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A PROJECT REPORT ON HR POLICIES OF HIMACHAL FUTURISTIC COMMUNICATION LTD

(Submitted in partial fulfillment of the requirement of Master of Business Administration)

Distance Education Guru Jambheshwar University of Science & Technology , Hisar

Research Supervisor:Vikas Upadhaya Designation:-Executive HR

Submitted By:PARVEEN KUMAR

HFCL Group

En. No:-10061155016 Specialization:-OB&HRD

Session:-2010-12

PREFACE

Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is to increase efficiency by increasing motivation and thus fulfill organizational goals and objectives. The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve. The main focus was on the managerial levels of employees in HIMACHAL FUTURISTIC COMMUNICATION LTD.

ACKNOWLEDGEMENT
This report is an outstanding prospect to convey my gratefulness to those many people whose timely help and guidance went a long way in finishing this project work from commencement to achievement. I would like to express my sincere thanks to Mr. Vikas Uphadhaya (ExecutiveHuman Resource) for giving me an opportunity to explore the practical knowledge practiced by the company. I am very glad to work with the organization as a trainee. I am grateful to HR Department of HIMACHAL FUTURISTIC COMMUNICATION LTD. for helping me to get the information and an invaluable experience. Last but not the least would like to thank my friends, family members and all those people who helped me for the completion and deeper understanding of the concept of performance appraisal. Working on this project has proved to be an enlightening experience for me.

PARVEEN KUMAR

DECLARATION

I, PARVEEN KUMAR, hereby declare that all the information furnished in this PROJECT, is my original work containing authentic facts. This piece of work is only being submitted to HIMAHAL FUTURISTIC COMMUNICATION LTD. in the partial fulfillment for the degree of Master in Business Administration (M.B.A).

PARVEEN KUMAR Name:-Parveen Kumar Enrollment No:-10061155016

Table of Contents
Serial No 1 Chapter Introduction 1.1 About The Organization 1.2 1.3 2 About The Topic Objective and Scope of Study Page No 8 29 33 36 38 39 40 47 64 65

3 4 5 6 7 8

Research Methodology 2.1 Methods of Data Collection 2.2 Sampling 2.3Hypothesis and About Questionnaire HR Policies in Himachal Futuristic Communication Ltd. Data Analysis and Interpretation Conclusions Suggestions and Recommendations Bibliography Annexure

EXECUTIVE SUMMARY
My internship at Himachal Futuristic Communication Ltd. was a great exposure to the industry. After going through my project report, I had a firsthand experience of how an industry as well as HR department functions. INTRODUCTION OF PROJECT This project is about the HR Policies in Himachal Futuristic Communication Ltd. The HR Policies in an organization helps every individual to raise his/her potential in all facts by helping him to be satisfied and secured about his present and future. PROJECT TITLE The title of the project is HR Policies of Himachal Futuristic Communication Limited. As the name indicates it is the study of the HR Policies prevalent in the organization. ORGANISATION
HFCL, the one-stop-shop and long standing partner for telecom infrastructure providers, delivers innovative, customized and competitively priced end to end telecom solutions enabling its partners to stay ahead of peers. Its strongly focused solutions cover all aspects of value chain from manufacturing of leading edge telecom products to providing specialist services and infrastructure to its customers. Driven by a well experienced versatile management team at the helms, as a fully integrated telecom solution provider, HFCL's operations include telecom equipment and solutions, turnkey services and power management solutions. HFCL has also forayed in integrated security and surveillance solutions. Research and Development to consistently deliver advanced solutions play an integral part of the company's philosophy. With state of the art research and development facilities, HFCL ensures its positioning by supplying latest breed of telecom solutions. Inhouse Research & Development provides custom design and engineering capabilities with optimum and cost effective solution.

INTRODUCTION

ABOUT THE ORGANIZATION


HFCL, the one-stop-shop and long standing partner for telecom infrastructure providers, delivers innovative, customized and competitively priced end to end telecom solutions enabling its partners to stay ahead of peers. Its strongly focused solutions cover all aspects of value chain from manufacturing of leading edge telecom products to providing specialist services and infrastructure to its customers. Driven by a well experienced versatile management team at the helms, as a fully integrated telecom solution provider, HFCL's operations include telecom equipment and solutions, turnkey services and power management solutions. HFCL has also forayed in integrated security and surveillance solutions. HFCL's highly automated plant in Solan at the foot hills of Himalayas, embraces state of the art manufacturing facilities for a range of high technology products like Optical Transmission Equipment, Microwave Radios, 2G and 3G Repeaters, FTTH, Broadband CPE. In addition, a highly sophisticated fiber optic cable manufacturing facility in Goa has broken new grounds in optimum capacity utilization and minimum wastage. Research and Development to consistently deliver advanced solutions play an integral part of the company's philosophy. With state of the art research and development facilities, HFCL ensures its positioning by supplying latest breed of telecom solutions. Inhouse Research & Development provides custom design and engineering capabilities with optimum and cost effective solution. Over the years, HFCL has acquired immense experience in total telecom solution capabilities that makes it ideal partner for executing turnkey projects for telecom infrastructure providers as a single window. HFCL also supplies complete range of Power Management Solutions including power plants specially designed and engineered to meet customer specific needs that meet stringent standards. It supplies energy efficient, cost effective Passive Infrastructure solutions and is addressing the much needed green energy solutions. Successful foray in providing the state-of-the-art Total Integrated Security & Surveillance Solution defines HFCL's capability to break new grounds of growth. Its team is well experienced in deploying mega projects like Safe City, Highway Traffic Monitoring (HTMS), City Intelligent Traffic System (ITS) in India and Europe. Complete customer satisfaction, the core belief of HFCL is delivered through its Pan India presence with vast pool of professionals in all the states. This makes it convenient for customers to get support services at short notice.

VISION & MISSION


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HFCL always aspires to provide cost effective futuristic end to end telecom solutions with focus on developing the state-of-art technologies to maintain sustained long-term growth. The telecom service providers have started rolling out 3G and BWA networks to offer broadband data services, with range of video applications. The company is looking for opportunities in broadband revolution with focus on new range of IP based products for manufacturing and to provide related turnkey services. The identified focus areas for products and services include Carrier Ethernet Access & Metro transport solution, IP Microwave Backhaul, High Capacity Optical Transport Systems and Wi-Max network elements like BTS and CPEs.

