Hr Policies

CHAPTER -1

INTRODUCTION

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INTRODUCTION

Human resources play a very crucial role in the development process of an

economy. The economic development of both developed as The organization as developing

countries are closely inter-woven with the level of development of human resources. It is said

that all development comes from the human mind. The quantity and quality of human

contribution, it should be recognized, are entirely dependent upon the human body and mind.The

organization rich it may be in the possession of the physical resources, cannot achieve any

prosperity unless it is the organization with rich human resources. The human resources are,

therefore, to be developed and properly organized in order to bring about economic development

in and country. It should be noted that human resources are responsible for the transformation of

traditional economies into modern industrial economies and also for the existing levels of

economic development in different countries. The phenomenal growth achieved by a country

like Japan, poor in its natural resources, can be attributed to its rich human resources. In essence,

“the difference in the level of economic development of the countries is largely a reflection of

the differences in quality of their human resources. The key elements in this proposition are that

the values, attitudes, general orientation and quality of the people of a country determine its

economic development”. At the micro level, human resource is the most valuable asset in the

organization and not the money or physical equipment. It has, in fact, come to be recognized as

an important economic resource. Therefore, human resources are to be developed, nurtured and

properly organized in order to bring about prosperity in any country.

Human resource is the total knowledge, skills creative abilities, talents and

aptitudes of an organization’s work force, as The organization has the values, attitudes and

beliefs of the individuals involved. Human factor in organizations also gained significance due to

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the fact that most of the problems in the modern organizations are human and social in nature

rather than physical, technical or economic. It is people who can make a difference and who can

have an ever lasting impact on the survival and functioning of organization. Peters and

Waterman in their widely acclaimed research work, “In search of Excellence”, have found

“Productivity of People” as one of the important attributes that characterized the most excellent

and innovative companies in United States. As pointed out by the noted psychologist, Mc

Gregor, much management would agree that the effectiveness of their organizations would be at

least doubled if they could discover how to tap the unrealized potential present in their human

resources. As such, successful companies are the ones who achieve extraordinary results through

ordinary people.

The human resources account for a large part of national output and there existed

wide scope for enhancing productivity through their proper development. The physical

resources, viz., material, machine, money and energy are all important in achieving the

productivity of the Organization, but they will not give results unless the human resources are

applied to them. In addition to providing value to the physical resources, the human resources

provide a dynamic character to the economy and to the individual enterprise. The human

resources are also significant from psychological stand point. They require a particular

psychological environment to work. The essence of psychological environment is motivation

which provides dynamism to these unique resources.

The individual and organizational goals are sought to be achieved through effective

utilization of human resources. It may be noted that an organization’s performance and resulting

productivity are directly proportional to the quantity and quality of its human resources. Any

organization that exists to produce goods and services has good chance to survive and prosper if

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it consists of Right People. This is true for all organizations and similarly, people also need

organizations for their development.

Thus, the development of human resources plays a very significant role in

developing of the workforce of the organization in particular and economy in general.

The distinction between the organization when all other resources and human resources is that,

only the human resource, which appreciates with time whereas all other resources undergo the

process of depreciation. All the firms buy the same material and machines but it is the people in

the firm who build the organization and make a difference in the final product. A machine’s

maximum value reaches the day it starts producing. Man never reaches an ultimate value

throughout the lifetime at work, but is able to change grow and enrich his value. Success of an

organization mainly depends on the quality of its manpo The organizationr and its performance.

HUMAN RESOURSCE POLICIES :

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

support administrative personnel functions, performance management, employee relations and

resource planning.

Each company has a different set of circumstances, and so develops an individual set of human

resource policies.

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PURPOSES:

HR policies allow an organization to be clear with employees on:

The nature of the organization

What they should expect from the organization

What the organization expects of them

How policies and procedures work

What is acceptable and unacceptable behavior

The consequences of unacceptable behavior

The establishment of policies can help an organization demonstrate, both internally and

externally, that it meets requirements for diversity, ethics and training as The organization as its

commitments in relation to regulation and corporate governance. For example, in order to

dismiss an employee in accordance with employment law requirements, amongst other

considerations, it will normally be necessary to meet provisions within employment contracts

and collective bargaining agreements. The establishment of an HR Policy which sets out

obligations, standards of behavior and document displinary procedures, is now the standard

approach to meeting these obligations.

HR policies can also be very effective at supporting and building the desired organizational

culture. For example recruitment and retention policies might outline the way the organization

values a flexible workforce, compensation policies might support this by offering a 48/52 pay

option where employees can take an extra for The organization holidays per year and receive less

pay across the year.

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Developing the HR Policies

HR policies provide an organization with a mechanism to manage risk by staying up to date with

current trends in employment standards and legislation. The policies must be framed in a manner

that the companies vision & the human resource helping the company to archive it or work

towards it are at all levels benefited and at the same time not deviated from their main objective.

Need for the study:

HR policies aims at motivation of employees to the maximum extent possible so that they can

became dynamic contributors to organizational goals. As employee motivation is influenced by

organizational climate and a healthy organizational climate is required for utilizing and

enhancing employee competencies,. A healthy climate is one where the free expression of ideas,

opinions and suggestions is encouraged; there is promotion of collaboration among various

individuals, teams and departments; people say what they mean, do what they say, and where

people can be trusted; initiative pro-activity and creativity is encouraged; seniors support their

subordinates and juniors respect their seniors; every senior sees developing their subordinates as

their responsibility; every incident is treated as a learning opportunity; people have a sense of

satisfaction from their work; people feel that they are cared for and have a sense of

belongingness etc…

Implied in the above goals are the goals of developing superior-subordinate relationships,

team development, inter-team collaboration and organizational health. All these contribute a lot

for the development of the workforce in the organization and also help in enhancing of

individual competencies, two person relationships, team spirit and organizational health, these all

make the organization a very better place to work in. Thus, the present study has been made to

identify the role of private sector organizations in developing a healthy HR Policies in their

organizations for the better cause of both the organization and also the economy.

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Objectives:

To know the profile of the selected organization.

To observe the HR policies in Netix Informatics.

To study the various elements of the Human Resource Management viz.,HR policies in

systematically.

To summarize and to make the suggestions for further improvements in the HR policies

system of the organization.

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Methodology & Analysis of Data:

Research Methodology:

The information pertaining to various labour The organizationlfare philosophies has been

collected mainly from various books hoThe organizationver the information pertaining to

Coromandel International Limited has been obtained from the following two sources.

Primary Data:

This is done by personal discussion with various officials in employee relation

department and human resource development. Questionnaires The organizationre prepared by

keeping in view of the objective of the study. The first one is being management questionnaire

covering HR Policies for executives . The second one was the canvass among the sampled

employers to find out their opinion on different policies being provided to them. The

questionnaire was distributed to 150 and the response The organizationre limited to 100. The

study is confined to a sample of 100 only.

Secondary Data:

The secondary data has been collected from Annual Reports of Netix Informatics various

reports available in the Organization, Books,Journals,Newsletters,Magazines,etc…..The

organizations are verified.

For the achievement of objectives of the study required data has been collected from

both the primary and secondary sources. A questionnaire has been prepared with different

questions to require the socio-economic status and to measure employee job satisfaction. Then a

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structured questionnaire has been prepared and administrated among employees in the

organization.

Limitations:

Study has been done during working hours.Hence it was inconvenient to disturb the

workmen with questionnaire at all times.

All employees & management representatives The organizationre not considered due to

time limit. Hence,a sample of limited percent of employees has taken up for the purpose

of the study.

Data collection consumed a lot of time.

Last but not least time was a major constraint. It is very difficult to cover all department

under the study within 45 days.

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CHAPTER- 2

REVIEW OF LITERATURE

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REVIEW OF LITERATURE

Mallikarjunam K (2005)- The HR policies have assumed a new shape and nature in the form of a

two-way communication link between the employees and the employers. Proper communication

between the assessing authority and the employees under policies are essential for gathering all

the required information from the employee. HR policies that are based on a free and

unrestrained approach would generate the preferred data and help to increase organizational

productivity. 

Gupta Samita (2006), this article discuses the concept, goals and also explores several others

aspects of human resource management. The literature focuses on the concept of effective HR

policies in the organization. Researchers have argued in an article that HR represents twin

dimensions of rationalization. The pursuits of reason in human affairs that is the process of

bringing policies are pursued and rationalization as the increasing dominance of a means- end

instrumental rationality. 

Raju and Jena (2006), this literature provides the background and description of HR policies of

ONGC. A good review system can help improve communication, while allowing people to

increase their own effectiveness and clarify their own jobs and responsibilities. An innovative

system will not only increase the performance of the staff, but also help them work together with

common goals and fewer obstacles. The current system adopted by ONGC coupled with an

aggressive communication campaign has resulted in the creation of a positive work culture with

a successful implementation of the new appraisal system; ONGC is setting an example for

others.

Gupta and Aggarwal (2007) study examined the relationship between managerial perception of

the climate of participation and the perceived effectiveness of HR policies in a private sector

organization in North India. It was expected that the patterns of relationship between the variable

under study would be positive in the organization. The result focused on the importance of

climate of participation for increasing organizational commitment with the help of better HR

among managerial personnel in Indian organization.

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Geetika And Pandey Neeraj(2007), the paper deals with benchmarking, which involves a search

for its genesis in the basis human instinct of comparison and judgmental reasoning, Three

parameters of performance are identified, namely profitability, customer service and human

resource satisfaction. Using these parameters, the power sector in India is studied.

Ravichandran K and DJE (2007), this article focuses on the means to improve the performance

of the individual employee, which result in the overall improvement of the organization.

Recently, organizations are being faced with challenges like never before. Increasing

competition from business across the world has meant that all business must be much more

careful about the choice of strategies to remain competitive. Organization have a better

understanding of the importance of the human resource and so their focus on improving the

process, the implementation skills of the appraisers as well as the appraises for successful HR,

which means improving the performance of the individual employees which results in the overall

improvement of the organization’s performance.

Joshi Rashmi (2008), this article focuses on various component- goal setting, regular reviews,

annual appraisal, development process, linkage to reward system of HR policies. And consider

issues for successfully implementation of HR policies with the help of current issues and best

practices in HR like performance management as a strategies workforce tool, adopting year

round performance management, alignment of goals with human resource aligning business

objective with other areas, adopting performance management system software.

She stated well defined performance management system will enhance the image of the

organization in the mind of employees while improving its performance in terms of productivity

and profitability.

Kumar T kiran (2008) this article focused on the following aspects of performance management

system:-need for HR policies, HR in company, setting up Human Resource, designing  HR

policies, setting up problem is human resource, use of technology in performance management.

