Professional Documents
Culture Documents
HR Policies by Edlogix Software Solutions
HR Policies by Edlogix Software Solutions
INTRODUCTION
INTRODUCTION
PEOPLE are the most important and valuable resource every organization has
in the form of its employees. Dynamic people can make dynamic organizations.
Effective employees can contribute to the effectiveness of the organization
Competent and motivated people can make things happen and enable an
organization to achieve its goals.
Organizations have now started realizing that the systematic attention to human
resources is the only way to increase organizational efficiency in terms
productivity, quality, profits and better customer orientation. HR can help deliver
organizational excellence by focusing on learning, quality, teamwork, and through
various employee friendly strategies.
The HR Policies in an organization helps every individual to raise his/her potential
in all facets by helping him to be satisfied and secured about his present and
future.
The current project has been accomplished in Edlogix Software Solutions Pvt.
Ltd. This project has been accomplished in two parts:
The first priority was to understand the HR policies at Edlogix Software
Solutions.
The secondary priority was to understand the working of an HR department
including various processes like recruitment & selection, induction, training &
development, compensation etc. and to suggest improvement measures.
2.
3.
4.
5.
RESEARCH METHODOLOGY
Research Methodology is a term made up of two words, research &
methodology. Research means search for knowledge. It is a scientific and
systematic search for potential information on a specific topic. It is an art of
scientific investigation. It is careful investigation or inquiry especially for search
of new fact in any branch of knowledge.
Observation
Questionnaire
Telephone survey
Case study
and reliability. Secondary data which have already been collected and analyzed by
someone else is also used to prepare the report. Various information from journals,
historical documents, magazines and reports is also used to prepare the report.
For the present piece of research, the following methods have been used:
Questionnaire
Interview
Observation
Sampling
Sample Size
In sampling design the most complicated question is: what should be the
size of the sample. If the sample size is too small, it may not serve to achieve the
objectives and if it is too large, we may incur huge cost and waste resources. So
sample must be of an optimum size that is, it should neither be excessively large
nor too small. Here, researcher has taken 30 as the sample size.
Hypothesis Of Project
collection is chosen due to low cost incurred, it is free from bias of the interviewer
and respondents have adequate time.
LIMITATIONS
The limitations of the study are the following
The data was collected through questionnaire. The responds from the
respondents may not be accurate.
The sample taken for the study was only 50 and the results drawn may not
be accurate.
Since the organization has strict control, it acts as another barrier for
getting data.
CHAPTER - II
REVIEW OF LITERATURE
10
Policy of hiring people with due respect to factors like reservations, sex,
marital status, and the like.
grievance
procedure,
11
participative
management
and
12
Formulating Policies
There are five principal sources for determining the content and meaning of
policies:
1.
2.
3.
4.
5.
13
Benefits Of HR Policies
Organizations should have personnel policies as they ensure the following
benefits:
a.
b.
c.
d.
e.
f.
14
Principles Of HR Policy
1.
2.
Principle of scientific selection to select the right person for the right job.
3.
4.
5.
6.
7.
Principle of dignity of labour to treat every job and every job holder with
dignity and respect.
8.
9.
10.
15
16
The various procedures that form the HR Policy of the Organization are:
1.
2.
3.
Job Rotation
4.
Performance appraisal
5.
Counseling
6.
Career Planning
7.
Succession planning
8.
9.
10.
Retirement Planning
11.
Job Enrichment
12.
Exit Interviews
A brief preview of the above mentioned policies and the various objectives that
these policies aim to achieve are given in the subsequent chapters.
Due to high level of secrecy maintained in the organization, the policies given
below are according to my understanding and interpretation of the subject.
17
1.
Recruitment Policy
2.
18
4.
19
5.
Counseling
Counseling sessions, which are conducted by HR Department OR
Professional Counselor OR Performance Appraiser, are available to all the
employees in order to fulfill the following objectives:
6.
b.
c.
d.
e.
f.
7.
8.
At Edlogix
Software Solutions
and
9.
Providing
accurate
information
about
employees
to
c.
