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INTERNAL SKILL VIVA

ON
RESEARCH ON HR POLICIES OF EXCELRA KNOWLEDGE SOLUTIONS
BY
Group -07

1.MAUNEKA- 121317090017
2. LIKITHA TANDUR-121317090019
3.POOJITHA KULKARNI- 121317090029

Semester –V

Submitted To
The Department of B.VOC [RM&IT]
St. Francis College For Women
Begumpet,Hyderabad
Batch- 2017-2020
ACKNOWLEDGEMENT

We Group 7 would like to thank Head of the department of B. Voc (RM&IT) Dr. Subi Varghese for
giving us the opportunity of doing research work at Excelra knowledge solutions for our Human
Resource project. We would also like to thank the HR department of Excelra Knowledge solutions
for giving us quality information regarding the HR policies and procedures followed by them. We
would like to thank our mentor Ms. Sonali Thakur for her kind Cooperation and assistance in doing
our research project.
DECLARATION
We, members of group 7, hereby declare that the all the information provided above is based on
primary data and all the information is true in accordance with the respective company, as per our
knowledge.

MAUNEKAA KADIALA
LIKHITHA TANDUR
POOJITHA KULKARNI
INDEX

S.NO TOPIC PAGE.NO

1.
COMPANY OVERVIEW AND MENTOR PROFILE 1-2

2. STRUCTURE OF ORGANISATION
4-5

3. ROLE OF HR 6-7

4. HUMAN RESOURCE POLICIES


8-18
5. SURVEY OUTCOMES 19

6.
CONCLUSION I

7. ANNEXURE II-V

8. REFERENCE VI
COMPANY OVERVIEW

Excelra Knowledge Solutions Private Limited provides software products. The


Company offers biomarkers discovery, database and application development,
analytics process, literature reviews and gap analyses, communication tools, and drug
repurposing solutions. Excelra Knowledge Solutions serves customers worldwide

Excelra is a leading global Biopharma Data and Analytics company. With over 15
years of experience, we have built a high-quality scientific data engine powered by
human and machine intelligence. This has helped us create valuable data assets from
drug chemistry (for medicinal and computational drug discovery) to biomarkers (for
translational biology) and clinical and real-world evidence (for pharmacometric
modelling and HEOR/MA). Scientists from Excelra’s Pharma Analytics team consult
with Biopharma companies offering bespoke solutions leveraging Cheminformatics,
Bioinformatics, Computational Biology, and Data Science. Our proprietary databases
for Structure-Activity Relationships (GOSTAR), Biomarkers (GOBIOM) and Clinical
Trials Outcome (CTOD) have been well received by top 20 pharma and biotech.
Excelra has a strong focus on data analytics across the Pharma value chain, right from
Discovery to Commercialization.

1
S.NO CONTENT PARTICULARS

1. Name of the company Excelra knowledge Solutions

2. Year of Establishment 2001

3. C.E.O Anandbir Brar

4. Tagline “Data Science To Empower Life


Science Innovation”

5. Logo

6. Headquaters USA

7. Locations in India Hyderabad, Bangalore

8. Branch Selected NSL Arena Tower-1,


Habsiguda, Hyderabad

9. No of Employees 500

10. Website http://www.excelra.com/

11. Sex Ratio 50male:50female

2
PROFILE OF THE MENTOR:

NAME: Sonali Thakur

DESIGNATION: HR

ACADEMIC QUALIFICATION: MBA in HR

EXPERIENCE: 4 yrs

E-MAIL ID: sonalithakur717@gmail.com

CONTACT NUMBER: 8639730286


STRUCTURE OF AN ORGANISATION

CEO

Senior Vice
President DIRECTOR

Vice Vice
President President
Finance & Human Business Data
Technology Resources development Services HEOR

HR MANAGER
IT MANAGER

HR
DEPARTMENT IT & SERVICES
(8 HR Executives) DEPARTMENT

3
ANANDBIR SINGH BRAR Senior Vice President Vice President Finance
Chief Executive Officer. DR. NANDU GATTU & Technology
SUJATHA.M

MAHENDRA PRATAP SINGH DR. SURAJ BHANSALI DR. RAVEENDRA DAYAM


Vice President Human Resources. Director Director Data Services

DR. JESINTHA MANIRAJA DR. KAVITA LAMROR MINDY LUCE


Director Biology Services Director HEOR Director Business Development
NUMBER OF DEPARTMENTS