The purpose of all human activity is to make life better. HFCL believes in improving life through innovative science. Through innovations, we constantly endeavor to bring better products and processes that bring greater value to society. Core Purpose "Improve Life through Innovative technology" Vision
o o o

We are a role model enterprise, respected globally for excellence in quality and innovation We enhance stakeholder value while adhering to the code of responsible care and ethical values We are an employer of choice and preferred business partner worldwide

Corporate Values HFCL believes in honoring its commitment. Integrity and transparency are an integral part of our relationship with customers, employees, society. Respect for Life: the company believes that life in all its forms must be respected. We respect and value our people. Our employees are our value creators whose efforts, creativity and bond we cherish. Our customers, who reward us for our value creation and our stakeholders, who are committed to us in our endeavor to improve life. We also recognize and respect our environment and take every effort to preserve it.

VALUE Integrity

STATEMENT We are open, ethical, transparent & uncompressing in our work.


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Decisiveness

Set a goal, analyze the facts and work on alternatives and conclude them in fixed time frame.

Team Spirit

We encourage group interaction and working together. United and collective drive achieves the desired goal.

Commitment

We keep all promises made within and outside the company. We are concerned for our environment, society and employees and work for their betterment. We are a role model and benchmark company for our products, services and business processes.

Caring

Excellence

Innovation

We nurture creativity and encourage application of knowledge and ideas in all facets of our business. Customer is uppermost We work to exceed his expectations in our mind.

Customer Orientation

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QUALITY AND ENVIORNMENT


At HFCL quality is the keyword in every activity and a constant endeavour to achieve standards of the highest levels has been an ongoing commitment from the time of its inception as well as recognition and acknowledgement of this devotion. This achievement has been set as a benchmark to go forward in excellence. For HFCL it is an ongoing process to continuously explore new product applications, competitive technologies and potential markets. HFCL has scaled this success with its trademark of commitment and quality. All its products are manufactured in accordance with the current acceptable world standards. All its manufacturing facilities have been upgraded conforming to the current ISO:14001 standard, from the earlier ISO: 9001 standard.

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FACILITIES
HFCL, the one-stop-shop and long standing partner for telecom infrastructure providers, delivers innovative, customized and competitively priced end to end telecom solutions enabling its partners to stay ahead of peers. Its strongly focussed solutions cover all aspects of value chain from manufacturing of leading edge telecom products to providing specialist services and infrastructure to its customers. HFCL's highly automated plant in Solan at the foot hills of Himalayas, embraces state of the art manufacturing facilities for a range of high technology products like Optical Transmission Equipment, Microwave Radios, 2G and 3G Repeaters, FTTH, Broadband CPE. In addition, a highly sophisticated fibre optic cable manufacturing facility in Goa has broken new grounds in optimum capacity utilization and minimum wastage .

The company also has the technical capabilities to carry out the following reactions at its plants.
Complete customer satisfaction, the core belief of HFCL is delivered through its Pan India presence with vast pool of professionals in all the states. This makes it convenient for customers to get support services at short notice.

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RESEARCH AND DEVELOPMENT


Research and Development to consistently deliver advanced solutions play an integral part of the company's philosophy. With state of the art research and development facilities, HFCL ensures its positioning by supplying latest breed of telecom solutions. Inhouse Research & Development provides custom design and engineering capabilities with optimum and cost effective solution. Over the years, HFCL has acquired immense experience in total telecom solution capabilities that makes it ideal partner for executing turnkey projects for telecom infrastructure providers as a single window.

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BOARD OF DIRECTORS
Mr. M. P. Shukla
Mr. Shukla, the Chairman of HFCL is a qualified Electrical Engineer having over fifty five years of immense experience in the telecommunication industry and has worked at very senior positions in various undertakings owned by the Government of India. He has served the Department of Telecom, Government of India for over 35 years. He was the Chairman and Managing Director (CMD) of Telecommunications Consultants of India Ltd. (TCIL) during 1978-86 and thereafter functioned as the CMD of MTNL during 1986-92. Working with MTNL, he spearheaded the delivery of meaningful, efficient and reliable telecom services. Under his leadership, TCIL recorded healthy growth and was adjudged as the Highest Networth Growing Company among the Government undertakings. Mr. Shukla was bestowed with National Award for best export performance. TCIL also won best Government Consulting Company award. Mr. Shukla has also worked with ITI Limited as General Manager. He has been bestowed with various awards for his outstanding contribution to the Telecom Industry including Safal Bharti Award 1987, Man of the Year Award 1987, National Integration Award 1988, Indira Gandhi National Unity Award,Excellence in Performance Award 198889,National Citizen's Award 1989,Udyog Rattan Award 1990,IMM's Marketing Man of the Year Award 1983,Gem of India Award 1991,Telecom man of the year 1992

Mr. Mahendra Nahata


Mr. Nahata, the Managing Director of HFCL , has business experience of over thirty (35) years. He leads the overall strategy and planning, business development and marketing activities of HFCL. He is one of the pioneers in the New Age Telecom sector of India and has been associated with many esteemed forums related to the industry. In recognition of his wide experience in the industry, he was appointed as President of TEMA (Telecom Equipment Manufacturers Association of India) and was recognised as the "Telecom Man of the Millennium" by Voice & Data in 2003. Mr. Nahata's contributions to the telecom sector are commendable and many milestones in the sector have been achieved due to his initiatives and entrepreneurship. Mr. Nahata's expertise and experience is evident by his being one of the members of the board of governors of IIT, Mumbai . He
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has also been on the board of IIT-Chennai. He was also the Co-Chairman of the Telecom Committee of FICCI and Executive Member of Telecom Industry and Services Association of India. He has also been on the Board of Governors of Indian Institute of Information Technology, Allahabad and Member of Council of Scientific & Industrial Research, Government of India alongwith his association with many other bodies.