Chkarborty Manishankar (2008) tee literature focuses on the human resource factor within an

organization. Human resource manager across the globe are finding it very difficult to attract and

retain talent, In such a scenario, the need for a proper HR policies has become all the more

important.

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Companies from knowledge sectors have devised novel HR policies, which are considered

benchmarks by organization across sectors.  

THEORETICAL FRAMEWORK OF HUMAN RESOURCE POLICIES :

HUMAN RESOURCES PHILOSOPHIES

People are our vital assets and The organization are committed to good quality of life and

The organization-being of our employees. The organization will continue to work

towards building an organization having world class capabilities and high performance

culture by attracting, developing and retaining talented people.

Job rotation / transfers to be encouraged. For the employees in Commercial / Marketing /

Finance functions, job rotation / transfer is encouraged every 2-3 years.

Successors for all leadership positions shall be identified through standard process.

A healthy ratio of trainees, probationers and confirmed employees should

be maintained.

Competencies to be benchmarked with global leaders.

The Group will follow a consistently applied program for identification of top talent. The

employees identified through this process will be groomed to assume higher

responsibilities.

Under performers / non-performers to be given adequate training /opportunities to

improve their performance. Employees continuing to under perform in spite of

improvement opportunities should be separated.

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Business Divisions should budget their total the organization strength (gradewise and

including contract the organization) on the basis of the organization productivity and get

it approved as part of the annual business planning exercise. It must be ensured that

actual manpower.The organization strength does not exceed the approved strength.

They would benchmark our the organization productivity with best peer-group

organizations in the world and continuously strive to achieve the same.

All increments, rewards, training and separations should be on the basis of formal

performance appraisal.

Continuous learning and capability building to be ensured through structured training

programmes and employee visits to world-class operations and organizations.

Composition of the organization should reflect the cosmopolitan image of the group.

Suitably qualified people from local community will be preferred for appropriate roles at

manufacturing locations

The organization recognize, reward and provide challenging opportunities to competent

and deserving individuals irrespective of their age.

Mutually agreed KRA’s (Key Result Areas) should be set for all employees at the

beginning of the year.

For grooming of young professionals, The organization shall have structured mentoring

system in place. The mentor will not be immediate superior or from the same function.

Various incentive schemes (production linked incentive, SMIS, LTIP, CEO Kitty etc) to

be in place to ensure a sustained level of employee motivation.

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A system of formal exit interviews to be in place. As a policy the immediate superior of

the employee leaving the organization should not be involved in the formal exit

interview.

Minimum qualification for a person to be recruited in the Group is graduation with 1st

class. No candidate shall be considered for employment at any level unless he / she is

computer literate In line with international best practices, The organization would strive

to continuously reduce the organization strength in non-core and non-value adding

activities.

They do not hire support staff like drivers, peons etc.

Reference candidates would be considered strictly on merit and at par with other

candidates.

They are committed to the organizationl-being and satisfaction of employees & their

families and The organization would ensure a good quality of life for all the employees at

each of our locations.

The Group will only hire professionals at entry level (Engineers / CAs /MBAs). Fresh 1st

class science graduates are recruited as shop floor trainees.

Employment of relatives of employees (as defined in the policy) shall not be encouraged.

The organization, husband and wife (married subsequent to employment within the

Group) will be all the organization has to continue at the same location. In such cases,

care should be taken to ensure that they are not working in the same department or in any

conflicting relationship.

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They are committed to ensure good quality of basic amenities (e.g. drinking water,

sanitation facilities, etc.) at all our locations.

As a philosophy, there is no level-wise differentiation in basic facilities provided to the

employees.

Vedanta is an equal opportunity employer. In order to maintain a healthy gender ratio, the

employment of professionally qualified lady candidates into management positions shall

be encouraged.

For filling up vacant positions, existing employees (especially BLGs) shall be given

preference before external sources are tapped.

Employees are encouraged to develop their full potential and the organization would

provide them necessary support for the same.

Group will not hire ITI / diploma holders.

All employees who are professionally qualified are part of the management.

Lateral recruitments to be discouraged. The organization, in case of specific requirements

below General Manager level (approved by Group HR), the candidate may be recruited

by Company HR through press advertisement / recruitment consultant (empanelled by

Group HR). Senior management (GM & above) recruitment for all Group companies

shall be done by Group HR.

Development of capabilities in core operations (e.g. Mining, Extractive Metallurgy, the

organization Generation etc) to remain an area of focus.

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They would consciously employ people having good value system which is in line with

the Group’s DNA (e.g. fire in the belly, good upbringing, good family background,

entrepreneurial drive etc)

To augment Finance function (especially in areas like MIS,ACCOUNTING etc),The

organization will also recruit ICWAIs and commerce Graduates.

The organization have an approved re-hire list, which should be referred to for any lateral

recruitment.

Pivotal positions in the Group (about 250 positions currently) to be manned by high-

caliber, high-potential, talented professionals.

CODE OF CONDUCT:

Their code of conduct sets out the ethical framework of our activities by detailing our

commitment to work ethically, responsibly and openly with others.

The code of conduct is an important part of our Mission & Values, where The organization

highlight principles and standards for our global business conduct. The code guides our

behaviour and helps us to promote:

Honest and ethical conduct, the ethical handling of conflicts of interest but the organization

personal and professional relationships.

Full, fair, accurate, timely and understandable disclosure of reports and documents that Netix

Informatics files with or submits to relevant authorities, and in other public communications.

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Compliance with applicable government laws, rules and regulations. Prompt internal

reporting to the appropriate person or persons identified in this Code.

Accountability for adherence to this Code:

The organization code of Conduct expresses the principles of our business ethics and is intended

to assist all directors, officers and employees to meet the highest standards of personal and

professional integrity. Strict adherence to the provisions of this Code is a condition of

employment.

Corporate social responsibility:

The organization continue to impact over 500,000 lives through our relentless Corporate Social

Responsibility (CSR) initiatives. The organization committed to raise the quality of life and

social The organization-being of communities where The organization operate. They believe in

engaging with our stakeholders in two-way, open dialogue, which is the key to the development

of sustainable communities.

They work to establish and maintain our "social license to operate" in the local communities in

which The organization are active by incorporating the principles of sustainable development

into all aspects of our engagement.

Their framework of community engagement starts with need assessment and base line studies to

understand the needs of the communities. The data is collected based on Participatory Rural

Appraisal interviews with village heads, panchayat members, farmers, SHG members and the

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villagers at large. This feedback then is used to develop new programmes and improve existing

programmes.

They have a dedicated team of 107 functionaries including qualified professionals and subject

matter specialists who are part of our corporate social responsibility team.

Recruitment :

No recruitment activities take place at NETIX INFORMATICS. A work study is conducted first.

Based on the results of the work study the number of people required is estimated. The

organization requirements are communicated to the Mumbai office. Recruitment is done at the

corporate office.

Recruitment Philosophies at NETIX INFORMATICS:

The organization shall provide equal opportunities to all, without discrimination on

gender, religion and any other factors, which have no bearing on individual’s availability

to perform the role.

The organization shall recruit candidates strictly on the basis of merit.

The organization shall strive to ensure a geographical and cultural mix within the

organization.

All letters of employment will be signed by HR heads of the respective business or group

HR as applicable.

The organization would strive to avoid middle management recruitment and groom our

existing internal resources for these positions

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On account of organization demand if The organization are compelled to recruit

individuals at the middle management cadre she/he should not be more than 40 years of

age.

The organization will not recruit individuals at the unionized levels except on special

approval from appropriate authority.

The organization shall consider Re-employment, taking into account the following

factors: performance with current employer and any action in contravention of the Sterlite

code of conduct.

Individuals in areas of Support Specialized Services covering security, guest house, staff,

drivers, canteen, gardening and house keeping, sanitation, colony etc should be hired

either on a third party contract/fixed retainership only.

The organization would mange Retired Experts in specific areas like Technology,

Forestry,Metallurgy, Mining, Safety etc on retainership basis. Such engagement should

be approved by the CEO of the company. The tenure of appointment should not exceed

12 months at a time and extension can be considered on a case basis with or without an

increase in the compensation. Typically their compensation will comprise of a Fixed

Retainer fee and Conveyance Assistance. Statutory benefits like PF etc will not be

applicable. HoThe organizationver they will be liable to recovery of the applicable

service tax. A Service Agreement will be furnished detailing the terms of appointment of

such experts, which will be authenticated by the CEO.

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STATUATORY BENEFITS:

PROVIDENT FUND POLICY:

Eligibility:

All Employees

Entitlement:

Contribution from employee - 12% p.m. of basic salary

Contribution from employer - 12% p.m. of basic salary

The contribution from the company goes towards Family Pension Fund(FPF) and Provident

Fund. The sum going toward FPF is 8.33% of the basic salary

subject to a maximum of Rs. 541(maximum basic of Rs.6500). The balance

amount goes to Provident Fund.

The SOP for the nomination and claim for PF is as enclosed.

PROVIDENT FUND – SOP

Filling of PF Forms :

At the time of the joining, every employee has to become a member of Provident Fund Scheme.

He has to fill the following forms

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P.F nominations Form no.2

_ Appendix

Modification of Nominees:

In case cof any change in name of nominees or marriage of self , she/ he

should fill Form No. 2[Revised] and submit it to the Unit HR who will

further forward it to Corporate HR to record such changes.

Transfer of PF Account:

When an employee joins Hindustan Zinc from any other company then he

can transfer his PF amount in the earlier establishment to New PF amount

at NETIX INFORMATICS by filling the Form No. 13 and giving it to the

Unit HR .

The Unit HR will further forward it to the Corporate HR for sending the

form to employee’s previous employer for transferrung his/her PF

amount to new PF account.

GRATUITY POLICY

Eligibility:

All employees with minimum 5 years of continuous service with the company.

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Entitlement:

15 days basic salary for each completed year of service subject to maximum limit of 10 Lacs.

The basic for this computation will be last month’s basic salary drawn by employee concerned.

SOP-GRATUITY

NOMINATIONS:

Fresh Nominations: At the time of joining ,employe should fill Form F for nomination

which can be modified later.

Nomination for a new nominee: If employee wants to declare a new nominee , Form G

should be duly filled and submitted to respective HR department.

Changes in the details of the existing Nominees: In case of any modifications in

existing nominee’s details Form H should be filled and submitted to the HR Department..

CLAIM:

To claim gratuity , form should be filled as the case may be and in the specified time period and

submitted to the respective HR Department.

NON-STATUATORY BENEFITS:

IDENTITY CARD:

Eligibility:

All employees

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Policy :

All employees will be issued computerized photo- Identity cards. The same is to be used by the

employee while entering and leaving office / unit each day for recording their attendance.