The departments at Excelra are broadly divided into six departments, they are as
follows:
 Financial Department
 Talent Management
 IT & Services
 Marketing Department
 Research and Development
 Technical Pharma

Based on the different projects assigned to the employees the departments can be
divided into seven departments, they are as follows: PAT- Pharma Analytics,
Clinipha, GOBIOM- Bio Makers, Chemistry services- Bio Indexin and Bio
Chemistry, Technology Solution, Chamin formatics , Bio infomatics.

5
ROLE OF HR

There are total eight hr’s in excelra. The role of hr at excelra is as follows:
1. Recruitment: This is the one function which is hand in glove with
HR. Recruitment has been one of the major responsibilities of the HR team. It is
the job of HR personnel to plan and devise strategic campaigns and guidelines
for recruiting suitable candidates for a required job description. The recruitment
function comprises 2 main objectives:
 Attract Talent
 Hire Resources

2. Compensation And Benefits: The excelra knowledge solution provide guidance


and direction to compensation and benefits specialists align performance
management systems with compensation structures and monitor negotiations for
health care benefits responsibilities include monitoring family and medical
leave act compliance and adherence to confidentiality for providing medical
insurance.

3. Training: Training employee is important to help the new hires get acquainted
with the organization’s work pattern. It is imperative for the HR department to
incorporate a training program for every new employee based on the skill set
required for their job. It will further also contribute towards employee
motivation and retention.

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4. Maintaining Work Culture :It is the duty of the HR to maintain a healthy, safe,
and fun work environment to ensure a level of comfort amongst the employees
and eliminate any stressful or awkward atmosphere that may hinder the
performance of the staff. It is vital to have an efficient work atmosphere, because
an individual’s performance a largely dependent on the surrounding he’s working
in.

5. Employee relations
The Human Resources is called so because its major responsibility is dealing with
the human part of the organization and this involves having great interpersonal
skills. An HR manager who sits in the office all day will not turn out to be good at
building connections with the employees and thus fail to serve the purpose of being
an HR head. As an HR person, employees should feel comfortable coming up to
you with their problems and for that, it
is important that the HR team builds a good public image within the organization.

6. Payroll Management
Once all the attendance monitoring, leave tracking, clock in/outs etc is tracked
and monitored, it’s time for the most important aspect–calculating the payroll.
Efficient calculation of salaries, wage-cuts, reimbursements, and generation of
pay slips amounts to the role of HR managers in payroll management.

7. Motivating Employees: At excelra it is the role of HR to motivate and


encourage the employees. To motivate the employees the HR arranges activities
like Team lunch/dinners, brown back sessions, festivals celebrations etc.

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HR MAIN POLICIES OF THE COMPANY:

HR EXISTING POLICIES

1. Compensation
3. labor- 4. leave
2. Employee Health Policies management
And Benefits
relations policy
policies

New adopted policies

External adapting Internal adapting


policies (as per law) policies.

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EXISTING POLICIES

1. Compensation and benefits policy: At excelra there is a fixed pay given to


the employ as per the yearly package decided before joining

Compensation and benefits = salary allowance+ additional benefits

Additional benefits include : a) monetary benefits


b) non- monetary benefits
o Monetary benefits : under these performance add on incentives, yearly
bonus , extra working hour bonus are included.
o Non – monetary benefits: best performers are reverted with awards , gift
vouchers , Sodexo card, fuel cards, cab facility.

Monetary policy-
Monetary rewards are the incentives given to the employees of the organization in the
form of money. Some employees are motivated only if there is money element
involved. The monetary incentives are mostly given based on the performance of an
employee. The monetary incentives given to the employee are direct benefits to the
employee and is considered as an exposure to the employer.

Excelra is a project based company, here if an employee reaches certain targets within
the duration time period. The employee is given certain amount of addon incentives.
These incentives will be added up in the payslip of the employee.