21
10.
Retirement Planning
11.
Job Enrichment
12.
Exit Interviews
22
CHAPTER - III
COMPANY PROFILE
23
Products:
1 Consulting
Many IT consulting companies specialize in one or two areas. At
Edlogix Software Solutions you will find that we are well versed in many IT
industries, technologies, and industry trends. At Edlogix, we feel this diversity
is one of strengths we bring to the table. We are often able to see the big
picture, and use our knowledge of other industries and areas to apply and
improve our clients particular needs. We find that all too often a client looks to
just their competitors or the industry they are in for their answers.
24
architects, business solution experts, and leaders that can add extreme value to
almost any situation.
2. Solutions
One of Edlogix Software Solutions core strengths and focuses is being
a full solutions IT provider. Edlogix solutions that exceed expectations at a cost
very few can offer. For over 5 years Edlogix has been providing IT solutions in
varied industries using a wide range of technologies. We care about our clients
and the quality of the work we provide. Edlogix works hand in hand with our
clients to fully understand their business practices, their IT needs, their goals,
and the solutions they are looking for. Once we understand your company and
its needs, we can then offer and provide solutions that make sense.
Our resume includes a very diverse set of past and current solutions and
projects.
25
2.
3.
4.
5.
6.
7.
At Edlogix Software Solutions, all our solutions and work come with a
warrantee that proves we stand behind all our work and solutions. We are a
very client focused and client satisfaction driven organization from top to
bottom. This is very apparent by the amount of repeat and long term clients we
have and retain.
You will find that Edlogix Software Solutions is more than willing to
meet with you at your convenience and discuss any IT needs and services you
may have.
3. Document Automation
With vast amounts of dynamic content continually flowing in and out
of your organization these days, we at Edlogix Software Solutions might just
be the solution you are looking for. We can offer our professional consulting
services and a wealth of experience with tools like HP Exstream to provide
flexible customized printing solutions tailored to meet your specific business
needs.
Services:
HP Exstream resources
Document automation support
Custom solutions
Ongoing maintenance and support
1. Managed Services
So you have your website or application up and running just as you wanted it
what now? You may find that in a lot of cases these things do not just continue
to run as desired. Maybe you have discovered you would like some additional
features, or maybe an operating system change or new release of something
else we cause you to have to make changes, or maybe you just dont have the
resources to keep up with managing your IT applications. Edlogix Software
Solutions can offer a wide range of solutions for managing your ongoing IT
services including:
27
Edlogix can help find the person you are looking for to manage your IT
services, so that you can permanently hire them if you desire.
Is there a disaster recovery plan? Can someone actually execute it? Are
there experts on staff or available to you that are familiar with your systems
and set up and can get you back up and running quickly? Any organization that
counts on IT services to run their business should be asking themselves these
and several other questions. At Edlogix Software Solutions we can work with
you to manage your ongoing IT services and help you answer YES to your
organizations critical IT questions.
2. Staff Augmentation
In todays quick changing and aggressive IT Industry it is not always
possible or practical to staff full time IT professionals that you may need to
build, enhance, or upgrade the IT in your company. At Edlogix Software
Solutions, we specialize in understanding your IT needs and working with you
to find the resources that will help make your organization successful.
28
Our well rounded and experienced recruiters not only recruit for the
general public but, for Edlogix itself and its many projects. At Edlogix, we are
a full solutions IT provider, and because we are always internally managing
and working on client projects we know and are familiar with a vast majority
of the IT world and the needs many organizations would have. In other words,
we have done it so we understand what it takes to do it.
29
Direct Hires;
Contracts;
Contract to hire;
Consulting services;
There are a lot of players out there in the staff augmentation world but,
not many that truly take the time to understand the clients and candidates
needs and concerns. We work hard to nurture each and every relationship we
have, in order to build long term relationships with all of our clients.
3. Technology
Can any company keep up with technology? Should you? Can you
afford to? How do you know if your technology direction/choice is a good
decision for the future? What advantages does newer technology provide?
30
productivity, and open up doors that many businesses never had before.
