human resource HR project

7/30/2019 human resource HR project

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Chapter1. Introduction

Organizational effectiveness is the concept of how effective an organization is in

achieving the organization intends to produce. The idea of organizational effectiveness is

very important for non-profit organizations as most of people who donate money to

nonprofit organizations and charities are interested in knowing whether the organization

is effective in accomplishing its goals. An organization's effectiveness is also dependent

on its communicative competence and ethics. The relationships between these three are

simultaneous. Ethics is a foundation found within organizational effectiveness. An

organization must exemplify respect, honesty, integrity and equity to allow

communicative competence with the participating members. Along with ethics and

communicative competence, members in that particular group can finally achieve their

intended goals. Foundations and other sources of grants and other types of funds are

interested in organizational effectiveness of those people who seek funds from the

foundations. Foundations always have more requests for funds or fundingproposals and

treat funding as an investment using the same care as a venture capitalist would in

picking a company in which to invest. Organizational effectiveness is an abstract concept

and is difficult for many organizations to directly measure. Instead of measuring

organizational effectiveness directly, the organization selects proxy measures to represent

effectiveness. Proxy measures may include such things as number of people served, types

and sizes of population segments served, and the demand within those segments for the

services the organization supplies. Activities such as administration, volunteer training

are important inputs into organizational effectiveness because although they do not

directly result in programmatic results, they provide the essential support functions

needed for the organization to successfully finance and administer its programs. Theseother activities are overhead activities that indirectly assist the organization in achieving

its desired outcomes. As the world is becoming more competitive and unstable than ever

before manufacturing based industries are seeking to gain competitive advantage at all

cost and are turning to more source through hrm practice.
http://en.wikipedia.org/wiki/Effectivenesshttp://en.wikipedia.org/wiki/Non-profit_organizationhttp://en.wikipedia.org/wiki/Foundation_(charity)http://en.wikipedia.org/wiki/Grant_(money)http://en.wikipedia.org/wiki/Proposal_(business)http://en.wikipedia.org/wiki/Investmenthttp://en.wikipedia.org/wiki/Venture_capitalhttp://en.wikipedia.org/wiki/Venture_capitalhttp://en.wikipedia.org/wiki/Investmenthttp://en.wikipedia.org/wiki/Proposal_(business)http://en.wikipedia.org/wiki/Grant_(money)http://en.wikipedia.org/wiki/Foundation_(charity)http://en.wikipedia.org/wiki/Non-profit_organizationhttp://en.wikipedia.org/wiki/Effectiveness


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They have defined several ascept: schuler and Jackson defined HRM practice as a

system that attracts, develops, motivates and retains employees to ensure the effective

implementation and the survival of the organisation and its member. It is also

conceptualised as a set of internally consistent policies and practice designed and

implemented to ensure that a firm of human capital contribute to achievement of its

business objective. As we conclude that hrm practice relate to specific practice, formal

policies and philosophies that are designed to attract, develop and retain employee who

ensure the effective functioning and survival of the organisation. According to

effectiveness of firm treat HRM practices as the organisations strategy to encourage

team responsibilities, enhance organisation culture as bulid up customer relationship

through participating and empowerment. For insatnce, performance apprisal increase

employee commitment and satisfaction since employee is given chance to discuss about

their work performance. This in turn will lead them to perform greater in effective

activities... training help the employee to gain knowledge, skill and ability which would

be contribute effective in term of products, production processes and management

practice in daily operation. Hence training develop the knowledge, skill and ability of

employee to perform effectively in their job will leads to higher organization

effectiveness. Reward system provides financial award, promotion and other

recognisation in order to motivate the employee to take the risk, develop successful new

products and generate ideas. It encourage employee to become motivate thereby increase

their participation in contributing the innovation ideas, which lead to higher

organizational. Recruitment involves employing and obtaining appropriate and competent

candidate through external sourcing. It gives greater importance to be attached to fitbetween person and company culture.


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1.1.OBJECTIVE

This study belongs to organisation effectiveness through HR practice. In this we are

studying how organisation is effected through HR practice. The following are the

objective to be studied:

Recruitment is depending on having the right people in the right job at right time

meet rapidly changing organisation requirement. Right people must be obtained to

perform the right role of HR function by using appropriate HR practice inorganisation.

Staffing, training, compensation and performance management are basically

important tool in the HR practice that shape the organisation role in a satisfying

need of its all stakeholder.

P&A is important component in the rational and systematic process HRM.

It identify fundamental underlying issue which must be addressed by any

organization or business house if its people are to be motivated and committed to

operate effectively.

It will need to show that careful planning of the people issue will make sustainable

easier for the organization to achieve the wider strategic and operational goal.

They can add the value by ensuring that in all its other plans the organisation takes

account of and plan for change in wider environment perspective.

HR and employment practice being followed in other organisation such as new

flexible work practice {job rotation}.


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Chapter 2.

Company Profile:-

Bombay Dyeing is one of the leading companies in the textile business. In fact, India has

made a position in the world textile sector holding the hands of Bombay Dyeing. The

textile products of the company are exported to different nations all across the world like

the United States, European Union Countries, Australia and New Zealand.

Bombay Dyeing was incorporated in the year 1879, by the Wadia Group and within a

short span of time created a name for itself in the textile business. The chairman of

Bombay Dyeing. at present is Mr. Nusli Wadia. The financial results for the quarterending on 30th June in the year 2007, is quite high with the Net Profit reaching to 17.88

crores. Moreover, in todays world, Bombay Dyeing is a household name with above 600

franchise retail shops all across the country.

Products of Bombay Dyeing:

Bombay Dyeing by using advanced technology has brought about a change in the textile

business. The entire production is divided into two broad streams, weaving and spinning

and winding. The production level on a daily basis is over 300,000 meters of fabrics.

Some of the important products of the company that have already become significant in

both, domestic and export markets are

Cotton Sheeting. Polyester Cotton Sheeting. Poly Cotton Drills.

Shoe Lining and Duck Fabrics. Satin Furnishings. Yarn dyed fabrics. Flannel Sheeting. Dobby and Fine Count made-ups.


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Down proof Shells and Comforters. Towels, Table Tops and Napkins.

Bombay Dyeing at present is the largest exporter of sophisticated made-up items and

also of products made of cotton and poly cotton. Bombay Dyeing has created a sizable

market in the production of a wide range of fabrics and ready-mades. This includes both

formal and casual wear. The ready-made collection of the Bombay Dyeing has been

changing its production pattern with the evolving fashion trends. The consumer section of

Bombay Dyeing comprise of bed linen, towels, furnishings, suiting and shirting fabrics,

and cotton and polyester blended dresses and saris.