Mr. Y. L. Agarwal
Mr. Agarwal is a graduate in science with a diploma in BD & DFIETE. He has worked as the Chairman and Managing Director of Telecommunication Consultants India Ltd. (TCIL), a Govt. of India Enterprise which renders consultancy and executing turnkey projects in all fields of Telecommunications and played a key role in developing the international business of TCIL. Mr. Agarwal has more than 55 years of experience in all fields of telecom sector. He has spent more than 10 years in Telecom Research and developed indigenous line transmission systems meeting the International Standards for the first time. He has firsthand experience of telecom networks of more than 30 countries of West Asia, Africa and South East Asia, where he successfully executed telecom projects and networks. He set up joint ventures with several leading telecom companies of India and foreign countries for execution of consultancy and turnkey projects. He has an immense experience, knowledge and understanding of the telecom networks of a large number of developing and industrialised countries. He has published a number of papers in National and International journals on Telecommunication Networks, Systems and Management.

Dr. R. M. Kastia
Dr. Kastia, conferred with the Doctorate Degree in Chemistry has business experience of over 50 years. Dr. Kastia is also a Fellow of British Institute of Management (London). It is under his advisory role, HFCL has grown to its present position as one of the leading telecom companies.

Dr. Kastia has worked at senior executive positions with various organisations like Rajasthan Spg. & Wvg. Mills Ltd., Hindustan Electro-Graphites Ltd. and Shriram
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Chemical Industries. He was Executive Director of Modern Insulators Ltd. and Willard India Ltd.

Mr. Arvind Kharbanda


Mr. kharbanda, is a member with The Institute of Chartered Accountants of India. He has over thirty five (35) years of experience in managerial positions, project implementation and finance. He is Finance Director of HFCL.

Mr. S.G. Nadkarni


Mr. Nadkarni, aged 48 years, holds a Masters degree in Civil engineering. He joined IDBI Bank Ltd in November 1983. He has dealt with large sized projects in Project Finanace Department. He was closely associated with merger of erstwhile IDBI Bank with Industrial Development Bank of India Limited and merger of United Westron Bank with IDBI Bank. He led Cash Management services and Goverment Business Group of IDBI and intrumental in implementing a number of technologies based CMS initiatives. At Present he is holding the post of General Manager in Corporate Banking Group at New Delhi

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HFCL PRODUCT&SERVICE RANGE


TELECOM PRODUCTS & SOLUTIONS
Wireless Repeaters FTTH Optical Fiber Cables

Wireless Repeaters
Wireless Repeaters, as the extension of base stations, provide fast and effective solutions to the problem of blind zones and shadowy zones. Mainly used in expressways, railways, tunnels, countryside and towns, elevator well, small area with low-level signal, or small signal shadowy zones etc.
Key Characteristics:

Good solution to large service areas such as countryside, mountainous areas, elevator well and small basement etc. Adopt high-selective, low insertion loss cavity filters to implement multilevel filtering and eliminate uplink/downlink crosstalk. Low power consumption and compact size. Low noise figure, high gain, perfect communication quality, no interference to base station and other wireless equipment. Adopt high-selective, low insertion loss cavity filters to implement multilevel filtering and eliminate uplink/downlink crosstalk. Monitor and alarming: support remote monitor and all kinds of alarming such as door, temperature, power supply, output power alarming etc(optional), Optional monitor methods: COM link, SMS, data transmission, GPRS etc.

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FTTH
HFCL offers high capacity, carrier class GPON platform which is highly integrated and the OLT unit can support upto 4096 ONU users, at the 1:64 split ratio. The equipment can be configured to compatible GPON/EPON OLT platform and both GPON and EPON users can be concurrently supported in the same OLT subrack, by using different ONU's. The system complies with the latest International ITU-T G.984 & IEEE 802.ah Standards and Related Recommendations. By configuring different types of cards, GPON and EPON users can be concurrently supported in the same OLT subrack by using different ONU's. It is designed for carrier-class reliability, with double-fabric structure and supports 1+1 redundancy for key components lik - uplink cards, switch card and power unit. The product supports ONUs for various indoor / outdoor applications, for residential and enterprise requirements. Multiuser ONU provides communication and entertainment service in multiple modes, such as data, voice, and video, to meet integrated access requirement of families or small enterprises. Outdoor ONU is a kind of single user type remote GPON equipment with one GPON up-interface connected to the Central Office equipment through optical fiber. By this outdoor unit provides the users with GE/FE/POTS /CATV Services.

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Indoor GPON ONU

Multiuser ONU

Multiuser ONU

OPTICAL FIBER CABLE


At its highly sophisticated and automated plant in Goa, HFCL manufactures Fibre Optic Cable upto 288 fibres customised to suit different client needs. Its high-tech instrumentation for analysis and a rigorous quality check ensure the highest industry standards. High safety factor and narrow tolerance band guarantee the production of 36,000 km of high precision optical fiber cables in one single year. The company offers a complete range of cables for telecommunications & IT networks. Supported by its own R&D facility, the company has delivered custom-designed fiber optic cables with superior performance in compliance as per ITU-T Standards. Cables are designed with high safety factor to ensure very low strain i.e. 0.1% as against required level of 0.25% on the optical fiber. It has High technology computerized controlled machine with laser dia- measuring controllers, lump detectors, tension measuring equipment ensures self
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correcting measures at all stages of production to get high performance close tolerance cable. Cable is designed to meet IEC, EIA/TIA and Bellcore standards. The fiber used in the cables meets relevant ITU-T specifications. HFCL has the requisite capabilities to provide customized Optical Fiber Cable as per the customer's specifications.

