ANALYSIS OF QUALITY IN HR SERVICESATHSF Food Pro-Tech Pvt.
Ltd.Suer Tr!"#"#$ Re%ort &u'"tted to A"t( U#"ver&"t() No"d!
*orthe %!rt"!+ *u+*"++e#t o* the de$ree o* ,-A-I--(.R"t"/!
R!tu&!r"!Sect"o# 0U#der the $u"d!#ce o*.Pro*. V.P. 1!//!rA,ITY
INTERNATIONAL -USINESS SCHOOLA,ITY UNIVERSITY)
NOI0A1AC1NO2LE3,ENTThe satisfaction and euphoria that accompany the
successful completion of the work would beincomplete unless I
mention the people, as an expression of gratitude, who made it
possible andwhose constant guidance and encouragement served as a
beacon of light and crowned my effortswith success. This report
would have been impossible but for the support and guidance that
Ireceived from various people at different stages of the project.My
sincere thanks to my industrial mentor ,r. N"te&h V!t&) HR
,!#!$er, H! !ood "ro#Tech"vt.
$td.,whomademeunderstandthetechnicalitiesofmyproject
andhelpedmeineverypossible manner.I would also like to extend my
sincere thanks to the entire team of H% and the respondents
of&uestionnaire there for providing me their time and active
co#operation.'esides my industrial mentor, I(m grateful to my
faculty mentor Pro*. V P 1!//!r who gave mehis valuable suggestions
from time to time and under his excellent guidance, encouragement
andpatience it has been possible to successfully accomplish this
project.)%itika %atusaria*2CERTIFICATEI hereby certify that %itika
%atusaria, a +rd semester student of Master of 'usiness
,dministration- International 'usiness, batch ./01#./02 has worked
under my supervision on the project titledQu!+"t( "# HR
Serv"ce& !t HSF Food Pro-Tech Pvt. Ltd.3.I am satisfied with
her work onthe project."rof. 4 " 5akkar)!aculty
mentor*,I'30ECLARATIONI hereby declare that this project report
entitled Qu!+"t( Serv"ce& I# HR Serv"ce& !t HSF
FoodPro-Tech Pvt. Ltd. has been successfully completed at H!,
towards the partial fulfillment ofthe re&uirement for the award
of the degree 6Master of 'usiness ,dministration -
International'usiness3-from ,mityInternational
'usinesschool,,mity7niversity,8oida. Thisisanoriginal manuscript
developed by me and has not been furnished from any source thereof,
hasnot formed the basis for the award of any degree, diploma or any
such titles by this institute orany other universities9,T:; $ation
also enhance the prosperity.Tech#o+o$(; They always upgrade our
technology to fulfill the re&uirements of rice millingindustry.
ations can do a lot to cutoff legal threats from disgruntled
current or ex#employees simply by creatingMand applyingMa fair and
comprehensive set of personnel policies. LITERATURE REVIE2chuler
)0EE.*suggeststhat trategicHuman%esourceManagement
)H%M*hasmanydifferent components, including Npolicies, culture,
values and practices(. trategic businessneeds of an organi>ation
are influenced by its internal )which mainly consist of factors
suchas organi>ational culture and nature of business* and
external characteristics )consisting ofthe nature and state of
economy in which the organi>ation is existing and critical
successfactors, i.e., opportunities and threats provided by the
industry*, which are influenced by H%activities. Thornhill,$ewis,
Millmore,andaunders ).///*found apotential role forH%centered
strategies to be used to change or realign the culture of an
organi>ation.,n organi>ation can change its culture through
its recruitment strategy of replacing managerswith those from
outside, restructuring the organi>ation, downsi>ing the
workforce, training12programmes, new reward strategies and
performance management to alter employeebehaviours or reinforce
emergent ones. ,fter the economic liberali>ation,Indian
organi>ations were under pressure to change from low#cost,
indigenous, less efficientand outdated technology to high#cost
modern technology and prepare people to use it. Thiswas done to
develop and maintain their competitive edge in the larger business
environment)5han, 0EEE*.The potential value of the employees is to
be increased by collectively enhancing and linkingtheir skills and
capabilities in tune with the contemporary re&uirements of the
market, and tobe faster than the competitors. The success of the
H%M will be determined by its ability toharness the intelligence
and spirit of people by creating a learning climate.Indian
organi>ations normally direct their H%Mefforts towards the
development ofcompetencies, culture and effectiveness among
employees individually or in groups )ingh,.//+*.Hendry and
"ettigrew)0EE.* propose that a number of internal factors such as
theorgani>ational culture, structure )positioning of H%*,
leadership, level of technologyemployed and business output
directly contribute to forming the contents of H%M.H%M could be
seen as a menu of strategic choices to be made by human resource
executivesin order to promote the most effective Nrole behaviours(
that are consistent with theorgani>ation(s strategy and aligned
with each other )parrow and Hilltrop, 0EE1*.13RESEARCH ,ETHO0OLO3Y
The research methodology used in this project is as
follows;SA,PLIN3 0ESI3N.-implerandomsamplingis usedinthis project
toselect theemployees fromthetotalpopulation.SA,PLE SIEE.-ample
si>e - +C In all 0. employees from H% department and .+
employees from other departmentswere interviewed. ,ETHO0S OF 0ATA
COLLECTION.-14!or examining each H% process, depending on the
nature of process being examined,theused method is;#0"rect
o'&erv!t"o# o* the %roce&&.In order to have an unbiased
view, the processes weredirectly observed as they were being
carried out.The data was collected through primary and secondary
sources. PRI,ARY SOURCES. The primary sources used in the study are
&uestionnaire anddiscussion with employees of H! !ood "ro#Tech.