Technology used in Bombay Dyeing:

The technology applied in the production process in Bombay Dyeing is of international

standards. Regarding the weaving facilities, the technology used is from one of the most

technologically advanced company of the world, Sulzer. The automations used in

weaving, spinning and winding by Bombay Dyeing are like Sulzer Projectile Machines,

Sulzer Air jet Machines, and Schlafhorst Auto core Rotors, Auto Corner Winding

Spindles and Schweiter CA - 11 Spindles.

The Wadia Group is multidirectional with interest in Chemicals, Agro-products, Foods,

Light Engineering, Textiles, Electronics, Plantations, Laminates, Consultancy,

Architecture, Health, Hospitals, and real Estate. Its 19 manufacturing facilities have made

Group Companies the market leaders in these fields. Besides being a responsible and

good corporate citizen, it also has 2 hospitals in Mumbai and one educational institute in

Pune. Recently the group also ventured in the aviation field.


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The largest area of group activities is with Bombay Dyeing (BDMC), where it has 125

years of textile leadership. It ranks among leading manufacturers and marketers of cotton

and synthetic fabrics and produces 300,000 meters of fabrics and 75MT of yarn daily. It

is one of the largest exporters of fabrics: cotton, polyester/cotton and made ups. BombayDyeings branded home textiles and apparel are household names in India. Their annual

group turnover is Rs. 4000 crores.

Today it is largest manufacturers in the composites sector of the Indian Textile Industry.

We bring to our work a proud heritage of accomplishment, integrity, sound management,

excellence and commitment to our customers interest.

BOMBAY DYEINGPOLYESTER DIVISION

1. Polyester Plant is situated at Patalganga, 70 Km. away from Mumbai & 35 Km.from JNPT, Maharashtra.

2. It maintains high standards of Safety, concern for Environment and EnergyConservation measures.

3. It is certified against ISO 9001-2000, ISO 14001-2004, and OHSAS 18001-1999.4. It has received 5 Star Safety Statuses with Sword of Honour by British SafetyCouncil.

5. It is the earliest signatory to Responsible Care initiative of the ICMA.


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Vision

We will offer differentiated PSF specialty products and services in a most

economical way and create value for the customers and nation.

Mission

We will decommoditise our PSF business and pursue niche market to have

competitive advantage.

Our Purpose

Achieve Excellence and Provide to

1. Customer : Quality, Value & Services.2. Employees : Fulfilment & Development.3. Shareholders : Returns & Growth.Business Associates : Mutually Beneficial Relationship


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THE BOMBAY DYEING

& MFG. CO. LTD.

POLYESTER DIVISION

DOCUMENT NO.PAP012

REV.NO: R6 DATE: 10/08/2008

COPY

PAGE 1 OF 1

MANUAL TITLE

PROCEDURES

PERSONNEL & ADMINISTRATION

DOCUMENT TITLE

ORGANIGRAM

Edition :

Note :

( * ) Covered in Apex Manual.

General Manager

( * )

Manager

Personnel & Administration

Manager - Security &

Administration

Inspector - Security

Personnel

Assistant

Steno Cum

Personnel Assistant Security Guard

Yardman

Asst. Executive P&A

Head

Security Guard

Manager HR


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Our Principles are: -

To create a distinct culture of openness, trust, fair play and transparency across thecompany

Empower managers and enable them to take decisions which are fair and equitableto all our Team members across the organization,

Ensure uniformity in application and speedy administration. Develop an organization that all of us would be proud to belong

Our aim has been to identify the resources required to execute business initiatives

and build organizational capabilities.

2.3) BENEFITS GIVEN BY THE COMPANY

Transportation Canteen facility Holidays Homes Medical Facilities

Medical Hospitalisation Medical Reimbursement Med claim

Educational expense


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2.2 HR practices and their procedure

The following HR Practices and their procedure are:

a) Recruitment procedureb) Performance appraisal procedurec) Training and development procedured) Selection proceduree) Industrial relation proceduref) Employee relation procedureg) Attendance system procedureh) Human relation planning procedurei) Job analysis procedure

j) Human resource development procedurek) Security department procedurel) Corporate and social responsibility procedurem)Health, safety and welfare facilities department procedure


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Recruitment procedure

1. Requirement for vacancy will be inform by consult department to hr departmentthrough designated form.

2. They identify source of recruitment on that basis how many vacancy are there foremployee.

3. For that they will give advertise in a newspaper, website i.e. naukri.com,timesjob.com, monester.com and they give to recruitment agencies.

4. For seeing these advertisement candidate should submit th application i.e. resumeto the recruitment agencies. They collect the application call the candidate for the

interview.

5. The following interview procedure the candidate should be face , applied:a. Candidate should apply for aptitude test.

b. On that basis candidate should be shortlisted for a group discussion round, thisround is about 10-15 minute.

c. After that candidate should be shortlisted for final interview.6. For a final interview should takes place in between of two department/ category

management and non-management:

a. For management department the interviewer should take the interview bychairman/jmd.

b. For non-management department the interviewer should take the interview bybusiness head.

7. After the interview which candidate is suitable for which department on thatrecruitment had prepared for offer letter?

8.

After the offer letter has prepare, this letter had signed by general manager/ jmd9. After that employee should issue the offer by placement agencies.10.On joining a joing report is issued to the employee recruited by general manager

with copies to department concerned.


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Performance appraisal

The performance appraisal should be prepared for both the employee as well as

nonmangement employee and for all of these responsibilities should take by

Dy manager.

For non-management employee

1. For month of January every year employee should fill the detail of appraisal formwhich is prescribed by dy manager and this appraisal form should forward to this

concerned dept manager after checking by personnel manager.

2. Department head asses the performance of each employee and give appropriaterating promotion to the higher grade are recommended based on consistent

outstanding performance length service as well as availablity of vacancies.

3. Appraisal form should return to personnel and administration department dulyendorsed by division manager.

4. Dy manager do the compilation of the entire employee appraisal department gradewise giving detail of present grade rating recommendation of promotion etc.

together detail of pervious two year rating.

5. The promotion are given effective on 1st july foe annual increment in respectivegrade of employee is given for every year to be effective 1 st jan as per settlement

of employee for irrespective performance.

6. The considered of appraisal should be jan to dec

Note: whenever the company decided the increment it is fixed... is that there is a

semantic scale.


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For management employee

The period of appraisal form should be formed from April to march. On that basis

employee should give the grade in a lower to higher.

For lower grade

1. For the month of April every year dy manager prepare the appraisal form inrespect of all management category of employee in these grade.

