience in the field of
Finance. He is a Managing Director of GRUH Finance Limited and also a Director and
member of Audit Committee of Gujarat State Financial Services Limited. He has joined the
Company w.e.f. 30/03/2005.
Shri Bergis Desai
Shri Berjis Desai is a Solicitor and a Managing Partner of M/s. J. Sagar & Associates, a
renowned firm of Solicitors & Advocates. He has extensive experience as an arbitrator and
counsel in the field of Corporate Laws and also in international commercial & domestic
arbitration. He has also worked as a journalist with a leading Indian daily and continues to be
a columnist in the Indian newspapers. He is a member of American Arbitration Association,
The Bombay Incorporated Law Society and an Arbitrator at The London Court of
International Arbitration
Dr. Richard H. Rupp
Dr. Rupp is Ph. D. Chemistry (with distinction) from University of Karlsruhe, Germany and
has done his program for Executive Development, IMD at Lausanne, Switzerland. Dr. Rupp
has held various top-level positions in leading multinational companies such as Hoechst AG,
Germany, Lonza, Switzerland and Allessachemie, Germany. His focus has been in the field
of pharmaceuticals and fine chemicals. Dr. Rupp's experience encompasses a mix of

14
scientific, technical as well as managerial roles. He is well acquainted with the US, European
and Asian markets, especially the Indian sub-continent by virtue of his earlier tenure as R&D
Director, Hoechst India Ltd. (1984 - 1988). Presently, Dr. Rupp is associated with Acores
Research Limited as President.
Shri Sudhir Mankad
Shri Sudhir Mankad has done MA in History from Delhi University and Diploma in
Development Studies from Cambridge University. He was in the Indian Administrative
Services (IAS) from 1971 to 2007. He has held various important positions in Government of
India including various top-level positions in Government of Gujarat as Principal Secretary,
Finance Department, Principal Secretary, Education Department, MD Gujarat Alkalis and
Chemicals Ltd., Joint MD, Gujarat Industrial Investment Corporation, and Director of Higher
Education. He had also been the Chairman of Gujarat Industrial Power Company Ltd. and
Gujarat Maritime Board (GMB) in past. Presently, he is a Chairman of Gujarat Institute of
Desert Ecology and a Member of High-Power Expert Committee on Urban Development,
Government of India. He has joined the Company

15
 ACHIEVEMENTS

DNL has many a first to its credit and these have been earned through its constant endeavour
for identification of products that are required by the end user industries. DNL's R&D centre
in Pune aims to provide specialized products that add value and enhance every aspect of life.
Mentioned here are some of the company's achievements:
 Sir P. C. RAY Award for the Best Chemical Manufacturing Unit in India o Awarded

the "EXPORT HOUSE" status by the Govt. of India in 1998 and is in force till date

 The Federation of Indian Chambers of Commerce and Industry (FICCI) award was

presented, by the then Prime Minister of India, Mr. I. K. Gujral, to the then Vice-

Chairman of DNL Mr. C. K. Mehta 1997-98.

 The company won the Certificate of Merit, at the "ENVIROTECH '93", for

sustainable development for adopting environment friendly practices 'in house' for the

treatment and disposal of the effluent generated at its various manufacturing facilities,

from the CHEMTECH Foundation, India. The company is one of the first to display

the figures of the pollution emitted at the gate of each of its manufacturing facilities

on a daily basis.

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 STRUCTURE OF HR DEPARTMENT

NITIN V ASALKAR
SR. MANAGER HR&
ADMINISTRATION

D.R. SAWANT ASST. J.G. GUJARATHI ASST.

MANAGER - HR MANGERADMINISTRATION

17
 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.
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 with workers.

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 FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

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

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel problems on
day-to-day basis.

