PROJECT REPORT

On
“A STUDY ON HR POLICIES”
AT
GO SOLAR GRID PVT LTD
Submitted in partial fulfillment for the requirement for the award of
BACHELOR OF COMMERCE
By:
B. RUSHITHA -122219405027
ANJALI -122219405017
ANDEE PRAVALIKA -122219405016
B. SAMPADA -122219405034
To

Osmania University, Hyderabad

Under the guidance of

Mrs. SWATHI KUMARI

ASSISTANT PROFESSOR

Department Of Commerce

ST. MARY'S CENTENARY DEGREE COLLEGE

ST. FRANCIS STREET, SECUNDERABAD TELANGANA
STATE
2019-2022
 DECLARATION
We hereby declare that the project report entitled “A STUDY ON HR POLICIES”

carried out at GO SOLAR GRID PVT LTD is our original work written and submitted by

me in partial fulfillment of Bachelor Degree Commerce of Osmania University. We also

declare that this project has not been submitted earlier in any other university or institution.

B. RUSHITHA
(HT. No: 122219405027)

ANJALI
(HT. No: 122219405017)

ANDEE PRAVALIKA
(HT. No: 122219405016)

B.SAMPADA
(HT. No: 122219405034)
CERTIFICATE
 AKNOWLEDGEMENT
We take this opportunity to extend my profound thanks and deep sense of gratitude to

the authorities of A STUDY ON HR POLICIES. For giving me the opportunity to

undertake this project work in their esteemed organization. We profusely thank Mr. Company

Guide Name XXXXXXX

My sincere thanks to Rev. FATHER ALLAM AROYGA REDDY PRINCIPAL

St. Mary's Centenary Degree College, HOD Mrs. S. BHAGYA LAKSHMI and

my project guide Mrs. SWATHI KUMARI . For the kind encouragement and constant

support extended in completion of this project work. From the bottom of my heart

We are also thankful to all those who have incidentally helped me, through their

valued guidance, co-operation and unstinted support during the course of my project.

B. RUSHITHA
(HT. No: 122219405027)

ANJALI
(HT. No: 122219405017)

ANDEE PRAVALIKA
(HT. No: 122219405016)

B. SAMPADA
(HT. No: 122219405034)
 TABLE OF CONTENTS
S. No TITLE PAGE NO

LIST OF TABLES i-ii

LIST OF FIGURES iii-iv

I. INTRODUCTION 1-5

II. REVIEW OF LITERATURE 6-10

III. INDUSTRY PROFILE COMPANY PROFILE 11-30

IV. DATA ANALYSIS AND INTERPRETATION 31-44

V. FINDINGS, SUGGESTIONS, CONCLUSION 45-48

BIBLIOGRAPHY 49

ANNEXURE 50-78
 LIST OF TABLES
S. No. LIST OF TABLES P.NO

1 9

2 31

3 32

4 33

5 34

6 TABLE NO.4.3 FINANCIAL VARIABLES OF HDFC BANK 35

7 TABLE NO. 4.6 CALCULATION OF ALTMAN’S Z SCORE 36

8 TABLE NO.4.7 FINANCIAL VARIABLES OF SBI 37

9 TABLE NO. 4.8 CALCULATION OF ALTMAN’S Z SCORE 37

10 TABLE NO.4.9 FINANCIAL VARIABLES OF ANDHRA 39

BANK

11 TABLE NO.4.10 CALCULATION OF ALTMAN’S Z SCORE 39

12 TABLE NO.4.11 FINANCIAL VARIABLES OF CANARA 41

BANK
 LIST OF FIGURES
FIGURE LIST OF FIGURES P.NO
NO.

6
 CHAPTER - 1
INTRODUCTION
 CHAPTER – 1
INTRODUCTION

1.1 INTRODUCTION
Definition
According to Calhoun, “Human Resource policies Calhoun, “Human resource policies
constitute guides to actions. They furnish the general standards or bases on which decisions
are reached. Their genesis lies in an organization values philosophy, concepts and principles.
HR policies may be defined as guidelines, procedures, codes and regulations adopted by
management to guide workplace activities within acceptable limits, which are communicated
through a summarised statement called policy statement and implemented through
instructions referred to as policy directives.” HR Governance, policies are developed to focus
on compliance and enforcement of the various policies developed. Human resource policies
are the formal rules and guidelines that businesses put in place to hire, train, assess, and
reward the members of their workforce. A policy is a guide for repetitive action in major
areas of business. It is a statement of commonly accepted understanding of decision-making
criteria. Policies are set up to achieve several benefits. By taking policy decisions on
frequently recurring problems, the top management provides the guidelines to lower level
managers. Human resource policies are not something that can be considered in isolation. It is
an integral part of the whole policy structure of the enterprise. There is an organic unity in
policies. Such a unity prevents unnecessary duplication and promotes unity of action.
Weakness in any one of the major policies tends to weaken the effectiveness of other policies.
A human resource policy manual serves as the organizational backbone that guides the
behavior and expectations of employees and management. It is only natural, the
employees will push the limits on matters like dress code, absences, interpersonal
interaction, and achievement goals. HR policies provide an overview of how the
organization functions and more importantly, how employees must contribute to the well-
being of this effort. It is almost impossible to create a policy for every detail of a work
environment. Instead, consider the critical categories that will provide general workplace
guidelines. Interpretation and flexibility must be a given. The end goal is that the company
functions in a consistent manner and is protected from situations that could be litigious or
unsafe. General categories to be addressed include hiring practices, onboarding, employee
conduct, workplace safety, compensation and performance evaluations.
Meaning:
Human resource policies are the formal rules and guidelines that businesses put in place to
hire, train, assess, and reward the members of their workforce. These policies, when
organised and disseminated in an easily used form, can serve to anticipate many
misunderstandings between employees and employers about their rights and obligations in
the organisation. Human Resource practices imply the customary way of operations and
behaviour, translating idea into action, and knowledge of how something is usually done. In
simple terms, it is to apply principles or policies.
Some methods utilised by human resources department staff are called “best practices,”
meaning the way an employment action is handled is the recommended way according to
human resources experts. For example, a human resources best practice is conducting an HR
audit each year to determine if human resources processes are helpful to the company.
Another best practice is providing new employees with a formal orientation session where
they are fully aware of the company, its philosophy and mission. A company known for its
human resources best practices is most likely the leader among its competition and typically
has a high level of employee satisfaction. Best practices in human resources are shared with
other human resources practitioners as an industry-accepted way of doing business from the
HR perspective. Human Resources policies are generalised guidelines on employee
management, adopted by consensus in an organisation to regulate the behaviour of employees
and their managers or supervisors. As for the dichotomy between an HR policy and a
procedure, they can be compared to a human being and the shadow. Both are inseparable and
as shadows set the outlines of a human being, so do procedures set the outlines of an HR
policy. The handbook is distributed to new employees on the first day of work and is
typically discussed during informal or formal orientation sessions. The HR policies are an
integral part of an organization as it helps to set clear instructions about the working of the
company. It is a way to protect your business and prevent any misunderstandings in the
future. When a business entity implements strong policies, it shows its inclination towards a
fair workplace that will meet the standards of corporate governance.The human resource
department is entrusted with creating useful and ethical policies for the betterment of the
organization.
Concept of HR Policies:
Human Resource (HR) policies are meant to provide frameworks for an organization, within
which consistent decisions can be made, and through which equity in the way people are
treated can be promoted. The implementation of strong HR policies can help an organization
demonstrate, both internally and externally, that it meets the requirements for diversity,
ethics, and training required in today’s workplace, and meets its commitments regarding
regulation and corporate governance of employees.
HR policies set out obligations, standards of behaviour and document disciplinary procedures
(among many other things). Their specific function can vary widely, including but not limited
to:
 Providing clear communication between an organization and its employees regarding
their condition of employment.
 Forming a basis for treating all employees fairly and equally.
 Setting and managing employee expectations.
 Establishing guidelines for supervisors and managers.
 Forming a basis for developing the employee handbook. Communicating the
organization’s goals and values.
 Creating a basis for regularly reviewing possible changes that affect employees.
 Providing a ‘how-to’ on how to apply policies across all levels of an organization.
 Forming a context for various programs, such as supervisor training programs and
employee onboarding and orientation programs.
 Ensuring all policies are aligned to legal requirements and best practices.
1.2 NEEDS OF THE STUDY:
There is need for the study on HR Policies at Go Solar Grid Pvt Ltd because policies guide
the employees to take action for achieving the objectives of the organization. HR policies
furnish the general standard on which decisions are taken. Various line authorities take
decisions in an organization keeping in view the HR policies. HR policies make delegation of
authority possible, which means assigning the work to others and give them authority to do it.
HR policies help executives at various levels of decision centres to act with confidence
without consulting the superiors every time. HR policies give a manager liberty to choose the
alternatives provided and to decide upon the action. HR policies specify relationships among
organization, management and workers. Therefore, each group works for the achievement of
the larger objectives of the organization without any policy conflicts. Thus, HR policies
provide better control. HR policies serve as standards in execution of work. Efficiency of a
group may be evaluated by its performance in the light of the policy. After assessing whether
organization has achieved the desired results set in the policy, HR policy may be amended or
a new policy may be formulated in the light of the actual performance. HR policies provide
the workers a security against exploitation and create confidence in employees who may
know where they stand in the organization. HR policies introduce the employees to the
objectives of the organization. It guides the workers in achieving the objectives. They work
enthusiastically and with loyalty to get those objectives. HR policies provide guidance to
management in relation to the HR problems. HR policies decide how to get the work done by
the people or how to behave with them. So the company has decided to know the policies of
HR.

