A

PROJECT REPORT
ON
“A STUDY ON HR POLICIES AND ITS IMPLEMENTATION AT
DEEPAK NITRITE LIMITED PUNE”

SUBMITTED TO
RTM NAGPUR UNIVERSITY
IN PARTIAL FULFILMENT OF MBA PROGRAMME

SUBMITTED BY
ROHINI ARUN KAPSE

ENROLLMENT NO: 20182015516760

BATCH: 2020-22

UNDER THE GUIDANCE OF

DR. PRAMOD THAKUR
(Academic Year 2020-2022)

GREEN HEAVEN INSTITUTE OF MANAGEMENT & RESEARCH,

NAGPUR

1
 CERTIFICATE

This is to certify that Rohini Arun Kapse is a bonafide student of Master of Business
Administration of Green Heaven Institute of Management and Research, Nagpur.

He has completed his project entitled,

“A STUDY ON HR POLICIES AND ITS IMPLEMENTATION AT DEEPAK

NITRITE LIMITED PUNE”

submitted in a partial fulfilment of MBA program of the RASHTRASANT

TUKADOJI MAHARAJ NAGPUR UNIVERSITY, Nagpur, under my guidance and
supervision in the academic year 2020-22

Dr. Pramod Thakur Dr. Anil Sharma

Project Guide Director
GHIMR, Nagpur

2
 DECLARATION

I, Rohini Arun Kapse Hereby Declare That The Project Entitled

“A STUDY ON HR POLICIES AND ITS IMPLEMENTATION AT DEEPAK NITRITE

LIMITED PUNE”

Has Been Carried Out By Me Under The Guidance Of Dr. Pramod Thakur.

This Project Is Submitted To,

Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur In Partial Fulfilment Of The

Academic Requirement For Master Of Business Administration During The Academic
Year 2020-22.

This Is The Outcome Of My Own Research Work Based On Personal Study And Has
Not Been Submitted Previously For Award Of Any Degree Or Diploma To This
University Or Any Other University.

ROHINI A. KAPSE

3
 ACKNOWLEDGEMENT

Completing A Task Is Never Alone Journey. It Is Often The Result Of A Valuable

Contribution From A Number Of Individuals In Every Possible Way, Which
Ultimately Helps In Achieving The Objective.

Firstly, I Would Like To Thank Dr. Anil Sharma Director, Ghimr And My Guide Dr.
Pramod Thakur, For Their Kind Support And Giving Me The Opportunity To Present
This Project.

I Am Thankful To All The Members Of Management Of The College, Who Provided

Me To All The Information That I Needed To Complete This Project. This Project
Would Not Have Been Accomplished Without Their Valuable Support.

I Would Like To Acknowledge The Contribution Of My Parents And All My Friends

Who Have Been Instrumental In Successful Completion Of The Project.

PLACE:NAGPUR ROHINI A. KAPSE

4
 Table of Contents

Serial Chapter Page

No No
1 Introduction
1.1 About The Organization 7
1.2 About The Topic 24
1.3 Need for The Study 28

2 Literature review
29
3 Research Methodology
2.1 Objective and Scope of Study 31
2.2 Methods of Data Collection 32
2.3 Sampling 33
2.4Hypothesis and About Questionnaire
4 HR Policies in Deepak Nitrite Ltd. 34

5 Data Analysis and Interpretation 45

6 Conclusions 65

7 Suggestions and Recommendations 67

8 Bibliography

9 Annexure

5
 EXECUTIVE SUMMARY
My internship at Deepak Nitrite Limited, Pune was a great exposure to the
industry. After going through my summer training, I had a firsthand experience
of how an industry as well as HR department functions.

INTRODUCTION OF PROJECT
This project is about the HR Policies in Deepak Nitrite Limited. The HR Policies
in an organization helps every individual to raise his/her potential in all facets by
helping him to be satisfied and secured about his present and future.

PROJECT TITLE
The title of the project is “HR Policies and Its Implementation in Deepak Nitrite
Limited”. As the name indicates it is the study of the HR Policies prevalent in the
organization.

ORGANISATION
Deepak Nitrite began with a vision to support the country’s drive towards self
sufficiency and import substitution in 1970. What began as a fully indigenous
sodium nitrite and sodium nitrate plant in Nandesari, Gujarat, has now grown into
a globally proactive company with a presence in over 20 countries , including
USA, European Union & East European nations, Japan, ASEAN countries, South
Korea and South America. This has led to a paradigm shift from low value bulk
chemicals and intermediates to high value fine and specialty chemicals based on
our core expertise as well as lateral and vertical integration of our existing
products, exploring downstream derivatives.

With a strong focus on customer satisfaction, the company has set up Custom
Manufacturing services to meet specific needs of end users. Our capabilities
extend to the manufacture of high-value, specialty products either based on our
own end products or developed especially for our users.

DNL has been ranked amongst the top 500 Body corporates by Dun and
Bradstreet for the last three years.