However, choose the wrong direction and in no time at all you can be obsolete,
forever have maintenance issues and costs, and never really get what you
wanted or meets your companys needs. Technology is ever changing and in
many companies a large factor in the way a company does business. Of course
if utilized correctly, technology can be a huge completive advantage, provide
cost savings, increase productivity, and open up doors that many businesses
never had before. However, choose the wrong direction and in no time at all
you can be obsolete, forever have maintenance issues and costs, and never
really get what you wanted or meets your companys needs.
While many organizations fear technology and change, they still know
they have to deal with and use it. Edlogix Software Solutions works with you
and/or for you to solve and provide all your technology needs thus letting you
31
concentrate on the other aspects of your business. You can focus on what you
do best, and feel confident we will take care of what we do best the
technology!
32
INDUSTRY PROFILE:
Information Technology in India
The Indian information technology (IT) industry has played a key role in
putting India on the global map. Over the past decade, the Indian IT-BPO sector
has become the countrys premier growth engine, crossing significant milestones
in terms of revenue growth, employment generation and value creation, in
addition to becoming the global brand ambassador for India.
33
Management, ADM, and Cloud Services. The annual survey on the outlook for
FY10-11 said that the growth in the domestic IT-BPO spend is driven by a robust
economy, increased IT spending by government and adoption of IT by SMBs.
The data centre services market in the country is forecast to grow at a
compound annual growth rate (CAGR) of 22.7 per cent between 2009 and 2011,
to touch close to US$ 2.2 billion by the end of 2011, according to research firm
IDC India's report published in March 2010. The IDC India report stated that the
overall India data centre services market in 2009 was estimated at US$ 1.39
billion.
India will see its number of internet users triple to 237 million by 2015,
from 81 million registered in September 2010, according to a report titled
'Internet's New bn', by the Boston Consulting Group (BCG). BCG said Internet
penetration rate in India is expected to reach 19 per cent by 2015, up from the
current seven per cent.
TRAI said on December 7, 2010 that it was targeting a 10-fold increase in
broadband subscribers to 100 million by 2014. The country has 10.29 million
subscribers now. "We will have 100 million broadband subscribers by 2014," J.S.
Sarma, Chairman, Telecom Regulatory Authority of India (TRAI) said at the fifth
India Digital Summit 2010 organized by the Internet and Mobile Association of
India.
Overall India PC market sales touched 27.9 lakh units during the JulySeptember 2010 quarter recording a 27 per cent year-on-year (y-o-y) and an 18
per cent quarter-on-quarter (q-o-q) increase. Desktop PC sales accounted for
nearly two-thirds of total PC sales at 1.67 million units, representing a 15 per cent
increase y-o-y. The sales of Notebook computers grew at 52 per cent y-o-y to
cross 1.11 million units for the quarter, according to research firm IDC India.
Outsourcing
India is a preferred destination for companies looking to offshore their IT
and back-office functions. It also retains its low-cost advantage and is a financially
34
Four Soft Ltd, which offers software solutions for the logistics and
transportation industry, has signed a large contract with Jacobson
Companies, for implementing its multimodal transport management
system and business intelligent tool across Jacobson locations globally.
2.
3.
4.
5.
Domestic Markets
The market for enterprise networking equipment in India is estimated to
grow from US$ 1 billion in 2010 to US$ 1.9 billion by 2012, recording a
compounded annual growth rate (CAGR) of 15 per cent during this period,
according to a study by Springboard Research titled Epicenter of GrowthIndian
Enterprise Networking Equipment Market Report' released in December 2010.
35
Investments
Between April 2000 and December 2010, the computer software and
hardware sector received cumulative foreign direct investment (FDI) of US$
10,406.16 million, according to the Department of Industrial Policy and
Promotion.
The total investments of EMC Corporation, a leading global player of
information infrastructure solutions in India, will touch US$ 2 billion (over US$
2.01 billion) by 2014.
Syntel, an IT company, plans to invest around US$ 50 million in its global
development centre in Chennai.