1.3 LIMITATIONS
Time limit: time duration is very less it will take 45 days.
Data collection: may be baias genuine or nongenuine.
Findings: findings are correct as per as the data collections. if the data is wrong then
findings will be wrong.

One company/area limit: our project is restricted to one company. if more than one
company then it is area limited.

Knowledge information: knowledge information that have limit.

1.4 OBJECTIVES
01.To study about the Human resources policies.
02. To find out the factors impacting the human resources.
03. To know the factors which effect the human resources.
04. To identify the impact of human resources policies.
05. To suggest better techniques of the human resources policies

1.5 SCOPE OF THE STUDY

The scope of HRM is indeed vast. Any HR department and personnel executives typically
perform a variety of roles in accordance with the needs of a situation. The HR manager plays
multiple roles such as those of a researcher, a counsellor, beginners a mediator, a peace-
maker, a problem-solver, and so on.

All major activities in the working life of an employee — from the time of his entry into an
organization until he leaves the organizations — come under the purview of personnel
management. The functional areas of HRM as outlined by Northcott are – (a) Employment,
(b) Selection and training, (c) Employee services, (d) Wages, (e) Industrial relations, (f)
Health and safety, and (g) Education.

HRM may be regarded as a profession by many even though it does not possess all the
characteristics of a profession. Before examining whether it is a profession or not, it is
necessary to identify the essential attributes of a profession.

1.6 RESEARCH METHODOLOGY

Research methodology is the specific procedures or techniques used to identify, select,
process, and analysis information about a topic. In a research paper, the methodology section
allows the reader to critically evaluate a study's overall validity and reliability.
A research methodology is an outline of how a given piece of research is carried out. It
defines the techniques or procedures that are used to identify and analyze information
regarding a specific research topic.
Research methodology simply refers to how a researcher systematically designs a study to
ensure valid and reliable results that address the research aims and objectives. Research is
defined as careful consideration of study regarding a particular concern or problem using
scientific methods.
PRIMARY DATA
The primary data is collected through surveys, experiments or direct observations. Primary
data is data that originated for the first time for the researcher through direct efforts and
experience, specifically for the purpose of addressing his research problem. it is known as
first hand or raw data.
Sources of Primary Data
The primary data is collected from the company's internal guide.

SECONDARY DATA
Secondary data is the data that has already been collected through primary sources and made
readily available for researchers to use for their own research. With the advent of electronic
media and the internet, secondary data sources have become more easily accessible. Sources
of Secondary Data
The secondary data is collected from articles, books and websites.
 CHAPTER- 2
REVIEW OF LITERATURE
 CHAPTER-2
REVIEW OF LITERATURE

HR POLICIES AND PRACTICES: THE REALITY-A CASE

STUDY
DR. Parveen Ahmed ALAM *
Jayanti Mukherjee**
OVERVIEW
The competitive advantage that any organisation enjoys is attributed to
its human capital. Retention of that resource is one of the major
challenges faced by human Resource (HR) management. The focus is on
campus placement and recruitment of management
trainees (MTS) as well as the experience of there MTs through the case of
one such individual.
The case is followed by the results of a questionnaire -based survey
conducted on 50 non-HR employees with minimum 2 years of experience
covering both service and manufacturing sectors, to get their feedback on
how far HR policies are implemented. HR cannot
afford to have negative perception even from one individual as it deals
with the soft ‘s’ of the employees.
The aim of this study is to understand and interpret what kind of human
resources policies. The first 30 enterprises in there designated enterprise
have been systematically categorized interpreted and evaluated the policy
types by considering the human resources policies and subjecting them to
qualitative analysis. It is expected that their study will shed light on
academicians working on human resource issues.
THE INTERNATIONAL JOURNAL OF HUMAN RESOURCE
MANAGEMENT
Tina H.P. Kowalski
Wendy Loretto
Published online: 09 July 2017
OVERVIEW

Issues around technology and the blurring boundaries between work and life ; around
different patterns and conditions of work , such as shift work and zero hour contracts ,
to name but a few, all play a role further more , in terms of changing workplaces , as
Morris (2004) started in relation to “future of work “initiatives, much of research
emerges from the UK or US or at least from the OECD Countries . The particular
challenges these countries experience in terms of understanding , measuring and
managing well – being both in general and in the workspace more specifically.
Greater efforts needs to identify and modify structural components of work, such as
job quality and job design. HRM by the specific focus on durable long term emphasis
on ‘developing Human’. This fits well with the themes identified and discussed in the
seminar series that informed this special issue and reiterates the importance of the
professionals to consider the role of current and future contextual factors and
demographic trends which will shape the workforce of the future , from the papers
presented here, a picture is emerging that sustaining employee well-being goes
beyond the individual and the organisation. A challenge for organisation, employees
and HR professionals like but is one that must be addressed if theory , research and
practice in this field is to advance. The continuing dominance of wellbeing at both
national and international levels. Combined with being a strategic priority for
international bodies, such as the ESRC in the UK. This topic by academics ad
practitioners within this field, and beyond. This special issue present’s a call to action
to continue to generate an informed and rigorous evidence base from which HR
practitioners can make decisions regarding how their organisation choose to invest in
the well-being of their employees if organisation are to remain viable and to ensure a
sustainable workforce for the
future.
HUMAN RESOURCES POLICIES AND PROCEDURES
Radhika Kapoor – university of Delhi
Published in March 2020
OVERVIEW
The policies and procedure need to be concerned in terms of various areas such as
technical, clerical, management, administration and so forth. In these programs, they
are imparted with knowledge in terms of human resource policies and procedure.
When the
human resources follow the policies and procedure,they are able to benefit to a major
extent. When the human resources abide by the policies and procedures. They are not
only able to implement their job duties appropriately, but also would promote
discipline within the working environment. In leading to well-being and progression
and enhance the reputation of the organisation. When the human resources follow the
policies and procedure, they are able to benefit to a major extent. The primary
objective of HR policies and procedure in to create a working environment, which
makes provision of support and assistance to a employees to build up self-esteem and
self confidence. They are able to implement behavioural traits, which enable them to
carry out their job duties in accordance to the expectation of the employees.
DON’T KNOW, DON’T CARE: AN EXPLORATION OF
EVIDENCE BASED KNOWLEDGE AND PRACTICE IN
HUMAN RESOURCE MANAGEMENT
Carol Gill- University of Melbourne
Published in June 2017 Human Resource Management Review 28(2)
OVERVIEW

This article draws on both streams of research to explain why HRM does not
implement evidence based practice. It focuses on research indicating that HRM
practitioners are not incentivized to learn about evidence based practice and develops
theory proving
that their satisfaction with the status quo reflects a value proposition based on
utilitarian instrumentation. It concludes that neither academics nor HRM practitioners.
Arguments are supported and illustrated with high performance
work practices and solutions are proposed to implement evidence based practice. In a
more recent, as yet unconnected, stream of research there has been concern about a
research practice gap in HRM, over the part two decades the integrity of the human
resources management (HRM) profession has been questioned by
scholars who have identified a gap between the rhetoric of “people are our most
important asset” and the reality of “Impersonal economic rationalism”. Organisation
can hire an HR consulting forms for the preparation of both or either of the HR
policies and procedure manual .
EMPOWERING SCHOOL THROUGH RESOURCE
MANAGEMENT
Radhika Kapoor
Published in June 2019
OVERVIEW