6
INTRODUCTION

7
ABOUT THE ORGANIZATION
Deepak Nitrite began with a vision to support the country’s drive towards self
sufficiency and import substitution in 1970. What began as a fully indigenous
sodium nitrite and sodium nitrate plant in Nandesari, Gujarat, has now grown into
a globally proactive company with a presence in over 20 countries , including
USA, European Union & East European nations, Japan, ASEAN countries, South
Korea and South America. This has led to a paradigm shift from low value bulk
chemicals and intermediates to high value fine and specialty chemicals based on
our core expertise as well as lateral and vertical integration of our existing
products, exploring downstream derivatives.

With a strong focus on customer satisfaction, the company has set up Custom
Manufacturing services to meet specific needs of end users. Our capabilities
extend to the manufacture of high-value, specialty products either based on our
own end products or developed especially for our users.

DNL has been ranked amongst the top 500 Body corporates by Dun and
Bradstreet for the last three years.

Deepak Nitrite is a leading manufacturer of organic, inorganic, fine and specialty

chemicals and a world leader in 2, 4 and 2, 6 Xylidine. Working with our partners,
customers, we seek to find better ways to meet market demands, using innovative
processes and methods. Our people, our technologies and our years of expertise
unite to deliver superior products and services that improve life.

Deepak Nitrite is the preferred business partner of chemical majors worldwide in

Pharma, Rubber, Colourants and Imaging chemicals. Headquartered at Pune, we
are a multi-division and multi-product company that has manufacturing facilities
at Nandesari, in Gujarat and at Pune, Roha and Taloja in Maharashtra and
Hyderabad in Andhra Pradesh, all of them complying with ISO 9001:2000
standards.

We are poised to take on the opportunities offered by globalization, increasing

shareholder value, improving opportunities for our employees, driving greater
innovation and seeking sustainable solutions for the world. We are a signatory to
the Responsible Care initiative and are committed to ethical business practices.

8
VISION & MISSION

The purpose of all human activity is to make life better. DNL believes in
improving life through innovative science. Through innovations, we constantly
endeavor to bring better products and processes that bring greater value to society

Core Purpose

"Improve Life Through Innovative Science"

Vision

o We are a role model enterprise, respected globally for excellence in

quality and innovation
o We enhance stakeholder value while adhering to the code of responsible
care and ethical values
o We are an employer of choice and preferred business partner worldwide

Corporate Values

DNL believes in honoring its commitment. integrity and transparency are an

integral part of our relationship with customers, employees, society.

Respect for Life: the company believes that life in all its forms must be respected.
We respect and value our people. Our employees are our value creators whose
efforts, creativity and bond we cherish. Our customers, who reward us for our
value creation and our stakeholders, who are committed to us in our endeavor to
improve life. We also recognize and respect our environment and take every
effort to preserve it.

9
VALUE STATEMENT
Integrity We are open, ethical, transparent & uncomprising in our work.

Set a goal, analyze the facts and work on alternatives and

Decisiveness
conclude them in fixed time frame.

We encourage group interaction and working together.

Team spirit
United and collective drive achieves the desired goal.

Commitment We keep all promises made within and outside the company.

We are concerned for our environment, society and employees

Caring
and work for their betterment.

We are a role model and benchmark company for our products,

Excellence
services and business processes.

We nurture creativity and encourage application of knowledge

Innovation
and ideas in all facets of our business.

Customer Customer is uppermost in our mind.

Orientation We work to exceed his expectations

10
 QUALITY AND ENVIORNMENT

At DNL quality is the keyword in every activity and a constant endeavour to

achieve standards of the highest levels has been an ongoing commitment from
the time of its inception as well as recognition and acknowledgement of this
devotion. This achievement has been set as a benchmark to go forward in
excellence.

For DNL it is an ongoing process to continuously explore new product

applications, competitive technologies and potential markets. DNL has scaled this
success with its trademark of commitment and quality.

The commitment towards this is apparent from the fact that DNL has a total
manpower of 85 persons supporting the Quality and Technical functions at its
various manufacturing facilities.

All its products are manufactured in accordance with the current acceptable world
standards. All its manufacturing facilities have been upgraded conforming to the
current ISO: 9001:2000 standard, from the earlier ISO: 9002:1994 standard, and
are now certified by KPMG for ISO: 9001:2000 standard..

The major environmental issues addressed are:

o Ongoing manufacturing processes are studied in detail with a view to

minimize generation of liquid/gaseous waste streams as a part of
continuous improvement.
o A specially constituted Pollution control Cell at our R&D centre is actively
engaged in developing technologies for environment protection at our
manufacturing plants. Our Pollution Cell in fact also helps out smaller
industrial units that do not have capabilities and infrastructure for such
jobs. The efforts of our team are not aimed at just pollution minimization
but also to conserve energy, improve process yields and product quality.

