SCHOOL OF COMMERCE

Assignment report On
HR POLICIES OF A COMPANY
Submitted to REVA university in the partial fulfilment of
Masters of Commerce

Submitted by:
DHANUSH(R19MC006)
RESHMA(R19MC017)
SHWETHA.S(R19MC020)
SNEHA(R19MC021)

Submitted to:
Dr. Meenakshi Verma

September 2019
Rukmini knowledge park, kattigenahalli, Yelahanka, Bangalore-560064

www.reva.in

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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 report 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 fulfil 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 TRIDENT INFOSOL PVT LTD.

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ACKNOWLEDGMENT
We, students of M.com, sincerely thank to all those people who have been giving us assistance in
the making of this project report.
We express our gratitude to all teachers, who was through their vast experience and knowledge
has been able to guide us, both ably and successfully towards the completion of the project
report. We express our gratitude to Reva University, Bangalore.
We would hereby, take the opportunity by expressing our sincerest thanks to all my faculties
whose teaching gave us conceptual understanding and clarity of comprehension, which
ultimately made our job easy.
We are also grateful to HR and HR Department of Trident Infosol PVT LTD, for helping us, get
the information and an invaluable experience.
Last but not the least Credit also goes to all our friends whose encouragement kept us in good
stead. Their continuous support has given us the strength and confidence to complete the
project without any difficulty.

Working on this project has proved to be an enlightening experience for us.

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DECLARATION

We being students of M.com of Reva university, Bangalore. Hereby declares that the
project report under the title “HR POLICIES OF A COMPANY” is our original work
containing authentic facts.
This piece of work is only being submitted to REVA University in the partial fulfilment
for the degree of Post-Graduation in Commerce.

Thank you

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TABLE OF CONTENT
SERIA CHAPTER PAGE No.
L No.

1. Introduction 6-9

2. HR Policies in Trident Infosol pvt 10-18

ltd.
3. Conclusions 19
4. Suggestions and Recommendations 20
5. Annexure 21

ABOUT THE ORGANISATION

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Trident Infosol is a leading solutions provider for Embedded COTS Hardware, Signal
Processing Systems, Telemetry Systems and Engineering Software catering to the Real-
Time applications and an International supplier of Rugged Systems for the avionics,
aerospace, military, navy and heavy industrial markets. This includes supplying parts to
build systems such as backplanes, power supplies, storage modules, Ethernet switches,
development platforms and rugged standard (ATR) and custom based enclosures.
They have a series of fully-loaded Rugged - SFF (Small Form-Factor) COTS Embedded
computers based on 3U VPX called Osprey, hybrid SFF computer called Falcon, VNX
(VITA-74) based computer called Raptor and ultra-small form factor computer called
Lanius. They adhere to all the relevant military grade form-factors such as VPX, VME,
cPCI, VXS, COME as well as the latest SFF standard VITA-74 also termed as VNX.
They support a wide range of applications for the Aerospace, Defence, Research &
Development, Automotive, Telecommunications, Medical and Industrial segments.
Trident Infosol represents reputed global OEMs in its endeavour to provide best-in-
class products to its ever-growing list of clients. Trident Infosol has been growing
rapidly since its inception and today we are serving our Domestic and International
clients through our offices in Bengaluru, Delhi, Hyderabad, Mumbai and Singapore.
Established in the year 2000, Trident Infosol has over the years been at the forefront of
introducing the latest technologies across a wide spectrum of products. Their strong
technical background in the Development, Integration and Deployment of solutions for
challenging real-world applications coupled with our ability to, provide complete end-
to-end solutions over a product development life-cycle with extensive application
support is the key benefit and differentiator. This approach towards optimized and fully
integrated solutions has helped us develop a unique competence to fulfil all our
customer's requirement specifications.
Trident Infosol has more than a decade of experience in designing Size, Weight, Power,
and Cost (Swap-C) optimized SFF embedded systems for military applications with
stringent MIL-STD requirements for ground, avionics, and extreme rugged
environments. Our Rugged small-form-factor embedded computer family of products is
designed for harsh environments of military, aerospace and heavy industries. They
address the challenging need for many space-constrained applications in Unmanned
autonomous vehicles that are extensively used in the military, civil defence, agricultural,
scientific, and other industrial areas. While our small form-factor (SFF) embedded
computers are smaller in size, they are equipped with intelligent features promising
higher levels of performance which makes it mightier. They are tested to withstand the
kind of extreme shock, vibration, humidity, and temperature that aerospace and defence
electronics systems are subjected to in common.
Trident Infosol Private Limited. is a Private incorporated on 11 February 2000. It is
classified as Non-govt company and is registered at Registrar of Companies, Delhi. Its
authorized share capital is Rs. 75,000,000 and its paid-up capital is Rs. 72,006,000. It is
involved in Other computer related activities [for example maintenance of websites of
other firms/ creation of multimedia presentations for other firms etc.]