Following type of products are offer :


Multimode and Single Mode Cable Loose Tube Type Cable Unitube Type Cable Corrugated Steel Tape Armoured Cable Wired Armoured Cable ADSS type aerial cable Metallic Figure 8 self supporting cable Simplex/ Duplex Cable (Patch cord) Cord Cable Terminated quick deployable cable with hermaphroditic connectors FTTH Cables
Loose Tube Type Cable

Unitube Type Cable

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Corrugated Steel Tape Armoured Cable

ADSS type aerial cable

Metallic figure 8 self supporting cable

Simplex/ Duplex Cable (Patch cord)

BROADBAND CPE
HFCL offers Broadband CPEs like 3G data card and ADSL2 Routers. ADSL2+ compact and high performance Ethernet router provides 10/100 Ethernet Interfaces and one ADSL line interface to access the Internet, incorporating LAN or Video on demand over one ordinary telephone line, at speeds of up to 24 Mbps. It also has full routing capabilities to

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segment/route IP protocol, and supports advanced security functions. Product is available with various interfaces with and without WiFi.

TURNKEY SERVICES HFCL is a single-window solution provider for the execution of telecom projects from concept to completion including system installation and integration services for network implementation. It provides end to end services in deployment of radio & optic fiber networks, access networks, wireless networks and broadband networks. Its services include feasibility studies, choice of media, survey, design, planning and engineering, supply and laying of optical fibre cables, installation , commissioning and maintenance of networks. Professionals possessing expertise and experience in state of the art telecom networks and technologies have already installed and managed telecom networks of all sizes.

HFCL has executed various national and international turnkey projects in the field of Satellite & Radio Communication, CDMA Mobile networks, Optical Transport Networks and Spectrum Management solution. It provides and implements projects for complete cell site infrastructure for mobile operators and has worked in India for almost all private and government operators and major GSM vendors.

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Values provided by HFCL's Turnkey Services are:


End to End Program Management No project management hassle Integrated solutions for fiber roll out Minimized number of vendors High quality installation and commissioning teams Pan India presence with proven track record easing effective customer service SUPPORT SERVICES
HFCL offers a comprehensive set of services led by a team of highly experienced professionals who are engaged at every stage of the network lifecycle, from the initial planning and design to the ongoing support of the network and equipment. To complement an industry leading product line , these services help to deliver comprehensive network solutions for the clients. These value-added services enable the smooth and efficient deployment and management of the systems. Company's professional project/program managers have years of experience in the supervision of medium and large-scale network deployments and are experts at risk management, ensuring the timely delivery of the completed project.

As part of end-to-end approach to support, Company offers advanced equipment interoperability validation and network expansion design validation, including both onsite and in-lab services. Our technical support is complimented by a range of professional services including on-site support, on-site field audits, commissioning and turn-up services. Planning organization delivers the highest levels of expertise, with extensive experience in the planning and design of thousands of communications networks around the globe. Core of highly experienced instructors deliver valuable training programs to ensure that customers and partners have the tools and expertise to fully leverage all the products and services Company has to offer. Our training programs comprise both standard and customized courses.

Company also provides training on-site at customer locations. These classes have the
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same course content as the in-house classes with an emphasis on the customer's particular requirements.
ELECTRONIC SECURITY & SURVEILLANCE SOLUTIONS Expertise

Design & Implement Total Integrated Security & Surveillance System using its Core Platform "M3S" Develop New Security Solution Application specific to Customers needs Design, Build & Maintain Total Security Solution Eco-system Specialist in Security Systems & ITS (Intelligent Transport Systems)
Solution Offerings

The M3S is the core platform on which the Total Integrated Security & Surveillance Solution is designed & implemented. It offers following solutions :

City Surveillance Solution Intelligent Transport System for Highways; Traffic management & Toll Collection Intelligent Traffic System for large and small Metro City with integrated ANPR (Automatic Number Plate Recognition & RLVD (Red Light Violation Detection) system Critical & Vital Infrastructure Security & Surveillance System (Power Plants, Dams, Airports, Banks, Railways, Metro) Mobile On-Bus monitoring System ATM Transaction monitoring system for Banks Integrated Residential Apartments Complex Security & Access Systems (I-RAC-SAS) Integrated Pipeline Access Security System (I-PASS) Total Command, Control & Communication Center Solution "C4"

Products & Systems Offerings


CCTV Surveillance Access Control system Fire Prevention systems


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Intrusion Detection systems Alarms Sensors Perimetric Fencing Systems Parking Management Systems PA Systems Baggage Scanning system Explosive and Bomb Detection system Hand Held & Door Frame Metal Detector

Specialized Products and Solutions


Explosion containment and suppression vessels Portable x-rays systems CWA and TICS detectors Hazardous materials identifiers Narcotics detectors Military Standard Covert Sensors & Detectors COFDM modulation Technology based Surveillance Bomb Jammers Bomb suite Bomb Disposable Containers AJAX Rescue Vehicle Urban Traffic Management Systems Total Homeland Security Command & Control System 360 Panoramic Cameras SIP based Video IP Phones and cameras

POWER SOLUTIONS Integrated Telecom Power Unit


Integrated Telecom Power Unit is an all-in-one power solution for Mobile Telecom Operators. It houses all required power and control equipments except Diesel Generators and Batteries in one 19 Inch Rack. The basic building block used is 25 Amp SMPS
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Rectifier as per latest TEC specifications. These rectifier modules have been designed to work in Indian electric and climatic environment and provide full power over applicable voltage and temperature range without any degradation in performance. The system includes intelligent phase selection and allocation circuits, Static Voltage Stabilizers, measurement and control circuits. Systems ranging from 5 KVA to 25 KVA rating are available to interface power from electricity boards and diesel generators to provide an optimum solution meeting the stringent requirements within a Telecom Shelter. The equipment intelligently controls environment within different temperature zones in a shelter minimizing the use of air conditioners and diesel generators to reduce operating expenditure. Provision is made for metering the energy consumed by each BTS. Required measurements, controls and alarm processing are done through Micro-processor based Control Modules. All required equipments including rectifiers for ultimate capacity of 300A are accommodated in a 19" Rack of height 1660 mm.