When human resource find employment opportunities in education institutes , than

they need to process require educational qualification, experience and personality
traits. They need to make effective use of their qualifications and skills to pursue their
goals and enhance the system of education. The main aspects that have been taken
into account in this research paper. Includes, role of the human resources management
they need to make effective use of their educational qualifications and skills to pursue
their goals and
enhance the of education. In order to carry out various tasks and activities
satisfactorily, it is essential to generate awareness and upgrade ones skills . The main
objective of this research paper is to understand how empowerment of schools takes
place through HRM.
The educational institution at all levels are development upon human resources for the
implementation of their course and program. When one makes use of technologies
machinery and equipment, then also human resources make use of their skills to
generate desired out comer. To ensure that human resources are carrying out their job
duties satisfactorily.
THE IMPORTANCE OF HUMAN RESOURCES POLICIES FOR
BUSINESS
SUCCESS
MESUT ATASEVER -Assist prof. DR. UK university.
MERVE NUR OKLU-master of business administration student.
PUBLISHED DATE 28-05-2018
OVERVIEW

The success of human resources will lead to the success of the entire enterprise and
failure will lead the entire enterprise to fail. There are human resource polices, even if
they are not aware of small and large business some business developed and apply
polices that will provide long term success while emphasizing their policies, it is this
human resource policy which determines the success of the enterprise to a great
extent. It has been emphasized by this study that the achievements of business that
consider human resources as a strategic success component and of special importance
come from this area to a great extent from recruitment to orientations, performance an
is a field that plays a vital role in managing human resources for motivation.
The HR polices some organization do not pay much importance to this crucial
resources of their and do not formulate any HR policy. Employee turnover depends a
lot on whether a company has good HR policies and practice or not. Introducing HR
policies and procedures gives organization the opportunity to offer a fair and
consistent approach to managing their staff.in an environment of economic growth,
globalization and increasingly competitive markets, most fundamental challenge is the
attraction and retention of an ample supply of man power and appropriate skill.
THE IMPACT OF HUMAN RESOURCES POLICIES AND
PRACTICES ON
ORGANIZATIONAL CITIZENSHIP BEHAVIOURS
OVERVIEW

This study aims to investigate how policies and practices in human resources
(PPHR)Impact organizational citizenship behavior (OCB). The OCB’s represent
additional contribution from employees to their organization and same how,
individual action expected in crisis scenario or changing time by managers, we collect
data from 156 employee of public, private and mixed companies located in the state
of Sao Paulo.
We also conclude that PPHR influence the discrimination of organizational image
and creative suggestions from OCB factors. The result indicate suggestions where
managers can act to extract, effectively, organizational citizenship behaviours from
their employees personnel management policies define the theoretical and practical
frame work built to enable the attainment of the organization’s objectives, acting as
guides of thought and action for the area of people management.
The behaviour, characterized by a set of spontaneous actions, which being beneficial
consequences to the organization as a whole, in the requirement of the formal role or
in the formal schemes of rewards or sanction provided by the organization, is termed
as organizational citizenship behaviour. The term practices in turn, is turn, is used in
the sense of habit, routine or action, or when referring to activities that are
components of routines. On the hand, the behaviour of individuals in this process is
fundamental, because it directly influence both their individual productivity and the
productivity of their work group and consequently organization.
According to farewell and Lakers (1981), the value of the average variance extracted
of each construct is expected to be greater an 0.5.
A STUDY OF DIGITALZATION IN HRM AND ITS
EFFECTIVENESS
EXECUTION OF HR STRATEGIES AND POLICIES
Rajesh Vaidya – research scholar, RTM Nagpur university.
Published date:31-10-2018.
OVERVIEW
The top priority for the HR is to translate this strategy and vision into execution and
make it a huge success. It is very pertinent to ensure the work force in an organization
is aligned to its strategy and priority. Adding strategic value to the business
automation of mission critical HR functions.it is wire to note that the organization are
judged not only on their financial health, quality of services or work force
satisfaction.
One of the famous area the HR should focus upon is “execution” the problem
statement revolves around “execution”, thought the organization has a solid vision,
excellent strategy and right talent. Especially growing organization do not have the
luxury of having exclusive people assigned to do exclusive jobs. The nature of HR
has evolved to strategic function of an organization. The role of HR leaders in
attracting, developing and enabling talent is critical to the success of any business.
It was inevitable For the HRM to get transformed into digital, which radically altered
the way the employee and business work. Digital technology has entirely reinvented
the processes and system in various functions across the industries.it requires a
considerable.
 HUMAN RESOURCES PRACTIES AT GOOGLE IN TERMS OF
SOME
MANAGEMET PERSPECTIVES: EXPLORING THE
ENTERPRENEURIAL SPIRIT
STANTON THOMAS-Research administrator
ANIS MAHOMED KARODIA-Senior researcher
OVERVIEW

The paper does not pretend to capture all of the subtle nuances of human resources
development, but makes a care for the entrepreneurial spirit, for successful
management practice. It is hoped to share some of there in sights with human
resources practitioners and students pursuing the idea of invoking critical thought. In
an ever changing and industry -google foot print. This paper will critically discuss and
unpack the effect of its human resources practices, or people practices as google calls
it, and the policies that govern these practices. The impact on human resources
practices with the standard best practices mode and frame work indicates that in order
for the company‘ s internal growth strategy to be successful it should contain and
incorporate. The google’ s compensation program rewards strong performance and its
training programmer help overcome weakness and underperformance of its employee.
google also emphasize employment development through on the job learning and
training. Indirect decision making is also evident and considered.
A STUDY ON HR POLICIES AND STRATEGIES IN IT
COMPANIES IN INDIA
Ms. Preethi Stanley-Assistant professor
Prof. Pankaj Choudhary -principal
OVERVIEW

They correspond to the total inbuilt capacities obtained information and skills as
exemplified in the attitude and talents of the employed. The policies practices and
strategies lead the organization to respond on its targets. It ought to be a social
impression of the qualities and convictions of the organization. the approaches ought
to be brief and clear with the goal the everyday in the organization can comprehend
its goal, the mean to accomplishing the mission.
This paper gives clear data about various function of HR, HR policies and
strategies encircled by selected it organization in India. Every organization operates
business in a social system with economic pursuits. Human capital is viewed as on
essential resource among all resources utilized in a social system. All the activities of
an organization are commenced and complete by human resource that belongs to the
organization.
 THEORETICAL FRAMEWORK ON HR POLICIES

A policy is a predetermined course of action established to guide the

performance of work towards accepted objectives.

MEANING OF HUMAN RESOURCE POLICIES

Human resource policies are systems of codified decisions, established by an

organization, to support administrative personnel functions, performance
management, employee relations and resource planning. Each company has a
different set of circumstances, and so develops an individual set of human resource
policies. Human resource policies are statements of human resource objectives of an
organization and provide a broad framework within
which decisions on human resource matters can be made without reference to higher
authorities. Human resource policies lay down the criteria for decision making in the
field of human resource management. Human resource policies are the formal rules
and
guidelines that businesses put in place to hire, train, assess, and reward the members
of their workforce. These policies, when organised and disseminated in an easily used
form, can serve to anticipate many misunderstandings between employees and
employers about their rights and obligations in the organisation.
DEFINITION OF HUMAN RESOURCE POLICIES

According to Calhoun, “Human Resource policies Calhoun , “Human resource

policies constitute guides to actions. They furnish the general standards or bases on
which decisions are reached. Their genesis lies in an organization values philosophy,
concepts and principles. HR policies may be defined as guidelines, procedures,
codes and regulations adopted by management to guide workplace activities within
acceptable limits, which are communicated through a summarised statement called
policy statement and implemented through instructions referred to as policy
directives.” The human resources department develops the introduction to the set of
policies and guidelines and explains the importance of the policies. Policies about
performance appraisals, fair employment practices, appearance and behaviour are just
a few of the several policies contained in an employee handbook. In HR Operations,
policies are
developed to cover areas of the HR function which are considered strategic to the
achievement of specific HR and organisational objectives. These may include HR
Planning and Outsourcing, Recruitment, Training and Development, employment
Contracts Negotiations and Administration, Employee Performance and
Exit/Termination Process Management. n HR Governance, policies are developed to
focus on compliance and enforcement .
TYPE OF HUMAN RESOURCES POLICIES IN PRIVATE
SECTOR

ORIGINATED POLICIES:
These policies are established formally and deliberately by top management. senior
executives initiate such policies to guide their subordinates.