At excelra yearly bonus is given in the month of Diwali which is usually in the months
of October/November. This yearly bonus is like an extra salary amount given along
with the normal salary of that month. Giving this kinds of bonus always motivates and
encourages the employees to work efficiently.
The working hours of employees working at excelra are from 9:00am- 6:00pm. It is
mandatory for every employee to work for 9 hours. In certain situations when the
work load is high the employees are given the option to work for extra hours.
Whenever a employee works for extra hours a certain amount will be compensated to
that employee. This extra working bonus will be reflected in the payslip of the
employee.
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Pay Slip Structure: (Refer Annexure- 1.1)

1. Basic salary - It’s the most important component of your salary and
generally comprises 35-50 % of your total salary. Most of the other
components are structured around it.
2. Rent allowance- It’s an allowance to pay your house rent. Normally, HRA is
40-50 % of the basic. 40% of your basic pay Actual rent minus 10 % of basic
HRA component specified on your salary slip
3. Medical reimbursement- It is given by employers to cover any medical
expenses incurred during the period of employment. It is also generally a
reimbursed expense and thus subject to providing proof of expense.Tax
Implications: The allowance is exempt up to 15,000 per annum subject to
proof of expenses such as medical bills.
4. Special allowance- it is given to reward or encourage employee performance
and varies with performance or company guidelines.

The deduction part of the pay slip:-

5. Provident fund- PF is typically 12% of your basic salary which is put into a
government controlled body, Employees' Provident Fund Organisation. Your
contribution is typically matched by the company subject to certain
maximum amount, defined as per the company policy. You can also choose
to opt out from the PF scheme. How to lower this deduction? You can
choose to opt out of the PF scheme. In case you opt out, make sure you
invest it regularly in better investment options like equity mutual funds that
gives you a higher return. If you are unsure of investing the money, it’s best
to stay invested in PF.
6. Professional tax- prof tax is normally amounts to just a few hundred rupees
each month and is subjected to the gross tax slab. This amount is dedicated
from the taxable income.

Non- monetary policy:-


Non-Monetary rewards are the benefits given to the employees of the organization to
increase the employee job performance, employee loyalty towards the organization,
employee morale, etc. The Non-Monetary rewards as the name suggests does not
involve direct money. i.e., the employee doesn’t get any money but he gets various
benefits like,
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Awards and recognitions:- at excelra if an employee is loyal towards the company for
a period of 5 years or more they are being awarded.
Employee recognition is the acknowledgment of a company’s staff for exemplary
performance. Essentially the goal of employee recognition in the workplace is to
reinforce particular behaviours, practises or activities that result in better performance
and positive business results.
If the employee reaches the certain targets and has a good performance rating along
with monetary benefit the gift vouchers are also being provided (ex- AMAZON
CARDS, SHOPPING VOUCHERS, MOVIE TICKET VOUCHERS).
The employees of every department of excelra are divided into teams for the different
projects assigned to them. whenever a team completes the project successfully in a
given time. The team will be recognised and awarded in front of everyone. Best
performing team will be awarded with free trips.
Every employee working at excelra are provided with Sodexo and fuel cards with a
limit of 3000rps and fuel card with a limit of 2000rps and will be renewed every
month.
If an women employee working overtime after 8:00pm the women are provided with
cabs services.
Employee health care policies:-
The employees at excelra are provided with 2,50,000 health insurance. Which can be
used by employee himself or the dependant family members. The insurance can be
used either by the parents or the inlaws of the employee.
If the employee met with an major accidents then the employee health insurance can
be increased upto 3 lacs. In case of death of the employee 3 years salary of the
employee is given to his/her family members.

10
Labor-management relations policies:-
There are total 8 H.R at excelra. Out of these 8 one H.R is solely responsible to
manage the employee engagement activities. There are total 7 departments at
excelra.so, the employee engagement activities are being conducted to any two
departments every week.
Example:- recently employee engagement activity on making of eco-friendly ganesha.
In this way the labor-management relations are improved. (Refer Annexure- 2.1,2.2,
2.3)

To maintain good employee relations every month separate departments are taken for
lunch outings and also the employes of each department taken to certain
resorts/amusement parks.
Leave policies:-
There are different types of leaves given to the employees of excelra.
1. Total 36 leaves are permitted to ever employes working at excelra. The leaves
are divided into :-

 Sick leaves/medical leave – for every employees 12 sick leaves per


annum.

 Casual leaves- these leaves are granted for unforeseen situation.


