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EXECUTIVE SUMMARY

HR Practices are linked with the management of human resources, activities

necessary for staffing the organization and sustaining high employee performance.

Some employees, regardless of an organization's efforts at selection, socialization, job

design, performance standards and reward practices, create discipline problems for the

management. Handling these discipline problems is a sensitive and challenging task

for a human resource manager.

Employee satisfaction level in present competitive environment of an organization is

to help knowing and reading of the minds of the current generation professionals

regarding their Company Culture, Compensation, Work atmosphere, Management

support, Job satisfaction, performance appraisal and Career growth opportunities.

Whereas, employees of an organization are expected to conduct themselves in

accordance with the organizations rules and standards of acceptable behaviour.

Employees who cannot be motivated to maintain such discipline require some degree

of extrinsic disciplinary action. Therefore this study aims at exploring the relationship

between HR Practices and Its Impact on Employee Satisfaction in Enhance Plus

Consultant, Indore.

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 INTRODUCTION

Human resource management (HRM) is considered a critical organizational resource

that helps an organization sustain its effectiveness. It is one important area that

influences a number of employees attitudes and behaviour such as intent to leave,

levels of job satisfaction, and organizational commitment suggested that soft or high

commitment human resource management practices are those that generate trust in

employees and these practices include giving employees empowerment and

involvement in decision making; extensive communication about functioning and

performance of the employees service; designing training for skills and personal

development of employees; selective hiring; team-working where idea are pooled and

creative solutions are encouraged; rewards system that commensurate with effort;

reduction of status between the management and staff and all workers are valued

regardless of their role.

A lot of researchers have found that HR Practices are positively linked with employee

satisfaction. The main theme of this project is to observe the relationship between HR

Practices and its impact on Employee Satisfaction in Commercial Automobile.HR

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planning is defined as the procedure by which an organization ensures that it has the

right number and kinds of human resources at the right place and at the right time.

Human resource management:

A business unit needs employees to look after different activities. This is called

manpower or human resource. Such human resource needs to be developed fully so

that it will make positive contribution for the progress and prosperity of a business

unit. For this systematic development and management of human resources is

necessary. Human Resource Management (HRM) deals with:

 Training

 Self-development

 Promotions

 Performance Appraisal

HRM is an organized learning experience aimed at matching the organizational need

for career growth and development. It is a process involving series of learning

activities designed to acquire desired level of competence among employees.HRM is

a continuous process and it needs money. Such investment creates a team of efficient,

skilled and trained manpower which brings success and stability to a business

unit.HRM programmes offer long term benefits to an organisation.

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Employee Satisfaction:

Employee satisfaction means what are the feelings of different employees about the

different dimensions of their jobs. The level of satisfaction and dissatisfaction is

another aspect which is related to employee’s satisfaction. It may be the general

behaviour emerged due to different happenings at the work place; it may be

supervisor’s behaviour, relationship with peers or the work environment.Various

factors such as an employee needs and desires, social relationships, job design,

compensation, developmental opportunities and aspects of work-life balance are

considered to be some of the key factors of employee satisfaction. A satisfied

workforce can increase organizational productivity through less distraction caused by

absenteeism or turnover, few incidences of destructive behaviour, and low medical

costs.

HR Practices:

A key focus of the human resource management is highlighted in the role of staffing,

performance management, training and development, and compensation

that plays indifferent types of business strategies. With the acquisition and preparation

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of human resources, including planning, recruitment, selection, and training can affect

the whole organizational performance. The HR planning, start of the strategy,

illustrates the process of developing human resource plan.

The strengths and weaknesses of staffing options such as outsourcing, use of

contingent workers, and downsizing are involved in planning. The recruitment

process is done strategically to determine the talented employee fit for the position.

The selection process emphasizes the ways in minimizing errors in employee

selection and placement to improve the company‘s competitive position. The

selection method standards such as validity and reliability are utilized. An effective

training systems of the manager‘s role in determining employees ‘readiness

for training, creating a positive learning environment, and ensuring the training is

used on the job. The human resource strategies are rewarding and compensating that

can strengthen or weaken the employee effectiveness. In summary, all of the HRM

strategies and function should be aligned to help the company meet its objectives as

well as focusing on their customers .The best practice approach assert that certain HR

practices are found to consistently lead to higher organizational performance,

independent of an organization‘s stated strategy. The high

performance HR practices foster innovation through the development of innovation va

lues, encouraging of information sharing, goal setting and appropriate training and

development. It is assumed that HR practices are closely associated with job

satisfaction. Because many scholars and practitioners believe that sound HR practices

result in better level of job satisfaction which ultimately improves organizational

performance. HRM practices had positive effect on job satisfaction of the employees

whereas individual characteristics such as age, gender, and education had insignificant

effect on job satisfaction.

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These HR Practices are also known as key drivers of employee performance. Training

and development is one of the key elements of employee job satisfaction because it

reduces the discrepancies in job tasks and enhances the job skills which in result

motivates the employees and lead towards job satisfaction.

Employees get extremely motivated through rewards and recognition and these two

factors lead towards employee motivation and research shows that highly motivated

employees are the most satisfied employees and also the high performers.

Sound HR planning can enhance job satisfaction of the employees by providing

opportunities for the employees to participate in planning their own careers. Therefore

it is very important to know which HR Practices keep the employees satisfied.

HRM practices are inevitable factor in determining the growth and prospects of any

organization. Human resource is the most precious asset and delicate factor of

production. In this global competitive world, it is necessary to retain skilled workers

in the organization by efficient HRM practices. Every organization operates its

activities with the support of human resource which includes top level managers,

executives, supervisors and other employees. The overall performance of any

organization depends upon the extent to which human resource is effectively utilized.