Russian IT security software provider, Kaspersky Lab, will be investing
US$ 2 million in its India operations at Hyderabad during the next financial year.
Government Initiatives
The government has constituted the Technical Advisory Group for Unique
Projects (TAGUP) under the chairmanship of Nandan Nilekani. The Group would
develop IT infrastructure in five key areas, which includes the New Pension
System (NPS) and the Goods and Services Tax (GST).
The government set up the National Taskforce on Information Technology
and Software Development with the objective of framing a long term National IT
Policy for the country.
Enactment of the Information Technology Act, which provides a legal
framework to facilitate electronic commerce and electronic transactions.
Setting up of Software Technology Parks of India (STPIs) in 1991 for the
promotion of software exports from the country, there are currently 51 STPI
centres where apart from exemption from customs duty available for capital goods
there are also exemptions from service tax, excise duty, and rebate for payment of
Central Sales Tax. But the most important incentive available is 100 per cent
36
exemption from Income Tax of export profits, which has been extended till 31st
March 2011.
Government is also setting up Information Technology Investment
Regions (ITIRs). These regions would be endowed with excellent infrastructure
and would reap the benefits of co-siting, networking and greater efficiency
through use of common infrastructure and support services
Moreover, according to NASSCOM government, IT spend was US$ 3.2
billion in 2009 and is expected to reach US$ 5.4 billion by 2011. Further,
according to NASSCOM, there is US$ 9 billion business opportunity in egovernance in India.
The most prominent IT hub is IT capital Bangalore. The other emerging
destinations are Chennai, Hyderabad, Mumbai, Pune, NCR, Jaipur and Kolkata.
Technically proficient immigrants from India sought jobs in the western world
from the 1950s onwards as India's education system produced more engineers
than its industry could absorb. India's growing stature in the information age
enabled it to form close ties with both the United States of America and the
European Union. However, the recent global financial crisis has deeply impacted
the Indian IT companies as well as global companies. As a result hiring has
dropped sharply and employees are looking at different sectors like financial
service, telecom or manufacturing industries, which are growing phenomenally
over the last few years. Due to meltdown the IT industry's pace of growth has
dropped significantly many experts believe that it has lost it flair.
India's IT Services industry was born in Mumbai in 1967 with the
establishment of Tata Group in partnership with Burroughs. The first software
export zone SEEPZ was set up here way back in 1973, the old avatar of the
modern day IT park. More than 80 percent of the country's software exports
happened out of SEEPZ, Mumbai in 80s.
Each year India produces roughly 500,000 engineers in the country, out of
them only 25% to 30% possessed both technical competency and English
37
language skills, although 12% of India's population can speak in English. India
developed a number of outsourcing companies specializing in customer support
via Internet or telephone connections.
By 2010, India also has a total of 37,160,000 telephone lines in use, a total
of 506,040,000 mobile phone connections, a total of 81,000,000 Internet users
comprising 7.0% of the country's population, and 7,570,000 people in the country
have access to broadband Internet making it the 12th largest country in the
world in terms of broadband Internet users. Total fixed-line and wireless
subscribers reached 543.20 million as of November, 2010.
Formative years (till 1991)
The Indian Government acquired the EVS EM computers from the Soviet
Union, which were used in large companies and research laboratories. In 1968
Tata Consultancy Servicesestablished in SEEPZ, Mumbai by the Tata Group
were the country's largest software producers during the 1960s. As an outcome of
the various policies of Jawaharlal Nehru (office: 15 August 1947 27 May 1964)
the economically beleaguered country was able to build a large scientific
workforce, second in numbers only to that of the United States of America and the
Soviet Union.
On 18 August 1951 the minister of education Maulana Abul Kalam Azad,
inaugurated the Indian Institute of Technology at Kharagpur in West Bengal.
Possibly modeled after the Massachusetts Institute of Technology these
institutions were conceived by a 22 member committee of scholars and
entrepreneurs under the chairmanship of N. R. Sarkar.
Relaxed immigration laws in the United States of America (1965) attracted
a number of skilled Indian professionals aiming for research. By 1960 as many as
10,000 Indians were estimated to have settled in the US.