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Trident Infosol Private Limited’s Annual General Meeting (AGM) was last held on 29
September 2018 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2018.

BUSINESS OPERATION
Recognizing the technological and economic challenges faced by the customers in
today's competitive market place, they offer range of products, solutions and integration
services for various applications meeting demanding environmental conditions.
Conceptual Design & Validation
 Requirement Capture
 Requirement Traceability Tools
 Modelling
 CFD Analysis
 Mathematical Computation
 Analog/Mixed Signal Simulation tool chains
 Reliability Analysis
 Static & Dynamic Analysis
Product Design & Development
 Embedded code Development & Debug
 Safety Critical RTOS
 Graphical Environment
 OpenGL Libraries -SC & ES
 RADAR Video Processing, Scan Conversion & Display Presentation
 Tracking Solutions
 ECDIS Solutions
Prototyping & Testing
 COTS (Open System Architecture)
 SBC, I/Os, Video & Graphics
 Avionics & Communications Interfaces
 Stand-alone (Small Form Factor)
 Signal Processing
 Multicore Multiprocessor Boards
 FPGA, GPGPU, IF & RF Processing
 Rugged -Servers, NAS
 Ethernet Switch
 Data Recorders & Playback
 Rugged Enclosures
 Backplanes
 Power Supply Units
 Mass Storage
Integrated System Deployment

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 System & Sub System
 Power Supply Units
 Display Consoles
 Enclosures - integrated with Rugged COTS ported with RTOS and required Drivers
 DC Power Management Solutions
 Power Sources
 Power Distribution Systems
 Up/Down Converters, Rectifiers
 Rugged UPS Systems

CULTURE
Trident Infosol Pvt Ltd. has its state-of-the-art, in-house design capability and
fabrication facility located in Bangalore.
Their spacious centre has sophisticated infrastructure coupled with an array of
advanced workstations, cutting edge computing and network systems, enhanced
conference halls. High-speed data communication links provide connectivity from our
work floors to clients worldwide.
With Design, Engineering, Manufacturing, Integration, Testing, Project Management,
Technical support services and Sales Teams under one roof, we provide extended
services to all our customers which enable them to focus on their capabilities.
They are capable of executing large and mission critical assignments for all kinds of
applications quickly, delivering complete solutions in an expedited time frame. Our
facilities provide an ideal and excellent environment for our skilled professionals.
They catering to new ones to become the number one embedded product
manufacturing company in India.

PARTNERS
They offer a single source for all your development needs related to software, hardware,
design services and fully integrated systems for a range of applications. We are end-to-
end solution provider catering to your complete product Development life cycle right
from concept design to final acceptance test and beyond meeting your quality needs,
duty conditions & standards, and assuring continued support. We bring affordability for
you with our cost-effective solutions, reuse of existing design for customization and
flexibility to work on limited volume production. We also support your short
development cycles with reduced risk ensuring faster time-to-market. A combination of
passion for excellence and understanding of the market ensure our sustained growth
and continuous support for our esteemed customers.

VISION
 To be a major supplier of Strategic Electro Mechanical and Avionic system for Global
Military and Aerospace Industry.
 To develop cutting edge and end to end solution by innovative design and
development.

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 To be active partner in system level solutions for Defence, Aerospace and Industrial
applications there by adding value to all stake holders.