The above practices help in achieving strict compliance with statutory standards
laid down by the regional Pollution Control Authorities for plant effluent and
emission quality.

11
 FACILITIES
Deepak Nitrite Limited has five manufacturing facilities at different locations in
the Western part of India that have a logistic advantage being within six hours
from a major port.

The company manufactures Inorganic, Oraganic and Fine & Speciality

chemicals. There are two units in the state of Gujarat and three units in the state
of Maharashtra. The Inorganic Chemicals are produced at one of the facilities in
Gujarat while the Organic and Fine & Speciality chemicals are produced at the
other facilities. One of the facilities is devoted to the processes Hydrogenation
and Reductive Alkylation.

Each of the facilities has DCS controlled operations. The company's main
strengths are Nitration, Chlorination and Hydrogenation.

The company also has the technical capabilities to carry out the following
reactions at its plants.

1. Alkali Fusion - High Temperature Fusion Reactions

2. Alkylation – Hydrogenation
3. Amination – Nitration
4. Chloronation - 0xidative Bromination
5. Diazotisation - Reductive alkylation
6. Esterification – Sulphonation
7. Acylation - High Pressure/ Temperature Oxidations

The manufacturing facilities produce a range of chemicals that cater to a spectrum

of industries like Pharmaceuticals, Colourants, Agrochemicals, Cosmetics, Water
Treatment & Corrosion Prevention, Rubber and Refineries. The facilities are
equipped to handle bulk hazardous raw materials like Benzene, Toluene, Xylene,
Ammonia, Concentrated Nitric Acid, Concentrated Sulphuric Acid, Chlorine and
Sulphur Trioxide.

Each manufacturing facility has a proper ETP to ensure that the COD and BOD
levels of the discharge are maintained as per the prescribed standards set by the
Pollution Control Boards.

12
 RESEARCH AND DEVELOPMENT
At Deepak Nitrite, 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, Deepak Nitrite has now moved into the field of
customized chemicals, newer technologies, expanding applications that satisfy
customers.

To that end we have a central R&D facility, the Deepak Research & Development
Centre (DRDC) at Pune that has been approved by the Government of India.,
Dept. of Science & Technology. DRDC has a sophisticated analytical laboratory
and facilities for testing new technologies and new products.

A team of over 30 persons, including PhDs and Chemical Engineers are supported
by a technical services group of Chemists / Chemical Engineers at the
manufacturing divisions. The Centre works closely with reputed universities and
research institutes of India like the University Institute of Chemical Technology
– Mumbai, National Chemical Laboratory - Pune and the Indian Institute of
Chemical Technology – Hyderabad.

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.

13
 BOARD OF DIRECTORS
Shri C. K. Mehta, Chairman

He is the founder of the Company and is associated with it since 2nd May 1970,
right from the date of inception of the Company. He is a well known industrialist,
having 46 years of versatile experience in the Chemical Trade and Industry and
is also founder of Deepak Fertilisers and Petrochemicals Corporation Limited. He
is the Chairman of both the Companies.

Shri Deepak C. Mehta, Vice Chairman & Managing Director

He is a Science Graduate closely associated with the Company since 23 years. He

is a Managing Director of the Company and successfully looking after day to day
affairs of the Company from 1983.

Shri Ajay C. Mehta, Managing Director

He is a Science Graduate with Honours and Master of Science (Chemical

Engineering) from the University of Texas, USA. He is actively associated with
the Company since 1984 and is a Managing Director of the Company from
1.12.1989.

Shri Shrenik Kasturbhai

He is a well known Industrialist and a MBA from Harvard University. He is a

financial expert and a person upholding the highest virtues. He provided
exemplary leadership as the Chairman of the Company for a period of 27 years.
He is associated with the Lalbhai group of Companies for past many years.

Shri M. R. B. Punja

Former Chairman and Managing Director of the Industrial Development Bank of

India (IDBI), a premier financial institution of the Country, he possesses rich
experience in the field of Finance and Management.

Shri A.K. Dasgupta

He is a Science Graduate along with Bachelor of Chemical Engineering having

rich experience in the field of Chemicals and is responsible for producing various
resins and chemicals for the first time in India. He has been associated with the
Company since 1978.

14
Shri Hasmukh Shah

He is Ex-Chairman and Managing Director of Indian Petrochemicals Corporation

Limited. He has also held various important positions like Joint Secretary to the
Prime Minister of India, Secretary of Post and Telegraph Board, Chairman of
Gujarat Industrial Investment Corporation, Vice Chairman of GE Capital (India),
Chairman of Gujarat Industrial Research & Development Agency and Gujarat
Ecology Commission. Shri Shah has made significant contribution in social,
cultural and rural development activities like leprosy eradication, water
management conservation and management of man-made and other natural
heritage. He has also contributed significantly in the academic and research areas.
He is holding the office of Chairman in National Institute of Design and Gujarat
Institute of Desert Ecology and is an active member on the Board of several
Companies. He has joined the Company w.e.f. 21/10/2003.