Training and Development:

Training is focusing on fixing a specific issue.Training often answers the question

"what happens if" Development on the other hand takes a more global approach.

Training is related with current performance and progress of an employee while

development is related with the future performance and progress. Training is anything

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offering learning experience. Training helps employees is more specific with their job

and organization and as a result increases employee satisfaction and makes them work

better..

Recognition:

Recognition is appreciation of employee’s performance in formal or an informal way.

Recognition is one of the driving force towards motivating employees, it also

highlights how much an employee’s performance is appreciated in an organization for

the amount of work he/she has put in. Recognition maintains a strong bond between

motivation and performance and as a result the level of motivation of employee’s

stays very high almost all the time. Recognition increases level of job satisfaction and

satisfied employees are a valuable asset for any organization. Recognition is often

considered to be of two major types, monetary and non-monetary awards. Different

sectors need different ways of recognition to be applied, some sectors or segments of

population may like monetary and prizes to be an easy and better way of motivation

while others may like non-monetary awards because they feel that if cash is to be

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given as recognition than they already have salaries and other bonuses which get

consumed very quickly.

Rewards:

Rewards are usually referred to as intangible returns including cash compensation and

benefits. Reward system is set of mechanisms for distributing both tangible and

intangible returns as part of an employment relationship. Rewards are also termed as

the need of an employee because when reward will be linked with the employee’s

desire it will motivate him/her to a very high level. It certainly shows that what an

employee wants after performing a certain task. It has been revealed in the past

researches that rewards are very strongly correlated with employee satisfaction.

Rewards are positively linked to employee satisfaction. Their research extracted one

important element that employees are more satisfied with those rewards that they

actually perceive. Employee satisfaction may be determined through job rewards.

Performance Appraisal:

Performance Appraisals is the assessment of individual’s performance in a systematic

way. It is a developmental tool used for all round development of the employee and

the organization. The performance is measured against such factors as job knowledge,

quality and quantity of output, initiative, leadership abilities, supervision,

dependability, co-operation, judgment, versatility and health. Assessment should be

confined to past as well as potential performance also. The second definition is more

focused on behaviours as a part of assessment because behaviours do affect job results

Employee Motivation

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You can have a lovely shiny car, but it’s worthless if it doesn’t have the power of a

great engine behind it. Your employees are the engines of your organization and like

any finely tuned engine your workforce to operate smoothly and effectively. The fact

is employee motivation is directly linked to business profits, and the more self-

motivated your employees are, the more differentiated and successful you will be as a

business, hence employee motivation is a must HR Practice in any Organization.

 Motivated employees look for better ways to do a job.

 Motivated employees care about their customers

 Motivated employees take pride in their work.

 Motivated workers are more productive.

Compensation

Compensation is the remuneration received by an employee in return for his/her

contribution to the organization. It is an organized practice that involves balancing the

work-employee relation by providing monetary and non-monetary benefits to

employees.

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Pay Roll Section:

After employee placement/joining the recruitment section handovers the details of the

employees enclosed in a file to the payroll department. In Enhance Plus Pay Roll

process starts from 25th of every month. First part is attendance, which will be coming

from last 26th to 25th of the month. Salary is paid for 1st to 31st but attendance is

calculated from 25th to 26th of the month. The Pay Roll department then looks after

the following aspect of the employees.

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STATUARY COMPLIANCE

Statutory means "of or related to statutes," or what we normally call laws or

regulations. Compliance just means to comply with or adhere to. So statutory

compliance means you are following the laws on a given issue. The term is most often

used with organizations, who must follow lots of regulations. When they forget or

refuse to follow some of those regulations, they are out of statutory compliance. A

company that follows all the rules, is in statutory compliance.

HEALTH, SAFETY, ENVIRONMENT AND QUALITY

(HSEQ)

Every job involves certain risks. In order to provide a safer and healthy atmosphere at

work place HSEQ is strengthened at all levels in Enhance Plus.

There is a possibility of occurrence of risk either from external and internal sources.

External sources hear referred to infrastructure and internal sources referred to

Behavior of employees. HSEQ is involved in regulation and controlling the risks

involved in jobs

RECRUITMENT

Placing the right person at right place at right time is called Recruitment.

Recruitment policies at Enhance Plus . Recruitment will normally be done against

vacancies that occur due to the following reasons:

 Separation- Resignation/ Termination/ Dismissal/ Retirement death

 Expansion/ Reorganization of Company’s business / operations

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b) Vacancies in all Departments will be filled after prior written approval of

the Managing Director.

c) Prior written approval of the Managing Director will also be required even the

vacancies are within the provision of the approved Manpower.

d) All vacancies to be filled from outside will be notified to the Employment

Exchange.

e) Vacancies will be filled through

Promotion/ up gradation/ relocation out of the existing employees.

Or

Employment Exchange

Or

Placement Agencies/ campus Interviews

Or

Advertisements

f) The following considerations will weigh in preparing shortlists of candidates in

recruitment. Candidates within the Organization who could fill the vacancies on

merits should be considered on priority. Active list of Applicants in the Company will

be scrutinized.

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SELECTION

To choose the right candidate from a pool of applications is called Selection.