By the 1980s a number of engineers from India were seeking employment
in other countries. In response, the Indian companies realigned wages to retain
their experienced staff. In the Encyclopedia of India, Kamdar (2006) reports on
38
the role of Indian immigrants (1980 - early 1990s) in promoting technologydriven growth:
The National Informatics Centre was established in March 1975. The
inception of The Computer Maintenance Company (CMC) followed in October
1976. Between 1977-1980 the country's Information Technology companies Tata
Infotech, Patni Computer Systems and Wipro had become visible. The 'microchip
revolution' of the 1980s had convinced both Indira Gandhi and her successor
Rajiv Gandhi that electronics and telecommunications were vital to India's growth
and development. MTNL underwent technological improvements.
Between 1986-1987, the Indian government embarked upon the creation of
three wide-area computer networking schemes: INDONET (intended to serve the
IBM mainframes in India), NICNET (the network for India's National Informatics
Centre), and the academic research oriented Education and Research Network
(ERNET).
19912001
Regulated VSAT links became visible in 1985. Desai (2006) describes the
steps taken to relax regulations on linking in 1991:
In 1991 the Department of Electronics broke this impasse, creating a
corporation called Software Technology Parks of India (STPI) that, being owned
by the government, could provide VSAT communications without breaching its
monopoly. STPI set up software technology parks in different cities, each of
which provided satellite links to be used by firms; the local link was a wireless
radio link. In 1993 the government began to allow individual companies their own
dedicated links, which allowed work done in India to be transmitted abroad
directly. Indian firms soon convinced their American customers that a satellite link
was as reliable as a team of programmers working in the clients office.
Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic
Mail Service in 1991, the 64 kbit/s leased line service in 1992, and commercial
39
Internet access on a visible scale in 1992. Election results were displayed via
National Informatics Centre's NICNET.
The Indian economy underwent economic reforms in 1991, leading to a
new era of globalization and international economic integration. Economic growth
of over 6% annually was seen between 1993-2002. The economic reforms were
driven in part by significant the internet usage in the country. The new
administration under Atal Bihari Vajpayeewhich placed the development of
Information Technology among its top five priorities formed the Indian
National Task Force on Information Technology and Software Development.
Wolcott & Goodman (2003) report on the role of the Indian National Task
Force on Information Technology and Software Development:
The Task Force could act quickly because it built upon the experience and
frustrations of state governments, central government agencies, universities, and
the software industry. Much of what it proposed was also consistent with the
thinking and recommendations of international bodies like the World Trade
Organization (WTO), International Telecommunications Union (ITU), and World
Bank. In addition, the Task Force incorporated the experiences of Singapore and
other nations, which implemented similar programs. It was less a task of invention
than of sparking action on a consensus that had already evolved within the
networking community and government.
The New Telecommunications Policy, 1999 (NTP 1999) helped further
liberalize India's telecommunications sector. The Information Technology Act
2000 created legal procedures for electronic transactions and e-commerce.
Throughout the 1990s, another wave of Indian professionals entered the
United States. The number of Indian Americans reached 1.7 million by 2000. This
immigration consisted largely of highly educated technologically proficient
workers. Within the United States, Indians fared well in science, engineering, and
management. Graduates from the Indian Institutes of Technology (IIT) became
known for their technical skills.
40
41
Such is the growth in investment and outsourcing, it was revealed that Cap
Gemini will soon have more staff in India than it does in its home market of
France with 21,000 personnel+ in India. On 25 June 2002 India and the European
Union agreed to bilateral cooperation in the field of science and technology. A
joint EU-India group of scholars was formed on 23 November 2001 to further
promote joint research and development. India holds observer status at CERN
while a joint India-EU Software Education and Development Center is due at
Bangalore.
Road Ahead
The Indian information technology sector continues to be one of the
sunshine sectors of the Indian economy showing rapid growth and promise.