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 BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits:

a. The work involved in formulating policies requires that the management give deep thought
to the basic needs of both the organization and the employees. The management must
examine its basic convictions as well as give full consideration to the prevailing practices in
other organizations.

b. Established policies ensure consistent treatment of all personnel throughout the

organization. Favouritism and discrimination are, thereby, minimized.

c. Continuity of action is assured even though top management personnel change. The CEO
of a company may possess a very sound personnel management philosophy. He/she may
carry the policies of the organization in his/her head, and he she may apply them in an
entirely fair manner. But what happens when he/she retires? The tenure of office of nay
manager is finite. But the organization continues. Policies promote stability.

d. Policies serve as a standard of performance. Actual results can be compared with the
policy to determine how well the members of the organization are living up to the
professional intentions.

e. Sound policies help build employee motivation and loyalty. This is especially true where
the policies reflect established principles of fair play and justice and where they help people
grow within the organization.

f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

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 PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equal opportunities to every

employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the right job.

3. Principle of free flow of communication to keep 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

decision-making.

5. Principle of fair remuneration to pay fair and equitable wages and salaries
commensuration with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labour to treat every job and every job holder with dignity and
respect.

8. Principle of labour management co-operation to promote cordial industrial relations.

9. Principle of team spirit to promote co-operation and team spirit among employees.

10.Principle of contribution to national prosperity to provide a higher purpose of work to all

employees and to contribute to national prosperity.

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 OBJECTIVES OF STUDY

1. To study the HR Policies of the company.

2. To study the amendments made in the HR Policies of Deepak nitrite Ltd. since the time of
incorporation.

3. To incorporate the amendments in the base policy and prepare a final policy.

4. To design a HR Policy manual for the company with special emphasis on the “Managerial
Service Conditions”.

SCOPE OF STUDY

1. In any organization human resource is the most important asset. In today’s current
scenario, Deepak Nitrite Ltd. is a very large manufacturer and marketer of chemical.

2. As most of the company’s overall performance depends on its employee’s performance

which depends largely on the HR POLICIES of the organization.

3. So the project has wide scope to help the company to perform well in today’s global
competition.

4. The core of the project lies in analysing and assessing the organization and to design an
HR POLICY manual for the organization.

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 CHAPTER NO:-3

RESEARCH METHODOLOG

METHOD OF DATA COLLECTION

The researcher has chosen the questionnaire methods of data collection due to limited
time in hand. While designing data-collection procedure, adequate safeguards against
bias and unreliability must be ensured. Researcher has examined the collected data for
completeness, comprehensibility, consistently and reliability.

Researcher has also gathered secondary data which have already been collected and
analysed by someone else. He got various information from journals, historical
documents, magazines and reports prepared by the other researchers. For the present
piece of research, the investigator has used the following methods:

 Questionnaire
 Interview
 Observation

1. SAMPLE SIZE
Here, researcher has taken 30 as the sample size.
2. HYPOTHESIS OF PROJECT

 Human Resource Policies provided by the organization of employees works as an

agent for the growth of employees and also motivates the employees to perform well
i.e., employee performance and satisfaction is the valuable outcome of sound of HR
Policies of the organization.
 The various HR Policies in Deepak Nitrite Ltd. makes the employees enthusiastic
towards work.

4. ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a request to answer
the questions and return the questionnaire. The questionnaire consisted of a number of
questions printed or typed in a definite order. The HR Manager has to answer the questions
on their own. The researcher has chosen this method of data collection due to low cost
incurred, it is free from bias of the interviewer and respondent have adequate time.

23
 CHAPTER NO:-4

HR POLICIES IN DEEPAK NITRITE LIMITED

OBJECTIVES

In reviewing the purpose of HR Policies at Deepak Nitrite Ltd., the organization stated that
the HR Policies has been a key part of the management process for the effective utilization of
human resource. The company aims to fulfil the following objectives through its HR Policies:
 Ensure a high degree of selectivity in recruitment so as to secure super achievers and
nurture them to excel in their performance.  Impart such induction, orientation and
training as to match the individual to the task and inculcate a high sense of
organizational loyalty.
 Provide facilities for all round of growth of individual by training in and outside the
organization, reorientation, lateral mobility and self-development through self-
motivation.
 Groom every individual to realize his potential in all facets while contributing to
attain higher organizational and personal goals.
 Build teams and foster team-work as the primary instrument in all activities.
 Recognize worthy contributions in time and appropriately, so as to maintain a high
level of employee motivation and morale. Appraisals and promotions shall be ethical
and impartial.
 Implement equitable, scientific and objective system of rewards, incentives and
control.
 Contribute towards health and welfare of employees.