APPEALED POLICIES:
These policies are formulated on requests of subordinates who want to know how to
handle some situations. The need for such a policy arises because the particular case
is not covered by the earlier policies.

IMPOSED POLICIES:
An organization accepts these polices due to pressure of external agencies like
government, trade association, trade union, etc for example the policy that nobody
below the age of fourteen years will be employed is adopted due to factories Act.

GENERAL POLICIES:
These polices do not relate to any specific issue in particular. Rather than they
represent the basic philosophy and priorities of top management. For example
encouraging workers to participate in decision making at all levels is a general policy.

SPECIFIC POLICIES:
These polices relate to specific issue like staffing compensation, collective bargaining,
etc. All specific policies must conform to the broad pattern laid down by the general
policies.
Function of HR Policies

HR policies set out obligations, standards of behaviour and document disciplinary

procedures (among many other things). Their specific function can vary widely,
including but not limited to:
• Providing clear communication between an organization and its employees
regarding their condition of employment.
• Forming a basis for treating all employees fairly and
equally.
• Setting and managing employee expectations.
• Establishing guidelines for supervisors and managers.
• Forming a basis for developing the employee handbook.
• Communicating the organization’s goals and values.
• Creating a basis for regularly reviewing possible changes that affect employees.
• Providing a ‘how-to’ on how to apply policies across all
levels of an organization.
• Forming a context for various programs, such as
supervisor training programs and employee onboarding
and orientation programs.
• Ensuring all policies are aligned to legal requirements
and best practices.
ADVANTAGES OF HR POLICIES:

(i) Policies are repeatedly used plans. They bring about

rigidity in operations as they leave no room for initiative by the subordinates.

(ii) Policies may not cover all the problems. Sometimes,

unforeseen situations arise which are not covered by the existing policies.

(iii) Policies are no substitute for human judgement. Policies only delimit the areas
within which decisions are to be made.

(iv) Policies may not be ever-lasting as they lose their utility with the changes in the
internal and external environment of the business.
DISADVANTAGES OF HR POLICIES:

1.COSTLY SETUP:
Human Resource Management systems require huge costs for installation within the
business origination. Owners need to give proper training to its workers for setting up
and running these systems. Small business can’t afford to run these systems within
their operations.

2.RECENT ORIGIN:
Human Resource Management lacks universal approval
academic base due to its recent origin. There is no uniformity in its terms and
different people characterize the term in a distinct way. Organizations are renaming
their workforce department as HRM which may not yield real results. It requires
changes at a fundamental level in approaches, mentality and philosophy of
management.

3.UNPREDICTABILITY:
Another major limitation is inability to predict the external events and behavior of
peoples. HRM needs a full support of all working people and top management in an
organization for its successful implementation. In absence of proper support from top
management, it may not yield expected results.
PROCEDURE OF HR POLICIES:

The HR policies and the procedure of the company might put you down in front of
your seniors and other colleagues.

1.Choose a suitable title for the policy:

When you title HR policies, the title should be able to
describe the basic content of the policy. Choosing a relevant title is very important to
create the policy and procedure of the company as it is the first step to developing
suitable HR policies. The title should help the employee in identifying, locating and
referring to a particular process. It should be able to answer a few questions for you.

2. Understand the motive behind writing a policy:

You want to make sure that you address the most important need of the HR policies,
which means you would want to make sure that employees have access to the answers
to their questions easily and without any issues. Hence you need to 1st understand the
motive behind writing a policy for the employees of the company.

3. Use very simple and clear language:

Very important, it is extremely important for the reader to understand what you want
to convey to them. Hence using simple and clear language is very important while
writing HR policies and its procedures. Be precise and make sure you do not use
jargons.

4. Your policy and procedure should reflect the company’s

image:

Your policy statement should mention the rules and

regulations and what actions will be taken against the
employees who disrespect or disobey the HR policies and procedure by overlooking
the same. The procedures should be precise, and so should be the action taken against
the employee who disobeys them.

5. The HR policies need to have a very clear outline:

Outlining means a clear demonstration of the HR policies in the procedures and the
guidelines. The procedure of following the policy needs to be mentioned in steps and
in order to serve as a guide for the audience. It should also state how the policy will
affect the organization and its reputation in the market.

CHAPTER- 3
INDUSTRY AND COMPANY PROFILE

COMPANY PROFILE
 GO SOLAR GRID PVT LTD

COMPANY PROFILE
GO SOLAR GRID LIMITED is established in 2014 with thorough technical
knowledge and experience backed again by recruiting highly experienced and
professional personnel working for a long time in the same field. We have strong
knowledge for Systems Management and Quality Control. We believe in Quality and
Proper delivery system of products as per Customer's satisfaction. We are working
with I.S.O. 9001:2008 systems since from the beginning which will put us a head of
our competitors and present market players. GSG is dedicated to provide reliable
products to customers through the continuous development and investment in our R
and D center. The total quality system has been audited and approved by globally
respected companies.

Mission Statement and Corporate Vision:

GSG working every

way to support development, production and delivery of clean energy. Our efforts
cover the entire energy supply chain. We manage power knowledge, market trends
and know-how with our customer’s privacy to earn trusted relationship.

Power to the People:

GSG provides the best solar power system in India by using solar hybrid PCU, grid
tied PCU and off-grid PCU with high quality components like spy panels and
batteries to ensure best performance. GSG designs and assembles LED bulbs to suit
customers’ requirements with BRAND NAME - "Go LED".
Industries
Renewables & Environment
Headquarters
Hyderabad, Telangana
Type
Public Company
Founded
2014
Specialties
Roof Top Solar Installations (on-grid, off-grid, hybrid), Manufacturing and sales of
LED Lights, On ground commercial Solar Installations, Distributors of solar inverters
(on-grid), and Manufacturers of DC and AC junction boxes (for solar power
installations)
Products:
• Solar Street Light
• Solar Lantern LED Light
• Solar Pump
• Solar LED Street Light

The company has 3 directors and no reported key management personnel.

The longest serving directors currently on board are srikanth chowdary kodali.
Chandrasekhar Rao kodali and kodali Laila who wear appointed on 08 august, 2014.
They been on the board for more than 6 years.
Srikanth chowdary has the largest number of other directorship with a seat at a total of
6 companies. In total, the company is connected to 5 other companies.
Solar As Your Energy Source Invest to Save Environment
If we are serious about moving toward energy independence in a cost-effective way,
we should invest in solar energy. If we are serious about cutting air and water
pollution and reducing greenhouse gas emissions, we should invest in solar energy.
One Time Investment = 25 Years Benefit
Empowering your home, society or industry with solar energy is cost-effective and af-
fordable. With one time investment, you reap the benefits for the years to come, one
of which is the lower electricity bill.

Become the Environment Saviour

Adopt sustainable energy solutions to reduce carbon footprints. Solar power is one of
the key sustainable & renewable energy sources. Invest in solar to become the cham-
pion of using clean and green energy for your lifestyle and business goal.

Connect to Limitless Energy

The Sun has been the eternal source of energy on earth for centuries. The power of it
never diminishes. Using the solar power in the form of electricity connects you to the
source of limitless energy, gives you power protection and keeps the worry of power-
cuts at bay.
The Chronology of events since then is as enumerated below
• 1998 – Assembly line for small scale module manufacturing established at
BALANAGAR, Hyderabad
• 1999 – Export of solar modules commenced
• 2001 – Bagged World bank project for supply of solar lantern worth Rs 7.5
crore.
• 2004 – Export Orient Unit Commenced
• 2005 – 3 MW Assembly line and module manufacturing unit commenced at
DUNDIGAL.
• 2006- Best Export Performance Award
• 2007- Increase module manufacturing capacity to 50 MW
• 2008 – Company awarded ISO certificate
• 2009- MNRE Channel Partner Status
• 2010 – Participated in JNNSM Phase 1 and won a tender
• 2011- Diversified into Solar EPC through subsidiary Premier Solar Powertech
Pvt Ltd
• 2012- Established a solar power plant of 2 MW in Jharkhand
• 2013 – Purchased a fully automated module manufacturing line and increased
production capacity to 75 MW per year
Main areas of business
1. Ground Mounted Solar Turnkey EPC.
2. Rooftop Solar EPC
3. Solar Consultancy
4. Transmission Line works
5. Substation upgradation
Services
SOLAR PANEL
• Premier solar modules are a versatile solution for stand-alone power
systems, home light systems, solar displays, telecommunication and water pumps.
• SOLAR STREET LIGHTNING
• Solar Photovoltaic Street Light is a standalone Solar Photovoltaic System
having an energy efficient 11W / 18W Compact light providing illumination.
• SOLAR HOME LIGHTNING
• PSS Solar Home Lighting System is an environment friendly and cost-effective
solution for rural home lighting requirements
• SOLAR POWER PACK
• During day time, Solar PV Array generates DC power and the energy produced
is stored in the battery bank. Battery Charging is done through a Charge Controller.
• SOLAR WATER PUMPING
• Solar Surface Water Pumping System is a Solar Photovoltaic (SPV) System,
having an energy efficient DC Surface Centrifugal pump coupled with a 900W SPV
Array.
• WIND HYBRID SYSTEM
• Wind hybrid power systems combines wind turbines with other storage and/or
generation sources. One of the key issues with wind energy is its intermittent nature.