2. After that the form sent to department manager for scrutinizing the generalmanager doing performance appraisal.

3. Performance is rated by the department manger on the basis of performance ofemployee in an organisation. The rating should be given 1 to 5 fro, outstanding to

not satisfactory.

4. They provide the recommendation for promotion employees who give outstandingperformance, higher grad to handle potential and availability of appropriate

vacancies. Feedback of performance is given to employee on the basis of post

appraisal form should be discuss and the training for mutual identified.

5. They assed the performance appraisals are returned to business head 31st may tothe department and divisional manager. For additional increment are

recommended for outstanding performance are made during this year.


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For higher grade

1. Dy manager write the detail of employee such as name, age, designation etc; sincewhen it come from for grade, age, department it should be written in managerial

appraisal form.

2. After scruitsing same by general manager p.a. form are sent toi respectivedivisional manger who then gives to concerned employee for targeting their goals,

for this year. Once the key objective are mutually agreed between boss and

subordiante xerox copy of P.A form should given to the boss and the appraisal

form is retained to concerned employee.3. After the end of the year of p.a. each employee is made by his superior. Based on

the result who give the best performance throughout the and achieved their target,

potential to handle their higher responsibities and availability of vacancies and

recommendation promotion are made.

4. The form is sent to business head he comments on this after the recommended aresending to MD for this approval.

5. Once management approval is received the same informed to divisional mangerand then announce to same department employee.

Note: in both management and non-management performance appraisal form are its

belong to government rule in that factories act should be used.


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Training and development procedure

Training is the second most steps after recruitment and selection of employee. Companies

have to train them to conform for doing the job. They also train of that employee who is

suitable for which department. They include certain phase for training:

a. Theoretical knowledge about polyester and layer.b. They should know the computer knowledge in that they have 2 departments one is

software and another is hardware i.e. sap, ms excel, ms word, ms outlook, oracle,

ms sql etc.

c. They give us project to you, on that they will test your knowledge about thecompany and they test creative mind, how much you think about the company to

make a profit.

It is training of a Bombay dyieng and manufacturing co. ltd , it is about the division of

polyester how much candidate have a skill on which field they will think and make

more creative and to make company in a profit manner. The study limit of

recruitment, selection and training procedure is carried out by Bombay dyeing and

manufacturing co. ltd to learn the procedure of recruitment, selection and procedure.

Objective

The project report is based on the topic of training and development at Bombay

dyeing polyster co.ltd. The following of the objective of project report:

1. To find out the detailed of HRD in Bombay dyeing. Regarding the supply ofhuman resource to company.

2. To understand the technique and method use in a recruitment, selection andtraining and development.

3. To understand the training and recruitment policy of the compnay.4. To know about the worker of job satisfication with the help of questionnaries.


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Selection procedure

It is very important that a candidate knows the entire selection procedure of Bombay

dyeing polyster ltd. A candidate should be aware the rules and regulation of that

company and should prepare well in advance. The following procedure that every

company should be held:A.Wri tten Examination

The Written Examination will comprise of Objective Test and Descriptive Test details

of which is furnished hereunder:a) Objective Test- Objective Test consisting of Test

of Reasoning, Test of English Language, Test of Quantitative Aptitude, Test of

General Awareness, Test of Computer Knowledge.

Sl.

No.Test

No. Of

Questions

1 Test of Reasoning 20

2 Test of English

Language20

3Test of Quantitative

Aptitude10

4Test of General

Awareness30

5Test of Computer

Knowledge20

Total 100


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The candidates shall be required to qualify in each objective test as per the cut-off

marks determined by individual banks. There will be penalty for wrong answers

marked in the objective tests which will result in negative marks for every wrong

answer ie, one fourth or 0.15 of the marks assigned to that question will be deducted.

b) Descriptive test

it will consist of 4 questions out of which the candidates are required to attempt 3

questions only. The descriptive paper of top executive of company should be judge

the candidate on their knowledge on situations, current topics, topics of common

interest, national issues etc. The candidates are required to write essay type answers

on these questions. The questions are basic in nature and not much preparation is

required for it. To prepare for this section, candidates need to remain updated about

the various current topics and try to write short notes on them along with life

situations.

B. Group Discussion and/ or I nterview

Candidates who clear the written test are called for group discussion and personal

interview. After GD and PI, mark of all sections i.e written GD, and PI added to

decide the final score and shortlist the candidates.

Group Discussion demands knowledge of current affairs, cool temperament, and right

attitude. So always be prepared with some current topic especially with economical/

financial topics. Reading news paper and watching news will help a lot.

Personal Interview is conducted to check the behavior, conversation skill, and

knowledge about banking and financial topics. Technical questions may come from

your previous job (if u you are already working), projects that you have done.


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Industrial relation

In simple terms Industrial Relations deals with the worker employee relation in any

industry. Government has attempted to make Industrial Relations more health the by

enacting, Industrial Disputes Act 1947. It is a multidisciplinary that studies the

employment relationship. It is increasingly being called employment relations because

of the importance of non-industrial employment relationships. Industrial relations have its

roots in the industrial revolution which created the modern employment relationship by

spawning free labor markets and large-scale industrial organizations with thousands of

wage workers. As per Dale Yoder Industrial Relations refers to the relationship between

management and employees, or employees and their organization that arise out of

employment. The essence of good industrial relation lies in the bringing up of good

labour relations which gives a forum to understand each other (employer, employee)

properly. A good Industrial Relations increases the morale of employers and goods them

to give their maximum, each think of their mutual interest which paves way for

introduction of new methods, developments and leading to adoption of modern

technology. Bad Industrial Relations leads to industrial unrest industrial dispute and a

downward trend to Industries workers and the nation. Of course the first hit will be on theemployers, who have invested. Some of the few point are come under the industrial

relation:
http://en.wikipedia.org/wiki/Industrial_revolutionhttp://en.wikipedia.org/wiki/Industrial_revolution


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1. Influencing factor

Mutual Trust Respect and Integrity amongst employees. Not a single man hourlost due to industrial unrest since inception.

2. Award to the employeeAn interim or a final determination of any industrial distribute or of any question

relating there to by any labour (court), industrial Tribunal or national Tribunal and

includes an arbitration and award.

3. Welfare facilitiies

Free transportation, Subsidised food, Scholarship to Employees children under Central & Unit scheme, Gift on Safety Day, Award for Additional Qualification obtained while in Service Benevolent Fund Scheme to all employees Picnic schemecompany sponsored transport, Dassera, Vishwakarma, Annual Ganesh yag, Satyanarayan Pooja is

organised

Common Farewell Function, Articulate Retirement Plans,


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4. Employee participates in management.The employee should participate in these thing.. in these three things whatever

employee have a skill they will do their work on their own.