Selection policy adopted by the company

The following weightage will be given in the final evaluation:-

Factors Weightage

Qualifications 25%

Relevance of past experience 25%

Interview 50%

a. The selected candidates will be notified promptly.

b. Candidates not selected will be sent regret letters.

c. Candidates who were very poor will be informed regretting the company’s

inability to find an opening appropriate to their capabilities.

d. Candidates who were very good but not suitable for the position for which

interviewed will be informed that the selection committee found them good

but not suitable for the post for which they were considered and that their

application is being kept on the active file and “will be in touch should a

suitable opening exist in future.”

APPOINTMENT LETTERS

All candidates found suitable for appointment shall be issued Letters of Intent

(Employment Offers).

Appointment Letters shall be issued under the signature of Authorities as under:-

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Following testimonials and documents must be on the candidate’s file before issuing
the Appointment Letter:
 Medical Fitness Certificate from Company’s Doctor.
 Authentic proof indicating the Date of Birth (School Leaving Certificate).
 Copies of Certificates of Educational Qualifications.
 Copies of Certificates of experience from previous employers.
 Copy of relieving Certificate from the immediate past employer.
 Company’s Application Form duly filled in.
 Three passports sized colours photographs.
 Last ESI Membership No. wherever applicable.
 Last Provident Fund Account No. wherever applicable.
 Salary/ Income Tax Certificate from the last employer(s) along with PAN No.
 Antecedent Verification from the Referees/ past Employers indicated by the
candidate in his/ her Application Form.
 Appointment Letters will be prepared on a standard format designed by the
HR Department. Documents and forms to be filled by the employee at the
time of joining.
 Declaration/Nomination form under the Employee’s P.F AND Miscellaneous
Provisions Act, 1952.
 Declaration Form under Employees State Insurance Scheme.
 Nomination form under Payment of Gratuity Act, 1972.
 Declaration of dependant family members for notification to Insurance
Company For coverage under Med- claim.

PROBATION
All employees are initially kept on probation for a period of six months, which may
be extended for a further period of three months, at the sole discretion of the
Management. Total period of probation shall, in no case, extend beyond one year.
Confirmation
On receiving satisfactory reports on progress during probation period,HR Department
will obtain necessary approvals and issue letter of confirmation to the probationer on
expiry of probation period.

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COMPENSATION POLICY:
Objective:-
To provide a uniform, stable and reasonable competitive compensation to all the
employees of the company.
Compensation- For Staff, Officers and Executives:-

Company policy;
Compensation package for above category of employees comprises of Basic Salary
and allowances.

Procedure
For Staff and Officers, there is a well – defined guiding scale.
 Computation of salaries/ wages for Workers/ staff & Officers Executives/
Managers is done by the HR Department
 Statutory obligations like taxes, provident Fund. ESI etc. and other deductions as
permissible and payment thereof to the respective authorities is organized by
Accounts Department.
 Annual revision of Basic salary for the all the employees will be undertaken as per
performance Appraisal policy of the company.

HOUSE RENT ALLOWANCE:-

All executives are entitled to House Rent Allowance at the rate of 50% of their basic
salary Officers & Staff are paid House Rent Allowance at the rate of their basic
salary.

TELEPHONIC POLICY:

To communicate with their employees at any time company provides the facility of

the telephone. By providing this facility company also giving a good communication

atmosphere.

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Some Executives have been provided with Mobile Phones depending upon their

assignment subject to monthly limits as per their respective Grade can claim (Mobile

phone) bills within the entitlement as given below in proscribed format:-

SALARY ADVANCE

All employees are entitled @ 80% interest free salary advance and it can be recovered

in 3-4 equal monthly instalments from their salary/ wage.

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GRATUITY
The object of providing a gratuity scheme is to provide retirement benefit to

employees who have rendered long and unblemished service to the employer and

thereby contributed to the prosperity of the employer. Gratuity as paid in lumpsum as

per the Payment of Gratuity Act, 1971 and rules framed there under.Gratuity is

payable to an employee on his separation from the services of the company, after he/

she has rendered continuous service for not less than five years:-

a. On his superannuation; or

b.On his retirement or resignation; or

c. On his death or disablement due to accident or disease (five years

continuous service condition is not applied)

For the purpose of calculation of gratuity, the salary last drawn is taken into

consideration.

LEAVE POLICY:

The Executive/ officers and Staff of the Company will be governed by the following

types of leave

Earned Leave

a. All the Executives/ officers and Staff shall be eligible Earned Leave in

accordance with the Factories Act.

b. The unveiled EL standing to the credit of an employee as on 31st December

each year may be carried forward and accumulated upon a maximum for 30 day in

case of Executives and officers & Staff, beyond which it will encase.

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EXTRA ORDINARY LEAVE

The Company, at its own discretion, will grant extra-ordinary leave with or without

pay for prolonged sickness, studies, or for other justified reasons to the employees

subject to the condition that he/ she has exhausted all other leave to which he/she is

entitled.

SICK LEAVE

 Employees, who are in service of the company as on 1st January of the

financial year; shall be credited with a SL of 7 days to be availed during the

subsequent twelve months on account of sickness.

 SL for 3 days or more should be supported by a Medical / fitness Certificate

from a Registered Medical Practitioner, who treated/ examined the employee.

 A leave application must be submitted immediately on falling sick with a

medical Certificate, as it would not be entertained later without sufficient

justification.

 SL in excess of the accumulation limit will lapse and will not be the subject

matter of any compensation.

CASUAL LEAVE

An employee who is in service of the company as on 1st January will be eligible to

avail of CL for casual purposes for nor more than 7 days in a financial year. CL will

not be allowed more than 2 days at a time.

SHORT LEAVE
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All the officers and staff are entitled to short leave of maximum two hours a day for

personal work and subject to four hours in a month for which no salary is deducted.