Shri Nimesh Kampani

He is a chartered Accountant. He has built up 25 years strong domestic franchise

for the JM Financial Group in India. Shri Kampani who is arguably the oldest
investment banker in the country, has in a career spanning the last three decades,
been involved in the development of the capital markets in India and advised
many Corporates on restructuring , merger and acquisitions and providing
complete financial solutions tailor-made for their capital raising needs. He has
served on various committees of Securities and Exchange Board of India (SEBI)
and was a member of the Bhagwati Committee on SEBI regulation for Substantial
Acquisition of Shares and takeovers. He has also served as a Chairman and
member of the Financial Services Committee and National Council of the
Confederation of Indian Industry (CII). He has joined the Company w.e.f.
21/10/2003.

Shri Sudhin Choksey

Shri Sudhin Choksey is a Chartered Accountant having vast experience in the

field of Finance. He is a Managing Director of GRUH Finance Limited and also
a Director and member of Audit Committee of Gujarat State Financial Services
Limited. He has joined the Company w.e.f. 30/03/2005.

15
Shri Bergis Desai

Shri Berjis Desai is a Solicitor and a Managing Partner of M/s. J. Sagar &
Associates, a renowned firm of Solicitors & Advocates. He has extensive
experience as an arbitrator and counsel in the field of Corporate Laws and also in
international commercial & domestic arbitration. He has also worked as a
journalist with a leading Indian daily and continues to be a columnist in the Indian
newspapers. He is a member of American Arbitration Association, The Bombay
Incorporated Law Society and an Arbitrator at The London Court of International
Arbitration

Dr. Richard H. Rupp

Dr. Rupp is Ph. D. Chemistry (with distinction) from University of Karlsruhe,

Germany and has done his program for Executive Development, IMD at
Lausanne, Switzerland. Dr. Rupp has held various top level positions in leading
multinational companies such as Hoechst AG, Germany, Lonza, Switzerland and
Allessachemie, Germany. His focus has been in the field of pharmaceuticals and
fine chemicals. Dr. Rupp's experience encompasses a mix of scientific, technical
as well as managerial roles. He is well acquainted with the US, European and
Asian markets, especially the Indian sub-continent by virtue of his earlier tenure
as R&D Director, Hoechst India Ltd. (1984 - 1988). Presently, Dr. Rupp is
associated with Acoris Research Limited as President.

Shri Sudhir Mankad

Shri Sudhir Mankad has done MA in History from Delhi University and Diploma
in Development Studies from Cambridge University. He was in the Indian
Administrative Services (IAS) from 1971 to 2007. He has held various important
positions in Government of India including various top level positions in
Government of Gujarat as Principal Secretary, Finance Department, Principal
Secretary, Education Department, MD Gujarat Alkalis and Chemicals Ltd., Joint
MD, Gujarat Industrial Investment Corporation, and Director of Higher
Education. He had also been the Chairman of Gujarat Industrial Power Company
Ltd. and Gujarat Maritime Board (GMB) in past.

Presently, he is a Chairman of Gujarat Institute of Desert Ecology and a Member

of High Power Expert Committee on Urban Development, Government of India.
He has joined the Company w.e.f. 13th May, 2009.

16
 ACHIEVEMENTS
DNL has many a firsts to its credit and these have been earned through its constant
endeavour for identification of products that are required by the end user
industries. DNL's R&D centre in Pune aims to provide specialized products that
add value and enhance every aspect of life.

Mentioned here are some of the company's achievements:

o Sir P. C. RAY Award for the Best Chemical Manufacturing Unit in India
o Awarded the "EXPORT HOUSE" status by the Govt. of India in 1998 and
is in force till date.
o The Federation of Indian Chambers of Commerce and Industry (FICCI)
award was presented, by the then Prime Minister of India, Mr. I. K. Gujral,
to the then Vice-Chairman of DNL Mr. C. K. Mehta 1997-98.
o The company won the Certificate of Merit, at the "ENVIROTECH '93",
for sustainable development for adopting environment friendly practices
'in house' for the treatment and disposal of the effluent generated at its
various manufacturing facilities, from the CHEMTECH Foundation, India.
The company is one of the first to display the figures of the pollution
emitted at the gate of each of its manufacturing facilities on a daily basis.

17
 MILESTONES
In a short span of 30 years DNL has steadily climbed the steps of excellence and
is continuing in its efforts to reach the top and be the best. Mentioned here are
some of its milestones:

Beyond 2000 Diversification and Consolidation in related product

areas
Acquired Aryan Pestocides Ltd, DASDA business of
Vasant Chemicals Ltd.
1996 Catalytic Hydrogenation plant commissioned
1993 Merit Certificate from CHEMTECH Foundation
1991 Nitro Aromatics plant commissioned
1984 DNL acquires Dyestuff and Intermediates Unit
1982 DNL Promotes Deepak Fertilizers & Petrochem. Ltd.
1974 P.C. Ray award
1972 Sodium Nitrite Plant commissioned
1971 DNL went Public
1970 DNL Promoted

18
 DNL PRODUCT RANGE
With years of expertise, a track record of innovation and indigenous development,
Deepak Nitrite produces a spectrum of chemicals. We cater to a wide range of
industries including Colourants, Agrochemicals, Pharmaceuticals, Rubber,
Speciality & Fine chemicals and have the world’s largest chemical companies as
our customers.