Switch Mode Power Supplies


Group offers a range of SMPS technology based Power Systems for providing DC supply for various Telecom equipments from small BTS and rural exchanges to very large capacity switching centres (mobile / fixed line). The system provide DC power feed to the equipment as well as charges the battery used as a backup power source. The system is built using compact & efficient Switch Mode Rectifiers (SMR) Modules of various rating - 25A, 50A, 100A & 200A. A number of customised solutions from 25A to 4800A are available according to specific customer need of input power (Single Phase / three phase & Rural / Urban), output current, redundancy, battery backup & other operational requirement such as indoor / outdoor deployment. All systems are available with Lightning & surge protection as per IEC / VDE standards, as well as protection against excessive input variation. It offers complete power solution to meet customer requirement of battery switching & protection, DC distribution, Remote monitoring & Battery Health Management. Other

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associated system like auto phase selector, AMF for DG operation, static voltage stabilisers are also available.

Energy Management System


Responding to the needs of Telecom Industry to reduce operating expenditure of cell sites, Group has introduced a unique solution focusing on overall energy consumed in running a site rather than providing stable electric power and a comfortable temperature within a shelter. Paying attention to every watt of energy wasted and every rupee spent on its generation and storage, EMS offers a solution which reduces overall capital expenditure on a site while minimizing recurring operating expenditure. The system includes intelligent phase selection and allocation circuits, Static Voltage Stabilizers, measurement and control circuits. Systems ranging from 5 KVA to 25 KVA rating are available to interface power from electricity boards and diesel generators to provide an optimum solution meeting the stringent requirements within a Telecom Shelter. The equipment intelligently controls environment within different temperature zones in a shelter minimizing the use of air conditioners and diesel generators to reduce operating expenditure. System designed is highly flexible catering to diverse needs of different customers. Important parameters, depending upon customer preferences, can be selectively monitored, programmed and controlled locally through an integral keyboard or an external computer or from a remote location through GPRS systems.

Battery Health Monitoring System


A need has been identified in the telecommunication market segment for a monitoring platform for 48volt DC power systems comprising of a string of 24*2 volt batteries or multiple strings. Group has designed the system to address the effective battery management of 48 volt DC Telecom power plants as a standalone system or as an integrated component of an overall automated remote monitoring system.

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The Battery Health Monitoring System is a micro-controller based system capable of monitoring, supervising & controlling of battery parameters. It packs all the features required for battery health check-up. Its menu driven program makes it extremely user friendly. Through front panel control the module can be configured. Large alphanumeric 16 characters 2 line front panel LCD display has been chosen for easy viewing from a distance. The construction is modular in nature making it easy to install. The Battery Management System provides manual/automated monitoring of large battery systems that supply backup for 12, 24and 48 volt power systems. The Battery Management System provides battery management for VRLA batteries. The Battery Management System supports up to three strings of batteries. Each string can support a maximum of 24 batteries cells.

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ABOUT THE TOPIC HUMAN RESOURCE POLICIES


Human Resource Policies refers to principles and rules of conduct which formulate, redefine, break into details and decide a number of actions that govern the relationship with employees in the attainment of the organization objectives. HR Policies cover the following: 1. Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like. 2. Policy on terms and conditions of employment-compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off and the like. 3. Policy with regard medical assistance-sickness benefits, ESI and company medical benefits. 4. Policy regarding housing, transport, uniform and allowances. 5. Policy regarding training and development-need for, methods of, and frequency of training and development. 6. Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure, participative management and communication with workers.

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FORMULATING POLICIES
There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization. 2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors and the top management. 4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel problems on day to day basis.

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BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following benefits: a. The work involved in formulating policies requires that the management give deep thought to the basic needs of both the organization and the employees. The management must examine its basic convictions as well as give full consideration to the prevailing practices in other organizations. b. Established policies ensure consistent treatment of all personnel throughout the organization. Favoritism and discrimination are, thereby, minimized. c. Continuity of action is assured even though top management personnel change. The CEO of a company may possess a very sound personnel management philosophy. He/she may carry the policies of the organization in his/her head, and he she may apply them in an entirely fair manner. But what happens when he/she retires? The tenure of office of nay manager is finite. But the organization continues. Policies promote stability. d. Policies serve as a standard of performance. Actual results can be compared with the policy to determine how well the members of the organization are living upto the professional intentions. e. Sound policies help build employee motivation and loyalty. This is especially true where the policies reflect established principles of fair play and justice and where they help people grow within the organization. f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

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PRINCIPLES OF HR POLICY
1. Principle of individual development to offer full and equal opportunities to every employee to realize his/her full potential. 2. Principle of scientific selection to select the right person for the right job.

3. Principle of free flow of communication to keep all channels of communication open and encourage upward, downward, horizontal, formal and informal communication. 4. Principle of participation to associate employee representatives at every level of decision-making.

5. Principle of fair remuneration to pay fair and equitable wages and salaries commensuration with jobs. 6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labour to treat every job and every job holder with dignity and respect. 8. Principle of labour management co-operation to promote cordial industrial relations.

9. Principle of team spirit to promote co-operation and team spirit among employees. 10.Principle of contribution to national prosperity to provide a higher purpose of work to all employees and to contribute to national prosperity.

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OBJECTIVES OF STUDY
1. To study the HR Policies of the company. 2. To study the amendments made in the HR Policies of Himachal Futuristic Communication Ltd. since the time of incorporation. 3. To incorporate the amendments in the base policy and prepare a final policy. 4. To design a HR Policy manual for the company with special emphasis on the Managerial Service Conditions. 5. To make Employee Aware about company policy from Unawareness. 6. To Study the company policy and procedure followed. 7. To know what is the procedure of taking leave, reimbursement and travel for the Employees. 8. The purpose of study to identify the knowledge of employee about the policy and procedure followed by company. 9. To identify the employee satisfaction of the employee after applied those policy and procedure.

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SCOPE OF STUDY
In any organization human resource is the most important asset. In todays current scenario, Himachal futuristic Communication Ltd. is a very large manufacturer of telephone equipment and OFC cable. As most of the companys overall performance depends on its employees performance which depends largely on the HR POLICIES of the organization. The project has wide scope to help the company to perform well in todays global competition. The core of the project lies in analyzing and assessing the organization and to design an HR POLICY manual for the organization.

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RESEARCH METHODOLOGY

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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.