MATERNITY LEAVE

Maternity Leave shall be as per Maternity Benefits Act, 1961 as amended from time

to time.

LEAVE ROSTER
The HR Department/ in-charge shall also ensure that too many Executives, Officers

and Staff are not on leave at the same time in a particular month.

Leave Rules- Workers

 Those employees who have actually attended duty up to 240 working days in a

calendar year will be allowed one day’s Earned leave fir every 20 days of work

performed by them during the calendar year.

 The operating rules regarding granting of privilege Leave, wages for leave period

etc. will be governed by the Holiday falling in between Earned Leave days shall

not be counted as Leave days.

 Privilege Leave will be encased on retirement/ resignation/ termination of the

following basis:-

CASUAL LEAVE:-

 All employees shall be entitled to seven days Casual Leave with wages, during

one calendar year from 1st January to 31st December.

 The principal of earns and avails on pro rata basis shall apply. Casual Leave shall

not be granted for more than two days at a time.

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 COMPANY PROFILE

Type of company : Consultancy services provider

Head office : Indore

Owner : Col. Sunil Sharma

Founded (Year) : 2008

Website : http://www.enhanceplus.org/

Address : 711,7th Floor, Rajani Bhavan

Regal Square, Indore, (M.P.)

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Enhanceplus came into existence with a view to provide Complete Enterprise

Solution to its customers. It is committed to individuals and organizations who aspire

to grow. The growing Indian Economy has placed an open canvas of opportunities.

With our expertise in the areas of Human Resource and Marketing, we attempt to be

the lights to steer the opportunities to our clients advantage. The portfolio of services

includes Recruitment, Training and HR solutions.

Our Vision

 To be a leading consultant in Pan India

Our Mission

 To provide right people at right cost with right quality.

 To succeed in the market based on our professionalism, skill and innovation.

 To possess highest standard of responsibility and accountability towards our

job.

Our Principle

 Honesty towards our profession

 Integrity with all stakeholders

 Profit through value addition

 Result oriented work environment

SERVICES OFFERED BY COMPANY

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Corporate Training

Organizations across India have increasingly realized that the need to invest on

Manpower is equally important as investment on Equipments. Hence, HR is

constantly looking at upgrading the knowledge of its people. Training has also

become an important tool for retention We expertise in the field of Management

Consultancy and Corporate Training. The Company has tieups with various National

Organisations currently working in india and has the requirement of manpower in

their respective organization.

CANDIDATES

An Organization is nothing without Human resource. Human Resource department is

concerned with the “people” dimension in management. Since every organization is

made of people, acquiring their services, developing their skills, motivating them to

high level of performance are essential to achieve organizational objectives and

ensuring that they continue to maintain commitment to the organization.

Our System

We have a good support system in our team of consultants who facilitate search of the

right candidate through research. This is done together with our key source and

personal contacts. Candidates are short listed on the basis of every parameter before a

client-candidate meeting is scheduled. We see to the cultural fit too as we believe that

the growth of a company is through the people who work for it. Throughout the

recruitment process, we act as a medium between the candidate and the company. We

ensure the timely and smooth transition of the candidate to the new organization.

Enhance plus understands executive search as a combination of common sense,

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knowledge, imagination, discretion and sheer hard work. Backed by professionals we

bring in value addition, integrating human resource with business processes

effectively.

Our policy is to recommend only 3 candidates per requirement, unless specified

otherwise by our clients. We understand the priorities of our clients and the value of

their time. We do not believe in overloading our clients with multiple unscreened

resumes. The difference with Enhanceplus is to ensure that you get the most suitable

candidates in the shortest possible time. As a policy we do not head hunt for

candidates from our client organizations.

ABOUT THE OWNER

COL. Sunil Sharma is the managing director of Enhance Plus Consultant. He is

professional HR Consultant and his company facilitates the business sector by

aligning HR with Company’s business. He is an alumnus of IIM Indore and Indian

Army with over 30 years of experience. He headed the HR function of Ipca

Laboratories and then National Steel and Agro Industries, wherein he developed and

evolved the hr system and setup the operations of the HR at plants, head office and

branches. IIM Indore and the exposure to working of pharmaceutical and steel plants

gave him the cutting edge in the competitive and human intensive field. Fast pace

solutions, creative technique and innovative ideas coupled with his expertise in

management and strategic thinking facilitate him as a fully dedicated and passionate

consultant. His area of specialization is HR and Strategic issues. The main focus lies

on Training and Development of Company’s resources and to keep them motivated

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and equip them with latest knowledge of their fields. He also assist the management

in Strategic Concepts and Planning to equip them for the competitive market.

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 OBJECTIVE OF THE STUDY

The project on HR Practices and Impact on Employee Satisfaction is based on

HR practices and strategies that can be used for the advantage of the company.

The main objectives of the study are:

 To study the HR Policies of the company

 To provide an overview and analysis of HRM practices.

 To focus the dimensions of HRM practices.

 To propose a test for measuring employee’s satisfaction by HRM

practices.

 To study the amendments made in the HR Policies of Enhance Plus since

the time of incorporation

 To examine the flaws of HRM practices which affects employee

satisfaction.

 To provide some suggestions for improving HRM practices and

employee’s satisfaction.

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 RESEARCH METHODOLOGY

INTRODUCTION

A research design is the arrangement of conditions for collection and analysis of data

in a manner that aims to combine relevance to the research purpose with combine in

procedure. The current study is exploratory cum descriptive in nature.