Deepak Nitrite is the world leader in 2, 4 Xylidine and 2, 6 Xylidine and the
second largest producer of DASDA. We also manufacture a wide range of
intermediates for use in industrial explosives, paints, cosmetics, lubricants,
polymers, optical brighteners, photographic chemicals, petroleum additives,
specialty fibres and water treatment chemicals.

Click here to view the DNL "Chemistry of Growth" chart.

Products manufactured are tailor made as per the needs and specific
requirements of the customer.

Inorganic & Performance Chemicals

CAS Reg.
PRODUCT SYNONYM
No.
Sodium Nitrite Filmerine,Erinitrit [7632-00-0]
Nitric Acid sodium salt, Soda niter, Nitrate of
Sodium Nitrate [7631-99-4]
soda
o-Nitrocumene 2-Nitrocumene [6526-72-3]
DNPT (Blovel) Dinitrosopentamethylenetetramine (Blovel) [101-25-7]
Fine & Speciality Chemicals
CAS Reg.
PRODUCT SYNONYM
No.
MMDPA 4-Methoxy -2 Methyl Di Phenyl Amine [41317-15-1]
Methoxyamine HCl O-Methylhydroxylamine hydrochloride [593-56-6]
Z-2-Methoxyimino-2-(furyl-2-yl)acetic acid,
SMIA [97148-39-5]
ammonium salt
Ethoxy Amine Base O-Ethylhydroxylamine [624-86-2]
Resorcinol 1,3-Dihydroxybenzene [108-46-3]
1,3 CHD 1,3 Cyclohexanedione [504-02-9]
4-Hydroxy Carbazole 4-Hydroxy Carbazole [52662-39-8]
DASDA 4,4 Diaminostilbene 2,2 Disulphonic Acid {81-11-8}
PNTSA Para Nitro Toluene Ortho Sulphonic Acid [121-03-9]

19
DNSDA 4,4 Dinitrostilbene 2,2 Disulphonic Acid [3709-43-1]
DEMAP Crstalline N,N-Diethyl-m-aminophenol [91-68-9]
DEMAP Keto Acids 4-(Diethylamino) salicylaldehyde [17754-90-4]
Acetaldehyde oxime Acetaldoxime [107-29-9]
Organic Chemicals
CAS Reg.
PRODUCT SYNONYM
No.
2 EHN 2 Ethyl Hexyl Nitrate ( 2 EHN ) [27247-96-7]
2,3-Xylidine 2,3-Dimethylaniline [87-59-2]
2,4-Xylidine 2,4-Dimethylaniline [95-68-1]
2,5-Xylidine 2,5-Dimethylaniline [95-78-3]
2,6-Xylidine 2,6-Dimethylaniline [87-62-7]
3,4-Xylidine 3,4-Dimethylaniline [95-64-7]
3-Nitro-o-xylene 3-NOX,2,3-Dimethylnitrobenzene [83-41-0]
4-Nitro-o-xylene 4-NOX, 3,4-Dimethylnitrobenzene [99-51-4]
PC p-Cumidine, 4-Isopropylaniline [99-88-7]
p-Nitrocumene 1-(1-methylethyl)-4-nitro-benzene [1817-47-6]
MCB Monochlorobenzene [108-90-7]
ONCB o-Nitrochlorobenzene,2-Nitrochlorobenzene [88-73-3]
PNCB p-Nitrochlorobenzene,4-Nitrochlorobenzene [100-00-5]
MNCB m-Nitrochlorobenzene,3-Nitrochlorobenzene [121-73-3]
ODCB o-Dichlorobenzene [95-50-01]
PDCB p-Dichlorobenzene [106-46-7]
2,5 DCNB 2,5-Dichloronitrobenzene [89-61-2]
2,4 DNCB 2,4-Dinitrochlorobenzene [ 97-00-7 ]
ONT o-Nitrotoluene,2-Nitrotoluene [88-72-2]
PNT P-Nitrotoluene,4-Nitrotoluene [99-99-0]
MNT m-Nitrotoluene, 3-Methylnitrobenzene [99-08-1]
OT o-Toluidine, 2-Toluidine [95-53-4]
PT P-Toluidine, 4-Toluidine [106-49-0]
MT m-Toluidine, 3-Aminotoluene [108-44-1]
OT Base 3,3-Dimethyl Benzidine [119-93-7]
PNA p-Nitroaniline, 4,-Nitroaniline [100-01-6]
2,4,5 TCA 2,4,5 Trichloro Aniline [636-30-6]