MANAGEMENT REVIEW:
Management review meeting is held every six months at the Group Review. Meet is
conducted from time to time to ensure the suitability, adequacy and effectiveness of the HR
Policies

24
CORRECTIVE ACTION FOR NON-CONFORMANCE:

 Non-conformance to the policies mentioned is reviewed by the Group HR Cell,

respective CEO and HR Head of the company. The review will suggest remedial
measures to avoid repetition of the non-conformance through elimination of the root
causes for the same.
 Board of Directors is kept informed of the review and action plans decided to avoid
the non-conformance in the ensuing monthly meeting.

DOCUMENT AND DATA CONTROL:

 Documents and data are generated by the Corp. HR in the form of hard copies or
electronic medium.
 Documents are reviewed and approved for adequacy by Corp. HR prior to issue.

The various procedures that form the HR Policy of the Organization are:
1. Recruitment and selection of manpower
2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counselling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10. Retirement Planning
11.Job Enrichment
12.Exit Interviews

A brief preview of the above-mentioned policies and the various objectives that these
policies aim to achieve are given in the subsequent chapters.
Due to high level of secrecy maintained in the organization, the policies given below are
according to my understanding and interpretation of the subject.

25
1. RECRUITMENT POLICY

 In Deepak Group, recruitment and selection of personnel is explicitly based on

the criteria of their knowledge, skills and attitudes, so as to secure super
achievers and nurture them to excel in their performance.
 All fresh candidates are absorbed only after satisfactory completion of
appropriate training.
 All direct recruitment is through the HR department.
 Detailed selection procedures as decided from time to time are adhered to
without any compromise.
 Above procedures shall undergo continuous refinement through evaluation
and feedback.

2. INDUCTION AND PLACEMENT POLICY

 At Deepak Group, new recruits imparted such induction, orientation, training

and placement so as to individuals to the task and inculcate a high sense of
organizational loyalty.
 The HRD Department and the concerned heads of parent departments prepare
a well-structured Induction Program to acquaint the new recruits with the
people, organizational structure, and interface between different departments,
functions and culture of the organization.
 The Induction Program is formulated to suit the position of the candidate and
necessary to be provided to him.

3. JOB ROTATION POLICY

 At Deepak Group, facilities are provided for all-round growth of individuals through
lateral mobility. This shall enhance their employability as well as equip them to
shoulder higher responsibilities.
 Systematic Job Rotation from time to time shall have a revitalizing effect on the
individual as well as the organization.
 All promotions to the level of HODs will be considered only when an individual has
undergone rotation through at least 2 sections.

26
4. PERFORMANCE APPRAISAL POLICY

 Performance Appraisal grooms every individual to realize his potential in all

facets by helping to identify and achieve his personal goals within the
framework of organizational objectives.
 Appraisals shall be ethical and impartial so as to recognize worthy
contributions appropriately and in time in order to maintain a high level of
employee motivation and morale.
 The Performance Appraisal Systems aims at integration of individual and
organizational goals.

5. COUNSELLING

sessions, which are conducted by HR Department OR Professional Counsellor OR

Performance Appraiser, are available to all the employees in order to fulfil the
following objectives:
 To enhance employees’ competence and job satisfaction.
 To prepare employees for future responsibilities.
 To establish a better working relationship between the superior and
subordinate.
 To enable employees to cope with personal problems.

6. CAREER PLANNING POLICY

 Career Planning system in Deepak Group is aimed at developing people of the

right calibre to meet present and future needs of the organization. It shall be an
essential ingredient for Succession Planning.