Canteen Committee

Welfare Committee Safety Committee

5. Postal and telegraphIndustrial establishments on the working of which the safety of the establishments,

or the workmen employed there in depends.

Industries which supply power light, water to public Public conservancy or sanitation. Few others indicated in Schedules.

6. WagesAll remuneration capable of being expressed in terms of money which would if

the terms of employment expressed or implied, were fulfilled, be payable to a

workman in respect of his employment or of work done in such employment

includes :

1. Allowances

2. House revert allowance

3. Traveling concession

4. Commission for sale or business does not include bonus, gratuity provident fund

etc.


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Employee relation procedure

A. Employee Relations involves the body of work concerned with maintainingemployer-employee relationships that contribute to satisfactory productivity,motivation, and morale.

B. It is concerned with preventing and resolving problems involving individuals whoarise out of or affect work situations.

C. Information is provided to employees to promote a better understanding ofmanagement's goals and policies. Information is also provided to employees to

assist them in correcting poor performance, on or off duty misconduct, and/or to

address personal issues that affect them in the workplace.

D. Employees are advised about applicable regulations, legislation, and bargainingagreements. Employees are also advised about their grievance and appeal rights

and discrimination and whistleblower protections.

E. Company provided office, time-off / General Shift reporting as and when requiredfor union work, to members.

F. The members of committe believe in work ethics. So that for a point of ademocratic approach, they put a elections once in 3 yrs. On that basis employee

got the Opportunity for showing their leadership quality through others and they

works with Organizational interest and they made more profit throughout the

organisation.


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Attendance system procedure

1. If the employee living far from the company, the company provide the transportfacilities for all the trainer and employers for attend their duties in a respective

shift.2. After that the employee are assigned a shift group and they attend their duty in

respective shift as per shift schedule. This shift schedule any change in shift

should inform to personal department.

3. When all the employee are required their identity-cum-card for entering in acompany, this card should be swipe in a main gate and all the personal information

should be installed in a HRIMS system.

4. For the end of the shift the employee should do again for required the swipe cardfor out time procedure.

5. If any urgency should happen for employee to go out in a working hours employeeshould submit exit pass format.

6. If any non-management employees are required to stay on overtime basis theyshould record in OT in an authorization sheet and should send the form to the

personal department.

7. If any employee should in any leave they should submit leave application throughonline.

8. If any employee had forget to bought GA card. They should take the GA form andtake a signature through department head and submit to security department.

9. If any department of employee to change their shift for a certain period; thedepartment send their intimation of this change the format to personal department

on that basis personal should be approved.

10.Bi-Metric, On-line attendance is in operation, All leave applications,recommendation, sanction administered through this system discontinued

manual leave Card / Forms,

11.Attendance system is directly linked to payroll system. Canteen deduction is beinglinked with this system.


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Human resource planning procedure

Human resource planning involves getting the right number of qualified people into the

right jobs at the right time so that an organization can meet its objectives.

It is the system of matching the supply of people with the openings theorganization expects over a given time frame.

It is based on the belief that people are an organization most important for astrategies resource.

They implemented the business plan in term of people requirement. It is alsoconcerned with broader issue about the employment of people then tradinational

model approach of manpower planning.

It process takes place within the context of labor market. In labor market they had2 type external as well as internal labor markets.

The planning processes of organizations not only define what will beaccomplished within a given timeframe, but also the numbers and types of human

resources that will be needed to achieve the defined business goals (e.g., number

of human resources; the required competencies; when the resources will be

needed; etc.). In HRP they had 2 forecasting:

1. Demand forecasting: it is the process of estimating the future number ofpeople required and competence they will need.

2. Supply forecasting: it comprise the total effective effort that can put to workas shown by the number of people and hour of work available the capacity of

employee to do the work and their productivity.

It should be analysed in order to forecast future loss and identify the reason for people

leaving the organisation.


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Job analysis

Job analysis may be defined as a methodical process of collecting information on the

functionally relevant aspects of a job. Job analysis is the formal process of identifyingthe content of a job in terms activities involved and attributes needed to perform the work

and identifies major job requirements. Job analyses provide information to organizations

which helps to determine which employees are best fit for specific jobs. Job analysis tells

the human resources personnel:

the time it takes to complete relevant tasks the tasks that are grouped together under a single job position the ways to design or structure a job for maximizing employee performance the employee behavioral pattern associated with performance of the job It has attempted to create a segment solution to fit the different layer of its job

opportunities within its environs.

Purpose

Job and task analysis is performed as a basis for later improvements, including: definition

of a job domain; description of a job; development of performance appraisal and personal

selection, selection systems, promotion criteria, training needs assessment, legal defense

of selection processes, and compensation plans. In human resource job analysis is often is

used to gather the information for use in personal selection, training and compensation.

Job analysis is to determine the physical requirements of a job to determine an individual

who has suffered some diminished capacity and is capable of performing the job with, or

without, some accommodation.


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Procedure

There are several ways to conduct a job analysis, including: interviews with fresher/

employee/candidate and supervisors, questionnaires (structured, open-ended, or both),

observation, critical incident investigations, and gathering background information suchas duty statements or classification specifications. In job analyses conducted by HR

professionals, it is common to use more than one of these methods.

The following two procedures are doing for job analysis:

Task-oriented

Task-oriented procedures focus on the actual activities involved in performing work. This

procedure takes into consideration work duties, responsibilities, and functions. They

develop task statements which clearly state the tasks that are performed with great detail.

After creating task statements, all the employee should performed their task in a seriously

manner some of the task should be difficult, importance to do it and they should perform

it, on that basis all the employee should give a rating. Based on these ratings, these entire

employees should understand their job can be attained.

For example, job analysis is of kotak life insurance on the manager had given task to all

the employee is that u sold all the insurance to all the people in which you have a contact

on that you collect information of the person who are taking insurance. Based on this task

you get the rating. On these rating that employee gets promoted to next task. This will

continue up to all the task should be completed and get all the rate point to the employee.

If any employee got best rate means they perform good in a task, that employee should be

promoted.


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Worker-oriented

The procedures is aim to examine the human attributes needed to perform the job

successfully. These human attributes have been commonly classified into four categories:

knowledge, skills, abilities, and other characteristics (KSAO). Knowledge is the

information people need in order to perform the job. Skills are the proficiencies needed to

perform each task. Abilities are the attributes that are relatively stable over time. In a

worker-oriented job analysis, the skills are inferred from tasks and the skills are rated

directly in terms of importance of frequency. This often results in data that immediately

imply the important KSAOs.