History:

Energy can neither be created nor destroyed, it can only be harnessed like we do from
the Sun! Founded in 1995 by Shri Surender Pal Singh, Premier Energies is one of the
leading Solar PV (Photovoltaic) Cells & Module Manufacturing company. Providing
end to end solar power solutions to organisations across India and 30 countries in
Europe, Africa & Asia. For over two decades, we have been driving sustainability in
the renewable energy sector with a spectrum of products and innovations for energy
generation and storage. Our dynamic team of technocrats, business professionals,
researchers and developers operate from Hyderabad, where we also have our highly
advanced solar module manufacturing facility spread across 1 Lakh Sq. ft. Our
presence in the Solar Energy sector plays a key role in strengthening India’s vision
and the United Nations’ Sustainable Development Goal for clean energy and green
environment.

INDUSTRY PROFILE

The renewable-energy industry is the part of the energy industry focusing on new and
appropriate renewable energy technologies. Investors worldwide have paid greater
attention to this emerging industry in recent years. In many cases, this has translated
into rapid renewable energy commercialization and considerable industry expansion.
The wind power and solar photovoltaics (PV) industries provide good examples of
this.
Renewable energy industries expanded during most of 2008, and by August 2008,
there were at least 160 publicly traded renewable energy companies with a market
capitalization greater than $100 million. An estimated $120 billion was invested in
renewable energy globally in 2008.
Renewable energy industry in India
Indian renewable energy sector is the fourth most attractive renewable energy market
in the world. India was ranked fifth in wind power, fifth in solar power and fourth in
renewable power installed capacity, as of 2019.
Installed renewable power generation capacity has gained pace over the past few
years, posting a CAGR of 17.33% between FY16-20. With the increased support of
Government and improved economics, the sector has become attractive from
investors perspective. As India looks to meet its energy demand on its own, which is
expected to reach 15,820 TWh by 2040, renewable energy is set to play an important
role. The government is aiming to achieve 227 GW of renewable energy capacity
(including 114 GW of solar capacity addition and 67 GW of wind power capacity) by
2022, more than its 175 GW target as per the Paris Agreement. The government plans
to establish renewable energy capacity of 523 GW (including 73 GW from Hydro) by
2030
The Government is committed to increased use of clean energy sources and is already
undertaking various large-scale sustainable power projects and promoting green
energy heavily. In addition, renewable energy has the potential to create many
employment opportunities at all levels, especially in rural areas. The Ministry of New
and Renewable Energy (MNRE) has set an ambitious target to set up renewable
energy capacities to the tune of 227 GW by 2022, of which about 114 GW is planned
for solar, 67 GW for wind and other for hydro and bio among other. India’s renewable
energy sector is expected to attract investment worth US$ 80 billion in the next four
years. About 5,000 Compressed Biogas plants will be set up across India by 2023.
It is expected that by 2040, around 49% of the total electricity will be generated by
renewable energy as more efficient batteries will be used to store electricity, which
will further cut the solar energy cost by 66% as compared to the current cost.
• Use of renewables in place of coal will save India Rs. 54,000 crores (US$ 8.43
billion) annually. Renewable energy will account for 55% of the total installed power
capacity by 2030.
• As per the Central Electricity Authority (CEA) estimates, by 2029-30, the share
of renewable energy generation would increase from 18% to 44%, while that of
thermal is expected to reduce from 78% to 52%.
• According to the year-end review (2020) by the Ministry of New and
Renewable Energy, another 49.59 GW of renewable energy capacity is under
installation and an additional 27.41 GW of capacity has been tendered. This puts the
total capacity of renewable energy projects (already commissioned or in the pipeline)
at 167 GW.
• The Government of India wants to develop a ‘green city’ in every state of the
country, powered by renewable energy. The ‘green city’ will mainstream
environment-friendly power through solar rooftop systems on all its houses, solar
parks on the city’s outskirts, waste to energy plants and electric mobility-enabled
public transport systems.
Projected primary energy consumption in India
The size and growth of a country’s population significantly affects the demand for
energy. With 1.368 billion citizens, India is ranked second, of the most populous
countries as of January 2019. The yearly growth rate is 1.18% and represents almost
17.74% of the world’s population. The country is expected to have more than 1.383
billion, 1.512 billion, 1.605 billion, 1.658 billion people by the end of 2020, 2030,
2040, and 2050, respectively. Each year, India adds a higher number of people to the
world than any other nation and the specific population of some of the states in India
is equal to the population of many countries.
The growth of India’s energy consumption will be the fastest among all significant
economies by 2040, with coal meeting most of this demand followed by renewable
energy. Renewables became the second most significant source of domestic power
production, overtaking gas and then oil, by 2020. The demand for renewables in India
will have a tremendous growth of 256 Mtoe in 2040 from 17 Mote in 2016, with an
annual increase of 12%, as shown in Table.
How renewable energy sources contribute to the energy demand in India
Even though India has achieved a fast and remarkable economic growth, energy is
still scarce. Strong economic growth in India is escalating the demand for energy, and
more energy sources are required to cover this demand. At the same time, due to the
increasing population and environmental deterioration, the country faces the challenge
of sustainable development. The gap between demand and supply of power is
expected to rise in the future. In 2018, the energy demand was 1,212,134 GWh, and
the availability was 1,203,567 GWh, i.e., a deficit of − 0.7%.
According to the Load generation and Balance Report (2016–2017) of the Central
Electricity Authority of India (CEA), the electrical energy demand for 2021–2022 is
anticipated to be at least 1915 terawatt hours (TWh), with a peak electric demand of
298 GW. Increasing urbanization and rising income levels are responsible for an
increased demand for electrical appliances, i.e., an increased demand for electricity in
the residential sector. The increased demand in materials for buildings, transportation,
capital goods, and infrastructure is driving the industrial demand for electricity. An
increased mechanization and the shift to groundwater irrigation across the country is
pushing the pumping and tractor demand in the agriculture sector, and hence the large
diesel and electricity demand. The penetration of electric vehicles and the fuel switch
to electric and induction cook stoves will drive the electricity demand in the other
sectors.
According to the International Renewable Energy Agency (IRENA), a quarter of
India’s energy demand can be met with renewable energy. The country could
potentially increase its share of renewable power generation to over one-third by
2030.
In 2019, India was ranked as the fourth most attractive renewable energy market in
the world. India will be the largest contributor to the renewables upswing in 2021,
with the country’s annual additions almost doubling from 2020, as a large number of
auctioned wind and solar PV projects are expected to become operational.
The country has set an ambitious target to achieve a capacity of 175 GW worth of
renewable energy by the end of 2022, which expands to 450 GW by 2030. This is the
world's largest expansion plan is in renewable energy.
As of 31 March 2021, the total installed capacity for Renewables is 92+ GW
• Wind power: 39.24 GW
• Solar Power: 40 GW
• Bio Power: 10.31 GW
• Small Hydro Power: 4.79 GW
Wind energy capacity in India has increased by 1.7 times in the last 4 years. Further to
this, record 100 bn+ units of renewable electricity generating last year.
Solar power capacity has increased by more than 11 times in the last five years from
2.6 GW to 28.18 GW in March 2019. Government of India further targets to increase
the total Renewable Energy Capacity to 450GW by 2030.
• 42 solar parks of aggregate capacity 23,499 MW have been approved in 17
states up to March 2019.
• Kurnool (1,000 MW) and Bhadla-II (648 MW) Solar Parks are fully
operational.
• Largest Solar Park of 2,000 MW in Pavagada is under installation.