According to a report prepared by McKinsey for NASSCOM called
'Perspective 2020: Transform Business, Transform India' released in May 2009,
the exports component of the Indian industry is expected to reach US$ 175 billion
in revenue by 2020. The domestic component will contribute US$ 50 billion in
revenue by 2020. Together, the export and domestic markets are likely to bring in
US$ 225 billion in revenue, as new opportunities emerge in areas such as public
sector and healthcare and as geographies including Brazil, Russia, China and
Japan opt for greater outsourcing.
42
CHAPTER IV
DATA ANALYSIS
AND
INTERPRETATION
43
1.
Are you satisfied with the external recruitment sources performed in your
organization
Table 1:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
41
82%
Disagree
18%
50
100%
Total
Source: Primary Data
44
2.
Are you satisfied with the monetary reward given on bringing a candidate
on board?
Table 2:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
37
74%
Disagree
13
26%
50
100%
Total
Source: Primary Data
45
3.
Are you satisfied with the background checks conduct for employees?
Table 3:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
39
78%
Disagree
11
22%
50
100%
Total
Source: Primary Data
46
4.
Are you satisfied with the monetary limits given to you for the expenses?
Table 4:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
39
79%
Disagree
11
21%
50
100%
Total
Source: Primary Data
47
5.
Table 5:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
41
82%
Disagree
18%
50
100%
Total
Source: Primary Data
48
6.
Table 6:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
45
90%
Disagree
10%
50
100%
Total
Source: Primary Data
49
7.
Table 7:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
38
76%
Disagree
12
24%
50
100%
Total
Source: Primary Data
50
8.
Are you satisfied with the Classroom method adopted by your organization to
train the employees?
Table 8:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
37
73%
Disagree
13
27%
50
100%
Total
Source: Primary Data
51
9.
Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees?
Table 9:
S.No.
Option
No. of Respondents
Percentage (%)
Agree
34
68%
Disagree
16
32%
50
100%
Total
Source: Primary Data
52
10.
Option
No. of Respondents
Percentage (%)
Agree
41
82%
Disagree
18%
50
100%
Total
Source: Primary Data
53
11.
Option
No. of Respondents
Percentage (%)
Agree
36
72%
Disagree
14
28%
50
100%
Total
Source: Primary Data
54
12.
Are you satisfied with the mentor system followed for career progression?
Option
No. of Respondents
Percentage (%)
Agree
42
84%
Disagree
16%
50
100%
Total
Source: Primary Data
55
13.
Are you satisfied with the competence analysis and feedback from manager?
Option
No. of Respondents
Percentage (%)
Agree
39
78%
Disagree
11
22%
50
100%
Total
Source: Primary Data
56
14.
Option
No. of Respondents
Percentage (%)
Agree
42
83%
Disagree
17%
50
100%
Total
Source: Primary Data
57
15.
Option
No. of Respondents
Percentage (%)
Agree
44
87%
Disagree
13%
50
100%
Total
Source: Primary Data
58
16.
Are you satisfied with the opinion survey and Department meeting?
Option
No. of Respondents
Percentage (%)
Agree
38
76%
Disagree
12
24%
50
100%
Total
Source: Primary Data
59
17.
Option
No. of Respondents
Percentage (%)
Agree
34
67%
Disagree
17
33%
50
100%
Total
Source: Primary Data
Performance
Milestones
Birthday
Length of service
Marriage.
Innovation & creativity
Team performance
Customer Satisfaction
Contribution towards society
60
61
18.
Are you satisfied with contingencies cover under Personal this policy?
Table 18: Employee Satisfaction With Contingencies Cover Under Personal Policy
S.No.
Option
No. of Respondents
Percentage (%)
Agree
39
79%
Disagree
11
21%
50
100%
Total
Source: Primary Data
Figure 18: Employee Satisfaction With Contingencies Cover Under Personal Policy
62
19.
Are you satisfied with the services covered under this policy?
Table 19: Employee Satisfaction With The Services Covered Under This Policy
S.No.
Option
No. of Respondents
Percentage (%)
Agree
44
89%
Disagree
11%
50
100%
Total
Source: Primary Data
Figure 19: Employee Satisfaction With The Services Covered Under This Policy
63
CHAPTER V
FINDINGS
SUGGESTIONS
CONCLUSION
64
FINDINGS
1.