METHOD OF DATA COLLECTION Data can be of two types primary and secondary data. Primary data are those which are collected afresh and for the first time, and it is in original form. Primary data can be collected either through experiment or through survey. The researcher has chosen the survey method for data collection. In case of survey, data can be collected by any one or more of the following ways:

Observation Questionnaire Personal or Group Interview Telephone survey Communication with respondents Analysis of documents and historical records Case study Small group study of random behavior

The researcher has chosen the questionnaire methods of data collection due to limited time in hand. While designing data-collection procedure, adequate safeguards against bias and unreliability must be ensured. Whichever method is selected, questions must be well examined and be made unambiguous. Researcher has examined the collected data for completeness, comprehensibility, consistently and reliability.

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Researcher has also gathered secondary data which have already been collected and analyzed by someone else. He got various information from journals, historical documents, magazines and reports prepared by the other researchers. For the present piece of research the investigator has used the following methods: Questionnaire Interview Observation

SAMPLE OF THE STUDY


A sample design is a definite plan for obtaining a sample from the sampling frame. It refers to the technique or the procedure the researcher would adopt in selecting some sampling units from which inferences about the population is drawn. Sampling design is determined before any data are actually collected for obtaining a sample from a given population. The researchers must decide the way of selecting a sample. There are various methods o sampling like systematic sampling, random sampling, deliberate sampling, mixed sampling, cluster sampling, etc. Among these methods of sampling researcher has used random sampling so that bias can be eliminated and sampling error can be estimated. Designing samples should be made in such a fashion that the samples may yield accurate information with minimum amount of research effort.

SAMPLING

Sampling may be defined as the selection of some part of an aggregate or totality on the basis of which a judgment or inference about an entire population by examining only a part of it. The items so selected constitute what is technically called a sample, their selection process or technique is called sample design and the survey conducted in the basis of sample is described as sample survey.

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

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Human Resource Policies provided by the organization of employees works


as an agent for the growth of employees and also motivates the employees to perform well i.e. employee performance and satisfaction is the valuable outcome of sound of HR Policies of the organization.

Ensure healthier growth of organization in terms of business and motivation


among mangers.

The various HR Policies in Himachal Futuristic Communication Ltd. makes


the employees enthusiastic towards work.

ABOUT THE QUESTIONNAIRE


In this method a questionnaire is sent to the HR Manager concerned with a request to answer the questions and return the questionnaire. The questionnaire consisted of a number of questions printed or typed in a definite order. The HR Manager has to answer the questions on their own. The researcher has chosen this method of data collection due to low cost incurred, it is free from bias of the interviewer and respondent have adequate time.

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HR POLICIES IN HIMACHAL FUTURISTIC COMMUNICATION LIMITED

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OBJECTIVES In reviewing the purpose of HR Policies at Himachal Futuristic Communication Ltd., the organization stated that the HR Policies has been a key part of the management process for the effective utilization of human resource. The company aims to fulfill the following objectives through its HR Policies: Ensure a high degree of selectivity in recruitment so as to secure super achievers and nurture them to excel in their performance. Impart such induction, orientation and training as to match the individual to the task and inculcate a high sense of organizational loyalty. Provide facilities for all round of growth of individual by training in and outside the organization, reorientation, lateral mobility and self-development through self-motivation. Groom every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals. Build teams and foster team-work as the primary instrument in all activities. Recognize worthy contributions in time and appropriately, so as to maintain a high level of employee motivation and morale. Appraisals and promotions shall be ethical and impartial. Implement equitable, scientific and objective system of rewards, incentives and control. Contribute towards health and welfare of employees.

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MANAGEMENT REVIEW: Management review meeting is held every six months at the Group Review. Meet is conducted from time to time to ensure the suitability, adequacy and effectiveness of the HR Policies.

CORRECTIVE ACTION FOR NON CONFORMANCE: Non conformance to the policies mentioned is reviewed by the Group HR Cell, respective CEO and HR Head of the company. The review will suggest remedial measures to avoid repetition of the non conformance through elimination of the root causes for the same. Board of Directors is kept informed of the review and action plans decided to avoid the non conformance in the ensuing monthly meeting.

DOCUMENT AND DATA CONTROL: Documents and data are generated by the Corp. HR in the form of hard copies or electronic medium. Documents are reviewed and approved for adequacy by Corp. HR prior to issue. The various procedures that form the HR Policy of the Organization are: 1. 2. 3. 4. 5. 6. 7. 8. Recruitment and selection of manpower Induction and Placement Job Rotation Guest House Policy Relocation Policy Business Travel Policy
Project Reimbursement Policy. Employee Carde, Role, level classification Policy.

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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.

1. RECRUITMENT POLICY In HFCL Group, recruitment and selection of personnel is explicitly based on the criteria of their knowledge, skills and attitudes, so as to secure super achievers and nurture them to excel in their performance. All fresh candidates are absorbed only after satisfactory completion of appropriate training. All direct recruitment is through the HR department. Detailed selection procedures as decided from time to time are adhered to without any compromise. Above procedures shall undergo continuous refinement through evaluation and feedback. 2. INDUCTION AND PLACEMENT POLICY At HFCL Group, new recruits imparted such induction, orientation, training and placement so as to individuals to the task and inculcate a high sense of organizational loyalty. The HRD Department and the concerned heads of parent departments prepare a well-structured Induction Program to acquaint the new recruits with the people, organizational structure, and interface between different departments, functions and culture of the organization. The Induction Program is formulated to suit the position of the candidate and necessary to be provided to him. 3. JOB ROTATION POLICY At HFCL Group, facilities are provided for all-round growth of individuals through lateral mobility. This shall enhance their employability as well as equip them to shoulder higher responsibilities. Systematic Job Rotation from time to time shall have a revitalizing effect on the individual as well as the organization.
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All promotions to the level of HODs will be considered only when an individual has undergone rotation through at least 2 sections. 4. GUEST HOUSE POLICY
To provide facilities support to employees at various locations, company provides shared Accommodation at guest houses to its employees at identified places along with basic amenities. I n employees staying in Guest Houses is given below. All occupants need to comply with this Guideline: Enter your names and details in the guest house movement register every time you move in and move out from the guest house. This is a necessity for you to be allowed the use of Guest House and is for your safety. Keep guest house neat & clean like your home and maintain its reputation. Do not litter indiscriminately. Stay with proper attire at guest house. Respect the privacy of the colleagues, other occupants and neighbours. Welcome new comers to the guest house. Take the help of emergency services as per information notified on notice board at Guest. House and available with the Admin Officer of the location. Call an ambulance/ doctor in case any of your colleagues fall sick. Your expenses would be paid as per hospitalization process. Take action on behalf of your colleague as per Medi-claim policy so that his expenses can be claimed from insurance provider. Contact Admin Officer for assistance or when you wish to make a suggestion about the guest house, mail to Manager Operations/Administration Executive.