MISSION
To emerge as the most preferred technological partner and be a potential business
associate in the field of Strategic Electronics and Avionics for Defence and private sector
companies by providing cost effective, competitive and customized solutions for Electro
Mechanical application on an integrated approach and turnkey philosophy.

QUALITY POLICY
 Continually improve the quality of our services in line with our mission objectives
and attain customer delight for our products and services.
 To meet challenges of developing & supplying strategic electromechanical systems,
build up technology, analytical & manufacturing capabilities & process with required
human resources and infrastructure.
 To be a company responsive to customers feedback and continually improve quality,
delivery, technology and extended product support.

QUALITY OBJECTIVES
 To enhance the customer satisfaction by quality and delivery of our products.
 To achieve high quality standards and timely deliveries for defect free products,
thereby enhancing business outlook.
 To reduce Non-conformance at various stages by monitoring and measuring the
process.
 To improve the technical expertise of our organization through periodic training.
RESEARCH AND DEVELOPMENT
At Trident Infosol, R&D is the key to survival and growth, given that a fast-paced global
environment results in ever changing customer needs and new products and processes
drain away competitiveness. From mere quality issues, Trident Infosol has now moved
into the field of customized chemicals, newer technologies, expanding applications that
satisfy customers.
They have a central R&D facility, the Trident Research &Development Centre (TRDC) at
Pune that has been approved by the Government of India., Dept. of Science &
Technology. TRDC has a sophisticated analytical laboratory and facilities for testing new
technologies and new products.
Approved by the Government of India., Dept. of Science & Technology, the centre is
primarily engaged in research and process development for new products as well as
optimization of the manufacturing processes for existing products. The pilot plant of the
company ensures solutions for extremely demanding customers.

HUMAN RESOURCE POLICIES

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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.

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 has 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.

BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following benefits:
1. 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.
2. Established policies ensure consistent treatment of all personnel throughout the
organization. Favouritism and discrimination are, thereby, minimized.
3. Continuity of action is assured even though top management personnel change. The
CEO of a company may possess very sound personnel management philosophy.

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 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.
4. 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 up to the
professional intentions.
5. 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.
6. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

THEORETICAL FRAMEWORK OF HUMAN RESOURCE

POLICIES
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. Recruitment and selection of manpower
2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counselling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System

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10. Retirement Planning
11. Job Enrichment
12. Exit Interviews
A brief preview of the above-mentioned policies and the various objectives that these
policies aim to achieve are given in the subsequent explanations.
1. RECRUITMENT POLICY
 In Trident Infosol, 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.
DOCUMENTATION
1. Individual personal files are maintained.
2. Computerised Personal details are maintained.
3. After separation also the personal files are maintained of ex-employees.
4. Position wise Data Banks are maintained for future reference.
5. The following formats shall be generated as a result of implementation on this
procedure.
SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two categories
(i) Internal Sources
(ii) External Sources
Following tests are adopted for selection: -
1. Achievement
2. Aptitude
3. Interest
4. Personality
5. Intelligence.
6. Leaderless Group Discussion
7. Interview
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2. INDUCTION AND PLACEMENT POLICY
 At Trident Infosol, 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.
Process
 1st day you will get a one-day pass and u will attend the orientation, your infy
launchpad documents will be verified and your id's will be started processing
 Then on second day u will get your temp pass for one week valid and one temp
punch card to go in and out of DC.
 One you get your default id, domain and password, u will have to login and change
your password apply for I'd card which is a smart card with a chip
 For that u need a photo with plain background. Upload photo select how you want
your name to appear then apply. U will get your id card on third day probably.
 You will be reviewing seminars, sessions on various things and also some unit
details and BP HR to connect for projects
 There will be few introductory sessions and sessions on different topics like Design
Thinking and Creative confidence like these.
 Then you can call HR on 4th or 5th day min for project allocation and interviews.
Whole Induction process takes 3–4 days then all good
 Probation period is six months 180 days. Upload relevant documents whenever
required otherwise it will be extended

