HR Policies and Impact of Policies
HR Policies and Impact of Policies
HR Policies and Impact of Policies
PROJECT REPORT
ON
HR POLICIES AND IMPACT OF POLICIES
PREFACE
Human resource management is concerned with people element in management.
Since every organization is made up of people, acquiring their services,
developing their skills/ motivating to high level of performances and ensuring
that they continue to maintain their commitments to the organization which are
essential to achieve organizational objectives.
This project is meant to know the Human Resource Policies in the organization.
The HR Policies are a tool to achieve employee satisfaction and thus highly
motivated employees. The main objective of various HR Policies is to increase
efficiency by increasing motivation and thus fulfill organizational goals and
objectives.
The objective is to provide the reader with a framework of the HR Policy
Manual and the various objectives that the different policies aim to achieve. The
main focus was on the managerial levels of employees in DEEPAK NITRITE
LTD.
ACKNOWLEDGEMENT
2
YOUR NAME
DECLARATION
3
I, YOUR NAME, hereby declare that all the information furnished in this
PROJECT, is my original work containing authentic facts. This piece of work is
only being submitted to COLLEGE NAME in the partial fulfillment for the
degree of Post Graduation Diploma in Business Management.
YOUR NAME
Table of Contents
4
Serial
No
1
3
4
5
6
7
8
Chapter
Introduction
1.1 About The Organization
1.2 About The Topic
1.3 Objective and Scope of Study
Research Methodology
2.1 Methods of Data Collection
2.2 Sampling
2.3Hypothesis and About Questionnaire
HR Policies in Deepak Nitrite Ltd.
Data Analysis and Interpretation
Conclusions
Suggestions and Recommendations
Bibliography
Annexure
EXECUTIVE SUMMARY
5
Page
No
7
24
28
30
31
32
33
44
64
65
INTRODUCTION
Deepak Nitrite began with a vision to support the countrys drive towards self
sufficiency and import substitution in 1970. What began as a fully indigenous
sodium nitrite and sodium nitrate plant in Nandesari, Gujarat, has now grown
into a globally proactive company with a presence in over 20 countries ,
including USA, European Union & East European nations, Japan, ASEAN
countries, South Korea and South America. This has led to a paradigm shift
from low value bulk chemicals and intermediates to high value fine and
specialty chemicals based on our core expertise as well as lateral and vertical
integration of our existing products, exploring downstream derivatives.
With a strong focus on customer satisfaction, the company has set up Custom
Manufacturing services to meet specific needs of end users. Our capabilities
extend to the manufacture of high-value, specialty products either based on our
own end products or developed especially for our users.
DNL has been ranked amongst the top 500 Body corporates by Dun and
Bradstreet for the last three years.
Deepak Nitrite is a leading manufacturer of organic, inorganic, fine and
specialty chemicals and a world leader in 2, 4 and 2, 6 Xylidine. Working with
our partners, customers, we seek to find better ways to meet market demands,
using innovative processes and methods. Our people, our technologies and our
years of expertise unite to deliver superior products and services that improve
life.
Deepak Nitrite is the preferred business partner of chemical majors worldwide
in Pharma, Rubber, Colourants and Imaging chemicals. Headquartered at Pune,
we are a multi-division and multi-product company that has manufacturing
facilities at Nandesari, in Gujarat and at Pune, Roha and Taloja in Maharashtra
and Hyderabad in Andhra Pradesh, all of them complying with ISO 9001:2000
standards.
We are poised to take on the opportunities offered by globalization, increasing
shareholder value, improving opportunities for our employees, driving greater
innovation and seeking sustainable solutions for the world. We are a signatory
to the Responsible Care initiative and are committed to ethical business
practices.
VALUE
STATEMENT
Integrity
Decisiveness
Team Spirit
Commitment
Caring
Excellence
10
Innovation
Customer
Orientation
Customer
is
uppermost
We work to exceed his expectations
in
our
mind.