On Demand Product Range

PRODUCT SYNONYM CAS Reg. No.
Acetoxime Acetone oxime [127-06-0]
Alkali Blue Pigment Blue 61 [1324-76-1]
20
 Oxybenzone, 2 hydroxy-4- [131-57-7]
Benzophenone-3
methoxybenzophenone

Benzotriazole 1,2,3-Benzotriazole, 1H-Benzotriazole [95-14-7]

Beta-Resorcylic acid 2,4-Dihydroxybenzoic Acid [89-86-1]
6-Amino-m-toluenesulfonic acid,
4B acid [88-44-8]
6-Amino-3-toluenesulphonic acid

Blue 3 G Nitrate salt [73570-52-2]

Zinc salt [33203-82-6]
Benzene-1,3-disulphonic acid disodium salt,
BDSA-DSS [831-59-4]
Benzene-m-disulphonic acid disodium salt

DHBP 2,4-Dihydroxybenzophenone [131-56-6]

DMMAP Dimethyl-m-aminophenol, [99-07-0]
3-Dimethylaminophenol
GC (Guanidine carbonate) Guanidinium carbonate [593-85-1]
Hydroxylamine free base HA Base [7803-49-8]
Hydroxylamine HCl HAHCl, Hydroxylamine hydrochloride [5470-11-1]
Hydroxylamine sulphate HAS, Oxammonium sulphate [10039-54-0]
HAOSA Hydroxylamine O-Sulphonic Acid [2950-43-8]
Ink Blue Acid Blue 93, Aniline blue [66687-07-8]
MAP m-Aminophenol, 3-Aminophenol [591-27-5]
MCA m-Chloroaniline, 3--Chloroaniline [108-42-9]
MEHQ Mono methyl ether of Hydroquinone [150-76-5]
MEKO Methyl ethyl ketoxime, MEK Oxime [96-29-7]
MIBKO Methyl isobutyl ketoxime, MIBK oxime [96-29-7]
N-O-Alkylated
N,O-Alkylated-HA
Hydroxylamines

N-Alkylated Aminophenols N-Alkylated-MAP

NEMT N-Ethyl-m-toluidine, N-Ethyl-3-toluidine [102-27-2]
NEOT N-Ethy-o-toluidine, N-Ethyl-2-toluidine [94-68-8]
OA o-Anisidine, 2-Anisidine [90-04-0]
o-Nitroanisole 2-Methoxynitrobenzene [91-23-6]
O Toluidine 5 Sulfonic Acid O Toluidine 5 Sulfonic Acid [98-33-9]
OPDA o-Phenylenediamine, 2-Phenylenediamine [95-54-5]
OCA o-Chloroaniliner,2-Chloroaniline [95-51-2]
PCA p-Chloroaniline, 4-Chloroaniline [106-47-8]
PANA Phenyl-alpha-naphthylamine [90-30-2]
Pararosaniline hydrochloride Basic Red 9, C.I. 42500 [569-61-9]
21
Rhodamine B Base Solvent Red 49 [509-34-2]
MBA m-Bromo Anisole [2398-27-0]

22
PBA p-Bromo Anisole [104-92-7]
2,5 DCA 2,5 Dichloro Aniline ( 2,5 DCA) [95-82-9]
3,4 DCA 3,4 Dichloro Aniline [95-76-1]
3,3 DCBH 3,3 Dichloro Benzidine Hydrochloride [612-83-9]
2 Chloro P. Phenylene
2 Chloro P. Phenylene Diamine [6219-71-2]
Diamine

4 NADAPSA 4 Nitro 4 Aminophenylamine 2 Sulfonic Acid [91-29-2]

Substituted keto acids
Mix Xylidine

Regularly purchased items:

o Alpha Naphthyl Amine o Formaldehyde

o Ammonia o Hexamine
o Ammonium Nitrate o Hydrogen
o Aniline Oil o Metanallic Acid
o Benzene o Meta Cresol
o Caustic Potash o Meta Xylene
o Caustic Soda Lye o Methanol
o Caustic Soda Flakes o Potassium Carbonate
o Chlorine o Sulphuric Acid
o Concentrated Nitric acid o Sulphur Dioxide
o Cumene o Sulphur Trioxide
o Dilute Nitric acid o Toluene
o Ethyl Chloride o Urea

23
 STRUCTURE OF HR DEPARTMENT

NITIN V ASALKAR
SR. MANAGER HR&
ADMINISTRATION

D.R. SAWANT J.G. GUJARATHI

ASST. MANAGER - HR ASST. MANGER-
ADMINISTRATION

24
 ABOUT THE TOPIC
HUMAN RESOURCE POLICIES
Human Resource Policies refers to principles and rules of conduct which
“formulate, redefine, break into details and decide a number of actions” that
govern the relationship with employees in the attainment of the organization
objectives.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations,

sex, marital status, and the like.
2. Policy on terms and conditions of employment-compensation policy
and methods, hours of work, overtime, promotion, transfer, lay-off
and the like.
3. Policy with regard medical assistance-sickness benefits, ESI and
company medical benefits.
4. Policy regarding housing, transport, uniform and allowances.
5. Policy regarding training and development-need for, methods of,
and frequency of training and development.
6. Policy regarding industrial relations, trade-union recognition,
collective bargaining, grievance procedure, participative
management and communication with workers.