5. RELOCATION POLICY
The purpose of this policy is to establish the entitlements and process for

reimbursement of expenses of new or current employees to be re-located to places away from their present location due to various business reasons. This policy is applicable to all the employees who are on the rolls of the company and includes trainees. This philosophy will be extended to all of such who works for the cause of HFCL business, but are from different payrolls.
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This policy applies to new hires when committed during the hiring process and in case of deputations /transfers, when the move is company-initiated. It describes the maximum limit of allowable reimbursement for the employee and eligible dependents of the employee. It is the companys policy to pay actual travel and shifting expenses incurred by a new hire or for the company-initiated transfer in case of an existing employee. All relocation matters are coordinated and approved by Human Resources Division.

6. BUSINESS TRAVEL POLICY


The Business Travel Guidelines are intended to provide adequate comfort and facilities for employees on tour so that the available time is utilized effectively and productively to address business exigency. These Regulations outline the practices to be followed by all employees for travel within India. The objective of this policy is to ensure that employees travel on company business safely, comfortably and economically by adhering to their entitlements.

The Policy is intended to be transparent, consistent with Organizations and


unambiguous so as to provide ease of reference to employees while they are outside their place of work. This policy is applicable to all the employees who are on the rolls of the company and includes trainees. This philosophy will be extended to all of such who works for the cause of HFCL business, but are from different payrolls.

7. PROJECT REMBURSEMENT POLICY


The Company recognizes that the staffers (especially at a field engineering level) should be reimbursed for reasonable expenses incurred in the execution of their duties on its behalf within reasonable time. As a general rule, reasonable in these terms will mean the optimum that needed to be spent to achieve the objective. To implement transparent, hassle free and employee friendly reimbursement process which is aligned to business sensitivities. Facilitate reimbursement of expenses which are properly documented and supported by invoices, and such expenses are made in support of business operations while maintaining controls and accountability and are duly approved by designated authorities.

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8. EMPLOYEE CARDE/LEVEL/ROLE CLASSIFICATION POLICY


The primary objective of this policy is to lay down the guidelines for classification of cadre within the organization and with an understanding on the deliverables from each of this Cadre. Further this will help us formulate all future policies as to the entitlements, support vis--vis their positioning in the organizational hierarchy. This policy will also help us decide the compensation levels that are to be offered to the external talent that organization proposes to hire. The classification of Cadres will impart efficiency in the chain of communication and organization wide directional coordination and facilitate quick decision making. It will reduce duplication / overlap of work, resources and responsibilities at different levels of the organization hierarchy. Further it will help us strengthen the organization and process effectiveness that may impact the rollout of key milestone in projects.

The HR Policy Manual (or Managerial Service condition Manual) was designed in order to facilitate the mangers in gathering the information regarding the various service conditions that are offered by the organization. This manual includes the service conditions which are most frequently asked for. The various services conditions included are:

1. Provident Fund 2. Gratuity 3. Privilege Leave 4. Superannuation Scheme 5. Medical Reimbursement & Hospitalization. 6. Phone Policy 7. Leave Travel Assistance (LTA) 8. Local Conveyance Rules 9. Transfer Policy 10.HRR Policy for Area Office Managers 11.Canteen Service 12.Cash Payments & Advance Settlements 13.Performance Excellence Scheme 14.Performance excellence Form. 15.Conveyance Reimbursement for Interview Candidates

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DATA ANALYSIS AND INTERPRETATION

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A. RECRUITMENT AND SELECTION


1. Are you satisfied with the external recruitment sources performed in your

organization.

External recruitment sources

18%

agree disagree

82%

INTERPRETATION: Regarding external recruitment sources 82% employees are satisfied or agree whereas 18% are not satisfied which is performed in the organization. Therefore, the employees are satisfied by recruitment process.

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1. Are you satisfied with the monetary reward given on bringing a candidate on board?

Monetary reward

26%

agree disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board 74% of employees are satisfied and 26% are not satisfied.

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3. Are you satisfied with the background checks conduct for employees .

Backgroud checks

22%

Agree Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for employees 78% employees are satisfied whereas 22% employees are not satisfied.

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4. Are you satisfied with the monetary limits given to you for the expenses?

Expenses

21%

Agree Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees for their expenses 79% of the employees are satisfied and 21% of the employees are not satisfied.

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B. INDUCTION

1. The induction programme of your organization is informal type.

Induction programme

18%

Agree Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in the organization, 82% of the employees are satisfied whereas 18% of the employees are not satisfied.

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2. The induction of your organization covers organizational structure and policies.

Induction
10%

Agree Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the employees are satisfied and 10% of the employees are not satisfied. It means that most of the employees are benefited.

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C. TRAINING AND DEVELPOMENT a. For Employee performance is the training need analyzed in your organization

Employee performance

24%

Agree Disagree

76%

INTERPRETATION: Regarding employee performance, 76% of employees are satisfied whereas 24% of employees are not satisfied. It means that most of the employees get affected from this evaluation.

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b. Are you satisfied with the Classroom method adopted by your organization to train the employees?

Classroom method

27%

Agree Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the employees are satisfied whereas 27% of the employees are not satisfied. It means most of the employees get affected but some of the employees want training and development programmes to train employees.

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c. Effectiveness of training program in your Organization is evaluated by observing the post training performance of employees.