FACILITIES
Deepak Nitrite Limited has five manufacturing facilities at different locations in
the Western part of India that have a logistic advantage being within six hours
from a major port.
The company manufactures Inorganic, Oraganic and Fine & Speciality
chemicals. There are two units in the state of Gujarat and three units in the state
of Maharashtra. The Inorganic Chemicals are produced at one of the facilities in
Gujarat while the Organic and Fine & Speciality chemicals are produced at the
other facilities. One of the facilities is devoted to the processes Hydrogenation
and Reductive Alkylation.
Each of the facilities has DCS controlled operations. The company's main
strengths are Nitration, Chlorination and Hydrogenation.
The company also has the technical capabilities to carry out the following
reactions at its plants.
1. Alkali Fusion - High Temperature Fusion Reactions
2. Alkylation Hydrogenation
3. Amination Nitration
12
BOARD OF DIRECTORS
Shri C. K. Mehta, Chairman
He is the founder of the Company and is associated with it since 2nd May 1970,
right from the date of inception of the Company. He is a well known
industrialist, having 46 years of versatile experience in the Chemical Trade and
Industry and is also founder of Deepak Fertilisers and Petrochemicals
Corporation Limited. He is the Chairman of both the Companies.
Shri Deepak C. Mehta, Vice Chairman & Managing Director
He is a Science Graduate closely associated with the Company since 23 years.
He is a Managing Director of the Company and successfully looking after day
to day affairs of the Company from 1983.
Shri Ajay C. Mehta, Managing Director
14
15
ACHIEVEMENTS
DNL has many a firsts to its credit and these have been earned through its
constant endeavour for identification of products that are required by the end
user industries. DNL's R&D centre in Pune aims to provide specialized products
that add value and enhance every aspect of life.
Mentioned here are some of the company's achievements:
o Sir P. C. RAY Award for the Best Chemical Manufacturing Unit in India
o Awarded the "EXPORT HOUSE" status by the Govt. of India in 1998 and
is in force till date.
o The Federation of Indian Chambers of Commerce and Industry (FICCI)
award was presented, by the then Prime Minister of India, Mr. I. K.
Gujral, to the then Vice-Chairman of DNL Mr. C. K. Mehta 1997-98.
17
MILESTONES
In a short span of 30 years DNL has steadily climbed the steps of excellence and
is continuing in its efforts to reach the top and be the best. Mentioned here are
some of its milestones:
Beyond 2000 Diversification and Consolidation in related product
areas
Acquired Aryan Pestocides Ltd, DASDA business of
Vasant Chemicals Ltd.
1996
Catalytic Hydrogenation plant commissioned
1993
Merit Certificate from CHEMTECH Foundation
1991
Nitro Aromatics plant commissioned
1984
DNL acquires Dyestuff and Intermediates Unit
18
1982
1974
1972
1971
1970
19
Products manufactured are tailor made as per the needs and specific
requirements of the customer.
Inorganic & Performance Chemicals
PRODUCT
SYNONYM
CAS Reg.
No.
Sodium Nitrite
Filmerine, Erinitrit
[7632-00-0]
Sodium Nitrate
o-Nitrocumene
2-Nitrocumene
[6526-72-3]
DNPT (Blovel)
Dinitrosopentamethylenetetramine (Blovel)
[101-25-7]
SYNONYM
CAS Reg.
No.
MMDPA
[41317-15-1]
Methoxyamine HCl
O-Methylhydroxylamine hydrochloride
[593-56-6]
SMIA
Z-2-Methoxyimino-2-(furyl-2-yl)acetic acid,
[97148-39-5]
ammonium salt
O-Ethylhydroxylamine
[624-86-2]
Resorcinol
1,3-Dihydroxybenzene
[108-46-3]
1,3 CHD
1,3 Cyclohexanedione
[504-02-9]
4-Hydroxy Carbazole
4-Hydroxy Carbazole
[52662-39-8]
DASDA
{81-11-8}
PNTSA
[121-03-9]
DNSDA
[3709-43-1]
DEMAP Crstalline
N,N-Diethyl-m-aminophenol
[91-68-9]
4-(Diethylamino) salicylaldehyde
[17754-90-4]
Acetaldehyde oxime
Acetaldoxime
[107-29-9]
PRODUCT
SYNONYM
CAS Reg.