Production Linked Incentive (PLI) Scheme

The Union Cabinet chaired by the Prime Minister, Shri Narendra Modi has given its
approval to introduce the Production-Linked Incentive (PLI) Scheme in High
Efficiency Solar PV Modules for Enhancing India’s Manufacturing Capabilities and
Enhancing Exports – Atmanirbhar Bharat.

INDIAN RENEWABLE ENERGY INDUSTRY

Introduction
Indian renewable energy sector is the fourth most attractive renewable energy market
in the world1. India was ranked fifth in wind power, fifth in solar power and fourth in
renewable power installed capacity, as of 2019.Installed renewable power generation
capacity has gained pace over the past few years, posting a CAGR of 17.33% between
FY16-20. With the increased support of Government and improved economics, the
sector has become attractive from investors perspective. As India looks to meet its
energy demand on its own, which is expected to reach 15,820 TWH by 2040,
renewable energy is set to play an important role. The government is aiming to
achieve 227 GW of renewable energy capacity (including 114 GW of solar capacity
addition and 67 GW of wind power capacity) by 2022, more than its 175 GW target
as per the Paris Agreement. The government plans to establish renewable energy
capacity of 500 GW by 2030.

Market Size

As of November 30, 2020, the installed renewable energy capacity stood at 90.39
GW, of which solar and wind comprised 36.91 GW and 38.43 GW, respectively.
Biomass and small hydro power constituted 10.14 GW and 4.74 GW, respectively. By
December 2019, 15,100 megawatts (MW) of wind power projects were issued, of
which, projects of 12,162.50 MW capacity have been already awarded. Power
generation from renewable energy sources in India reached 127.01 billion units (BU)
in FY20.With a potential capacity of 363 GW and with policies focused on the
renewable energy sector, Northern India is expected to become the hub for renewable
energy in India.

Investments/ Developments

According to the data released by Department for Promotion of Industry and Internal
Trade (DPIIT), FDI inflow in the Indian non-conventional energy sector stood at US$
9.68 billion between April 2000 and September 2020. More than US$ 42 billion has
been invested in India’s renewable energy sector since 2014. New investment in clean
energy in the country reached US$ 11.1 billion in 2018.
Some major investments and developments in the Indian renewable energy sector are
as follows:
• In November 2020, Sun Source Energy announced that it will develop a 4
MW grid-connected floating solar PV power project, along with a 2 MW Battery
Energy Storage System (BESS) in Andaman and Nicobar Islands, which was won in a
tender bid with the Solar Energy Corporation of India (SECI).
• In November 2020, The Airports Authority of India (AAI) signed a
memorandum of understanding with NTPC Vidyut VYAPAR Nigam, an NTPC
subsidiary to promote use of electric vehicles and set up solar power plants at its
airports.
• In October 2020, Patel Engineering announced that it has won an order worth
Rs. 1,564.42 crore (US$ 211.15 million) to build 2,000 MW SUBANSIRI Lower
Hydro Electric projects in Arunachal Pradesh.
• India added 2,320 MW of solar capacity amidst COVID-19 pandemic from
January to September 2020.
• In October 2020, Tata Power announced its plan to develop 100 MW solar
project in DHOLERA Solar Park of Gujarat.
• In October 2020, post approval from NITI Aayog and the Department of
Investment and Public Asset Management, NTPC set up a wholly owned company for
its renewable energy business—NTPC Renewable Energy Ltd. NTPC is targeting to
generate ~30% or 39 GW of its overall power capacity from renewable energy
sources by 2032.
• The Solar Energy Corporation of India (SECI) implemented large-scale
central auctions for solar parks and has awarded contracts for 47 parks with over 25
GW of combined capacity.
• In April 2020, Vikram Solar bagged a 300 megawatt (MW) solar plant project
for Rs. 1,750 crores (US$ 250.39 million) from National Thermal Power Corporation
Ltd (NTPC) under CPSU-II scheme in a reverse bidding auction.
• Adani Group aims to become the world’s largest solar power company by
2025 and the biggest renewable energy firm by 2030.
• Around Rs. 36,729.49 crore (US$ 5.26 billion) investment was made during
April-December 2019 by private companies in renewable energy.
• Re-New Power and Shapoorji Pallonji will invest nearly Rs. 750 crores (US$
0.11 billion) in a 150 MW floating solar power project in Uttar Pradesh.

Government initiatives
Some initiatives by Government of India to boost India’s renewable energy sector are
as follows:
• In December 2020, SJVN Limited, a PSU under Ministry of Power entered
into an MoU with Indian Renewable Energy Development Agency Ltd. (IREDA), a
PSU under Ministry of New & Renewable Energy, to provide its services to SJVN for
green energy projects.
• In November 2020, Ladakh got the largest solar power project set-up under
the central government’s 'Make In India' initiative at LEH Indian Air Force Station
with a capacity of 1.5 MW.
• In November 2020, the government announced production-linked incentive
(PLI) scheme worth Rs. 4,500 crores (US$ 610.23 million) for high-efficiency solar
PV modules manufacturing over a five-year period.
• On November 17, Energy Efficiency Services Limited (EESL), a joint venture
of PSUs under the Ministry of Power and the Department of New & Renewable
Energy (DNRE), Goa, signed a memorandum of understanding to discuss roll-out of
India’s first Convergence Project in the state.
• In October 2020, the government announced a plan to set up an inter-
ministerial committee under NITI Aayog to forefront research and study on energy
modelling. This, along with a steering committee, will serve the India Energy
Modelling Forum (IEMF), which was jointly launched by NITI Aayog and the United
States Agency for International Development (USAID).
• In August 2020, the government announced plans to offer land near its ports to
companies for building solar equipment factories.
• India plans to add 30 GW of renewable energy capacity along a desert on its
western border such as Gujarat and Rajasthan.
• Delhi Government decided to shut down thermal power plant in Rajghat and
develop it into 5,000 KW solar park.
• The Government of India has announced plans to implement a US$ 238
million National Mission on advanced ultra-supercritical technologies for cleaner coal
utilisation.
• The Ministry of New and Renewable Energy (MNRE) has decided to provide
custom and excise duty benefits to the solar rooftop sector, which will lower the cost
of setting up as well as generate power, thus boosting growth.
• Indian Railways is taking increased efforts through sustained energy efficient
measures and maximum use of clean fuel to cut down emission level by 33% by 2030.

Road Ahead
The Government is committed to increased use of clean energy sources and is already
undertaking various large-scale sustainable power projects and promoting green
energy heavily. In addition, renewable energy has the potential to create many
employment opportunities at all levels, especially in rural areas. The Ministry of New
and Renewable Energy (MNRE) has set an ambitious target to set up renewable
energy capacities to the tune of 227 GW by 2022, of which about 114 GW is planned
for solar, 67 GW for wind and other for hydro and bio among other. India’s renewable
energy sector is expected to attract investment worth US$ 80 billion in the next four
years. About 5,000 Compressed Biogas plants will be set up across India by 2023.
It is expected that by 2040, around 49% of the total electricity will be generated by
renewable energy as more efficient batteries will be used to store electricity, which
will further cut the solar energy cost by 66% as compared to the current cost. * Use of
renewables in place of coal will save India Rs. 54,000 crore (US$ 8.43 billion)
annually3. Renewable energy will account for 55% of the total installed power
capacity by 2030.
As per the Central Electricity Authority (CEA) estimates, by 2029-30, the share of
renewable energy generation would increase from 18% to 44%, while that of thermal
is expected to reduce from 78% to 52%.

Market Overview

The solar energy market in India is expected to grow at a CAGR of more than 8%
during the forecast period. The COVID-19 impact was mainly witnessed on the
supply of solar panels and the delays in solar projects. The country was hit hard by the
COVID-19 outbreak, which forced the government to employ either complete or
partial lockdown, resulting in disruption of the solar panels manufacturing industry
during the first half of 2020. Most of the projects of 2020 already got the finance
clearances in 2019. Hence, these projects are expected to continue. However, the
lockdown affected the construction and the availability of the solar panels resulting in
project delays. However, this situation is expected to recover in 2021. Major factors
driving the market are the declining cost of the solar modules and the government
policies like allowing 100% FDI under automatic route for renewable power
generation and distribution projects which is expected to increase the participation
from global players into the Indian market. Moreover, the sharp decline in prices of
solar technologies in recent years by more than 52% between 2010 and 2019 has been
one of the biggest drivers in the adoption of solar PV in the country. However, the
cost of modules produced in China is 8-10% cheaper than the one manufactured in
India and about 80-85% of the solar modules used in India are manufactured in China.
Therefore, the huge dependency on imports has affected domestic manufacturing in
the country, which is further expected to hinder the growth .