Effectiveness of Training program

32% Agree Disagree 68%

INTERPRETATION: Regarding effectiveness of training program, 68% of the employees are satisfied whereas 32% of the employees are not satisfied. It means that some of the employees want that evaluation of effectiveness of training program should be done with some other method.

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D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Balance scorecard method


8%

Agree Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the employees are satisfied whereas only 8% of the employees are not satisfied. It means that most of the employees are benefited from this evaluation method.

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2. Are you satisfied with the feedback given to you by organization?

Feedback

28%

Agree Disagree

72%

INTERPRETATION: Regarding feedback 72% of the employees are satisfied whereas 28% of the employees are not satisfied. It means that some of the employees get benefited but some are not.

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E. CAREER PROGRESSION d. Are you satisfied with the mentor system followed for career progression?

Mentor system
16%

Agree Disagree

84%

INTERPRETATION: Regarding mentor system followed for career progression, 84% of the employees get benefited and only 16% of the employees are exempted.

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e. Are you satisfied with the competence analysis and feedback from manager?

Competence analysis and feedback

22%

Agree Disagree

78%

INTERPRETATION: Regarding competence analysis and feedback from manager 78% of the employees are satisfied whereas 22% are not satisfied. It means that some of the employees want feedback from other source.

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F. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Privilege leave

17%

Agree Disagree

83%

INTERPRETATION: Regarding privilege leave provided to employees, 83% of the employees are satisfied whereas 17% of the employees are not satisfied.

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G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern


13%

Agree Disagree

87%

INTERPRETATION: Regarding informal communication pattern, 87% of the employees are satisfied and 13% of the employees are not satisfied. It means most of the employees are comfortable with this communication process.
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2. Are you satisfied with the opinion survey and Department meeting?

Opinion survey and Department meeting

24%

Agree Disagree

76%

INTERPRETATION: Regarding opinion survey and department meeting, 76% of the employees are satisfied and 24% of the employees are not satisfied.

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H. REWARDS AND RECOGNITION 1. Are you satisfied with the monetary rewards?

Monetary Rewards

33% Agree Disagree 67%

INTERPRETATION: Regarding monetary rewards, 67% of the employees are satisfied whereas 33% of the employees are not satisfied. It means that some of the employees want to implement non-monetary rewards in the organization.

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I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident Insurance policy?

Contingencies

24%

Agree Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy, 76 % of the employees are satisfied and 24% of the employees are not satisfied.

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J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim policy?

Services
11%

Agree Disagree

89%

INTERPRETATION: Regarding services provided under Mediclaim policy, 89% of the employees are satisfied and 11% of the employees are not satisfied.

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CONCLUSION
Study shows that 1. The Policy of the company provides facilities for all round growth of individuals by training in-house and outside the organization, reorientation, lateral mobility and self-development through self-motivation. 2. 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. The Policy implements equitable, scientific and objective system of rewards, incentives and control. 5. The Policy recognizes worth contributions in time and appropriately, so as to maintain a high level of employee motivation and morale. 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 companys goals. 8. Company inspires the employees to do their best work every day. 9. The employees are not satisfied with the communication and decisionmaking process as it leaks the information related to organization. 10. The employees do not receive the appropriate recognition and rewards for their contributions and accomplishments. 11.The employees feel that they are not paid fairly for the contributions they make to companys success.

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SUGGESTIONS &RECOMMENDATIONS
1. The Performance Appraisal of employee is evaluated on the basis of 360 degree feedback or 180 degree feedback. 2. The Organization should focus on mentor system intend to help employees in their career progression. 3. The Organization should conduct Psychometric tests for employees. 4. The Training should be mandatory for all level of employees. 5. The Departments should develop constructive attitude towards each other. 6. The company should give the appropriate recognition for the contributions and accomplishments made by employees. A flexible reward system should be adopted by organization to improve employee motivation. 7. A more transparent and full proof communication system developed in the organization. 8. Replacing the lacuna in the current system. 9. Wages and salary administration process should have a more scientific approach laying stress on equal wages for equal work done.

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BIBLIOGRAPHY
Published Report:1. Various News Letters of Himachal Futuristic Communication Ltd. 2. Annual Report of HFCL. 3. News papers.

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. Policies of Himachal Futuristic Communication Ltd. 2. Documents of Himachal Futuristic Limited Ltd.

Websites:
www.hfcl.com www.citehr.com www.ask.com www.wikipedia.com www.hrgroup.com www.scribd.com

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ANNEXURES

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Name of Employee: ----------------------------------------------------------------------Designation: ----------------------------------------------------------------------

QUESTIONNAIRES
A. 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 B. Induction 1. The induction programme of your organization is informal type. 1. Agree 2. Disagree 2. The induction of your organization covers organizational structure and policies. 1. Agree 2. Disagree

C. Training and Development 1. For Employee performance is the training need analyzed in your organization. 1. Agree 2. Disagree 2. Are you satisfied with the Classroom method adopted by tour organization to train the employees? 1. Agree 2. Disagree 3. Effectiveness of training program in your Organization is evaluated by observing the post training performance of employees. 1. Agree 2. Disagree

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D. Performance Appraisal 1. Are you satisfied with the Balanced Scorecard method? 1. Agree 2. Disagree 2. Are you satisfied with the feedback given to you by organization? 1. Agree 2. Disagree E. Career Progression 1. Are you satisfied with the mentor system followed for career progression? 1. Agree 2. Disagree 2. Are you satisfied with the competence analysis and feedback from manager? 1. Agree 2. Disagree F. Leave Policy 1. Are you satisfied with the privilege leave provided to you? 1. Agree 2. Disagree G. Communication and Decision making process 1. Are you satisfied with the informal communication pattern? 1. Agree 2. Disagree 2. Are you satisfied with the opinion survey and Department meeting? 1. Agree 2. Disagree H. Rewards and Recognition 1. Are you satisfied with the monetary rewards? 1. Agree 2. Disagree

I. Personal Accident Insurance Policy 1. Are you satisfied contingencies cover under this policy? 1. Agree 2. Disagree J. Mediclaim Policy 1. Are you satisfied with the services covered under this policy? 1. Agree 2. Disagree

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