3. JOB ROTATION POLICY

 At Trident Infosol, facilities are provided for all-round growth of individuals through
lateral mobility. This shall enhance their employ ability 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.
 All promotions to the level of HODs will be considered only when an individual has
undergone rotation through at least 2 sections.
 Trident has introduced an onsite rotation policy for employees and set an upper
limit of 18 months on the duration that employees can stay in overseas locations
when they go for client-specific work.
4. PERFORMANCE APPRAISAL POLICY

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 Performance Appraisal grooms every individual to realize his potential in all facets
by helping to identify and achieve his personal goals within the framework of
organizational objectives.
 Appraisals shall be ethical and impartial so as to recognize worthy contributions
appropriately and in time in order to maintain a high level of employee motivation
and morale.
 The Performance Appraisal Systems aims at integration of individual and
organizational goals.
Infosol believes in meritocracy and has built a high-performance work culture among its
workforce. To align the employee’s performance with Infosys business goals, regular
performance driven appraisals are conducted. Infosys has three tracks for its
performance appraisal system, they are:
Track 1
The first track deals with review of performance relying on feedback and tasks on
technical/ personality competencies. Infosys is moving to a role-based structure and
competencies for each of the roles with standard expected levels of behaviours.
Training needs are derived based on the task’s evaluations and competency feedback.
Track 2
The second track is the senior management appraisal. People in managerial roles
undergo this annually. Here the employee fills up a self-appraisal form and carries it
forward to a panel of discussion. The panel includes:
 The head of the department.
 The immediate supervisor of the appraise.
 Senior management personals from another department.
Promotions are decided on the basis of their review.
Track 3
360-degree appraisal constitutes the third track. This has been happening over the last
3 years for all departments and practice units. Levels covered include the head of
delivery, heads of departments/practice units, all the people who report to the heads
and all others holding leadership positions in the organization.
5. COUNSELLING
Counselling sessions, which are conducted by HR Department or Professional
Counsellor or Performance Appraiser, are available to all the employees in order to fulfil
the following objectives:
 To enhance employees’ competence and job satisfaction.
 To prepare employees for future responsibilities.
 To establish a better working relationship between the superior and subordinate.
 To enable employees to cope with personal problems.
6. CAREER PLANNING POLICY

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Career Planning system in Trident Group is aimed at developing people of the right
calibre to meet present and future needs of the organization. It shall be an essential
ingredient for Succession Planning.
The mandatory factors to be considered prior to career planning shall be:
 The organization’s long- and short-term plans.
 Manpower skills required towards implementing these plans.
 Attrition rate of people with high potential, above average and average calibre.
 Recruitment through internal and external sources at all levels and its ratio as
appropriate to the organization.
 The number of people recruited and trained every year.
Infosol will double the pay packages of its employees who undergo courses under the
bridge programme. Under the initiative, employees are trained in various high-level
skills and moved to different roles, which demand high skill sets.
7. SUCCESSION PLANNING POLICY
HODs and above identify successors, primary and secondary, to his position at the time
of annual appraisal. This is reviewed every year along with the annual appraisal.
8. TRAINING AND DEVELOPMENT POLICY
 At Trident Group, training and development activities strive to ensure continuous
growth of organization by nurturing the strengths of the employees and providing
the environment and opportunity for every individual to realize his/her potential.
 The policy aims at broadening the outlook of the individuals and bridging the gap
between actual performance and the performance necessary to deliver results.
 Facilities are provided to all individuals towards self-development and all-round
growth through training.
 HR Department identifies average performers and provide special training.
Safety flows from safe behaviours and attitudes. Regular training is provided to all
employees and contractors to increase their awareness and to improve their behaviours
and attitudes towards safe working practices;
9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM
 Human Resource Information Management Systems (HRIMS) aims at:
a. Providing accurate information about employees to management for decision
making.
b. Eliminating duplication of efforts.
c. Offering quick and easy access to human resource information at random as well as
in regular report form.
 The system has two layers of security. Access to the system is through keying in the
valid combination of username and password. Permission to access certain
programs is restricted to identify key personnel.