UNIFORM & LEVERAGE

Uniform is compulsory for all the employees of NETIX INFORMATICS.The executives are

provided with three pairs for every two years and workmen are given two pairs a year. For the

purpose of safety in the Company they are also being provided with safety shoes. Operation and

maintenance staff are given two pairs of safety shoes per year whereas the lady employees are

provided with one pair of sandal every year.In addition to this a pair of raincoat is provided for

every four years.

MEDICLAIM :

Mediclaim is a policy in which the company runs the hospitals for all the employees of NETIX

INFORMATICS and provides free medical facilities. HoThe organizationver the executives

joined the company after 1st April ,2002 are being covered under mediclaim policy

To meet the unforeseen relating to hospitalization employees the employees are covered under

this policy.

This policy is applicable to all the executives for self , spouse , dependent parents and dependent

children. Trainees will be covered under Mediclaim Policy for self only.

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HOUSING :

Eligibility :

All employees are eligible for the accommodation in company quarters in the colonies at the

locations.

House Rent Policy:

House rent will be recovered from the employees staying un the company provided quarters at

Unit locations or Head Office. The amount for the same as follows:

Type of Quarter Rent ( Rs / month)

B Type Quarters Rs.115/-

C Type Quarters Rs. 155/-

C-D Type Quarters Rs. 200/-

D Type Quarters Rs. 360/-

There are two colonies in NETIX INFORMATICS . One is the eastern colony for the workmen

and the other is The organization colony for the execuitives.The colony is equipped with park ,

clubs with Gym, open air theatre, function hall ,swimming pool and one cricket ground.

Schooling facility is also being provided to the children . There are both English and Telugu

medium schools in NETIX INFORMATICS.The concept of Didi School is first time started and

established here..

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The employees are provided with best housing facilities for nominal rent , the electricity is

supplied for subsidy rates and the pure drinking water is being supplied to the employees.

MEDICAL REAMBARSSMENT:

This policy is availed by the employees when there is non availability of medicines in the

organizations.Medical Reambarssment facility exists for the treatment of employees outside the

company hospital and for outside medicines.the employees has to submit the original medical

bills to avail this facility.

PERSONAL ACCIDENT INSURANCE POLICY :

Personal Accident Insurance covers the risk of death or disablement of the insured person

arising directly or indirectly or connected or traceable to employment or otherwise.

APPLICABILITY: The policy is applicable to all executives and shall be effective from 15

october ,2008.

ELIGIBILITY: All executives including the trainees shall be covered under this policy.

COVERAGE : The insurance cover for self under this policy will be as follows:

Grade Coverage

(Rs. in lacs)

P 50

M1 40

M2 30

M3 20

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M4 15

M5 15

M6 12

M7 10

M8 & M9 5

LEAVE TRAVEL ALLOWANCE

Eligibility:

As per the terms of appointment.

Entitlement:

LTA amount is equivalent to one month basic salary.

To claim LTA a minimum of 5 days Privileged leave must be availed .

This can be clubbed with The organizationekly off or a paid holiday.

In the event of the LTA amount not being claimed by the employee in

any given year , the LTA amount will be credited to the employee’s

account after deducting taxes with March salary.

MOBILE PHONE:

The executives are provided with mobile phones as pr the need.

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GM and above :

All executives in Grade M2 and above are entitled to Cell Phone facility.

They may procure the Cell phone of their choice and submit the bills to the Finance

Department for the reimbursement.

The Finance department will issue thw cheque in favour of the executives for the

maximum eligible amount in the Grade M2 , subject to actuals .

Employees below GM:

Executives in Grade below M2 be extended this facility under exceptional

business exigencies with the approval of the Unit Head / HR Head of the company

.

The executive after obtaining the written approval from the authority can buy the

cell phone of his choice and submit the bill to the Finance department with the

certification of t he Unit HR Head.

The Finance Department will make the cheque in the f avour of the executive of

the maximum eligible amount in the Grade as specified in the policy , subject to

actuals.

SCHOLORSHIP:

Scholorship facility is being provided to the wards of executives and workmen for their higher

education. To motivate employees wards to excel academically and seek admission in Premier

institutions and build their career.

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C I R C U L A R

Sub:- Award of Scholarships to Wards of employees – 2010-2011.

Applications are invited from eligible employees, both workmen & executives, for grant of

Scholarship to their wards for the academic year 2010-2011.

Prescribed application forms, obtainable from the HR Department, should be submitted, duly

filled-in/completed in all respects, to the HR Deptt., by 10 th November, 2010 .

Incomplete application/applications containing contradictory entries, compared to supporting

documents and application received after due date, shall not be considered.

The details of scholarships available are given below:

SCHOLARSHIP FOR WORKMEN:

Course of study for which

Scholarship is payable

Value of Scholarship during the

course

Eligibility

When the student resides

With

parents

At a place other than the

place where the

employee works or

where both or any of

his/ her parents resides

(Rs./ per

month)

(Rs./ per

month)

SCHOLARSHIP-A (General)

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i) AISSCE / Intermediate 300/- 550/-

SSC/ Xth/ AISSCE/

Intermediate/

Degree course or

any recognised

equivalent

qualification with a

minimum aggregate

of 60% marks

ii) Degree course in Arts/ Science

including Gen. Nursing (3 ½

years), B.Sc. (Nursing),

Bachelor of Information

Science (BIS)/ Commerce &

Bachelor of Environment

Management (BEM, 3 Yrs)

300/- 550/-

iii) Course conducted by ITI or

Polytechnic

300/- 550/-

iv) Diploma course, including

B.Ed.

300/- 550/-

v) Post-Graduate Degree course

in Arts/ Science/ Commerce

300/- 550/-

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SCHOLARSHIP-B (Professional)

i.Degree course in Engg. Technology, Medicine, Agri-culture, B.Pharmacy, Bachelor of Physiotherapy (BPT, 4½Yrs) and M.Sc.(5yrs’ course from IIT)

600/- 1000/- AISSCE/

Intermediate

ii. Post-Graduate Diploma in

Management (PGDM, 2 Yrs)

approved by AICTE/MBA from

recognized University &

approved by AICTE

600/- 1000/-

Degree course or

any recognised

equivalent

qualification

iii.Master of Computer

Applications from Govt.’s

recognised and reputed

institution

600/- 1000/-

iv.Master of Information

Technology from Recognised

Universities and approved by

AICTE

600/- 1000/-

v.M.Sc. (Tech. Applied Geology)

ISM, Dhanbad 600/- 1000/-

31

I. SCHOLARSHIP FOR EXECUTIVES:

i. Degree course in Engg. Technology, Medicine, Agri-culture, B.Pharmacy, Bachelor of Physiotherapy (BPT, 4½Yrs) and M.Sc.(5 yrs’ course from IIT)

600/- 1000/-

Obtained minimum

aggregate of 60%

marks in the

prescribed

examination

(AISSCE/ Inter-

mediate, Degree

and PMT, PET, IIT,

JET, etc. entrance

examination marks

whichever is

higher)

ii. Post-Graduate Diploma in

Management (PGDM, 2 Yrs)

approved by AICTE/MBA from

recognized University &

approved by AICTE

600/- 1000/-

iii. Master of Computer Applications from Govt.’s recognised and reputed institution

600/- 1000/-

iv.Master of Information Technology from Recognised Universities and approved by AICTE

600/- 1000/-

v.M.Sc. (Tech. Applied Geology) ISM, Dhanbad

600/- 1000/-

Note:

1) 25% of the scholarships are reserved for children of SC & ST employees and in their

cases minimum aggregate marks would be 50% instead of 60%.

32

2) ALL WARDS OF THE WORKMEN SOUGHT ADMISSION IN PROFESSIONAL

COURSES AS PER SCHOLARSHIP ‘B’ ABOVE WILL BE PROVIDED SCHOLARSHIP.

GENERAL:

i) The ward should have actually joined a regular and full-time course.

ii) The ward should not be in receipt of any scholarship or assistance from any other agency

whatsoever.

iii) No other ward of the employee should be in receipt of Scholarship from the Company.

iv) Employees concerned must have cleared their probation period on initial appointment.

v) The scholarship shall be awarded strictly on the basis of merit in the respective group.

vi) The application should be accompanied with photocopy of marks sheet of the examination,

viz. SSC/X/AISSCE/Inter/Degree & PMT/PET/IIT/JET, etc. (entrance examinations

required for the purpose of admission to the course), as the case may be, for the calculation

of percentage of marks at our end.

vii) If the number of eligible wards exceeds the number of scholarships available, scholarship

will be awarded on the basis of relative merit as reflected in the percentage of marks secured

in the qualifying educational examination, i.e. SSC/X/AISSCE/Inter/Degree &

PMT/PET/ITI/JET etc., as the case may be.

HEALTH, SAFETY, ENVIRONMENT POLICIES:

NETIX INFORMATICS believes in sustainable development in harmony

with the nature and accordingly , is committed to the effective management of health , security

and safety of all its employees, protecting its surrounding environment and making a

contribution to the development of the local community.

33

This commitment encompasses efficient use of natural resources , protection of

the assets and provisions of a safe workplace with support system for zero harm to the

environment.

Accordingly, NETIX INFORMATICS will strive to:

o Maintain management systems for health,safety,security,environment and the

community that are in compliance with law and consistent with world-class standards

like ISO 14001 ,OHSAS 18001.

o Develop a working culture conducive improvements in performance without

compromising to develop in harmony with the nature.

o Develop employees through training and leadership.

o Conserve natural resources through efficient use.

o Work with the communities to contribute to their development.

o Institute and update systems to report progress with high standards of reporting

integrity.

CARE FOR THE ENVIRONMENT:

VZS has considered the protection of environment as an integral part of production. In

spite of adequate precautions being taken to control pollution, a full fledged system has also been

implemented to carry out the environmental impact assessment at regular intervals in the

neighborhood of the Smelter. Management has demonstrated its commitments through

formulation of Safety, Health and Environment Policy with the objective to achieve sustainable

development through compliance of legal & other requirements, continual improvement in

environmental performance through reduction in pollution, recycling/re-use of wastes,

34

conservation of resources and adoption of eco—friendly technology.

A full fledged Environment Protection and Pollution Control Department with qualified

executives has been there to manage the environmental aspects of organisations’ products,

services and activities.

All pollution control measures The organizationre incorporated in the design stages itself

with respect to all environmental attributes. Modifications have been carried-out from time to

time to utilise the state of the art technology for the protection of environment. Zinc Smelter,

Vizag has The organizationll equipped Laboratory facilities for the monitoring and analysis

of various constituents of effluents, gaseous emissions by conventional methods and modern

instruments as The organizationll.