CHAPTER- 4
DATA ANALYSIS AND INTERPRETATION
 CHAPTER – 4
DATA ANALYSIS AND INTERPRETATION
Table- 1 Are you aware of all the HR Policies in your company? Yes/ No.
RESPONDESES NO. OF RESPONDSES PERCENTAGE (%)

Yes 35 70%
No 15 30%
Total 50 100%

Graph - 1
Interpretation
From the above table and graph among 50 employees 70% of respondent were
Yes and 30% were No. Hence, we can say majority are yes in the company.

Table- 2 How effective are the policies?

S.NO PARTICULARS NO. OF RESPONDSES PERCENTAGE (%)
1 Moderately 18 36%
2 Slightly 17 34%
3 Very extremely 9 18%
4 Not at all 6 12%
Total 50 100%

Graph- 2
Interpretation
From the above table and graph among 50 employees Moderately is 36%, Very extremely is
18%, Slightly is 34% and Not at all has 12%. Hence, comparing the above graph Moderately
is high in its policies.

Table- 3 How was the information about the policies disseminated?

S.NO PARTICULARS NO. OF RESPONDSES PERCENTAGE (%)

1 Hand book 11 22%
2 Face to Face 17 34%
3 Online Resource 11 22%
4 Others 11 22%
Total 50 100%

Graph- 3
Interpretation
From the above table and graph among 50 employees Hand book is 22%, face to face is 34%,
online resource is 22% and others are 22%. Hence, we can say that majority of agreed to Face
to Face HR Policies.

Table- 4 How well are the HR Policies enforced in your company?

S.NO PARTICULARS NO. OF RESPONSES PERCENTAGE (%)
1 Slightly 16 32.7%
2 Moderately 16 32.7%
3 Very Extremely 9 18.4%
4 Not at all 9 18.4%
Total 50 100%

Graph- 4
 no. of responses
50
50
45
40
35
30
25
16 16
20
15 9 9
10
5
0
Slightly Moderately Very Extremely Not at all Total
1 2 3 4

NO. OF RESPONSES PERCENTAGE (%)

Interpretation
From the above table and graph among 50 employees Slightly and Moderately is 32.7%,
Very Extremely and Not at all is 18.4%. Hence, we can say that majority of agreed to Slightly
and Moderately. The HR Policies enforced in your company is well.

Table-5 who are the people enforcing these Policies?

S.NO PARTICULARS NO. RESPONSES PERCENTAGE (%)
1 Human Resource 17 34.7%
2 Manager 14 28.6%
3 Upper manager 6 12.2%
4 Supervisor 7 14.3%
5 Others 6 12.2%
Total 50 100%
 Graph- 5

no. of responses
50
50
45
40
35
30
25 17
20 14
15 7
6 6
10
5
0
Human Manager Upper Supervisor Others Total
Resource manager
1 2 3 4 5

NO. RESPONSES PERCENTAGE (%)

Interpretation
From the above table and graph among 50 employees are Human Resource is 34.7%,
Manager is 28.6%, Upper manager is 28.6%, Upper manager is 12.2%, Supervisor is 14.3%
and others is 12.2%. Hence, Hence, we can say that the people enforcing these Policies in
Human Resource.

Table- 6 Hence you witness any policy violation?

RESPONSES NO. OF RESPONSES PERCENTAGE (%)
Yes 25 50%
No 25 50%

Graph-6
 no.of responces
2500%

25

20

15

10

5 50%

0
Number of Responses Percentage

Yes No

Interpretation
From the above table and graph 25 employees 50% of respondent were yes and 50% were no.
Hence, we can conclude that there is equal responses.

Table- 7 How positive of an impact do the HR policies have on your work life?
S.NO RESPONSES NO. OF RESPONSES PERCENTAGE (%)
1 Moderately 17 34.7%
2 Very much 7 14.3%
Extremely
3 Not at all 9 18.4%
 4 Slightly 16 32.7%
Total 50 100%

Graph- 7

Interpretation
From the above table and graph among moderately has 17 responses which is highest
among all the other responses next very much extremely has 7 responses next not at all has
9 responses and slightly has 16 responses. Hence, we can say that there was moderate
impact of HR Policies on employees life.

Table- 8 In general how satisfied are you with the company HR policies.
S.NO RESPONSES NO. OF RESPONSES PERCENTAGE (%)
1 Neutral 16 32.7%
2 Very satisfied 5 10.2%
3 Satisfied 22 44.9%
4 Dissatisfied 6 12.2%
Total 50 100%
 Graph- 8

Number of responses
30

25 24

20

15
12
10
7
6
5

0
1 2 3 4

Number of responses Percentage

Interpretation
From the above table and graph satisfied has 24 responses which is highest (44.9%),
dissatisfied has 6 responses, for neutral has 7 responses, and very satisfied has 12 responses.
Hence, we can say that the majority is that they satisfied with HR polices in the company.

Table- 9 Do you feel the policies need to be updated?

RESPONSES NO. OF RESPONSES PERCENTAGE (%)

Yes 37 72.9%
No 13 17.1%
 Graph- 9

Number of responses
40 3700.00%
35
30
25
20
15 1300.00%
10
5
17.10%
0
Number of responses Percentage

Series1 Series2

Interpretation
From the above table and graph we can say that majority of the employees wants to get
update in the policies as the number of responses for yes are highest that is 37 responses and
72.9%. Hence, we can say that most of the employees feels that the policies need to be
updated.

Table- 10 Organisation’s HR executives are fully aware of the business needs and strategies.
S.NO RESPONSES NO. OF RESPONSES PERCENTAGE (%)
1 Agree 24 49%
2 Disagree 6 12.2%
3 Strongly agree 7 14.3%
4 Strongly 12 24.5%
 disagree
Total 50 100%

Graph- 10

Interpretation
From the above table and graph the employees are strongly disagree has 24 responses
agree has 6 responses disagree has 7 responses and for strongly agree has 12 responses.
Hence, we can say that 49% of employees are aware with their HR policies in the company.

Table- 11 The organization Human resources requirements are systematically ascertain and
an appropriate plane is formulated for satisfying he requirements?
S.NO PARTICULARS NO. OF RESPONSES PARECENTAGE (%)
1 Agree 21 42.9%
2 Strongly agree 9 18.4%
3 Strongly disagree 3 6.1%
 4 Disagree 16 32.7%
Total 50 100%
Graph- 11

no.of responses
50
50
45
40
35
30
25 21
20 16
15 9
10
3
5
0
1 2 3 4

PARTICULARS NO.OF RESPONSES PARECENTAGE (%)

Interpretation
From the above table and graph 21 members are agree, 3 members are strongly disagree, 9
members are strongly agree, 16 members are disagree. Hence, The organization Human
resources requirements are systematically ascertain and an appropriate plane is formulated for
satisfying they requirements most of the employees agreed with 21.

Table-12 All major jobs are subject to formal job analysis?

S.NO PARTICULARS NO. OF RESPONSES PERCENTAGE

1 Disagree 11 22.40%
2 Fully disagree 4 8.20%
3 Fully agree 4 8.20%
 4 agree 31 63.30%
  Total 50 100%

Graph- 12

no.of responses
50
50
45NO.OF RESPONSES PERCENTAGE
40
31
35
30
25
20
11
15
10 4 4
5
0
Disagree Fully disagree Fully agree agree Total
1 2 3 4

Interpretation
From the above graph and the table11 members are disagree, 3 members are fully disagree, 4
members are fully agree,31 members are agree. all major jobs are subjected to formal
analysis63.30% members are agreed.