MEANING

The procedures by which researchers go about their work of describing, explaining

and predicting phenomena are called methodology. Methods comprise the procedures

used for generating, collecting and evaluating data. Methods are ways of obtaining

information useful for assessing explanations.

DEFINITION

The definition of research given by Creswell is "Research is a process of steps used to

collect and analyze information to increase our understanding of a topic or issue". It

consists of three steps: Pose a question, collect data to answer the question, and

present an answer to the question.

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EXPLORATORY RESEARCH DESIGN:

The main purpose of such studies is that of formulating a problem for more precise is

that of formulating a problem for more precise investigation or of developing the

working hypotheses from an operational point of view. The major emphasis in such

studies is on the discovery of ideas and insights.

Descriptive Research Design:

Descriptive research studies are those studies, which are concerned with describing

the characteristics of a particular individual or of a group. The research design is the

arrangement of conditions for the collection and analysis of data in a manner that aims

to combine relevance to the research purpose with economy in procedure. More

explicitly, the design decisions happen to be in respect of:-

SAMPLE SIZE AND TECHNIQUES

Sample design:

A sample design is a definite plan for obtaining a sample from a given population.

Universe:

Universe refers to the entire population taken understudy. Here, the universe consists

of Enhance Plus .

Sample Size

This refers to the number of items to be selected from the universe to constitute a

sample. In this study, the sample size is fifty.

Sample Size : 50

Sampling Procedure:

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In sampling procedure the decision regarding technique to be used in selecting the

items for the sample is taken. Here the technique used is convenient sampling & area

sampling.

Data Collection

Data is of two types – Primary data & Secondary data.

Primary data

The primary data are those, which are collected afresh and for the first time and it is

original and correct. Primary data are collected with the help of questionnaire &

personal interviews and discussions.

Secondary Data

Secondary data is that data which someone else has already collected and which have

already been passed through the statistical process. Here, secondary data is collected

from journals, magazines, annual reports and publications.

Data Analysis:

After collecting the data it has to be processed and analyzed. The term analysis refers

to the computation of certain measure along with searching for patterns of relationship

that exist among data groups. This study involves percentage and appropriate

analytical tools.

Data Interpretation:

Interpretation refers to the task of drawing inferences from the collected facts after at

analytical study.

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 DATA ANALYSIS & INTERPRETATION

Question 1 : According to you what is the most important factor for selection
policy?

Options Response Percentage

Qualification 30 60%
Past experience 13 26%
Interview 7 14%
Total 50 100%

70%

60%
60%

50%

40%

30% 26%

20%
14%

10%

0%
Qualification Past experience Interview

Interpretation:-

Above analysis shows that 60 qualification is the most importance factor during the
appointment where as 26 % respondents says past experience is one of the important
factor while 14% respondents agreed with the interview process.

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Question2 : Which method is adopted by the company in training policy?

Options Response Percentage

On the job training 30 60%
Workshops 10 20%
Seminars 10 20%
Total 50 100%

20%

20% 60%

Interpretation:-

Above graphical presentation shows that according to 60% respondents on job

training method is adopted by the company in training policy, where as 20% of the
respondents believes that workshops and seminars method is adopted for training.

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Question3 : Which recruitment policy is adopted by the company?

Options Response Percentage

On-line 15 30%
advertisement 20 40%
Institutions 15 30%
Total 50 100%

Response
25

20
20

15 15
15

10

0
On-line advertisement Institutions

Interpretation:-

As per the above presentation 40% respondent says company believes in

advertisement policy while 30% respondents says online and rest 30% respondent
believes institutional recruitment policy is adopted by the company.

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Question 4: Which type of incentives is given to you by the company?

Options Response Percentage

Holiday package 7 14%
Bonus 30 60%
Others 13 26%
Total 50 100%

70%

60%
60%

50%

40%

30% 26%

20%
14%

10%

0%
Holiday package Bonus Others

Interpretation:-

Above analysis shows that, according to 14% respondents company provides them
holiday packages as incentives where as 60% respondents says that company provides
bonus as their incentives, rest 26% believes that the company is providing incentives
in some other ways.

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Question 5 : What type of changes you want in Welfare policy?

Options Response Percentage

Canteen 15 30%
Insurance 23 46%
Education 12 24%
Total 50 100%

25
23

20

15
15

12

10

0
Canteen Insurance Education

Interpretation:-

Looking to the above analysis it could be clearly identified that 30% respondents
wants canteen facility as a change in welfare measures, where as 46 % respondents
wants insurance where as 24% respondents went for education as a change in welfare
measures.

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Question 6 : Which type of social security you want from the company?

Options Response Percentage

Gratuity 27 54%
Provident fund 10 20%
ESI scheme 13 26%
Total 50 100%

Percentage
60% 54%

50%

40%

30%
26%
20%
20%

10%

0%

Gratuity
Provident fund
ESI scheme

Interpretation:-

Above graphical presentation shows that 54% respondents wants gratuity as social
security where as 20% respondents wants provident funds and 26% respondents wans
ESI Scheme as their social responsibility.

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Question 7 : Do you think your HR policies helps in building good relationship
between top level and lower level management?

Options Response Percentage

Yes 34 68%
No 5 10%
Cant say 11 22%
Total 50 100%

80%
68%
70%

60%

50%

40%

30%
22%
20%
10%
10%

0%
Yes No Cant say

Interpretation:-

68% respondents believes that HR policies adopted by the organization helos in

building good relationship between top level and lower level management where as
10% respondents denied with the statement, rest 22% were confused regarding the
questions.