25
FORMULATING POLICIES
There are five principal sources for determining the content and meaning of
policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors

and the top management.

4. Attitudes and philosophy of middle and lower management.

5. The knowledge and experience gained from handling countless personnel

problems on day to day basis.

26
BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following
benefits:
a. The work involved in formulating policies requires that the management
give deep thought to the basic needs of both the organization and the
employees. The management must examine its basic convictions as well as
give full consideration to the prevailing practices in other organizations.
b. Established policies ensure consistent treatment of all personnel
throughout the organization. Favoritism and discrimination are, thereby,
minimized.
c. Continuity of action is assured even though top management personnel
change. The CEO of a company may possess a very sound personnel
management philosophy. He/she may carry the policies of the organization
in his/her head, and he she may apply them in an entirely fair manner. But
what happens when he/she retires? The tenure of office of nay manager is
finite. But the organization continues. Policies promote stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of fair play
and justice and where they help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup
conflicts.

27
PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equal opportunities

to every employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the right job.

3. Principle of free flow of communication to keep all channels of

communication open and encourage upward, downward, horizontal,
formal and informal communication.

4. Principle of participation to associate employee representatives at every

level of decision-making.

5. Principle of fair remuneration to pay fair and equitable wages and

salaries commensurating with jobs.

6. Principle of incentive to recognize and reward good performance.

7. Principle of dignity of labour to treat every job and every job holder with
dignity and respect.

8. Principle of labour management co-operation to promote cordial

industrial relations.

9. Principle of team spirit to promote co-operation and team spirit among

employees.

10. Principle of contribution to national prosperity to provide a higher

purpose of work to all employees and to contribute to national prosperity.

28
 NEED FOR THE STUDY

The main assumption is that most of the organization needs policies to ensure
consistency in action and equity in its relation with employees and employer. Policies
perform the purpose of achieving organizational goals in an correct and effective
manner. HR policies compose the basis for sound HRM practices. HR policies serve as
a standard procedure for the manager. Human Resources Policies and Procedures are
important as they provide structure, control, consistency, fairness and
reasonableness in SMEs. They also make ensure compliance with employment
legislation and should be informed to employees of their responsibilities and the
Company's expectations.

The presence of HR policy is so important. If your organization does not direct

absence, then there is likely to be a high cost in operational and financial terms. It is
essential that managers introduce an efficient absence management system to drive
down absenteeism and prevent it as much as possible.HR policy is about reducing
employee absenteeism usually happens due to illness or injury through policies and
procedures. In order to have successful results these policies and procedures will
need to be communicated to both employees and managers, with management/HR
taking a pro-active role in applying them. Also finding the employee's and employer's
responsibilities, is why HR Policies and Procedures are Important.

29
 LITERATURE REVIEW

Hr policy is defined as guidelines on how key aspect of people management should be

handled they define the philosophy and value of an organization on how people should
be treated and from these are derived the principles upon which managers are expected
to act when dealing with HR matters.

Practices are those that are done repeatedly in order words the manner in which HR
programmes are implanted in keeping with the procedures laid down for attaining the
objectives, as started in personnel policies,are the practices.

Various studied have been conducted to find out the link between HR system,
performance and turnover. through a study of 30 steel minimum in the US, it was
found that specific combination of policies and practices are useful in predicting
differences in performance and turnover (Arthur, 1994). The mills with commitment
system 9characterised by higher level of employee involvement in managerial
decision, formal participation programmes training in group problem solving and
socializing activities, higher percentage of skilled employees turnover than control
approach which emphasised on reducing direct labour cost increasing efficiency by
compliance to rules and procedure and basing employee rewards on measurable output
criteria. (1985& Walton, 1985)

Anupama Gupta (2010) explained the consequences of the challenges faced by the
Human resource management in context with the current economic status and the
challenges faced should be taken in consideration. This article insists on the challenges
in the short fall of talented employees. This also emphasis on how Human resources
Management tackles the problems handled on a day to day activities. It also suggested
some important points to handle things better.

Saini R.R. (2010) this article explains Management in United Commercial Bank
which is a case study of Chandigarh State which elaborates HRD rules and regulations.
Basically this study explains the hurdles in the process of framing the rules and process
of executing it. This analytical study contains a sample size of 100 people and analysed
their opinion about HRD rules and regulations. As a result of this study is qualification
plays a important role in recruitment in top, middle and low level management. The
practice of selecting right candidate for the level of management helps the organization
to achieve more and retain employees in the organization.