Further, as a commitment to continually improve the environment,

VZS has commissioned following state-of-the-art facilities :

Secure Land Fill for disposal of Solid Waste

In the year 2002 , constructed 4,80,000 Cum. capacity disposal facility for safe disposal

hazardous wastes, at a cost of Rs. 14 Crores within the premises as per the guide lines of

CPCB. It is worth to say that this type of secure land fill facility is first one of its kind in

the AP state.

Tail Gas Treatment Plant for control of SO2 emission

In order to meet the Corporate objective of the company to contain emission levels of

SO2 from acid plant down to <500 ppm or 4 Kg/ton of acid produced, a Tail Gas

Treatment Plant (TGT) was installed in 1990 with a technical know how of MESCO,

35

Japan at a cost of Rs. 300 lacs. It needs a mention that this plant is unique and first of its

kind in India.

Mercury Removal Plant

A mercury removal plant was set up at a cost of Rs. 2 Crores to recover mercury if any,

from roaster gases before they enter into environment.

Besides commissioning of facilities, several initiatives taken for ensuring clean & green

environment. These include:

Development of greenery: Every year 5000 saplings are planted and nurtured to develop

the greenbelt around the smelter. About 1, 35,000 Nos of saplings The organizationre planted so

far covering an area of 4,30,950 Sq. Meters.

Rain water harvesting pits: Towards conservation of natural resources and recharging the

ground water table, 2 numbers rain water harvesting pits installed at the plant site.

Housekeeping improvement initiatives : Initiatives taken to improve housekeeping &

control of fugitive emissions are:

o Regular water spraying on roads

o Truck washing system,

o Laying of LDPE sheets on solid waste heaps to prevent fugitive emissions,

o Installation of De Dusting system with Bag filters in Dross grinding unit and

Zinc Dust & Zinc Oxide plants.

36

SAFETY & HEALTH

Zinc Smelter, Vizag has a commitment to provide a safe and healthy workplace for its

employees and contractors. The organization believe that The organization can minimize risks

and train our employees and contractors to recognize this and act accordingly. Our Safety &

Health initiatives focus on the following elements:

Leadership – Ensuring that senior management and SBU heads provide leadership in, and are

committed to, health and safety;

Management Systems – To demonstrate our commitment to improve Safety & Health

performance. Accordingly, The organization have implemented OHSAS Management System

and have been certified to OHSAS: 18001 certification.

Training – Safety flows from safe behaviors and attitudes. Regular training is provided to all

employees and contractors to increase their awareness and to improve their behaviors and

attitudes towards safe working practices; and

Risk management – Risk assessments are carried out, particularly for hazardous operations,

and significant risks are minimized by the application of engineering measures and the adoption

of new technology and safe working practices.

Some of the initiatives implemented to improve safety are:

Proactive Monitoring of Incidents / Near Misses

Application of “Management of Change” for successful commissioning of new facilities

or modification of existing facility

Task observation to ensure competency of the personnel

37

Job Specific Training to ensure competence of the personnel

Safety Training ( basic & refresher ) for all employees including contract laborers

Work Permit System

Accident investigation through why-why analysis and taking corrective action

Safety Circles

Hazard identification through involvement of employees

HAZOP/ HAZAN / Safety Audits

Departmental Safety committees to eliminate unsafe conditions on a continuous basis.

Central Safety Committee for taking strategic decisions on safety & health matters.

Mock Drills to test our emergency preparedness & response mechanism.

Initiatives taken to improve health of the employees:

Periodical Medical Examination of all employees.

Health surveillance monitoring for the employees exposed to noise, cadmium fumes,

mercury vapors and employees engaged in canteen, guest house, heavy earth moving

machinery, etc.

Health Hazard identification & corrective action various occupational/ non-occupational

diseases.

38

LEAVE MANAGEMENT SYSTEM:

NETIX INFORMATICS has an online Leave Management System in which the employees can

apply for, or modifies his leaves online. All leaves will be credited automatically to the

employees’ accounts. Leave policy and leave balance will be available online. The employees

can also encash the leaves online.

PERFORMANCE MANAGEMENT:

The Company has introduced online Payroll Management System to create a strong performance

oriented culture which is conducive to individual growth and organizational development in

order to achieve results within the targeted frames.

VISITING CARDS :

Visiting cards are given to the executives on the need basis. All the heads of Finance , HR ,

Commercial etc . Departments. The visiting cards are used in interacting with day to day

business activities with the stakeholders. Visiting cards gives an identity to the executives of the

outside the company.

2. Attributes of an Improvement Proiect

A Continuous Improvement Project will be any activity or series of activities (apart from routine

work or mere execution of machinery installations) resulting in improvements / simplification in

current processes or procedures, or reduction in cost or any other activity generating tangible or

intangible benefits to the company.

A project can be taken on an individual basis or in a team.

39

There cannot be more than five members in a project..

Each individual/team may identify a Coach or Mentor of its choice.

Each project should have milestones with target dates.

At any point of time, an Executive can be a part of maximum five projects.

If the employee closes few projects, then he / she ma y take more projects subject to a maximum of fjve active projects at a time.

The duration of the project can be maximum 6 months, which can be extended to 9 months under exceptional circumstances.

Unit Management Committee, comprising of Unit Head / Functional Heads / Process Head / Maintenance Head / HODs and concerned Finance Controller shall facilitate identification and selection of projects.

The finally selected projects duly approved by the Unit Management Committee will be available on the portal visible to everyone

4. Project Start Date : The team will have to define a start date for the project. This ensures

that the employee's projects are appropriately spaced out.

5. Mentor: The team / individual may select a mentor of their choice. It is compulsory to take

the consent of the individual before selecting him / her as a mentor.

6. Facilitator : The facilitator will be that member of the project who will have to enter the

project and milestone details in the online system:

7. Team Members : If the project is a team-based project, the facilitator needs to select the

team members from a drop-down menu. In case the project is being done individually, team

members need not be selected. It is compulsory to take the consent of the individual before

selecting him / her as a member.

40

8. Milestone Information : A project needs to have minimum two and maximum four

milestones. The date of the final milestone will be that on which the project is expected to finish.

There can be maximum three months gap betThe organizationen:

The project start date and first milestone and

Two continuous milestones

Each milestone has two fields:

Milestone Date : This will be the target date on which the milestone will be

Achieved.

Milestone Target : This will be the milestone target that will be achieved.

For the projects based on operation parameters, sustainability shall be ensured.

Hence, for these projects the final milestone will be a check to confirm the sustenance of the

achievement.

9. Benefits : The team should estimate the benefits arising upon successful completion of .the

project. If financial benefits are expected from the project then the details should be mentioned,

otherwise impact of the project should be mentioned.

4. Procedural Guidelines

41

1. Submission

. The Facilitator has to enter the project details &, has to submit the same in OHRMS Continuous

Improvement project Module.

2. Approval of the Improvement Proiect

Once the project details are filled and the project is submitted by the facilitator, they will

be visible at the administrator's end, Unit HR will act as the administrator for the Unit

Management Committee (UMC).

.The UMC has the following options :

i. Approve the project (Mail will flow to the facilitator and all team members that the

project has been approved by the UMC).

ii. Reject the project (Mail will flow to the facilitator and all team members that the project

has been rejected by the UMC. Mail will contain the reasons for rejection as given by

UMC).

Suggest changes (Mail will flow to the facilitator and all team members containing the suggested

changes and informing them that the project has been unlocked) UMChas to take action within 7

days of submission of project by the facilitator.

UMC has to ensure that the projects have significant impact value and are commensurate

to the role holder(s) milestones have the required stretch and target dates.

UMC has to further ensure that the projects approved are not part of any other

Continuous Improvement Initiatives like T-400, 55, Six Sigma, etc.

42

3.Updating Proiect Status:

Allteam members of a project will get a reminder to fill the milestone status five days

before the milestone is due. Only the facilitator will be able to fill the status of the milestone in

the online system.

If the milestone is achieved before the target date, the facilitator may fill the status at an earlier

date as The organizationll.

When the status for the final milestone is filled and the target is achieved, the project is

considered closed. Benefits and learning that The organizationre realized in course of

doing the project need to be mentioned. The project will then move for final review by

the committee.

4. FinalReview:

. UMCwill review the projects on half-yearly basis (October &April)

All the projects will be assessed on the basis of "Criteria for Assessing Continuous Improvement

Projects" in the months of October and April and completed projects will be appropriately

rewarded in the same month.

Projects in progress will be revieThe organizationd by the UMCand will be given feedback.

5. Rewards

43

With the view to motivate teams who have taken up projects, it has been decided to reward each

team, member and issue them reward letters signed by the Unit Head / Functional Head. The

reward amounts are as follows:

Final rating Reward to each team member(Rs)

A+ 15000

A 12000

B+ 8000

B 4000

The Online Continuous Improvement Project module facilities printing of reward letters.

6. Assessment Criteria for assessing lmprovement proiects

Projectsneedto beassessedasper the criteriagivenbelow:

1. Rating A+

Project has significant long term recurring benefits for the organization / unit

Implementation of the project hassolved . a chronic problem.

The project had a cross-functional team and the efforts involved in achieving the project

target The organizationre beyond the individual capacities of the team members.

44

The milestones had substantial stretch in terms of timeline / target and The

organizationre completed The organizationll within time.

Project can be replicated at other units and similar benefits will be reaped

2. RatingA

Project has long term recurring benefits for the organization / unit.

Implementation of the project has solved a critical problem.

Every member of the project team has contributed significantly in achieving the targets.

The milestones had stretch in terms of timeline / target and The organizationre completed

within time .

Project can be replicated at some of the units and partial/similar benefits will be reaped .

3. Rating B+

Project has significant onetime benefit for the organization / unit.

Implementation of the project has improved the performance of the function/department.

The project has members from the same department and the efforts involved in achieving

the project target The organizationre commensurate to the role of the team members.

The milestones did not have enough stretch in terms of time line / target but The

organizationre completed within time . Project can be replicated at some of the units and

partial/similar benefits will be reaped .

45

4. Rating B

Project has one time benefit for the organization / unit.

Implementation of the project has reaped marginal benefits for the function /department.

The project has members from the same department and the efforts involved in achieving

the project target The organizationre not commensurate to the role of the team members.

The milestones had little stretch in terms of timeline / target and The organizationre not

completed within time.

5. Rating C

Project has some benefit for the unit / SBU/ function in which it was conceived.

Implementation of the project has eased the work practices but did not solve any

problem.

The project has members from the same department and the efforts involved in achieving

the project target The organizationre less than the individual capacities of the team

members.