One key difference between task-oriented and worker-oriented procedures lies in the

extent that task oriented procedures is directly observable. Ratings of ability statements

could be more complicated to inflation by job analysis respondents because it is harder to

verify that ability is there than seeing a task being done. Ability ratings may also reflect a

self-rating compared to job-rating, suggesting that self-presentation will be more likely

with ability statements.


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Chapter 3.Human resource development

Human Resource Development is the integrated use of training, organization, and career

development efforts to improve individual, group and organizational effectiveness. HRDdevelops the key competencies that enable individuals in organizations to perform current

and future jobs through planned learning activities. Groups within organizations use HRD

to initiate and manage change. Also, HRD ensures a match between individual and

organizational needs.

Process, pratice in other field

It is not only a field of study but also a profession. HRD are focus on HRD as a process.

HRD as a process occurs within organizations:

1) Training and Development (TD), that is, the development of human expertise for the

purpose of improving performance, they alone can leave an organization unable to tap

into the increase in human, knowledge or talent capital.

2) Organization Development (OD) that is, empowering the organization to take

advantage of its human resource capital. It can find the interest of win/win solutions that

is to develop the employee and the organization in a mutually beneficial manner. It does

not occur without the organization, so the practice of HRD within an organization is

promoted upon the platform of the organization's mission, vision and values.

3. Other typical HRD practices include: Executive and supervisory/management

development, new employee orientation, professional skills training, technical/job

training, customer service training, sales and marketing training, and health and safety

training.

4. HRD positions in businesses, health care, non-profit, and other field include: HRD

manager, vice president of organizational effectiveness, training manager or director,

management development specialist, blended learning designer, training needs analyst,

chief learning officer, and individual career development advisor.


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Security department procedure

When any raw material is about solid as well as liquid come from export sidethrough the security officer should check everything internally manner means it

should be check what unwanted material the driver had put like beer, boiler,

matchstick etc. that thing should check properly.

If any employee who is literate means who had not much education or who hadpoor has recruit in the company they will get the proper training under security

department.

In training any employee should have a problem in a work they will free to ask insecurity department. On that training the employee should understand about their

work and they will do in a properly manner.

When the employee is doing the work and someone had given some amount ofmoney to him and he accept that money, on that basis another employee had saw

the crime so he freely call the security department. For example: if any raw

material had export from another company to that company, the raw material

should take out by a store kepper. When the raw material had taken out the driver

had given some amount of money and store-keeper had accepted the money on

that some of employee had seen the corruption they will free to call the security

department.

If the some of the raw material had some defect, faulty before taking out in achecking manner the security officer take his driving license, id proof and they put

in remanded. Afterwards they will call police and give to them.


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Corporate and social responsibility

Corporate social responsibility (CSR, also called corporate conscience, corporate

citizenship, social performance, or sustainable responsible business/ Responsible

Business) is a form ofcorporate self-regulation integrated into a business model. CSR

policy functions as a built-in, self-regulating mechanism whereby a business monitors

and ensures its active compliance with the spirit of the law, ethical standards, and

international norms. The goal of CSR is to embrace responsibility for the company's

actions and encourage a positive impact through its activities on the environment,

consumers, employees, communities, stakeholders and all other members of the public

sphere who may also be considered as stakeholders.

Community Awareness programmers are held regularly in the nearby villages,

Sponsoring Education of 40 children through CASP, Environment protection, emergency

handling, EHS awareness programmers for community at school, villages in nearby

vicinity on regular basis. Signatory to Responsible Care Movement & Member of

Mutual Aid Response Group (MARG).

Milton Friedman and others have argued that a corporation's purpose is to maximize

returns to its shareholders, and that since only people can have social responsibilities,

corporations are only responsible to their shareholders and not to society as a whole.

Some people perceive CSR as in-congruent with the very nature and purpose of business,

and indeed a hindrance to free trade. Those who assert that CSR is contrasting

with capitalism and are in favor of the free market argue that improvements in

health, longevity and/orinfant mortality have been created by economic growth attributed

to free enterprise. Critics of this argument perceive the free market as opposed to the

well-being of society and a hindrance to human freedom. A wide variety of individuals

and organizations operate in between these poles.
http://en.wikipedia.org/wiki/Corporatehttp://en.wikipedia.org/wiki/Self-policinghttp://en.wikipedia.org/wiki/Business_modelhttp://en.wikipedia.org/wiki/Norm_(sociology)http://en.wikipedia.org/wiki/Stakeholder_(corporate)http://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Milton_Friedmanhttp://en.wikipedia.org/wiki/Capitalismhttp://en.wikipedia.org/wiki/Free_markethttp://en.wikipedia.org/wiki/Longevityhttp://en.wikipedia.org/wiki/Infant_mortalityhttp://en.wikipedia.org/wiki/Economic_growthhttp://en.wikipedia.org/wiki/Free_enterprisehttp://en.wikipedia.org/wiki/Free_enterprisehttp://en.wikipedia.org/wiki/Economic_growthhttp://en.wikipedia.org/wiki/Infant_mortalityhttp://en.wikipedia.org/wiki/Longevityhttp://en.wikipedia.org/wiki/Free_markethttp://en.wikipedia.org/wiki/Capitalismhttp://en.wikipedia.org/wiki/Milton_Friedmanhttp://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Public_spherehttp://en.wikipedia.org/wiki/Stakeholder_(corporate)http://en.wikipedia.org/wiki/Norm_(sociology)http://en.wikipedia.org/wiki/Business_modelhttp://en.wikipedia.org/wiki/Self-policinghttp://en.wikipedia.org/wiki/Corporate


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The rationale for CSR has been articulated in a number of ways. In essence it is about

building sustainable businesses, which need healthy economies, markets and

communities.

The key drivers for CSR are

Enlightened self-interest - creating a synergy of ethics, a cohesive society and asustainable global economy where markets, labour and communities are able to

function well together.

Social investment - contributing to physical infrastructure and social capital isincreasingly seen as a necessary part of doing business.

Transparency and trust - business has low ratings of trust in public perception.There is increasing expectation that companies will be more open, more

accountable and be prepared to report publicly on their performance in social and

environmental areas.

Increased public expectations of business - globally companies are expected to domore than merely provide jobs and contribute to the economy through taxes and

Employment.


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Corporate social responsibility (CSR) can cut across almost everything you do and

everyone you deal with. You need to think about:

The suppliers you choose and the way you deal with them. For example, trading withsuppliers who pollute the environment could be as irresponsible as doing so yourself.

See the page in this guide on how todeal responsibly with customers and suppliers.