For every employees total 12 casual leaves are given.

 Earned leave- these are the leaves which are earned n the previous
year and enjoyed in the preceding years. These are encashable on
basic salary to the employee. There are total 12 earned leaves
which can be encashed.

2. Maternity leave- this provision is especially available for those women


employees who plan ti have a baby. at excelra knowledge solutions the duration
of paid maternity leave of 12-26 weeks {182 days} is given to pregnant
employes. The maternity leave can be further extended upto 16 months as
unpaid leave.

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3. Miscarriage leave- in case of miscarriage or medical termination of pregnancy,
a woman shall, on production of such proof as may be prescribed, be entitled to
leave with wages at the rate of maternity benefit for a period of 30-60 days at
excelra.
4. Paternity leave- these are the non- mandatory paid leave given to the male
employees for 3-5 days. This leaves has been intiated recently by excelra
knowledge solutions.
5. Adoption leave- these leaves are given to every employees and it is also know
as parental leave. In excelra the adoption leave can be given for 3-6 days.
6. Bereavement leave- it is a paid leave which is available to the employees at the
time of death or funeral of a member of the employee’s immediate family. At
execlra the bereavement leave is given for 5 days.

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NEW ADOPTED POLICIES AT EXCELRA KNOWLEDGE
SOLUTIONS:-
External policies:-
These are the policies which are mandatory for the company to follow. If these
policies are not followed legal repercussions has to be faced by the company.
In excelra knowledge solutions the newly adopted external policy is POSH
policy- prevention of sexual harassment at workplace. According to POSH
policy execution an awareness program should be conducted twice in a year.
(Refer Annexure- 3.1)

Internal policies:-
These are the policies which the company has made changes internally within
the company.
In excelra knowledge solutions the newly adopted internal policy is the variable
pay policy. The amendment in this policy stated that the senior employees or
higher positioned employees should meet the target. If the positions reach the
targets variable pay should be given.
There are total of seven departments in Excelra Knowledge Solutions. The
department that we have choosen for our research is the IT & Services
department. The IT & Services department has a total of 250 employees. The
different positions existing in that department are as follows:

 Project Manager

 Technical Lead

 Senior Software Engineer

 Software Engineer

 Quality Engineer

 Devops Engineer

 Scrum Master

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The responsibility of the IT & Services department is to :
o Create platform for products
o Cloud services
o Visualization and Dashboards

14
METHODS OF SELECTION

Selection is the process of picking up individuals (out of the pool of job applicants)
with requisite qualifications and competence to fill jobs in the organization . Selection
is the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.

Before initiating the selection process the recruitment process should be followed. The
process of recruitment at Excelra is as follows:
A. Recruitment Analysis: first the HR must analyse the job positions
which are vacant and are to be recruited.
B. Sourcing Strategy: The different sources through which the
employees are recruited in excelra are job portals like Linkedin,
Naukri.com Monster, Indeed, Fresh desk etc. It can be through
other external sources like Vendor Management, Campus
Recruitments for freshers, References from other employees.
C. Qualify and disqualify Candidates

The different methods of selection used in Excelra are as follows:

 Shortlisting: Once the recruitment process is done, then the qualified


candidates are eloped to the selection process. In the selection process the
first step is to filter the unwanted candidates through various shortlisting
processes like:

o Online screening : Online applications sent for jobs at excelra


can be split in to two types; an application form that is sent to
an email address of the company, or an ATS (Applicant
Tracking System). The ATS places the application into a
database that can to used to filter the candidates. The use of
online screening may be a useful way of filtering quickly
through a huge volume of applications, or sorting applications.

15
o Ability and Aptitude tests: The aptitude test covers various
areas of skilling like logical reasoning, general intelligence,
verbal ability, numerical ability, quantitative thinking, sensory
and motor abilities etc.
o Group Discussions: The candidates filtered after the online
screening and aptitude test are put through the group discussion
round. In this round the candidates are given a topic or a role-
play exercise and are invited to discuss the topic or role-play in
a group. During the discussion/role play, the HR observers who
are looking for specific attributes award marks to each
candidate.

o Interviews: After screening the candidates through online


screening, ability/ aptitude tests, the candidates are put through
2 interview rounds. The first interview round is done in a
telephone conversation, the second interview round is a face to
face interview with the HR.