The milestones had no stretch in terms of timeline / target and The organizationre not

completed within time .

Project cannot be replicated at any other unit.

46

6. Rating (StatusQuo )

Project is partially completed and members need to continue the same in the next cycle.

There has been Nil or Negligible Progress in the project or the project so undertaken was

a part of members' routine job.

TRAINING POLICY:

Objective:

To ensure that employees who are nominated to overseas training programmes or specialized

courses in India serve the organization for a minimum specified priod post training.This will

facilitate the organization to derive the benefits of the skills / knowledge acquired by the

individual.

Applicability:

This policy shall apply to all overseas training irrespective of its duration.For in land training,

duration should be more than 7 days. HoThe organizationver , employees deputed abroad for

Business purpose, which cannot be termed as training would not be covered under this policy.

All employees irrespective of their cadre / grade would be covered under this policy:

Procedure:

1. Approval of the CEO / COO should be obtained for nomination to the training programs

abroad and that of the company HR Head for domestic programs.

47

2. Upon approval , Unit HR Heads would issue the training advice after ensuring that the

service agreement has been entered into by the employee.

3. The service agreement has to be executed on a non-judicial stamp paper of Rs.100/-

4. Upon insurance of training advice , the concerned Finance department would release the

advances ,in rupee value or US Dollars , as applicable.

Conditions for service agreement

a) For Overseas Training

Duration Agreement Period Liquidated

damages

Other expenses to be recovered

Up to 7 days One year Rs. 1,00,000/- Training Expenses , traveling cost , per

diem Allowances, Incidental and

administrative charges.

8 to 15 days Two years Rs. 2,00,000/-

More than 15 days Three years Rs. 3,00,000/-

TRANSFER POLICY:

NETIX INFORMATICS being a multi location Company , need-based transfers from one

location to the another are a part of organizational requirement. Hence , to ensure the smooth

transitions of employees from one location to another , the transfer policy has been revised and a

common policy is being introduced for all the execuitives in the Company.

objective

To ensure smooth transition of employees from one location to another location.

48

Applicability

The policy is applicable to all executives effective 1st Sept.,07 . The trainees will not be covered

under this policy.

Eligibility

Travel : Travel will be as per eligibility under the company’s Domestic Travel Rules [DTR]

and shall be applicable to family. Family shall refer to self , spouse , dependent children and

dependent parents.

Reimbursement of expenses : All executives shall be eligible to the following benefits on

transfer :

Grade Transportation of

Household Goods

(Max)

Transit/

GH

Accomodat

ion (Max)

Maximum Limit for towards

Packing/

Unpacking/Loading/Unloadin

g

Maximum

Limit for

Transit

insurance

of Goods

Below M7 1 LCV Truck load 7 Days Rs.5,000/- Rs.3000/-

M5 to M7 1 HCV Truck load 10 Days Rs.10,000/- Rs.4000/-

M4 &

Above

1 HCV Truck load

+ Transportation

for car

15 Days Rs.20,000/- Rs.6000/-

49

1) Transportation of House hold Goods: Charges for transportation of Household

Goods shall be reimbursed at actuals on verification of existing prevailing rates.eimburse

2) Expenses for packing : The expenses for packing / unpacking / loading / unloading

will be reimbursed ay actuals , on submission of original bills subject to maximum permissible

limit.

3) Transit Insurance: The expenses for transit insurance of house hold goods shall be

reimbursed at actuals , on submission of original bills subject to maximum permissible limit.

4) Relocation Allowance : Relocation Allowance equivalent to one month basic subject to

maximum of Rs.20,000/- shall be payable. This allowances shall be payable only in case of

changes of residence.

5) Disturbance Allowance for Children’s Education : To refry the expenses in the

admission of children at the new location , following allowances will be admissible:

a) Admission to school or college : Rs.5000/-per child

b) In a location where Company runs/ support a school: Rs.2000/-per child

For claiming the above the employee should submit a proof of admission to

the school / college at the new location

This benefit can be availed for maximum two children.

It can be availed within one year of transfer.

50

Joining time of Transfer: To enable employees to settle down in the new location they will

be entitled to 3 days joining time excluding the journey time.

Travel Policy:

Domestic travel policy for official Tours-Executives:

This policy applies to al travel for official tours undertaken within India and will apply

to all Executives of NETIX INFORMATICS including on secondment,transfer,deputation to

NETIX INFORMATICS from other group companies.

Applicability:

The policy is applicable to all executives and shall be effective 1 october,2008

Eligibility:

All executives including trainees shall be under this policy.

Scheme:

Normally all travel on official purpose has to be approved by the concerned Heads of

Departments proor to commencement of travel.

Travel Rules-Sop

Domestic Travel Rules:

On Business Travel an employee can claim the Traveling Expenses as per the Travel

Policy.

51

An employee can take travel advance before proceeding for the travel as per his

entitlement.The form for Travel Advance is enclosed.

On return from the Travel the employee will have to settle the traveling advance within

7days of return or else the money will be deducted from the salary of the employee. The

from for setting the Traveling Expenses is enclosed.

Foreign Travel Rules:

Foreign trvel needs principal approval from the CEO before makig any arrangements.

After the CEO’s approval,an employee will have to apply for visa and do necessary travel

bookings.

For obtaining the Foreign Exchange for the travel purpose the Forex approval format is to

be filled and approved by CEO. The Forex approval Form is enclosed.

After the forex approval form is signed by the CEO it is to be given to the corporate

Finance Department at HO with Photostat copy of the passport to arrange for the Foreign

Exchange.

To avail the kit allowances which is Rs.10,000/-given once in 3 calendar years,an

employee can purchase clothing and accessories and bills for the same will be reimbursed

subject to the maximum permissible limit.

Irrespective of the country visited and currency prevalent thereForeign Exchange will be

issued in US Dollars only as per the entitlement.

Foreign Exchange is also nedds to be settled after the visit.

52

CHAPTER 3

INDUSTRY & COMPANY PROFILE

53

INDUSTRY PROFILE

In India, the software boom started somewhere in the late 1990s. Most of the Indian

software companies at that moment offered only limited software services such as the banking

and the engineering software. The business software boom started with the emergence of Y2K

problem, when a large number of skilled personnel were required to fulfill the mammoth

database-correction demand in order to cope up with the advent of the new millennium

The profile of the Indian IT Services has been undergoing a change in the last few years,

partly as it moves up the value chain and partly as a response to the market dynamics. Ten years

ago, most US companies would not even consider outsourcing some of their IT projects to

outside vendors. Now, ten years later, a vast majority of US companies use the professional

services of Indian Software engineers in some manner, through large, medium or small

companies or through individuals recruited directly.

The market competition is forcing organizations to cut down on costs of products. The

professional IT services on the other hand are becoming increasingly expensive. The offshore

software development model is today where onsite professional services were ten years ago.

There is a high chance (almost a mathematical certainty), that in less than ten years, the vast

majority of IT services (software development being just one of them) from developed countries,

will be, one, outsourced and two, outsourced to an offshore vendor.

Despite the global economic slowdown, the Indian IT software and services industry is

maintaining a steady pace of growth. Software development activity is not confined to a few

cities in India. Software development centers, such as Bangalore, Hyderabad, Mumbai, Pune,

Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar, Ahmedabad, Goa,

Chandigarh, Trivandrum are all developing quickly. All of these places have state-of-the-art

software facilities and the presence of a large number of overseas vendors. India’s most prized

resource is its readily available technical work force. India has the second largest English-

speaking scientific professionals in the world, second only to the U.S. It is estimated that India

has over 4 million technical workers, over 1,832 educational institutions and polytechnics, which

54

train more than 67,785 computer software professionals every year. The enormous base of

skilled manpower is a major draw for global customers. India provides IT services at one-tenth

the price. No wonder more and more companies are basing their operations in India.

The industry is in an expansion mode right now, with dozens of new offshore IT services

vendors emerging everyday, the industry has a high probability of being subjected to the 80:20

rule in not too distant a future. In perhaps another ten years, 80 percent of all outsourced offshore

development work will be done by 20 percent of all vendors, a small number of high quality,

trusted vendors. Only a few select countries and only the most professional companies in those

countries, will emerge as winners. India will definitely be the country of choice for offshore

software development. We have the potential to become and remain the country of choice for all

software developments and IT enabled services, second only to the USA. The third choice could

be far distant.

India is among the three countries that have built supercomputers on their own. The other

two are USA and Japan. India is among six countries that launch satellites and do so even for

Germany and Belgium. India's INSAT is among the world's largest domestic satellite

communication systems. India has the third largest telecommunications network among the

emerging economies, and it is among the top ten networks of the world.

To become a global leader in the IT industry and retain that position, we need to

constantly keep moving up the value chain, focusing on finished products and solutions, rather

than purely on skill sets and resumes. We need to be able to package our services as products,

rather than offering them as raw material. We need to be able to recognize and build up on our

strengths and work on our weaknesses.

Overview

Experts have recognized India as the one of the emerging economic superpowers; and

rightly so. In 2006-2007, India’s GDP grew to 9.4% from of 9% during 2005-2006. In this,

Information Technology (IT) has undoubtedly been one of the primary drivers. The Indian IT

recorded revenues of US$ 39.6 billion in fiscal 2006-2007, registering a 31% growth.

55

Additionally, according to the findings of NASSCOM’s (The National Association of Software

Services Companies) Strategic Review 2008, software and services exports are expected to cross

US$ 40 billion, while the domestic market is expected to touch US$ 23 billion in 2008.

Over the years, while successfully sustaining global competition, the industry within itself has

matured in a big way. As a result, India has emerged as one of the fastest growing IT hubs in the

world; its growth being dominated by IT software and services such as Custom Application

Development and Maintenance (CADM), System Integration, IT Consulting, Application

Management, Infrastructure Management Services, Software testing, service-oriented

architecture and Web services. In the process, it has opened up numerous avenues at different

levels for technical as well as non-technical job aspirants.

Structure

NASSCOM estimates the Indian IT industry to be worth approximately US$ 47.8 billion. The

industry can be broadly divided into two markets:

Domestic market - The domestic IT market is broadly divided into the following four segments:

IT Services, Software segment which includes engineering and Research & Development (R&D)

services, IT-enabled Services and Business Process Outsourcing (ITeS-BPO), and Hardware.

While IT Services accounted for 34% of the total revenue generated by the domestic market in

fiscal 2006, the Engineering Services, R&D and Software Products segments together accounted

for 10% of the revenue. The ITeS-BPO segment, on the other hand, contributed 7%. Hardware is

the dominant segment with a share of about 49%.