How you treat youremployees. For the responsible business, this means doing morethan simply complying with legal requirements. See the page in this guide on how

tobenefit from corporate social responsibility.

How your business affects yourlocal community and whether you should be activelyinvolved. See the page in this guide on how towork with the local community.

How what you do affects the environment and what you can do to use resourcesmore efficiently and reduce pollution and waste. See the page in this guide on how

tounderstand the environmental impact of your business.

This doesn't mean that you can't run a profitable business. In fact, CSR can help you

improve your business performance. By looking ahead, you're ready to cope with new

laws and restrictions.
http://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408600&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408600&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408504&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408527&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408600&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCEShttp://www.businesslink.gov.uk/bdotg/action/detail?itemId=1075408514&r.i=1075408480&r.l1=1074404796&r.l2=1074446322&r.l3=1075408468&r.t=RESOURCES&type=RESOURCES


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HEALTHY, WELFARE AND SAFETY FACILITIES DEPARTMENT

PROCEDURE

Health and safety should be there in every department because without safety thecompany make losses means in between the work the fire had catch up and we did

not have fire extinguisher, the raw material should be destroyed.

If we going to work in a plant we should wear hamlet because in a plant we had lotof noise of machinery on that we lost our memory, the brainhamriage. If work in a

machinery we should be in a properly safety manner because on that we had cut

legs, hands and person will die also so we should do the work in a proper or safety

manner.

In between the work the fire had take place the employee should break the glass ofalarm, the alarm will be risen on that the entire employee should ran away because

the fire will harm to you also. If the entire employee had came down. The fireman

will do the work as far as possible.

In between the work if someone had got a hurt we should provide a first aid to allof us.

In between the work some employee is feeling not well or got more hurt thatemployee should take a leave and the company provides the doctor for a check-up

treatment to that employee who is sick, who had got hurt. For a treatment Payment

Company will provide.

Health and safety policies and programmes are concerned with protectingemployeesand other people affected by what the company produces and does

against the hazards arising from their employment or their links with the company.


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Safety programmers deal with the prevention of accidents and with minimizing theresulting loss and damage to persons and property. They relate more to systems of

work than the working environment, but both health and safety programmers areconcerned with protection against hazards, and their aims and methods are clearly

inter-linked.

It is estimated by the Health and Safety Executive (HSE) that in the UK about 500people are killed at work every year and several hundred thousand more are

injured or suffer ill-health. It is also estimated that, apart from the pain and misery

caused to those directly or indirectly concerned, the total cost to British employers

of work related injury and illness exceeds 4 billion a year. The achievement of a

healthy and safe place of work and the elimination to the maximum extent

possible of hazards to health and safety are the responsibility of everyone

employed in an organization, as well as those working there under contract.

The achievement of the highest standards of health and safety in the workplace isimportant because the elimination, or at least minimization, of health and safety

hazards and risks is the moral as well as the legal responsibility of employers

this is the over-riding reason. Close and continuous attention to health and safety

is important because ill-health and injuries inflicted by the system of work or

working conditions cause suffering and loss to individuals and their dependants. In

addition, accidents and absences through ill-health or injuries result in losses and

damage for the organization.

They are required to demonstrate the top managements concerned about theprotection of organization employee from hazard at work and to indicate how this

protection will be provided.


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The policy statement should consist of three parts: The general policy statement;

The description of the organization for health and safety;

details of arrangements for implementing the policy. They provide free transportation facilities to the employee, They also give free

canteen facilities to a subsides food, They also give a scholarship to a employee

children under a central unit scheme, While in service if any employee had a

addnational qualification the company should give an award, If the employee

wants more money more than salary the company should provide a benevolent

fund scheme in this the company give a fund to that employee who want money in

a urgent manner, For a picnic company sponsored a transport facilities to the

employee, Company also organized Dessera , Vishwakarma, Annual Ganesh yag,

Satyanarayan Pooja, If the employee had retired company arrange the farewell

function, They also give a articulate retirement plan who had retired from a

company.

Welfare facilities cover such areas as toilets, washing, somewhere clean to eat anddrink during breaks and changing facilities. The extent of the facilities you need

to have in place will depend somewhat on the number of people you employee and

the work they will be undertaking but as a guide you will need to provide:

Enough toilets and washbasins for those expected to use themincluding disabledtoilets.

Where possible, separate male and female facilities. Clean, well-lit and ventilated facilities. Supply of hot and cold running water. Supply of toilet paper, soap and means for drying handseg paper towels. An area for eating and drinking with a way of getting a hot drink e.g. kettle or

vending machine.

A way of heating food eg microwave if hot food can not be purchased near by.


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Supply of clean drinking water either taps or bottled. Changing facilities if the work involves wearing specialist clothing. Rest facilities for pregnant and nursing mothers.

Organizations provide welfare facilities to their employees to keep theirmotivation levels high. The employee welfare schemes can be classified into two

categories viz. statutory and non-statutory welfare schemes. The statutory schemes

are those schemes that are compulsory to provide by an organization as

compliance to the laws governing employee health and safety. These include

provisions provided in industrial acts like Factories Act 1948, Dock Workers Act

(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes

differ from organization to organization and from industry to industry.

You must consider whether suitable facilities are available to staff working off-siteor on temporary sites. If not, temporary arrangements must be provided. Some

workers may need to be provided with portable facilities for hand washing. If the

work activity requires employees to change into specialist clothing, you must

provide changing rooms and facilities for secure storage of personal belongings.

You may need to consider separate storage for clean and dirty clothing, or the

provision of laundry facilities. There should be a suitable seating area for use

during breaks. This must be clean and provided with washing facilities nearby and

a means of heating water for hot drinks.

Welfare includes anything that is done for the comfort and improvement ofemployees and is provided over and above the wages. Welfare helps in keeping

the morale and motivation of the employees high so as to retain the employees for

longer duration. The welfare measures need not be in monetary terms only but in

any kind/forms. Employee welfare includes monitoring of working conditions,

creation of industrial harmony through infrastructure for health, industrial relations

and insurance against disease, accident and unemployment for the workers and

their families.


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Human resource development

Training and Developmentit includes technical, soft skills and process related totraining

Process and policiesit contains all the rule and regulations that need to befollowed by the employees.

Appraisal - it is in the formal feedback to the employees about their performanceand the conduct of work.

Induction-involves the information to the new employees about the company, job,departments etc.

Roles and responsibilities-that every individual employee needs to fulfill

Employee separation-includes resignation and dismissal. Joining formalities- take place when a new employee joins the company.

Employee verification-take place at the time of joining of the new employee.