 Make an Offer: After shortlisting the candidates the next step in the
selection process is to make an offer to the selected candidates. While
making an offer the salary, working hours, job role are discussed.

 Background Verification: After the interview the selected candidate is


given a time of 10-15 days before joining. In this mean time it is the
role of the Hr to check/verify whether the documents, information
provided by the candidate is genuine and correct.

 On-Board: At excelra after all the selection process the final step is to
call the selected candidate and fix the Joining date and on boarding the
candidate as an employee of Excelra.

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TYPES OF TRAINING GIVEN

The training given to the employees of the IT & services department is divided into
two types, they are as follows:

o Technical Training
o Non-Technical Training

The training period of new employees of IT &services department is for a period of 2


months. Before the employees are sent for training on the first day an Induction
program is conducted by the HR. The induction program gives an overview to the
employees about the company policies, Do’s and Dont’s etc.

o Technical Skills Training: In the technical skills training the employee is


trained about Coding, Analysing and reporting. The technical training is
conducted for a period of 45-50 days.

o Non-Technical Skills Training: In Non technical skills training the


employees are trained about behavioural skills, communication skills,
Leadership skills. This training is conducted for a period of 3-5 days.

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METHODS ADOPTED FOR PERFORMANCE ASSESSMENT

At Excelra the performance of an employee is measured through performance matrix,


in which all the metrics to evaluate a person’s performance are considered. The
performance matrix of an employee can only be started if an employee is in the
organisation for a period of minimum 6 months.

In Excelra Knowledge Solutions they use KRA and KPI’s as tools to measure
performance indicators.

KRA: Key Result Area refer to general areas of outputs or outcomes for which the
department’s role is responsible. KRA defines the outcome or end result expected to
be delivered from employee. Key result area is a crucial outcome which an employee
gives to the department he/she works in an organisation. KRA is the area identified as
important or crucial where a result will assist in the achievement of the set objectives
or goal. KRA defines what an employee in a Particular job position is expected to
accomplish.

KPI: Key performance indicators are business metrics used to track and analyze
factors deemed crucial to the success of an organization. Effective KPIs focus on the
business processes and functions that senior management sees as most important for
measuring progress toward meeting strategic goals and performance targets. The
KPI’s followed to measure the performance of Excelra can vary from the point of
view of different job positions, for example the CEO considers profitability to be the
most important performance measurement for a company, while the vice president of
sales considers the ratio of sales wins vs. losses as the highest priority KPI.

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OUTCOMES OF THE SURVEY

OUTCOMES OF THE SURVEY


35
NUMBER OF EMPLOYEES

30

25

20

15

10

0
4. Do 8. Do 12.How
2. Are 3. Do 6. Are 10.Doe
1. you 7. Are POSH 11.The satisfie
you employ 5. Do you s the
How want you awaren 9. Is amount d are
satisfie ee you get satisfie organiz
satisfie more satisfie ess there of work you
d with engage any d with ation
d are family d with progra any cab you are with
the ment referral the support
you gatheri the ms are service expect your
numbe activiti /extra numbe s you
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r of es bonus r of when
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given often in the g hours in
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process your given ny time? reason effect
compa compa ny ? compa situatio
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ny? ny? ny ns?
ny? y? work?
STRONGLY DISAGREE 0 0 0 0 4 0 0 0 11 0 0 0
DISAGREE 0 6 0 0 6 2 11 0 13 0 13 1
NEUTRAL 1 10 1 4 10 8 4 0 2 3 6 2
AGREE 19 9 7 22 8 2 12 7 3 23 10 22
STRONGLY AGREE 10 5 22 4 2 1 4 23 1 2 1 5
CONCLUSION

We would like to conclude that, by this research project we got to know the HR
policies, methods of selection, training process and the role of HR in an organisation.
During this research we got an exposure on how HR’s of corporate companies work.

(I)
ANNEXURES

Annexure-1.1

(II)
Annexure-2.1 Annexure-2.2

Annexure- 2.3 Annexure-2.4

(III)
Annexure-3.1

(IV)
REFERENCES

 Information provided by Recruitment and selection HR Ms. Sonali


Thakur and Employee operations HR Mr. Kranthi.
 Company Website: http://www.excelra.com/

(VI)

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