Export market - The exports market constitutes the largest segment accounting for 75% of the

total revenue generated by the entire Indian software industry. The exports market is dominated

by the IT Services market holding a share of 56.4% in the Software and Services exports in the

fiscal year 2006, followed by the ITeS-BPO segment with 26.7% share, and the Software

Products and engineering services segment with 16.9% share.

56

The Indian hardware industry is at present estimated to be in the proportion of 30% domestic,

1.25% exports and the remaining being imports. The domestic market itself offers tremendous

potential for hardware companies, thus having very few companies venturing into hardware

exports. Imports of IT hardware which form a large component of the industry are mainly from

Taiwan, China and Korea. Lately, however, MNCs in the hardware segment have been viewing

India as a hub for setting up hardware manufacturing facilities, for instance Dell. [Source: D&B

Industry Research Service]

Opportunities

There is a tremendous demand for trained personnel in IT sector. According to a NASSCOM

report, National Association of Software and Services Companies, 'Strategic Review 2007’ direct

employment is expected to exceed $1.6 million. Essentially, jobs in the Information Technology

sector lie within one of four main career paths. The broad Computer Science Application group

includes systems analysts, computer programmers, computer scientists, software engineers, and

database/network administrators. The remaining positions fall within either the

Management/Supervisory group (e.g., project or technical managers), in Customer Service and

Support (computer support specialists), or in Sales/Relationship Management (sales engineers)/

While the visible faces of the IT sector are the ‘techies’ or programmers, the sales force also

plays a very important part.

The IT industry is currently facing a dearth of talent. Engineers are in high demand in the sector

as most of the jobs require extensive mathematical skills as well as logical and analytical

abilities. However, most technical people lack good soft skills, and verbal and written

communication skills. An aspirant in the industry who has a combination of both these sets of

skills can find himself or herself in an advantageous position even at entry level.

57

Salary

The pay scale for the programming jobs range from Rs. 10,000 to Rs. 25,000 per month at

starting level. Software consultants can earn around Rs. 50,000 plus per month. At the

Management level the pay scales varies from over Rs.1,00,000 per month. According to

Dataquest’s 2007 salary survey, Indian software professionals got an average salary increase of

18.7% in 2007 and this number is one of the highest in the world. The Dataquest survey revealed

that foreign multi national corporations (MNCs) pay higher salaries. And among MNCs, those

engaged in Research and Development pay the highest. Infosys is the best paymaster where

Indian IT companies are concerned and even offer ESOP options. Bonuses are an integral part of

the sector.

Future

The Indian IT sector is expected to grow in a big way in the near future. Today, it already finds

itself in a position where Indian IT companies have already established their superiority in terms

of cost advantage, availability of skilled manpower and the quality of services across the world.

Moreover, they have been continuously enhancing their global service delivery capabilities

through a combination of organic and inorganic growth initiatives. Global giants such as

Microsoft, SAP, Oracle, and Lenovo have already established their captive centres in India.

These companies recognise the advantage India offers, as compared to other competing countries

such as China or South Korea, and also the fact that it is among the fastest growing IT markets in

the Asia-Pacific region. The number of job opportunities in the sector is only expected to grow

further.

The US information technology (IT) services industry includes about 100,000 companies with

combined annual revenue of about $290 billion. Major companies include Computer Sciences

Corporation (CSC), Unisys, and the technology consulting arms of IBM and Hewlett-Packard.

The computer facilities management segment of the industry is highly concentrated: the 50

largest companies generate about 80 percent of revenue. The rest of the industry is concentrated:

the 50 largest companies account for about 50 percent of revenue.

58

Worldwide IT services revenue is about $800 billion, according to Gartner. Leading exporters

of computer and technology services include India, the US, Israel, and China, according to the

World Trade Organization. Major companies based outside the US include Fujitsu (Japan), T-

Systems International (a subsidiary of Germany's Deutsche Telekom), and Cap Gemini (France).

COMPETITIVE LANDSCAPE

Demand for IT services is driven by rapid technological advances, but spending for these

expensive products depends on the health of the US economy. The profitability of companies

depends on offering technical expertise, innovative services, and effective marketing. Large

companies have advantages in broad service offerings and global reach, which give them the

ability to provide outsourcing services to big corporate customers. Small companies can compete

effectively by specializing in market niches or by partnering with larger companies that want to

broaden their mix of services.

Indian Education System

The Indian education system places strong emphasis on mathematics and science, resulting in a

large number of science and engineering graduates. Mastery over quantitative concepts coupled

with English proficiency has resulted in a skill set that has enabled India to reap the benefits of

the current international demand for IT.

High Quality Human Resource

Indian programmers are known for their strong technical and analytical skills and their

willingness to accommodate clients. India also has one of the largest pools of English-speaking

professionals.

Competitive Costs

The cost of software development and other services in India is very competitive as compared to

the West.

59

Infrastructure Scenario

Indian IT industry has also gained immensely from the availability of a robust infrastructure

(telecom, power and roads) in the country.

In the last few years Indian IT industry has seen tremendous growth. Destinations such as

Bangalore, Hyderabad and Gurgaon have evolved into global IT hubs. Several IT parks have

come up at Bangalore, Hyderabad, Chennai, Pune, Gurgaon etc. These parks offer Silicon Valley

type infrastructure. In the light of all the factors that have added to the strength of Indian IT

industry, it seems that Indian success story is all set to continue.

Software remains one of the most innovative and fastest growing sectors of the global economy,

generating revenues of more than $150 billion every year. About half of those sales come from

software applications, with the remainder split between development tools and infrastructure

software (operating systems, network management, middleware, and security software).

Microsoft claims a healthy chunk of all three segments -- a continuing point of contention with

the US Justice Department.

The Internet has vastly altered the dynamics of the software industry over the past decade.

Formerly restricted to a cycle of lengthy R&D concentrated in one geographic area -- followed

by an arduous process of distribution through a worldwide network of resellers, systems

integrators, and other independent vendors -- the software industry has found new efficiencies on

the Web. Companies such as Sun Microsystems and Oracle have employed the Web to anchor

their products, in much the same ways that Microsoft used the desktop PC and IBM used the

mainframe to corner their respective markets.

In the past five years, the formerly explosive market for enterprise resource planning (ERP)

software -- which helps companies save money by integrating back-office operations such as

accounting, distribution, and human resources -- has given way to software that helps companies

make money, including customer relationship management (CRM) and supply chain

management software.

60

The standardization of Internet technologies such as Java and XML (extensible markup

language) -- which in tandem enable end users on the Web to interact with data stored on servers

for configuring orders or personalizing services -- is speeding up the industrywide conversion to

Web-enabled applications. A Business Software Alliance survey of CEOs from software

companies such as Autodesk, Intuit, and Symantec confirmed that trend, predicting that by 2005,

two-thirds of all software will be distributed over the Internet (compared to just 12% in 2001).

Companies including Microsoft, AOL Time Warner, and Sun are all jockeying to push Web-

based software to the next level, developing a new class of applications loosely referred to as

Web services. Designed from standardized building block components, Web services can

theoretically be assembled in a variety of ways, allowing companies to develop business

applications that function across a variety of software and hardware platforms.

While large on hype (mostly centered around Microsoft’s .NET initiative), the current real-world

applications for Web services have been limited primarily to simple integration tasks, such as

managing online travel reservations and tracking shipping. If successful, however, the shift to

Web services could be a dramatic one, with packaged software largely disappearing and

companies instead purchasing, assembling, and modifying components as needed to create

specific business applications.

61

COMPANY PROFILE

Netix Informatics is a global diversified outsourced product development (OPD)

company. Our competencies lie in setting up dedicated offshore software development teams for

outsourced product development, software maintenance and independent software testing with a

local project management team. Using our proven Project Management and mature development

methodology we help emerging software leaders bring superior products to market.

Netix Informatics works on the model of "Offshore Software Services with Local

Presence". Netix Informatics has locally available Project and Program Managers who interact

closely with our clients by being close to our clients and working in their time zones, the locally

based team members ensure that optimal communication is maintained for the successful

outcome of outsourced projects. They ensure the offshore team has a pipeline of work orders to

zero out idle time. They ensure consistent measurable delivery on or ahead of schedule

throughout our engagement to bring great products to market in less time and at less cost.

We deliver business value - beyond mere offshore advantages; increased quality, lowered

costs, and faster turnaround times. We align our people locally with our clients business to

ensure they get greater value from their offshore experience and “make offshoring work for

them”.

Since its inception in Dec 2004, the Company has been in the outsourcing industry and

product development services, servicing clients into a core dependable extension of a client's

internal team. Netix Informatics has extensive experience in providing outsourced software

development, and independent testing services

Our Mission Statement:

At Netix Informatics, we will work together to far exceed client expectation by

consistently delivering service excellence through continuous improvement in quality. We will

also work towards achieving consistent growth for each of Netix Informatics’s family members

as well as the entire organization of an empowered team.

62

Services:

Netix Informatics'S custom software application development services provide the IT

backbone of our clients' business strategies when packaged software does not adequately address

their needs. As with all of our IT services, application development is delivered within the

context of a total plan-build-manage solution - an approach that appreciates the dynamics of our

clients' strategies and helps ensure predictable returns on investment (ROI).

Plan

Netix Informatics provides the expertise in industry dynamics, process management, and

application and architecture design to recommend technology solution that will meet our clients

business objectives and criteria for success.

Build

Netix Informatics provides the design and implementation services to deliver a rapidly

developed, scalable and flexible architecture that is aligned with our clients business objectives.

People, process and technology issues are fully addressed to ensure a successful implementation.

Manage

All custom applications are developed with post-implementation issues in mind. That is,

the new architecture is based on strict quality standards to enable cost-effective operations and

support as well as easy adaptations in the future. Netix Informatics can provide post-

implementation management of custom applications to ensure today's solution evolves with our

clients emerging business needs

Customer Relation ship Management(CRM):

At Netix Informatics, we know the value of each customer to your business and the

paramount necessity of maintaining excellent relationship with them. Netix Informatics CRM

solution will help you go an extra mile to attain and maintain customer satisfaction. It will

provide you with the tools and the methodology to manage a variety of CRM implementation

issues in areas like customer retention, account management, campaign management, customer

self service and devise strategies to increase revenue, productivity and customer satisfaction.

63

You will be able to manage your customer contacts in an efficient manner and perform

conclusive analysis in the area of (CRM) customer relationship management.

Netix Informatics CRM solution is built using the latest cutting-edge Microsoft technologies and

will be customized totally to the needs of your enterprise. We also have expertise in customizing

and implementing Microsoft CRM into your enterprise.Whether it is a marketing campaign or an

online customer care process, we excel at developing a robust, scalable and best-in-its-class

CRM solutions

Expertise in following CRM technologies:

Microsoft CRMNetix Informatics CRM SolutionOur solution will help you reduce your total

cost of ownership and improve the productivity standards of your employees and help you

improve your ROI on your CRM investments.