Surveys

Project trainees


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ORGANISATION EFFETCIVENESS

Organizational effectiveness means to study the organizational structure in order to

understand the basic working. It helps in evaluating and analyzing the performance of the

organization. There are various components of organizational effectiveness they are:

1. Managerial Policies and Practices

2. Environmental Characteristics

3. Employee Characteristics

4. Organizational Characteristics

1. Managerial Policies and Practices:

It helps to combine the organization as a whole in order to maintain a balance between

the various interest groups in an organization and to accommodate them according to the

environment of the organization. There are various policies and procedures which need to

be formulated and implemented at various occasions of the organization they are:

a) Strategy:

It refers to the plan in order to interact between the competitive companies to achieve the

goals effectively. These strategies are selected on the basis of environmental needs, and

then are redesigned by the top management to achieve the desired results.

b) Leadership:

It enables to influence the employees towards the effective goal achievements. Leaders

enable to identify the organizational goals and also try to initiate the steps towards them.


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c) Decision Making:

Managerial decisions play a very important role in the success of an organization which

is taken out of the various alternatives available at a given point of time.

d) Rewards:

Rewards are given to the employees to recognize their efforts towards effective

achievement of the organizational goals. It is done to encourage the employees and boost

their morale which enables them to improve the quality and quantity of work.

e) Communication:

It contributes a lot in the event of organizational change as it helps in the proper

communication and linkage between the members of the organization.

2. Environmental characteristics:

The external environment plays a very important role in achieving organizational

effectiveness. It has various characteristics of environment which helps in understanding

the status of the organization they are:

a) Predictability:

It refers to the state of certainty or uncertainty in an organization towards supply of

human resources, human, raw material etc. Predictability is an element of external

environment.


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b) Complexity:

It refers to the heterogeneity and the range of activities that proves relevant to the

operations in the organizations.

c) Hostility: It is an environment in which the foundation of the organization is

threatened. It refers to the view by which people view the organization.

3. Employee Characteristics:

It is an important characteristic as the source of human resources can make or break an

organization. Employee Characteristics reflects the success and failure of the

organization and its major characteristics are goals, skills, motives, attitudes and values.

a) Goals:

It refers to the direction in which an organization is inclined to go. They can be termed to

as intentions that an individual of an organization would like to accomplish during his

course of working. It provides directional nature to behavior of the people and guides

their thoughts and actions.

b) Skills:

It refers to ability to engage in a set of behavior that is related to one another. It is the

ability that leads to a desired performance in a specified are and it can be technical,

administrative, managerial, behavioral etc.


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c) Motives:

It is an inner state of mind that helps a person to be energized, motivated and directed

towards the accomplishment of a pre-defined goal. It is observed that motivated

employees have high zeal and enthusiasm to perform better to achieve their respective

organizational goals.

d) Attitudes:

They are evaluative statements (favorable or unfavorable) concerning objects, events or

people and influences job behavior as well effectiveness of the organization.

e) Values:

It refers to as specific code of conduct or basic sincerity possessed by an individual in the

organization. It is highly influential in individual attitude and behavior. It influences the

motivation of an individual as well as his behavior in the organization.

4. Organizational Characteristics:

It refers to the general conditions that exist within an organization. The various

characteristics that influence the effectiveness of organizations are structure, technology

and size.


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a) Structure:

It defines the formal division, grouping and coordination of the job tasks within the

organization. There are six important elements in an organizational structure that are

needed for organizational effectiveness. These six elements are work specialization,

departmentation, chain of command, span of control, centralization and decentralization,

and formalization.

b) Technology:

It refers to the ways and means by which an organization transfers its inputs into outputs.

The organizational efficiency is largely dependent on the choice of technology and itsuse.

c) Size:

It refers to the number of people in an organization. In broader sense, it can also be

referred to as the physical capacity of the organization, the personnel available to the

organization, the organizational inputs or outputs and the optional resources available to

an organization. The effectiveness and efficiency of an organization is dependent on the

size of the organization.


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INDUSTRIAL RELATION

Industrial relations has become one of the most delicate and complex problems of

modern industrial society. Industrial progress is impossible without cooperation of labors

and harmonious relationships. Therefore, it is in the interest of all to create and maintain

good relations between employees (labor) and employers (management). The term

Industrial Relations comprises of two terms: Industry and Relations. Industry

refers to any productive activity in which an individual (or a group of individuals) is

(are) engaged. By relations we mean the relationships that exist within the industry

between the employer and his workmen. On that they have relationship between

employees and management which stem directly or indirectly from union-employer

relationship. Industrial relations are the relationships between employees and employers

within the organizational settings. The field of industrial relations looks at the

relationship between management and workers, particularly groups of workers

represented by a union. Industrial relations are basically the interactions between

employers, employees and the government, and the institutions and associations through

which such interactions are mediated. The term industrial relations have a broad as well

as a narrow outlook. Originally, industrial relations were broadly defined to include the

relationships and interactions between employers and employees. From this perspective,

industrial relations cover all aspects of the employment relationship, including human

resource management, employee relations, and union-management (or labor) relations.

Now its meaning has become more specific and restricted. Accordingly, industrial

relations pertains to the study and practice of collective bargaining, trade unionism, and

labor-management relations, while human resource management is a separate, largely

distinct field that deals with nonunion employment relationships and the personnelpractices and policies of employers.


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The relationships which arise at and out of the workplace generally include the

relationships between individual workers, the relationships between workers and their

employer, the relationships between employers, the relationships employers and workers

have with the organizations formed to promote their respective interests, and the relationsbetween those organizations, at all levels. Industrial relations also includes the processes

through which these relationships are expressed (such as, collective bargaining, workers

participation in decision-making, and grievance and dispute settlement), and the

management of conflict between employers, workers and trade unions, when it arises.
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Employee relation

An organization cant perform only with the help of chairs, tables, fans or other non

living entities. It needs human beings who work together and perform to achieve the

goals and objectives of the organization. The human beings working together towards a

common goal at a common place (organization) are called employees. Infect the

employees are the major assets of an organization.

The success and failure of any organization is directly proportional to the labour put by

each and every employee. The employees must share a good rapport with each other and

strive hard to realize the goal of the organization. They should complement each other

and work together as a single unit. For the employees, the organization must come first

and all their personal interests should take a after, employee should not compare the

personal and professional life in a work. If something happen they solve first then they do

the work. Employee said that the work is a workship and we should do the work in a

seriously manner, on that we got the salary and compensation. Any problem should

happen to the employee then another employee should help each other. In an organisation

employee should work, communicate, stay together, they did not tell lie to any one,

sharing each problem etc.