43
Question 8: What are the major impacts of HR policies?

Options Response Percentage

Productivity 25 50%
Reduce turnover 13 26%
Good relationship 12 24%
Total 50 100%

30

25
25

20

15
13
12

10

0
Productivity Reduce turnover Good relationship

Interpretation:-

Above analysis shows that, according to 50% respondents the major impact of HR
polices are on productivity, where as 26% respondents believes that it reduces
turnover and 24% respondents believes that good relationship can be build with the
good HR practices.

44
Question 9 : Which appraisal system is adopted by the company?

Options Response Percentage

MBO 8 16%
360* Appraisal 35 70%
Others 7 14%
Total 50 100%

40

35
35

30

25

20

15

10 8
7

0
MBO 360* Appraisal Others

Interpretation:-

Here we can conclude that according to 70% respondents company uses the 360*
Appraisal technique for the performance appraisal of the employees where as 16%
says MBO is used for appraisal in the company where as 14% believes that some
other methods are used in appraisal system of the company.

45
Question 10 : Are you satisfied with the leave policy of the company?

Options Response Percentage

Yes 23 46%

No 20 40%

Cant Say 7 14%

Total 50 100%

25
23

20
20

15

10

0
Yes No Cant Say

Interpretation:-

46 % respondents are satisfied with the leave policy of the company where as 20%
were not satisfied and 14% were confused about the statement so they choose cant say
options in the statement.

46
Question 11: Are you satisfied with the HR policies adopted by the company?

Options Response Percentage

Yes 34 68%
No 5 10%
Cant say 11 22%
Total 50 100%

80%

70% 68%

60%

50%

40%

30%

22%
20%

10%
10%

0%
Yes No Cant say

Interpretation:-

Here we can conclude that the most of the employees 68% are satisfied with the HR
policies of the company where as 10% were not satisfied and 22% were not in
condition to state anything about the question..

47
Question 12 : Does Top level management include your representative at the
time of making HR policies?

Options Response Percentage

Yes 23 46%
No 20 40%
Cant say 7 14%
Total 50 100%

Percentage
50%
46%
45%
40%
40%

35%

30%

25%

20%
14%
15%

10%

5%

0%
YES NO NO COMMENT

Interpretation:-

Most of the employees (46% ) says that their representatives are included in making
HR policies where as 40% denied with the statement and 14 cant say anything about
the question.

48
 Question 13 : How frequently your organization change the policy?

Options Response Percentage

After govt. order 13 26%
After 6 months 15 30%
Annually 22 44%
Total 50 100%

25

22

20

15
15
13

10

0
After govt. order After 6 months Annually

Interpretation:-

According to 44% respondents organization mainly changes the policy annually

where as 30% believes that company changes after 6 months and 26% stated that after
government order it is changed.

49
Question 14 : Does employees in job regularly receive a formal evaluation of
their performance.

Options Response Percentage

Yes 38 76%
No. 12 24%
Don’t Know 0 0%
Total 50 100%

Percentage
0%

24%

Yes
No
I Don’t Know

76%

Interpretation:
76% accept that employees receive formal evaluation of their performance in a year
where as 24% disagreed with the statement..

50
Question 15 : Pay raises for employees in this job are based on job performance.

Options Response Percentage

Yes 35 70%
No. 15 30%
Don’t Know 0 0%
Total 50 100%

23%

Yes
No
I Don’t Know

77%

Interpretation:
77% of the respondents expressed that pay raises are completely based on the
performance where as 30% respondents disagreed with the statement.

51
Q16. Were you updated with the HR Policies & Procedures frequently?\

Options Response Percentage

Yes 23 46%
No. 19 38%
Don’t Know 8 16%
Total 50 100%

Percentage

16%

Yes
No
46%
I Don’t Know

38%

Interpretation:
46% of the respondents are aware of the HR Policies & Procedures. Nearly 38% of
the respondents are not aware with the policies & Procedures where as 16% were not
confirmed about the stateme nt.

52
Q17. Employees in this job are involved in decision making process.

Options Response Percentage

Yes 15 30%
No. 31 62%
Don’t Know 4 8%
Total 50 100%

8%

30%

62%

Interpretation:
62% of the respondents expressed that their views are not considered and or not
involved in the decision making process. Were as 30% believes that they are not
involved in decision making and 8% .

53
54
 FINDINGS

In Enhance Plus , there are three main factors for the selection process like
Qualification, Past experience & Interview but the most important is qualification
of the candidates.
 For providing in the company, three methods are applied – On the job
training, Workshops & Seminars. Out of these, on the job training is
preferred mostly.
 For the purpose of recruitment, out of Online way, Advertisement &
through Institutions, the advertisement gets the highest response. Thus
most of the recruitment is done through advertisements.
 As per as the employer attitude towards the compensation system &
welfare policy is concerned, the company offers bonus the most to its
employees as a part of compensation compared to holiday package &
others. Thus through the analysis, it is clear that the employees want more
& more insurance schemes than canteen & education facilities for the
improvement in welfare policy.
 There are three main kinds of social securities provided to the employees.
These include- gratuity, provident fund & ESI scheme & out of these, the
most demanded social security is gratuity by the employees.
 In the analysis that HR policies help in building good relationship between
top level & lower level management, it is found that there is a good
relationship between the two & these HR policies have helped a lot in
increasing the productivity of the organization.
 Most of the employees are appraised through 360* appraisal system but
some other techniques as well as MBO are also used sometimes. About

55
 45% of the employees are satisfied with the Leave Policy of the company
& 40% are not satisfied & rest 15 % have no comments.
 Through the analysis, it is also known that around 70% of employees in
the organization are satisfied with the HR policy of the company, around
10% are not satisfied while the rest have no comments on this.
 It is also found that at the time of making HR of policies in the
organization, the top level management includes representatives of the
employees only sometimes while they should be included at this time
every time because they are also the part of the organization & may help
in setting up the HR polices in the company.
 As far as the changes in the HR polices are concerned, the organization
mainly changes its policies annually.