Table- 13 Efforts are taken to generate awareness amongst the employees about the
organization’s financial position customer’s needs quality of product/services, cost etc.
PERCENTAGE
S.NO PARTICULARS NO. OF RESPONSES
(%)
1 Agree 25 52.10%
2 Fully agree 16 33.30%
 3 Fully disagree 2 4.25%
4 disagree 5 10.40%
  Total 50 100%

Graph- 13

no. of responses
50
50
45
40
35
30 25
25
20 16
15
10 5
2
5
0
1 2 3 4

S.NO PARTICULARS NO. OF RESPONSES PERCENTAGE (%)

Interpretation
From the above graph and the table 25 members are agree ,16 members are fully agree, 5
members are disagree and 2 members are fully disagree. Hence, the efforts which are taken to
generated awareness amongst the employees about the organization financial position,
customers needs quality of product/services, cost and 52.1% are mostly agreed.

Table- 14 Please indicate the emphasis of your organization on each of the following sources
of recruitment on a scale?

NO. OF PERCENTAGE
S.NO PARTICULARS
RESPONSES (%)
Print
1 13 27.10%
advertisement
 Placement
2 11 22.90%
agencies
Educational
3 8 16.70%
institutes
4 Internet 16 33.30%
  Total 50 100%

Graph-14

50
no.of responses
50
40
30 13 16
11 8
20
10
0
Print advertisement

Internet
Placement agencies

Educational institutes

Total
1 2 3 4

NO. OF RESPONSES PERCENTAGE (%)

Interpretation
From the above graph and the table placement agencies are 11 members, educational
institutes are 8 members, print advertisement 13 members, internet 16 members. Hence, the
emphasis of your organization on each of the following sources of requirement on sale are
mostly on internet.

Table-15 Please indicate the basic objective of your organization induction program on a
scale of 1(not at all applicable) to5(fully application).
S.NO PARTICULARS NO. OF RESPNOSES PERCENTAGE(%)
1 Increasing commitment 21 43.8%
2 Clarifying psychological 14 29.2%
contact
 3 Settling new employees well 8 16.7%
4 Reducing the cost 5 10.4%
total 50 100%

Graph- 15

no. of responses
50

45
21
30 14
8 5
15
0
Clarifying psychological contact
Increasing commitment

Reducing the cost

Settling new employees well

total
1 NO.OF2RESPOSES 3 PERCENTAGE(%)
4

Interpretation
From the above graph and the table 8 members are setting employees well, 5 members are
reducing the cost, 21 members are the increasing commitment, 14 members are clarifying
psychological contact. Hence, the basic objective of organization induction program on a
scale of increasing commitment is more then other.
 CHAPTER- 5
FINDINGS, SUGGESTIONS AND CONCLUSION

CHAPTER- 5
FINDINGS, SUGGESTIONS, CONCLUSION.

5.1 FINDINGS
  We can say that majority of the female are more than the male
 We can say that majority of the age group are between 18-25
1. We can say majority are yes in the company.
2. By comparing the Moderately is high in its policies.
3. we can say that majority of agreed to Face to Face HR Policies.
4. The HR Policies enforced in your company is well.
5. we can say that the people enforcing these Policies in Human Resource.
6. we can conclude that there is equal responses.
7. we can say that there was moderate impact of HR Policies on employees life.
8. we can say that the majority is that they satisfied with HR polices in the company.
9. we can say that most of the employees feels that the policies need to be updated.
10. we can say that 49% of employees are aware with their HR policies in the
company.
11. , The organization Human resources requirements are systematically ascertain and
an appropriate plane is formulated for satisfying they requirements most of the
employees agreed with 21.
12. All major jobs are subjected to formal analysis63.30% members are agreed.
13. the efforts which are taken to generated awareness amongst the employees about
the organization financial position, customers needs quality of product/services,
cost and 52.1% are mostly agreed.
14. the emphasis of your organization on each of the following sources of requirement
on sale are mostly on internet.
15. The basic objective of organization induction program on a scale of increasing
commitment is more then other.

CONCLUSION:
In summary, it has been concluded that new findings were discovered and main objective of
these is achieved. It have been identifies that the employee of the company have been already
well satisfied with their HR Policies in the company. After analysing whole situation it is
concluded with the HR Policies are sufficient and effective for the employee in work life.
This conclusion is reached after studying all the aspects of HR Policies on employee
satisfaction.

As a conclusion, HR Policies in the organization is essential for both organizations and

employees, it has several benefits for both as we discussed. It is challenging to do that
effectively, but it can be effective if all HR Policies components are took into consideration
when planning and implementing the organization.

The HR Policies opportunities provided by GO SOLAR GRID PVT LTD

are appreciable as majority of the employees are satisfied with the existing opportunities
provided by the company.

5.3 SUGGESTIONS:
Using this analysis, following recommendations can be contemplated:

1.Providing an optimistic environment to all employees.

2.Makeemployee feedback a regular thing.
3.Financial policies need to be in place.
4.Start considering each employee’s life condition.
5.The right evaluation drill.
BIBLIOGRAPHI AND ANNEXURE

BIBLIOGRAPHY
Articles

1. Organizational career growth by Jennifer Edytha Japor

2. A study on the influence of career growth on work engagement among new
generation employees by Jing bai and Jinping Liu
3. Career development: an overview by Fadel Shaito
4. 4.Individuals’ career growth within across organisations: a review and agenda for
future research by Qingxiong Derek Weng and Linna zhu
5. Improving career development opportunities through rigorous career pathways
research by Jerry W. Hedge AND Jennifer R. Rinner.
6. Career planning and development by T. Sanjeev Kumar, G. K. Sushma, G. Ramya

Relationship between career development and employee loyalty by Reem Aljehani and Uzma
Javed.
8. Career growth and development: the buzzword is continuing education by Preeti
Bhaskar, Amit Joshi and Gaurav Chopra
Weblography:
1. https://www.researchgate.net/publication/
336812981_career_development_an_overview
2. https://www.researchgate.net/publication/
341325394_Individuals'_Career_Growth_Within_and_Across_Organizations_A_
Review_and_Agenda_for_Future_Research
3. https://files.eric.ed.gov/fulltext/ED582350.pdf
4. http://data.conferenceworld.in/IETEAUGUST2017/34.pdf
5. https://archives.palarch.nl/index.php/jae/article/view/8278
6. https://www.inderscienceonline.com/doi/pdf/10.1504/IJKL.2021.115031

ANNEXURE
Questionnaire on the study of HR policies.

Sir/Madam,
We are B. Rushitha , Anjali, Andee Pravalika , B. Sampada, pursuing Graduation. According
to our Graduation curriculum we have to do a project,on the Title- a study on impact of career
growth on employee satisfaction for that we are conducting this research. We would be
grateful if you kindly spare your precious time to answer these.

Thanking you.

HR Policies Satisfaction Survey

AGE
a.18-25 b. 26-30 c. 31-35 d. 36-40

1.Are you aware of all the HR policies in your company?

a. Yes b. No
2.How effective are the policies?
a. Not at all b. slightly c. Moderately d. Very extremely
3.How was information about the policies disseminated?
a. Handbook b. Face to face c. Online resource d. Other
4. 4.How well are the HR policies enforced in your company?
a. Not at all b. Slightly c. Moderately d. Very Extremely
5.Who are the people enforcing these policies?
a. Supervisors b. Upper management c. Human resources d. Others
6.Have you witnessed any policy violation?
a. Yes b. No
7.How positive of an impact do the HR policies have on your work life ?
 a. Not at all b. Slightly c. Moderately d. Very much Extremely
8.In general, how satisfied are you with the company’s HR policies?
a. satisfied b. Dissatisfied c. Neutral d. very satisfied
9.Do you feel the policies need to be updated?
a. Yes b. No
10. Organization’s HR executives are fully aware of the business needs and /strategies?
a. strongly disagree b. Agree c. Disagree d. Strongly agree
11. The organization’s human resources requirements are systematically ascertain and an
appropriate plane if formulated for satisfying the requirements ?
a. Strongly agree b. Disagree c. Agree d. Strongly disagree
12. All major jobs are subject to formal job analysis?
a. Agree b. Disagree c. Fully disagree d. Fully agree
13. Efforts are taken to generate awareness amongst the employees about the organization’s
financial position, customers needs quality of product/service, cost etc?
a. Agree b. Fully agree c. Disagree d. Fully disagree
14. Please indicate the emphasis of your organization on each of the following sources of
recruitment on a scale?
a. print advertisement b. Internet c. Placement agencies d. Educational institutes
15. Please indicate the basic objective of your organization’s induction program on a scale of
1(not at all applicable) to 5 (fully application)?
a. Increasing commitment b. clarifying psychological contact c. Setting new employees well
d. Reducing the cost