The Policy of the company provides facilities for all round growth of
individuals
by
training
in-house
and
outside
the
organization,
The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
3.
The Policy builds teams and foster team-work as the primary instrument in
all activities.
4.
5.
6.
The employees agree on the part of their performance that they know what
is expected from them.
7.
The employees understand how their work goals relate to company goals.
8.
9.
The employees are not satisfied with the communication and decisionmaking process as it leaks the information related to organization.
10.
Employees do not receive the appropriate recognition and rewards for their
contributions and accomplishments.
11.
Employees feel that they are not paid fairly for the contributions they make
to companys success.
65
SUGGESTIONS
1.
2.
3.
4.
5.
6.
The company should give the appropriate recognition for the contributions
and accomplishments made by employees. A flexible reward system
should be adopted by organization to improve employee motivation.
a. Performance
b. Milestones
c. Birthday
d. Length of service
e. Marriage
f. Innovation & creativity
g. Team performance
h. Customer Satisfaction
i. Contribution towards society
7.
8.
9.
66
CONCLUSION
The study on HR Policies highlighted so many factors which will help to
motivate the employees. The performance appraisal activities really play a major
role in motivating the employees of the organization. It is a major factor that
makes an employee feels good in his work and results in his satisfaction too. The
organization can still concentrate on specific areas which are evolved from this
study in order to make the organisation more effective. Only if the employees are
properly motivated- they work well and only if they work well the organization is
going to benefit out it. Steps should be taken to improve the HR Policies in the
future. The suggestions of this report may help in this direction.
In todays knowledge based economy, people are being called on take
on higher and more complex responsibilities. With increased responsibility, comes
higher impact on the organizations success. Being able to identity the motivation
needs for success in a position has become critical. As a result, thousands of
organizations are viewing employee motivation as a strategy be managed and
developed.
There are various factors that influence motivational factor such as
salary, working conditions, training interpersonal relations and job satisfaction.
The findings of the study have reaffirmed that each one of these factors are
important in contributing to motivation, but none of them can be said as being
more important than the other. Motivation is the ultimate function of so many
individual attitudes taken together. It is vary complex, complicated and personal
experience. A number of material and immaterial factors contribute
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BIBLIOGRAPHY
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BIBLIOGRAPHY
Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J.
Niehaus
Journals & Articles:
1. Articles by T.V.Rao Learning Systems.
2. Policies of Edlogix Software Solutions Pvt. Ltd.
3. Documents of Edlogix Software Solutions Pvt. Ltd.
Websites:
www.citehr.com
www.ask.com
www.wikipedia.com
www.hrgroup.com
www.edlogix.org
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QUESTIONNAIRE
Name of Employee: ----------------------------------------------------------Designation: -------------------------------------------------------------------Recruitment and Selection
1. Are you satisfied with the external recruitment sources performed in your
organization.
1. Agree
2. Disagree
2. Are you satisfied with the monetary reward given on bringing a candidate on
board?
1. Agree
2. Disagree
3. Are you satisfied with the background checks conduct for employees.
1. Agree
2. Disagree
4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree
2. Disagree
Induction
1.
2.
2. Disagree
2. Disagree
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2.
2. Disagree
Are you satisfied with the Classroom method adopted by tour organization
to train the employees?
1. Agree
3.
2. Disagree
2. Disagree
Performance Appraisal
1.
2.
2. Disagree
2. Disagree
Career Progression
1.
Are you satisfied with the mentor system followed for career progression?
1. Agree
2.
2. Disagree
Are you satisfied with the competence analysis and feedback from
manager?
1. Agree
2. Disagree
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Leave Policy
1.
2. Disagree
2.
2. Disagree
Are you satisfied with the opinion survey and Department meeting?
1. Agree
2. Disagree
2. Disagree
2. Disagree
C. Medi-claim Policy
1.
Are you satisfied with the services covered under this policy?
1. Agree
2. Disagree
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