No.
2 EHN
[27247-96-7]
2,3-Xylidine
2,3-Dimethylaniline
[87-59-2]
2,4-Xylidine
2,4-Dimethylaniline
[95-68-1]
Organic Chemicals
20
2,5-Xylidine
2,5-Dimethylaniline
[95-78-3]
2,6-Xylidine
2,6-Dimethylaniline
[87-62-7]
3,4-Xylidine
3,4-Dimethylaniline
[95-64-7]
3-Nitro-o-xylene
3-NOX,2,3-Dimethylnitrobenzene
[83-41-0]
4-Nitro-o-xylene
4-NOX, 3,4-Dimethylnitrobenzene
[99-51-4]
PC
p-Cumidine, 4-Isopropylaniline
[99-88-7]
p-Nitrocumene
1-(1-methylethyl)-4-nitro-benzene
[1817-47-6]
MCB
Monochlorobenzene
[108-90-7]
ONCB
o-Nitrochlorobenzene,2-Nitrochlorobenzene
[88-73-3]
PNCB
p-Nitrochlorobenzene,4-Nitrochlorobenzene
[100-00-5]
MNCB
m-Nitrochlorobenzene,3-Nitrochlorobenzene [121-73-3]
ODCB
o-Dichlorobenzene
[95-50-01]
PDCB
p-Dichlorobenzene
[106-46-7]
2,5 DCNB
2,5-Dichloronitrobenzene
[89-61-2]
2,4 DNCB
2,4-Dinitrochlorobenzene
[ 97-00-7 ]
ONT
o-Nitrotoluene,2-Nitrotoluene
[88-72-2]
PNT
P-Nitrotoluene,4-Nitrotoluene
[99-99-0]
MNT
m-Nitrotoluene, 3-Methylnitrobenzene
[99-08-1]
OT
o-Toluidine, 2-Toluidine
[95-53-4]
PT
P-Toluidine, 4-Toluidine
[106-49-0]
MT
m-Toluidine, 3-Aminotoluene
[108-44-1]
OT Base
3,3-Dimethyl Benzidine
[119-93-7]
PNA
p-Nitroaniline, 4,-Nitroaniline
[100-01-6]
2,4,5 TCA
[636-30-6]
PRODUCT
SYNONYM
Acetoxime
Acetone oxime
[127-06-0]
Alkali Blue
Pigment Blue 61
[1324-76-1]
Benzophenone-3
Oxybenzone, 2 hydroxy-4methoxybenzophenone
[131-57-7]
Benzotriazole
1,2,3-Benzotriazole, 1H-Benzotriazole
[95-14-7]
Beta-Resorcylic acid
2,4-Dihydroxybenzoic Acid
[89-86-1]
4B acid
6-Amino-m-toluenesulfonic acid,
6-Amino-3-toluenesulphonic acid
[88-44-8]
Blue 3 G
Nitrate salt
[73570-52-2]
Zinc salt
[33203-82-6]
[831-59-4]
BDSA-DSS
21
2,4-Dihydroxybenzophenone
[131-56-6]
DMMAP
Dimethyl-m-aminophenol,
[99-07-0]
3-Dimethylaminophenol
GC (Guanidine carbonate)
Guanidinium carbonate
[593-85-1]
HA Base
[7803-49-8]
Hydroxylamine HCl
[5470-11-1]
Hydroxylamine sulphate
[10039-54-0]
HAOSA
[2950-43-8]
Ink Blue
[66687-07-8]
MAP
m-Aminophenol, 3-Aminophenol
[591-27-5]
MCA
m-Chloroaniline, 3--Chloroaniline
[108-42-9]
MEHQ
[150-76-5]
MEKO
[96-29-7]
MIBKO
[96-29-7]
N-O-Alkylated
Hydroxylamines
N,O-Alkylated-HA
N-Alkylated Aminophenols
N-Alkylated-MAP
NEMT
N-Ethyl-m-toluidine, N-Ethyl-3-toluidine
[102-27-2]
NEOT
N-Ethy-o-toluidine, N-Ethyl-2-toluidine
[94-68-8]
OA
o-Anisidine, 2-Anisidine
[90-04-0]
o-Nitroanisole
2-Methoxynitrobenzene
[91-23-6]
[98-33-9]
OPDA
o-Phenylenediamine, 2-Phenylenediamine
[95-54-5]
OCA
o-Chloroaniliner,2-Chloroaniline
[95-51-2]
PCA
p-Chloroaniline, 4-Chloroaniline
[106-47-8]
PANA
Phenyl-alpha-naphthylamine
[90-30-2]
[569-61-9]
Rhodamine B Base
Solvent Red 49
[509-34-2]
MBA
m-Bromo Anisole
[2398-27-0]
PBA
p-Bromo Anisole
[104-92-7]
2,5 DCA
[95-82-9]
3,4 DCA
[95-76-1]
3,3 DCBH
[612-83-9]
2 Chloro P. Phenylene
Diamine
[6219-71-2]
4 NADAPSA
[91-29-2]
22
Formaldehyde
Ammonia
Hexamine
Ammonium Nitrate
Hydrogen