 The mandatory factors to be considered prior to career planning shall be:

a. The organization’s long and short-term plans.

b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and average calibre.
d. Recruitment through internal and external sources at all levels and its ratio as
appropriate to the organization.
e. The number of people recruited and trained every year.

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7. SUCCESSION PLANNING POLICY

HODs and above identify successors, primary and secondary, to his position at the
time of annual appraisal. This is reviewed every year along with the annual appraisal.

8. TRAINING AND DEVELOPMENT POLICY

 At Deepak Group, training and development activities strive to ensure continuous
growth of organization by nurturing the strengths of the employees and providing
the environment and opportunity for every individual to realize his/her potential.
 The policy aims at broadening the outlook of the individuals and bridging the gap
between actual performance and the performance necessary to deliver results.
 Facilities are provided to all individuals towards self-development and all-round
growth through training.
 HR Department identifies average performers and provide special training.

9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human Resource Information Management Systems (HRIMS) aims at:

a. Providing accurate information about employees to management for decision
making.
b. Eliminating duplication of efforts.
c. Offering quick and easy access to human resource information at random as well as
in regular report form.

 The system has two layers of security. Access to the system is through keying
in the valid combination of username and password. Permission to access
certain programs is restricted to identify key personnel.

 An integrated employee database is maintained and continuously updated with

information from personnel at regular intervals regarding biographical data,
work experience, qualifications, appraisal, training and career paths.

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10. RETIREMENT PLANNING

 At Deepak Group, retirement of all individuals is aided through planned

programs by HR Department so as to lessen the associated misgivings and
anxiety.

11. JOB ENRICHMENT

 Deepak Group follows a people cantered approach to job enrichment with a

view to enhance the performance of the employee, leading to higher job
satisfaction.

12. EXIT INTERVIEWS

 The organization has a regular turnover of employees due to various reasons
such as retirement, voluntary retirement, and resignation etc. from time to
time. Feedback is obtained from the employee on occasions of separation from
the organization. Such feedback on matters that effect wellbeing of the people
is useful in improving the organization in respect of HR Policies and practices.

The HR Policy Manual (or Managerial Service condition Manual) was designed in
order to facilitate the mangers in gathering the information regarding the various
service conditions that are offered by the organization. This manual includes the
service conditions which are most frequently asked for. The various services
conditions included are:

1. Provident Fund
2. Gratuity
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10.Phone Policy
11.Leave Travel Assistance (LTA)
12.Local Conveyance Rules
13.Transfer Policy
14.HRR Policy for Area Office Manager

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 CHAPTER NO:-5
DATA ANALYSIS AND INTERPRETATION

A. RECRUITMENT AND SELECTION

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

EXTERNAL RECRUITMENT SELECTION

18

82

DISAGREE AGREE

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.

30
 2. Are you satisfied with the monetary reward given on bringing a candidate on
board?

MONETARY REWARDED

26; 26%

74; 74%

DISAGREE AGREE

INTERPRETATION: Regarding monetary reward given on bringing on board 74% of

employees are satisfied and 26% are not satisfied.

31
 3. Are you satisfied with the background checks conduct for employees.

BACKGROUND CHECK

22

78

DISAGREE AGREE

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

79

DISAGREE AGREE

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

82

DISAGREE AGREE

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

90

DISAGREE AGREE

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 analysed in your organization

EMPLOYEE PERFORMANCE

24

76

DISAGREE AGREE

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

73

DISAGREE AGREE

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.

37
 c. Effectiveness of training program in your organization is evaluated by observing the
post training performance of employees.

EFFECTIVE OF TRAINING PROGRAM

32

68

DISAGREE AGREE

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

92

DISAGREE AGREE

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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 CHAPTER NO:-6

CONCLUSION
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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 CHAPTER NO:-7

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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 CHAPTER NO:-8
BIBLIOGRAPHY

Websites:

www.deepaknitrite.com

www.citchr.com

www.ask.com

www.wikipedia.com

www.hreroup.com

www.ppspublishers.com

www.scribd.com

www.tvrls.com

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