ERPlanning :

Netix Informatics's expertise and experience with large corporations has enabled us to develop

and provide unique and ERP customized Enterprise Resource Planning Solutions to our

customers

ERPlanning:

Netix Informatics expertise and experience with large corporations has enabled us to develop and

provide unique and ERP : customized Enterprise Resource Planning Solutions to our customers.

Netix Informatics ERP : Enterprise Resource Planning Solution will cater to your company's

imperative needs of a well-planned resource utilization strategy. You will be able to manage

your workforce with a better focus on the utilization front to take care of any exigencies in

future.Our Solution provides you with the tools to manage complex projects in a very efficient

manner and hedge any risks arising out of any fluctuation in the resources or inputs.

Business Value with Enterprise Resource Planning:

Efficient management of resources

Project Planning Methodology

64

Easy management of inputs

Comprehensive Solution for Projects

Scalable and robustly designed

Efficiency in the Enterpris

Technologies:

Netix Informatics currently designs, supports, implements the following Enterprise Resource

Planning Solutions:

SAP

JD Edwards

PeopleSoft

Baan

Oracle

Custom ERP Solutions

Customer Relation ship Management(CRM):

At Netix Informatics, we know the value of each customer to your business and the

paramount necessity of maintaining excellent relationship with them. Netix Informatics CRM

solution will help you go an extra mile to attain and maintain customer satisfaction. It will

provide you with the tools and the methodology to manage a variety of CRM implementation

issues in areas like customer retention, account management, campaign management, customer

self service and devise strategies to increase revenue, productivity and customer satisfaction.

You will be able to manage your customer contacts in an efficient manner and perform

conclusive analysis in the area of (CRM) customer relationship management.

Netix Informatics CRM solution is built using the latest cutting-edge Microsoft technologies and

will be customized totally to the needs of your enterprise. We also have expertise in customizing

65

and implementing Microsoft CRM into your enterprise.Whether it is a marketing campaign or an

online customer care process, we excel at developing a robust, scalable and best-in-its-class

CRM solutions

Expertise in following CRM technologies:

Microsoft CRMNetix Informatics CRM SolutionOur solution will help you reduce your total

cost of ownership and improve the productivity standards of your employees and help you

improve your ROI on your CRM investments.

ERPlanning :

Netix Informatics's expertise and experience with large corporations has enabled us to develop

and provide unique and ERP customized Enterprise Resource Planning Solutions to our

customers

Staffing and Placement service:

The major amount of time and money spent by IT organizations today is to manage their

resources. Netix Informatics Solutions would help their clients in IT services manage their

human resource by providing them the right Staffing solutions.

Netix Informatics Solutions offers the best Staffing solution in the industry. At Netix Informatics

we ensure our client a qualified professional. We have a perfect screening procedure in place

when recruiting professionals. Clients would save their time in recruiting process and

investments into non-billable hours in the course of project implementation with Netix

Informatics Solution’s staffing solutions.

Our valued clients would have an option to engage the most qualified professionals as full time

employees with our full time staffing solutions in place.”

Technologies:

Core: .NET Framework, DNA, COM, COM+,XML Web Services: SOAP, XMLLanguages: C#,

Visual Basic (VB).NET, ASP.NETNET Servers: BizTalk Server, Application Center, Commerce

Server, Content Management Server, IBM Mainframes, SharePoint ServerSolutions: B2B

66

Integration, B2C Application Development, Web Services based Application development,

Reusable Components, Mobile Solutions

Java j2ee:

Java Competency Center helps clients realize the benefits of Enterprise Java J2EE platforms, and

related technologies including Web Services and J2ME. HYPER CUBE has built a competency

center that focuses on skill building, knowledge management and pioneering research in

emerging Java technologies

Netix Informatics leverages offshore cost and scalability advantage to significantly reduce

development cost across various J2EE development. Netix Informatics's Java Competency

Center uses deep platform expertise in developing and delivering enterprise solutions. Netix

Informatics reduces software development costs by over 50% by leveraging competency

expertise, offshore cost and scalability.

Netix Informatics has made significant investments in creating and growing the Java

Competency Center. With trained and experienced Java specialists, engineers in Netix

Informatics's Competency Center conduct internal training programs for continuous learning and

hands on experience

The objectives of this team involve:

Providing technical solutions implementing Java

Resolving problems faced in applying Java technology

Establishing a forum for knowledge sharing among developers

Building competency in chosen application servers and services

Developing reusable components that can be used across projects

Conducting organization-wide training programs in Java technologies

Our Oracle Enterprise Application Competency Group has capabilities to provide ERP, CRM,

and Strategic Enterprise Management (SEM) and DSS Life Cycle Implementation processes for

67

the Oracle suite of Enterprise Applications products. We have the capabilities to provide the

complete Life Cycle Implementation process for the Oracle Enterprise Application

Products.Trained and experienced group of Oracle Applications ERP Consultants with the

relevant skills such as Functional, Technical, and Business Analysis, and Project Management

focusing exclusively on Oracle Enterprise Applications

Developed a competency center with focus on all the Oracle Enterprise Applications products

modules to impart specialized and detailed training to its in-house Consultants with emphasis on

developing implementation skills. This center maintains several simulated Oracle Applications

environments of our client's with a view to provide support to on-site team as well as provide a

good training and test environment.

Net Technologies :

Microsoft .NET framework represents a major step forward for Microsoft developers,

encompassing many of the object-oriented design disciplines and managed code Netix

Informaticss that have become popular in e-business application development over the last few

years. Consequently, Netix Informatics has established a special competency center to spread

knowledge and promote best practices with Microsoft's new .NET Framework (Asp .NET /

Vb .NET / C# etc)The Microsoft .NET Competency Center is staffed by trained, Microsoft

Certified professionals with experienced applications development experience in selected

Microsoft development environments. Netix Informatics has invested in training resources and

developing best practices for application development using Microsoft's .NET architecture. Netix

Informatics's Microsoft Competency Center leverages this expertise to enable rapid, error-free

application development to solve specific business problems.

The objectives of this team involve :

Providing technical solutions implementing Microsoft .NETResolving problems faced in

applying Microsoft .NET technology Establishing a forum for knowledge sharing among

developersBuilding competency in chosen Microsoft servers and servicesDeveloping reusable

components that can be used across projectsConducting organization-wide training programs in

Microsoft technologies

68

Technologies :

Core: .NET Framework, DNA, COM, COM+,XML Web Services: SOAP, XMLLanguages: C#,

Visual Basic (VB).NET, ASP.NETNET Servers: BizTalk Server, Application Center, Commerce

Server, Content Management Server, SharePoint ServerSolutions: B2B Integration, B2C

Application Development, Web Services based Application development, Reusable

Components, Mobile Solutions

SAP:

SHIR has a strong team of consultants with a spectrum of experience that covers financial and

supply chain areas of enterprise. The team's knowledge of the offshore-onsite model enables

them to offer SAP services from onsite and offshore locations. We also have in place, the

methodology for various types of projects such as, development, support and maintenance,

implementation, training development, testing, version upgrades and customization, using the

offshore-onsite model. Netix Informatics can tailor a specific solution based on needs of

customers for both rolling out implementation and extending process solutions.

The Netix Informatics team is also backed by experience in different industry verticals like

banking and financials, retail, automotive, oil & gas, steel and other process industries, electrical

and electronics industry, chemical and fertilizers

Core Strengths:

The team has expertise in SAP version 4.6c besides the earlier versions. The range of modules

where the team has expertise includes:Financials (FI, CO, CO-PA) Data warehousing Logistics

(SD, MM, PP, QM, PM AND CS/SM) CRM Human resources ABAP (including BAPI, RFC,

ALE, EDI AND IDOC) Basis administration

SHIR has a strong team of consultants with a spectrum of experience that covers financial and

supply chain areas of enterprise. The team's knowledge of the offshore-onsite model enables

them to offer SAP services from onsite and offshore locations. We also have in place, the

methodology for various types of projects such as, development, support and maintenance,

implementation, training development, testing, version upgrades and customization, using the

offshore-onsite model. Netix Informatics can tailor a specific solution based on needs of

69

customers for both rolling out implementation and extending process solutions.The Netix

Informatics team is also backed by experience in different industry verticals like banking and

financials, retail, automotive, oil & gas, steel and other process industries, electrical and

electronics industry, chemical and fertilizers

Application Testing Services:

Netix Informatics's Quality Assurance (QA) and Independent Testing services ensure that

applications are rigorously tested using industry-standard testing methods and QA processes.

Netix Informatics relies on people and processes to build an offshore testing plan for our clients.

We follow rigorous testing procedures & standards, and work in a structured environment with

compliance with Netix Informatics offers a complete range of Software Quality Assurance (QA)

and Software Testing Services by maximizing software application quality, performance and

availability while managing the costs and risks for our clients 

What sets Netix Informatics apart?

We have the vision, ability to execute, and stability to be a great testing partner for your

organization. We offer a customer-centric onsite-offshore model for delivering independent

software QA and Testing Services. We believe in achieving excellence in delivering value to our

customers and partners. Our successful track record in executing challenging engagements,

proven tools & techniques and a highly process oriented approach speaks volumes of our

capabilities. Our philosophy of maintaining the highest level of customer satisfaction has ensured

that we have 100% referenceabilty. We have the best in People, Processes, Infrastructure,

Quality, Technology, Security, and Intellectual Property Rights protection policy.

Services:  We offer independent QA and Testing Services spanning the entire software

release lifecycle. Our QA services help you deliver your software with confidence and compete

better in the market. This includes formulating the test plan & test cases, execution, defect

reporting, defect analysis, risk assessments and recommendations.

70

CHAPTER- 4

DATA ANALYSIS

&

INTERPRETATION

71

Identification of techniques of recruitment & selection and training & development

Question : According to you what is the most important factor for selection policy? 

  Qualification Past experience Interview

Response 30/50 13/50 7/50

percentage 60% 26% 14%

percentage

0%20%40%60%80%

Qua

lific

atio

n

Past

expe

rienc

e

Inte

rvie

w

percentage

Interpretation:-

 According to most of the employees qualification is the most important factor in selection

process. 

72

 Question : Which method is adopted by the company in training policy? 

On the job training Workshops Seminars

Response 30/50 10/50 10/50

Percentage 60% 20% 20%

Percentage

0%

20%

40%

60%

80%

On the jobtraining

Workshops Seminars

Percentage

Interpretation:-

Training is given during the job session. 