Aniline Oil
Metanallic Acid
Benzene
Meta Cresol
Caustic Potash
Meta Xylene
Methanol
Potassium Carbonate
Chlorine
Sulphuric Acid
Sulphur Dioxide
Cumene
Sulphur Trioxide
Toluene
Ethyl Chloride
Urea
23
STRUCTURE OF HR DEPARTMENT
NITIN V ASALKAR
SR. MANAGER HR&
ADMINISTRATION
D.R. SAWANT
ASST. MANAGER - HR
J.G. GUJARATHI
ASST. MANGERADMINISTRATION
24
25
FORMULATING POLICIES
There are five principal sources for determining the content and meaning of
policies:
1. Past practice in the organization.
2. Prevailing practice in rival companies.
3. Attitudes and philosophy of founders of the company as also its directors
and the top management.
4. Attitudes and philosophy of middle and lower management.
5. The knowledge and experience gained from handling countless personnel
problems on day to day basis.
26
BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following
benefits:
a. The work involved in formulating policies requires that the management
give deep thought to the basic needs of both the organization and the
employees. The management must examine its basic convictions as well
as give full consideration to the prevailing practices in other
organizations.
b. Established policies ensure consistent treatment of all personnel
throughout the organization. Favoritism and discrimination are, thereby,
minimized.
c. Continuity of action is assured even though top management personnel
change. The CEO of a company may possess a very sound personnel
management philosophy. He/she may carry the policies of the
organization in his/her head, and he she may apply them in an entirely
fair manner. But what happens when he/she retires? The tenure of office
of nay manager is finite. But the organization continues. Policies promote
stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of fair
play and justice and where they help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup
conflicts.
27
PRINCIPLES OF HR POLICY
1. Principle of individual development to offer full and equal
opportunities to every employee to realize his/her full potential.
2. Principle of scientific selection to select the right person for the right
job.
3. Principle of free flow of communication to keep all channels of
communication open and encourage upward, downward, horizontal,
formal and informal communication.
4. Principle of participation to associate employee representatives at every
level of decision-making.
5. Principle of fair remuneration to pay fair and equitable wages and
salaries commensurating with jobs.
6. Principle of incentive to recognize and reward good performance.
7. Principle of dignity of labour to treat every job and every job holder
with dignity and respect.
8. Principle of labour management co-operation to promote cordial
industrial relations.
9. Principle of team spirit to promote co-operation and team spirit among
employees.