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 An integrated employee database is maintained and continuously updated with
information from personnel at regular intervals regarding biographical data, work
experience, qualifications, appraisal, training and career paths.
10. RETIREMENT PLANNING
At Trident Group, retirement of all individuals is aided through planned programs by
HR Department so as to lessen the associated misgivings and anxiety.
 PROVIDENT FUND POLICY
Eligibility:
All Employees
Entitlement:
Contribution from employee - 12% p.m. of basic salary
Contribution from employer - 12% p.m. of basic salary
The contribution from the company goes towards Family Pension Fund (FPF) and
Provident Fund.
The sum going toward FPF is 8.33% of the basic salary subject to a maximum of Rs.
541(maximum basic of Rs.6500).
The balance amount goes to Provident Fund. The SOP for the nomination and claims for
PF is as enclosed.
 GRATUITY POLICY
Eligibility:
All employees with minimum 5 years of continuous service with the company.
Entitlement:
15 days basic salary for each completed year of service subject to maximum limit of 10
Lacs.
11. JOB ENRICHMENT
Trident Group follows a people cantered approach to job enrichment with a view to
enhance the performance of the employee, leading to higher job satisfaction.
UNIFORM & LEVERAGE
Uniform is compulsory for all the employees of Trident Infosol. The executives are
provided with three pairs for every two years and workmen are given two pairs a year.
For the purpose of safety in the Company they are also being provided with safety
shoes. Operation and maintenance staff are given two pairs of safety shoes per year
whereas the lady employees are provided with one pair of sandals every year. In
addition to this a pair of raincoats is provided for every four years.
MEDICLAIM
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Mediclaim is a policy in which the company runs the hospitals for all the employees of
Trident Infosol and provides free medical facilities.
To meet the unforeseen relating to hospitalization employees the employees are
covered under this policy.
This policy is applicable to all the executives for self, spouse, dependent parents and
dependent children. Trainees will be covered under Mediclaim Policy for self only.

HOUSING
Eligibility:
All employees are eligible for the accommodation in company quarters in the colonies at
the locations.
House Rent Policy:
House rent will be recovered from the employees staying un the company provided
quarters at Unit locations or Head Office.

LEAVE TRAVEL ALLOWANCE

Eligibility:
As per the terms of appointment.
Entitlement:
 LTA amount is equivalent to one-month basic salary.
 To claim LTA a minimum of 5 days Privileged leave must be availed.
 In the event of the LTA amount not being claimed by the employee in any given year,
the LTA amount will be credited to the employee’s account after deducting taxes with
March salary.
12. EXIT INTERVIEWS
The organization has a regular turnover of employees due to various reasons such as
retirement, voluntary retirement, and resignation etc. from time to time. Feedback is
obtained from the employee on occasions of separation from the organization. Such
feedback on matters that effect wellbeing of the people is useful in improving the
organization in respect of HR Policies and practices.
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

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3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme

CONCLUSION

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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 company’s goals.
8. Company inspires the employees to do their best work every day.
9. The employees are not satisfied with the communication and decision- making
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
company’s success.

SUGGESTIONS &RECOMMENDATIONS

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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.

ANNEXURES

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Questions to be asked to the HR manager regarding HR policies.
1. What according to you is more important for the promotion of an individual
performance or the potential?
2. Does your company’s staff have ESI (employee state insurance) or Mediclaim group
insurance?
3. Rewards and Recognition is very important for an employee. How does your
company recognize and reward the employee’s outstanding work?
4. Can you explain in short; the Recruitment policy followed by your company to attract
and hire talented candidates?
5. Recruitment and selection process is very important process. It consists of different
types of tests, interviews, and other methods. But what are the factors which determine
these tests, interviews and the difficulty of the same?
6. Use of the internet during working hours and using company’s internet for personal
work (social media) is the biggest concern for HR managers in today’s time. How do you
tackle these situations if you find out one of your employees is misusing the internet?
7. What are the Prohibited activities while using company’s internet?
8. How does your company deal with the internal whistle blowing?
9. Is there any uniform policy or dress code in your company?
10. What would be the biggest advantages of job rotation?
11. What are the tools used for performance appraisal in your company?

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