73

Question : Which recruitment policy is adopted by the company?

Options On-line advertisement Institutions

Response 15/50 20/50 15/50

Percentage 30% 40% 30%

Percentage

0%

10%

20%

30%

40%

50%

1 2 3

Percentage

Interpretation:-

The organization mainly gives preference to advertisement.                  

74

Employer attitude towards the compensation system & welfare policy

Question : Which type of compensation is given to you by the company? 

Holiday package Bonus Others

Response 7/50 30/50 13/50

Percentage 14% 60% 26%

Percentage

0%

20%

40%

60%

80%

Holidaypackage

Bonus Others

Percentage

Interpretation:- 

 Here we can interpret that the company mostly use to give bonus to its employees as a part of

the compensation.   

75

Question : What type of changes you want in Welfare policy? 

Options Canteen Insurance Education

Response 13/50 21/50 16/50

Percentage 20% 45% 35%

Percentage

0%

10%

20%

30%

40%

50%

Canteen Insurance Education

Percentage

Interpretation:- 

Most of the employees want insurance policy. 

76

Reputation of the firm

Question : Which type of social security you want from the company?

Gratuity Provident fund ESI scheme

Response 27/50 10/50 13/50

Percentage 54% 20% 26%

Percentage

0%10%20%30%40%50%60%

Gratuity Providentfund

ESIscheme

Percentage

Interpretation:-

 Gratuity is paid to the employees time to time. 

77

Question : Do you think your HR policies helps in building good relationship between top

level and lower level management?

Yes S34/50 68%

No 5/50 10%

Cant say 11/50 22%

0%10%20%30%40%50%60%70%80%

Yes No Cant say

Series1

Interpretation:-

Yes, HR policies help in building good relationship between top level and lower level

management. 

78

Question : What are the major impacts of HR policies? 

Options Productivity Reduce turnover Good relationship

Response 20/50 15/50 15/50

Percentage 50% 25% 25%

Percentage

0%10%20%30%40%50%60%

Prod

uctiv

ity

Redu

cetu

rnov

er

Good

relat

ionsh

ip

Percentage

Interpretation:-

HR policies have major impact on the productivity. 

79

Knowledge of major HR policies

Question : Which appraisal system is adopted by the company?

MBO 360* Appraisal Others

Response 13/50 24/50 13/50

Percentage 15% 70% 15%

Percentage

0%

20%

40%

60%

80%

MBO 360*Appraisal

Others

Percentage

Interpretation:-

Here we can conclude that company mostly uses the 360* Appraisal technique for the

performance appraisal of the employees. 

80

Question : Are you satisfied with the leave policy of the company?     

Yes no No comment

Response 23/50 20/50 7/50

Percentage 46% 40% 14%

Percentage

0%10%20%30%40%50%

yes no Nocomment

Percentage

Interpretation:-

Most of the employees are not satisfied with the leave policy, they demand more leave. 

81

Implementation of policies

Question : Are you satisfied with the policies adopted by the company? 

Yes S34/50 68%

No 5/50 10%

Cant say 11/50 22%

0%10%20%30%40%50%60%70%80%

Yes No Cant say

Series1

Interpretation:-

Here we can conclude that the most of the employees are satisfied with the policies of the

company.. 

82

Question : Does Top level mgt. include your representative at the time of making HR

policies? 

Yes no No comment

Response 23/50 20/50 7/50

Percentage 46% 40% 14%

Percentage

0%10%20%30%40%50%

yes no Nocomment

Percentage

Interpretation:-                  

Most of the employees say that their representatives are included in making HR policies. 

83

Question : How frequently your organization change the policy? 

Options After govt. order After 6 months Annually

Response 13/50 15/50 22/50

Percentage 25% 30% 45%

Percentage

0%10%20%30%40%50%

After govt.order

After 6months

Annually

Percentage

Interpretation:-

The organisation mainly changes the policy annually. 

84

CHAPTER- 5

FINDINGS & SUGGESTIONS,

CONCLUSION

85

Findings

There are a lot of techniques of recruitment, selection , training & development. In Jindal

Stainless Limited, there are three main factors for the selection process like Qualification, Past

experience & Interview but the most important is qualification of the candidates.

For providing in the company, three methods are applied – On the job training, Workshops &

Seminars. Out of these, on the job training is preferred mostly.

For the purpose of recruitment, out of Online way, Advertisement & through Institutions, the

advertisement gets the highest response. Thus most of the recruitment is done through

advertisements.

As per as the employer attitude towards the compensation system & welfare policy is concerned,

the company offers bonus the most to its employees as a part of compensation compared to

holiday package & others. Thus through the analysis, it is clear that the employees want more &

more insurance schemes than canteen & education facilities for the improvement in welfare

policy.

There are three main kinds of social securities provided to the employees. These include-

gratuity, provident fund & ESI scheme & out of these, the most demanded social security is

gratuity by the employees.

In the analysis that HR policies help in building good relationship between top level & lower

level management, it is found that there is a good relationship between the two & these HR

policies have helped a lot in increasing the productivity of the organization.

Most of the employees are appraised through 360* appraisal system but some other techniques as

well as MBO are also used sometimes. About 45% of the employees are satisfied with the Leave

Policy of the company & 40% are not satisfied & rest 15 % have no comments.

Through the analysis, it is also known that around 70% of employees in the organization are

satisfied with the HR policy of the company, around 10% are not satisfied while the rest have no

comments on this.

86

It is also found that at the time of making HR of policies in the organization, the top level

management includes representatives of the employees only sometimes while they should be

included at this time every time because they are also the part of the organization & may help in

setting up the HR polices in the company.

As far as the changes in the HR polices are concerned, the organization mainly changes its

policies annually.

87

Suggestions

After having analyzed the data, it was observed that practically there was recruitment and

selection in the organization. To be an effective tool, it has to be on the continuous basis. This is

the thing that has been mentioned time and again in the report, as, in the absence of continuity, it

becomes a redundant exercise. Before actually deciding drafting what should be the kind of

recruitment and selection the following things should be taken care of:

The very concept of recruitment and selection should be standardized through the organization.

Unless this is done, it is accepted, be it how important to the organization.

To market such a concept, it should not start at bottom, instead it should be started by the

initiative of the top management. This would help in percolating down the concept to the

advantage of all, which includes the top management as well as those below them. This means

that the top management has to take a welcoming and positive approach towards the change that

is intended to be brought.

Further, at the time of confirmation also, the recruitment and selection form should not lead to

fault of any information. Instead, detailed l of the employee’s work must be done – which must

incorporates both the work related as well as the other attributes that are important for org.

Time period for conducting the recruitment and selection should be revised, so that the the

exercise becomes a continuous phenomenon.

Transparency into the system should be ensured through the discussion about the employee’s

performance with the employee concerned and trying to find out the grey areas so that training

can be implemented to improve on that.

Performance appraisal conducted must be fair and very clear to the employees. A well

communicated or discussion sort of performance appraisal should be conducted.

Management must provide the opportunities for self-development of employees. They must

feel proud working with the organization.

88

Promotions must be handled fairly and all employees must be informed about the openings

within the organization.

Permute use of work incentives- profit sharing.

Creative and innovative-provide employee with opportunities to use their there skills.

Train people and help them recognizing suggestion opportunities and making suggestion.

It should be noted that the recruitment and selection form for each job position should be

different as each job has different knowledge and skill requirements. There should not be a

common recruitment and selection form for every job position in the organization.

89

CONCLUSION

Human resources play a very crucial role in the development process of an economy. The

economic development of both developed as well as developing countries are closely inter-

woven with the level of development of human resources. It is said that all development comes

from the human mind. The quantity and quality of human contribution, it should be recognized,

are entirely dependent upon the human body and mind. A nation, however rich it may be in the

possession of the physical resources, cannot achieve any prosperity unless it is endowed with

rich human resources. The human resources are, therefore, to be developed and properly

organized in order to bring about economic development in and country. Adam Curle pointed out

that “countries are underdeveloped because most of their people are under developed”. The

individual and organizational goals are sought to be achieved through effective utilization of

human resources. It may be noted that an organization’s performance and resulting productivity

are directly proportional to the quantity and quality of its human resources. Any organization that

exists to produce goods and services has good chance to survive and prosper if it consists of

Right People. This is true for all organizations and similarly, people also need organizations for

their development. Thus, the development of human resources plays a very significant role in

developing of the workforce of the organization in particular and economy in general.

90

BIBLIOGRAPHY

Kothari, C. R. (2007) “Research methodology” 3d edition, Wishwa Prakashan, New Age

International (P) Ltd. Daryaganj, New Delhi, India.

http://www.google.co.in

Trochim, William M. K. (2007) “Research Methods” 2nd edition, Biztantra,Dreamtech

Press, Daryaganj Press, New Delhi, India

Bhatia S.K. (2006) “New Compensation Management Changing Environment” 3rd

edition, Tata McGraw Hill Publication, New Delhi, India.

91

ANNEXURE

Questionnaire

Name:

Age:

Gender:

Marital Status:

Contact No:

Please answer the following questions; your responses will be kept confidential

Q1. Do you satisfied with the HR policies adopted by the organization?

1) Yes                     2) No                   3) Can’t say. 

Q2.Which Recruitment Policy is adopted by the organization?

  1)  On-line               2) Advertisement        3) Institutions. 

Q3.According to you what is the most important factor for Selection policy?

1)  Qualifications        2) Past experience     3) Interview. 

Q4.Which type of compensation is given by the organization?

  1)  Monetary         2) Non-Monetary. 

Q5.Which type of appraisal system is adopted by the organization?

 1) MBO         2) 360 Degree appraisal 3) Assessment centre. 

Q6.Are you satisfied with the leave policy of organization?

  1) Yes         2) No                               3) No comment. 

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Q7.What confronts you wants in welfare policy?

  1) Canteen                2) Insurance             3) Transportation. 

Q8.Which type of social security you wants from organization?

   1) Gratuity                        2) Provident Fund            3) ESI Co. 

Q9.Which method is adopted by organization in Training policy?

   1) On-Job Training           2) Workshop                     3) Seminars. 

Q10.Do you think your HR policies helps in building good relationship?

   1) Yes                                2) No                             3) Can’t say. 

Q11.How frequently your organization change the policy?

  1) After Govt. order            2) After 6 months             3) Annually. 

Q12.What is the major good impact of good HR policies?

   1) Productivity                   2) Reduce turnover           3) Good relationship. 

Q13.Does Top mgt. includes your representative at the time of making HR policies?

1) Yes         2) No                               3) No comment

Q14.Any Suggestion for improving the existing HR policies in your organization?

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