56
57
 LIMITATIONS

A Few limitations and constraints came in the way of conducting the present
study:-

 Due to lack of time with authority, we could not get full information about
the HR policies in the company.
 We can’t visit to many companies in such a short time.
 Due to the lack of internet facility, we could not get the data of other
companies.
 Employees are not so much cooperative in giving the response of
questionnaire.
 Though no effort was spared to make the study more accurate.
 Sample size selected may not be the true representative of the company,
resulting in biased results.

This being the maiden experience of the researcher of conducting study such as
this, the possibility of better results, using deeper statistical techniques in
analyzing and interpreting data may not be ruled out.

58
59
 SUGGESTIONS

 The Performance Appraisal of employee should be evaluated on the basis

of 360 degree feedback or 180 degree feedback.
 The organization should focus on mentor system intend to help employees
in their career progression.
 The Organization should conduct Psychometric tests for employees.
 The Training should be mandatory for all level of employees.
 The Departments should develop constructive attitude towards each other.
 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 more transparent and full proof communication system should be
developed in the organization.
 Replacing the lacuna in the current system.
 Wages and salary administration process should have a more scientific
approach laying stress on equal wages for equal work done.

60
61
 CONCLUSION

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.
The employees understand how their work goals relate to company’s goals.
Company inspires the employees to do their best work every day. The employees
are not satisfied with the communication and decision - making process as it
leaks the information related to organization. The employees do not receive the
appropriate recognition and rewards for their contributions and
accomplishments. The employees feel that they are not paid fairly for the
contributions they make to company’s success.
It can not however be said that the HR practice bundle is cause of success of
any successful and visionary company. Instead it seems that innovative HR
practices are a reflection of overall vision of the leaders whose only source of
motivation is not the bottom line. It gives me immense pleasure to conclude with
the findings of my study.
The employees of Enhance Plus feel very happy with growth of the
organization and they feel proud to be a part of the organization. Management
and staff focus more on achieving the company Targets Employees Stock Option
Scheme is one of the motivating factor to retain the employees.

62
63
 BIBLIOGRAPHY

1. Kothari, C. R. (2007) “Research methodology” 3d edition, Wishwa Prakashan,

New Age International (P) Ltd. Daryaganj, New Delhi, India.
2. Trochim, William M. K. (2007) “Research Methods” 2nd edition,
Biztantra,Dreamtech Press, Daryaganj Press, New Delhi, India
3. Bhatia S.K. (2006) “New Compensation Management Changing
Environment” 3rd edition, Tata McGraw Hill Publication, New Delhi, India.

T.N. Chabbra

WEBLIOGRAPHY

1. www.enhanceplus.org
2. www.hrindia.com
3. www.about/hr/policies.html

64
65
 ANNEXURE

Question 1 : According to you what is the most important factor for selection
policy?
Options Response
Qualification
Past experience
Interview
Total

Question2 : Which method is adopted by the company in training policy?

Options Response
On the job training
Workshops
Seminars
Total

Question3 : Which recruitment policy is adopted by the company?

Options Response
On-line
advertisement
Institutions
Total

Question 4: Which type of incentives is given to you by the company?

Options Response
Holiday package
Bonus
Others
Total

Question 5 : What type of changes you want in Welfare policy?

Options Response
Canteen
Insurance
Education
Total

Question 6 : Which type of social security you want from the company?
Options Response
Gratuity
Provident fund
ESI scheme
Total

66
Question 7 : Do you think your HR policies helps in building good relationship
between top level and lower level management?
Options Response
Yes
No
Cant say
Total

Question 8: What are the major impacts of HR policies?

Options Response
Productivity
Reduce turnover
Good relationship
Total

Question 9 : Which appraisal system is adopted by the company?

Options Response
MBO
360* Appraisal
Others
Total

Question 10 : Are you satisfied with the leave policy of the company?
Options Response
Yes
No
Cant Say
Total

Question 11: Are you satisfied with the HR policies adopted by the company?
Options Response
Yes
No
Cant say
Total

Question 12 : Does Top level management include your representative at the

time of making HR policies?
Options Response
Yes
No
Cant say
Total

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Question 13 : How frequently your organization change the policy?

Options Response
After govt. order
After 6 months
Annually
Total

Question 14 : Does employees in job regularly receive a formal evaluation of

their performance.

Options Response
Yes
No.
Don’t Know
Total

Question 15 : Pay raises for employees in this job are based on job performance.

Options Response
Yes
No.
Don’t Know
Total

Q16. Were you updated with the HR Policies & Procedures frequently?\

Options Response
Yes
No.
Don’t Know
Total

Q17. Employees in this job are involved in decision making process.