10.Principle of contribution to national prosperity to provide a higher
purpose of work to all employees and to contribute to national prosperity.
28
OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the amendments made in the HR Policies of Deepak nitrite Ltd.
since the time of incorporation.
3. To incorporate the amendments in the base policy and prepare a final policy.
4. To design a HR Policy manual for the company with special emphasis on the
Managerial Service Conditions.
SCOPE OF STUDY
1. In any organization human resource is the most important asset. In
todays current scenario, Deepak Nitrite Ltd. is a very large manufacturer
and marketer of chemical.
2. As most of the companys overall performance depends on its employees
performance which depends largely on the HR POLICIES of the
organization.
3. So the project has wide scope to help the company to perform well in
todays global competition.
4. The core of the project lies in analyzing and assessing the organization
and to design an HR POLICY manual for the organization.
29
RESEARCH METHODOLOGY
30
RESEARCH METHODOLOGY
1. METHOD OF DATA COLLECTION
The researcher has chosen the questionnaire methods of data collection due to
limited time in hand. While designing data-collection procedure, adequate
safeguards against bias and unreliability must be ensured. Researcher has
examined the collected data for completeness, comprehensibility, consistently
and reliability.
Researcher has also gathered secondary data which have already been collected
and analyzed by someone else. He got various information from journals,
historical documents, magazines and reports prepared by the other researchers.
For the present piece of research the investigator has used the following
methods:
Questionnaire
Interview
Observation
2. SAMPLE SIZE
Here, researcher has taken 30 as the sample size.
3. HYPOTHESIS OF PROJECT
31
HR POLICIES IN
DEEPAK NITRITE
LIMITED
32
OBJECTIVES
In reviewing the purpose of HR Policies at Deepak Nitrite Ltd., the organization
stated that the HR Policies has been a key part of the management process for
the effective utilization of human resource. The company aims to fulfill the
following objectives through its HR Policies:
Ensure a high degree of selectivity in recruitment so as to secure super
achievers and nurture them to excel in their performance.
Impart such induction, orientation and training as to match the individual
to the task and inculcate a high sense of organizational loyalty.
Provide facilities for all round of growth of individual by training in and
outside the organization, reorientation, lateral mobility and selfdevelopment through self-motivation.
Groom every individual to realize his potential in all facets while
contributing to attain higher organizational and personal goals.
Build teams and foster team-work as the primary instrument in all
activities.
Recognize worthy contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale. Appraisals and
promotions shall be ethical and impartial.
Implement equitable, scientific and objective system of rewards,
incentives and control.
Contribute towards health and welfare of employees.
MANAGEMENT REVIEW:
33
Management review meeting is held every six months at the Group Review.
Meet is conducted from time to time to ensure the suitability, adequacy and
effectiveness of the HR Policies.
Due to high level of secrecy maintained in the organization, the policies given
below are according to my understanding and interpretation of the subject.
1. RECRUITMENT POLICY
In Deepak Group, recruitment and selection of personnel is
explicitly based on the criteria of their knowledge, skills and
attitudes, so as to secure super achievers and nurture them to excel
in their performance.
All fresh candidates are absorbed only after satisfactory completion
of appropriate training.
All direct recruitment is through the HR department.
Detailed selection procedures as decided from time to time are
adhered to without any compromise.
Above procedures shall undergo continuous refinement through
evaluation and feedback.
2. INDUCTION AND PLACEMENT POLICY
At Deepak Group, new recruits imparted such induction,
orientation, training and placement so as to individuals to the task
and inculcate a high sense of organizational loyalty.
The HRD Department and the concerned heads of parent
departments prepare a well-structured Induction Program to
acquaint the new recruits with the people, organizational structure,
and interface between different departments, functions and culture
of the organization.
The Induction Program is formulated to suit the position of the
candidate and necessary to be provided to him.