Every individual shares a certain relationship with his colleagues at the workplace. The

relationship is warm, so-so or bad. The relationship can be between any one in the

organization - between co workers, between an employee and his superior, between two

members in the management and so on. It is important that the employees share a healthy

relationship with each other to deliver their best performances.

An individual spends his maximum time at the workplace and his fellow workers are the

ones with whom he spends the maximum hours in a day. No way can he afford to fight

with his colleagues. Conflicts and misunderstandings only add to tensions and in turn

decrease the productivity of the individual. One needs to discuss so many things at work


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and needs the advice and suggestions of all to reach to a solution which would benefit the

individual as well as the organization.

No individual can work alone. He needs the support and guidance of his fellow workers

to come out with a brilliant idea and deliver his level best. If any employee got retired all

the employee give a farewell to them, if employee should got a promotion and transfer to

one organisation to another then employee give a party to them.

Employee relations refer to the relationship shared among the employees in an

organization. The employees must be comfortable with each other for a healthy

environment at work. It is the prime duty of the superiors and team leaders to discourage

conflicts in the team and encourage a healthy relationship among employees. For each

employee the company provides the general shift, second shift and night shift.

Life is really short and it is important that one enjoys each and every moment of it.

Remember in an organization you are paid for your hard work and not for cribbing or

fighting with each other. Dont assume that the person sitting next to you is your enemy

or will do any harm to you. Who says you cant make friends at work, infect one can

make the best of friends in the office. There is so much more to life than fighting with

each other. Observation says that a healthy relation among the employees goes a long

way in motivating the employees and increasing their confidence and morale. One starts

enjoying his office and does not take his work as a burden. He feels charged and fresh the

whole day and takes each day at work as a new challenge. If you have a good relation

with your team members you feel going to office daily. Go out with your team members

for a get together once in a while or have your lunch together. These activities help in

strengthening the bond among the employees and improve the relations among them. In

an organization all employee of non-management department from the union member on

that they elect the leader, on that basis if any problem is there they will tell to union

leader and the union leader tell to the manager of any department. If there is a lot of a

problem in a activity which they are doing, they will put a union meeting on that all


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manager of different department will solve the problem, they will listen all the point of

the union worker and take the decision what ids the main problem and try to solve it , if

the problem are geniue the manager will solve, if the problem is not geniune the manager

will not solve this and this problem have not any geniune point.

An employee must try his level best to adjust with each other and compromise to his

best extent possible. If you do not agree to any of your fellow workers ideas, there are

several other ways to convince him. Sit with him and probably discuss with him where he

is going wrong and needs a correction. This way he would definitely look up to you for

your advice and guidance in future. He would trust you and would definitely come to

your help whenever you need him. One should never spoil his relations with his

colleagues because you never know when you need the other person. Avoid using foul

words or derogatory sentences against anyone. Dont depend on lose talk in office as it

spoils the ambience of the place and also the relation among the employees. Blame

games are a strict no in office.

One needs to enter his office with a positive frame of mind and should not

unnecessarily make issues out of small things. It is natural that every human being can

not think the way you think, or behave the way you behave. If you also behave in the

similar way the other person is behaving, there is hardly any difference between you and

him. Counsel the other person and correct him wherever he is wrong.

It is of atmost importance that employees behave with each other in a cultured way,

respect each other and learn to trust each other. An individual however hardworking he

is, cannot do wonders alone. It is essential that all the employees share a cordial relation

with each other, understand each others needs and expectations and work together to

accomplish the goals and targets of the organization.


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HR PRACTICE AT BOMBAY DYEINFG

1) TEAM WORK:

The ability to work in group for achieving common set of goals by sharing the

resources available and supporting the fellow members.

Cooperates in sharing required information freely & openly with team members andworks collaboratively with most groups including direct reports, peers and higher

management

Works to support success of team even at expense of personal preferences.

Provides constructive feedback on a timely basis to motivate high performance andaddress performance issues. ( applicable to an employee having team reporting to him)

Inspires group effort, encourages participative decision-making and motivates the

team members for superior performance. (Applicable to an employee having team

reporting to him)


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2) TIME MANAGEMENT:

To establish a systematic course of action for self or others to ensure

accomplishment of a specific objective. Sets priorities, goals, and timetables to

achieve maximum productivity.

Analyses own time use, identifies common time stealers and act toreduce these

Sets priorities with an appropriate sense of what is most important andplans with an appropriate and realistic sense of the time demand

involved.

Develops or uses systems to organize and keep track of information (e.g.,"to- do" lists, appointment calendars, follow-up file systems).


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3) MOTIVATION AND INSPIRATION:

The ability & skill at enhancing others commitment to their work and helping

them perform their best.

Identifies and promptly tackles morale problems

Expresses pride in the group and encourages people to feel good about theiraccomplishments

Encourages people to deliver their best.

Supports and Inspires team members to have optimum utilization of all the resources& talents.

4) INTER PERSONAL RELATIONSHIP:

The ability to notice, interpret, and anticipate others concerns & feelings. Relates

well and can manage relationships with people of all levels and builds appropriate

rapport with internal as well as external customers

Makes effort to build a good rapport with all internal & external customers andsubordinates

Demonstrates ability to proactively build & maintain good relationships with people -inside as well as outside the organization Is approachable & maintains a goodenvironment even in high pressure situations


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CONCLUSION.

As the world is becoming more competitive and unstable than ever before manufacturing

based industries are seeking to gain competitive advantage at all cost and are turning to

more source through HRM practice.

It is also conceptualized as a set of internally consistent policies and practice designed

and implemented to ensure that a firm of human capital contributes to achievement of its

business objective.

As we conclude that HRM practice relate to specific practice, formal policies and

philosophies that are designed to attract, develop and retain employee who ensure the

effective functioning and survival of the organization.

According to effectiveness of firm treat HRM practices as the organizations strategy to

encourage team responsibilities, enhance organization culture as build up customer

relationship through participating and empowerment. For instance, performance appraisal

increase employee commitment and satisfaction since employees are given chance to

discuss about their work performance.

Reward system provides financial award, promotion and other recognisation in order to

motivate the employee to take the risk, develop successful new products and generate

ideas. It encourage employee to become motivate thereby increase their participation in

contributing the innovation ideas, which lead to higher organizational. Recruitment

involves employing and obtaining appropriate and competent candidate through external

sourcing. It gives greater importance to be attached to fit between person and company

culture.


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Bibliography.

Books:-

HUMAN RESOURCE MANAGEMENT BY K.ASWASTHAPA

Websites

www.bombaydying.com
http://www.bombaydying.com/http://www.bombaydying.com/http://www.bombaydying.com/

Documents

human resource HR project