Options Response
Yes
No.
Don’t Know
Total

68
69
 Dr.Chitranshi Verma
245,Napier Town,Nr.Naveen Vidya Bhawan School,Jabalpur- 482002
Ph: 0761- 4048825 Cell: 8989828758
Email: chitranshi.verma@gmail.com

Professional Experience

 Working as a visiting faculty in Faculty of Management Studies, College of

Materials Management, Jabalpur since Dec’2010
 Worked as a visiting faculty in Centre of Management Studies, G.S.College
of Commerce & Economics, Jabalpur July 2009 – Sept. 2013
 Worked as a visiting faculty in PTU, IGNOU, Mata Gujri College, Jabalpur
Sept 2008 – Oct 2012
 Worked as Operations Executive with Indusind Bank Ltd., Jbp March ’05-
Sept’07
 Worked with HDFC Bank, Gwalior from Nov’02 – Nov’04

Educational Qualifications

 Ph.D. in Applied Economics on “An Analysis of Human Resource Practises

in Financial Sector in M.P.” from RDVV,Jabalpur, Dec 2014
 MBA in Marketing from IPS Academy, DAVV,Indore in 2002
 BBA from Institute of Management, Jiwaji University, Gwalior in 2000
 XII from CBSE Board in Kendriya Vidyalya No. 1 ,CBSE Board in1996
 X from Carmel Convent School, CBSE Board in 1994

Certifications

 NCFM-AMFI (Advisors Module) Certified with 84.75% in Oct’05

70
Publications
Research Papers (National)
 Global Recession & its impact on India” in National Seminar in 26th Nov’10 in
G.S. College of Commerce & Economics, Jabalpur
 “Globalization and its impact on Business Development in Current Scenario” in
National Seminar in April 2011 in Dept. Of Business Administration,
Hitkarini College of Engineering & Technology, Jabalpur

 “Service Sector Growth in India & China: Strategic differences” in National

Seminar in April 2012 in G.S. College of Commerce & Economics, Jabalpur

 “Emerging Role of Knowledge Management with special reference to

educational sector” in National Conference in May 2012 in Shri Vaishnav
Institute of Management , Indore

 “Gender Discrimination in the workplace : An HR Issue” in National Seminar

in Dec 2012 in Mata Gujri Mahavidyalya (Autonomous) Jabalpur

 “Role of HRM in creating successful Entrepreneurs” in National Conference in

Sept 2013 in Prestige Institute of Management & Research, Indore

 “Role of Foreign Direct Investment in Indian Service Sector” in National

Conference in March 2014 in St. Aloysius College, Jabalpur

 “Role of Action Research in Education” in National Seminar in March 2015 in

St. Aloysius College, Jabalpur

 “ Global business citizenship: A model of social responsibility and ethical

behaviour in the 21st century” in National Conference in Dec’16 in Excel
Research Management Association, Gwalior

71
Research Papers (International)

 “Mobile Banking in India” in International Conference on Global Business

Research , Sept 2012 in University College of Commerce & Management
Studies, Udaipur, Rajasthan

 “Role of Strategic Human Resource Management in today’s corporate world” in

International conference on Dynamics of Innovative Practices in Management
Dec 2012 in Maharaja Ranjit Singh College of Professional Sciences, Indore

 “Role of Advertising in shaping Consumer Psychology” in International

Conference on Global Advances and Innovations in IT and Management in
Dec 2012 organized by Prestige Institute of Management, Gwalior
 “Stress Management in Indian Organizations” in International Conference on
Mapping Business Excellence through Vision, Values and Vibrant Practices
Jan 2012 in Prestige Institute of Management and Research, Indore

Articles
 “Human Resource Accounting in India” published in Book”Human Resouce
Accounting:Concept , Objectives and Practical approaches, YKing Books
Jaipur ISBN: 978-93-85528-33-0

Workshops attended

 3 day workshop on New Dimensions of Economic and Social Research

organized by G.S. College of Commerce & Economics, Jabalpur in Dec,2012.
 2 day workshop on Professional Development for teachers organized by
Shiksha Mandal Madhya Pradesh Shakha, G.S.College of Commerce &
Economics, Jabalpur in Feb 2015

72
Projects undertaken

 “Causes of Absenteeism among workers of Godrej Soaps Private Ltd.”,

Malanpur, Gwalior in 1999.
 “ Power Project Financing in India” in Alstom Power India Pvt. Ltd. New Delhi
in 2001.
 “Invoking the need of call centres in various business segments” in Modi Korea
Telecommunications Pvt. Ltd., Indore

Achievements & Extra Curricular Activities

 Active Member of Organizing Committee in National Conference on

India Incorporation – The Future Challenges at IBMR ,IPS Academy,
Indore 2001
 Won 2nd runner up position in National Management Students and
Young Manager’s contest, IBMR,IPS Academy , Indore
 Worked as E.C. member & Joint Secretary of Snatak Prabhand
Parishad, Jiwaji University ,Gwalior
 Actively participated for the Cause of social services, Help Age India at
School level
 Appreciated for social causes by Manav Pragati Sansthan, Gwalior,
M.P.
 Passed the Senior General Knowledge & Intelligence Test held by
Central Institute of General Knowledge learning ,New Delhi in 1992
 Played Basketball at School level
 Actively participated & won accolades in debates & quizzes
 Awarded the Certificate of Outstanding Social Service and Best Anchor
of the Club by Inner wheel Club Jabalpur, Midtown for year 2014-2015
Associations

 Active member of Inner wheel Club of Jabalpur Midtown since June

2014

73
  Member of Editorial board of Jabalpur Public College
 Lifetime member of Excel Research Management Association, India,
Gwalior

Personal Details

Marital Status : Married

Husband’s Name: Pravesh Verma
Permanent Add. : 245, Napier Town,Jabalpur
Languages known: English & Hindi
Date of Birth : 17/10/1978

I hereby declare that the above information is true to the best of my knowledge.

Date : Dr. Chitranshi Verma

74