3. JOB ROTATION POLICY
At Deepak Group, facilities are provided for all-round growth of
individuals through lateral mobility. This shall enhance their
35
2. Gratuity
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10.Phone Policy
11.Leave Travel Assistance (LTA)
12.Local Conveyance Rules
13.Transfer Policy
14.HRR Policy for Area Office Managers
15.Canteen Service
16.Cash Payments & Advance Settlements
17.Performance Excellence Scheme
18.Performance excellence Form
19.Parivar Suraksha Yojna
20.Policy for Get Together of Employees
21.Notice Period for Managerial Employees
22.Conveyance Reimbursement for Interview Candidates
23.Car Policy
24.Post Retrial Benefits
25.Inland Travel Rules
26.Foreign Travel Rules
27.Application for Housing Loan
28.Application for Car Loan
29.Application for 2-wheeler Loan
30.Application for 2-wheeler (wards) Loan
39
DATA ANALYSIS
AND
INTERPRETATION
40
organization.
41
18%
agree
disagree
82%
42
2. Are you satisfied with the monetary reward given on bringing a candidate
on board?
Monetary reward
26%
agree
disagree
74%
43
3. Are you satisfied with the background checks conduct for employees.
Backgroud checks
22%
Agree
Disagree
78%
44
4.Are you satisfied with the monetary limits given to you for the expenses?
Expenses
21%
Agree
Disagree
79%
45
B. INDUCTION
1. The induction programme of your organization is informal type.
Induction programme
18%
Agree
Disagree
82%
46
47
Induction
10%
Agree
Disagree
90%
48
Employee performance
24%
Agree
Disagree
76%
49
Classroom method
27%
Agree
Disagree
73%
50
Agree
32%
Disagree
68%
51
D. PERFORMANCE APPRAISAL
52
8%
Agree
Disagree
92%
53
Feedback
28%
Agree
Disagree
72%
E. CAREER PROGRESSION
d. Are you satisfied with the mentor system followed for career
progression?
54
Mentor system
16%
Agree
Disagree
84%
INTERPRETATION:
Regarding mentor
system
followed for
career
progression, 84% of the employees get benefited and only 16% of the
employees are exempted.
e. Are you satisfied with the competence analysis and feedback from
manager?
55
22%
Agree
Disagree
78%
F. LEAVE POLICY
56
Privilege leave
17%
Agree
Disagree
83%
13%
Agree
Disagree
87%
2. Are you satisfied with the opinion survey and Department meeting?
58
24%
Agree
Disagree
76%
59
Monetary Rewards
Agree
33%
Disagree
67%
60
Contingencies
24%
Agree
Disagree
76%
J. MEDICLAIM POLICY
61
1. Are you satisfied with the services covered under Mediclaim policy?
Services
11%
Agree
Disagree
89%
CONCLUSION
62
63
SUGGESTIONS &RECOMMENDATIONS
1. The Performance Appraisal of employee is evaluated on the basis of 360
degree feedback or 180 degree feedback.
2. The Organization should focus on mentor system intend to help
employees in their career progression.
3. The Organization should conduct Psychometric tests for employees.
4. The Training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards each other.
6. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A flexible
reward system should be adopted by organization to improve employee
motivation.
7. A more transparent and full proof communication system developed in
the organization.
8. Replacing the lacuna in the current system.
9. Wages and salary administration process should have a more scientific
approach laying stress on equal wages for equal work done.
64
BIBLIOGRAPHY
Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J. Niehaus.
65
ANNEXURES
66
QUESTIONNAIRES
A. Recruitment and Selection
2. Disagree
2. Disagree
D. Performance Appraisal
67
2. Disagree
E. Career Progression
1. Are you satisfied with the mentor system followed for career progression?
1. Agree
2. Disagree
2. Are you satisfied with the competence analysis and feedback from manager?
1. Agree
2. Disagree
F. Leave Policy
1. Are you satisfied with the privilege leave provided to you?
1. Agree
2. Disagree
2. Disagree
2. Disagree
2. Disagree
68
J. Mediclaim Policy
1. Are you satisfied with the services covered under this policy?
1. Agree
2. Disagree
69