SECON0ARYSOURCES.econdary data was also collected
fromcompanywebsite, maga>ines and journals. @ FIN0IN3S!or each
H% process, findings have been documented in the following
format;a* Proce&& 0e*"#"t"o#;It includes the basic purpose
of the process and how it is carried out in H! !ood "ro#Tech "vt.
$td.b* O'&erv!t"o#& ;These include employees( feedback and
personal observations.cB Su$$e&t"o#& A#d EA%ected
I%!ct.These are basedonthe observations and for eachsuggestion its
correspondingexpected impact is documentedThe findings for each H%
process are as follows;4B 0e%+o(e#t.,n overview of deployment in H!
!ood "ro#tech is as follows;15I.e. deployment inH!!ood"ro#Tech"vt.
$td. basicallyconsists of +H%processes;?oining, Induction and
'ackground =heck.Taking each H% process under deployment one by one
as follows;4.4B =o"#"#$.Proce&& 0e*"#"t"o#.8ormally,
joining in H! !ood "ro#Tech "vt. $td. is done on0stand 0Cth of the
month. 'ut,depending on business needs, new employees may join on
any other day as well.,n employee from the H% e various fun
activities.It is organi>ed at every H! !ood "ro#Tech
office.O'&erv!t"o#&.E%+o(ee&F *eed'!c/ H! !ood "ro#Tech
=onnect is a good event and it should be organi>ed once a
monthonly There is a calendar that specifies which '7)trategic
'usiness 7nit* wille the =onnect in a particular month.The H% sends
a reminder to that '7 one week before the connect of that month is
tobe organi>ed TheH%sends amail toall H!!ood"ro#T:=Hites
informingthemabout the=onnect of that month "eople who do not have
access to their H! !ood "ro#Tech mail accounts from theirwork
stations do not come to know about the =onnect ation and
participation Moreover, by giving theemployees a chance to have
asay in choosing the event, notonly the participation willincrease
but also it will give asense of empowerment tothem!or any event,
the mail that is sent to allH! !ood "ro#Tech employees can have
aline in it stating that all project managersare re&uested to
inform their teammembers about this event,poll can be created in
ultimatix thatspecifies+#1eventscorrespondingtothetheme of the
month. Through this poll,employees themselves can choose an
eventwhich they want the Maitree teamtoorgani>e for that
month7.7B Re;!rd& !#d Reco$#"t"o# GR H RB ode+.It basically
refers to the policy of H! !ood "ro#Tech for recogni>ing and
rewarding higheffort and special achievements. There exist various
awards at individual, team and projectlevel. ,lso, depending on
their type, awards are monthly, &uarterly or annual.Types of
awards - 0. hining tar.. :mployee of the month+. "icnic Grant1.
=hampion ManagerC. =hampion
upervisorO'&erv!t"o#&.E%+o(ee&F *eed'!c/ H! !ood
"ro#T:=Hites feel that presently, the number of awards is not
sufficient.29 They feel there is a lack of appreciation whether in
the form of awards or appreciationmails especially from their
immediate managers. 9ue to which, they are not motivatedto put
extra efforts in their work Thus, the overall perception is that
even if they will put extra efforts in their work,they would not be
recogni>ed for it.Per&o#!+ O'&erv!t"o#&.There is no
limit on the number of awards to be won by any candidate. Many
employeesregister for more than one reward for the same
project@work done.Su$$e&t"o#& !#d I%!ct.Su$$e&t"o#&
EA%ected I%!ctThere can be some awards at the '7@project level
:mployees will bemotivated to put extraefforts in their work.,lso,
themanagement canusesomesort of other motivationsuchasappreciation
mails ,thank you cards once in a month or once in . months7.9B
Po+"c"e& !#d Procedure&O'&erv!t"o#&.E%+o(ee&F
*eed'!c/. H! !ood "ro#T:=Hites feel that overall, H! !ood
"ro#Tech(s policies andprocedures are fair. Moreover, with time,
the policies and procedures have becomebetter =ontract employees
feel that the policy w.r.t conversion of 9= )9irect =ontract*
toregular can become more transparent. ,s of now, there is no clear
timeline definedthat specifies after how much time the 9= employees
can become regular employees. :mployees feel that more flexible
work options can be providedPer&o#!+ O'&erv!t"o#&.8o
major personal observations were there in this
caseSu$$e&t"o#& !#d EA%ected I%!ct30Su$$e&t"o#&
EA%ected I%!ct"olicy w.r.t conversion of 9= employeesto regular
employees can be clearlydefined and shared with the employeesIt
will provideaclear picturetothedirectcontract employees
andthustheywouldbeable to concentrate on their work
effectivelyIncaseif inaproject, byworkinginaflexible shift, the
work does not getaffected at all, then such an option can
beprovided to the employees?ob satisfaction will increase in this
case7.:B 2or/ E#v"ro#e#t!ollowing areas were covered as part of H!
!ood "ro#Tech(s work environment; =ulture