Kundu. Subhash C., Divya Malhan (2009) in their article on "Human Resources
Management Practices in Insurance Companies: The study was made in Indian and
MNC’s and explains the benefits of the organization is generated only by Human
Resources. However the advantage of giving insurance to the Human Resources is one
of the employee benefits issued by the Human Resource Management. The findings of
30
the study says that both domestic and international Insurance companies have to
improve more on their HR practices like performance appraisal, HR planning and
Recruitment

Tripathy (2008) explained that the organization have the optimum usage of Human
resources in the organization. They follow the 3 C concept (i.e) Competencies,
commitment and culture. By following these 3 C culture in the work organization give
the positive results in the organization. This practice is considered to be the best result
earning which resulted in the increase in the financial growth.

31
 OBJECTIVES OF STUDY

1. To study the HR Policies of the company.

2. To study the amendments made in the HR Policies of Deepak nitrite Ltd.

since the time of incorporation.

3. To incorporate the amendments in the base policy and prepare a final

policy.

4. To design a HR Policy manual for the company with special emphasis on

the “Managerial Service Conditions”.

32
RESEARCH METHODOLOGY

33
 RESEARCH METHODOLOGY

SCOPE OF STUDY
1. In any organization human resource is the most important asset. In today’s
current scenario, Deepak Nitrite Ltd. is a very large manufacturer and
marketer of chemical.

2. As most of the company’s overall performance depends on its employee’s

performance which depends largely on the HR POLICIES of the
organization.

3. So the project has wide scope to help the company to perform well in
today’s global competition.

4. The core of the project lies in analyzing and assessing the organization and
to design an HR POLICY manual for the organization.

1. METHOD OF DATA COLLECTION

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

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

2. SAMPLE SIZE

34
 Here, researcher has taken 30 as the sample size.

3. HYPOTHESIS OF PROJECT

❖ Human Resource Policies provided by the organization of employees

works as an agent for the growth of employees and also motivates the
employees to perform well i.e. employee performance and satisfaction is
the valuable outcome of sound of HR Policies of the organization.
❖ The various HR Policies in Deepak Nitrite Ltd. makes the employees
enthusiastic towards work.

4. ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a request

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

35
 HR POLICIES IN
DEEPAK NITRITE
LIMITED

36
OBJECTIVES

In reviewing the purpose of HR Policies at Deepak Nitrite Ltd., the organization

stated that the HR Policies has been a key part of the management process for the
effective utilization of human resource. The company aims to fulfill the following
objectives through its HR Policies:

❖ Ensure a high degree of selectivity in recruitment so as to secure super

achievers and nurture them to excel in their performance.

❖ Impart such induction, orientation and training as to match the individual

to the task and inculcate a high sense of organizational loyalty.

❖ Provide facilities for all round of growth of individual by training in and

outside the organization, reorientation, lateral mobility and self-
development through self-motivation.

❖ Groom every individual to realize his potential in all facets while

contributing to attain higher organizational and personal goals.

❖ Build teams and foster team-work as the primary instrument in all

activities.

❖ Recognize worthy contributions in time and appropriately, so as to

maintain a high level of employee motivation and morale. Appraisals and
promotions shall be ethical and impartial.

❖ Implement equitable, scientific and objective system of rewards, incentives

and control.

❖ Contribute towards health and welfare of employees.

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.

37
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. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10.Retirement Planning
11.Job Enrichment
12.Exit Interviews

A brief preview of the above mentioned policies and the various objectives that
these policies aim to achieve are given in the subsequent chapters.

Due to high level of secrecy maintained in the organization, the policies given
below are according to my understanding and interpretation of the subject.

38
1. RECRUITMENT POLICY

❖ In Deepak Group, recruitment and selection of personnel is

explicitly based on the criteria of their knowledge, skills and
attitudes, so as to secure super achievers and nurture them to excel
in their performance.
❖ All fresh candidates are absorbed only after satisfactory completion
of appropriate training.
❖ All direct recruitment is through the HR department.
❖ Detailed selection procedures as decided from time to time are
adhered to without any compromise.
❖ Above procedures shall undergo continuous refinement through
evaluation and feedback.

2. INDUCTION AND PLACEMENT POLICY

❖ At Deepak Group, new recruits imparted such induction, orientation,

training and placement so as to individuals to the task and inculcate
a high sense of organizational loyalty.
❖ The HRD Department and the concerned heads of parent
departments prepare a well-structured Induction Program to
acquaint the new recruits with the people, organizational structure,
and interface between different departments, functions and culture
of the organization.
❖ The Induction Program is formulated to suit the position of the
candidate and necessary to be provided to him.

3. JOB ROTATION POLICY

❖ At Deepak Group, facilities are provided for all-round growth of

individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher
responsibilities.

❖ Systematic Job Rotation from time to time shall have a revitalizing

effect on the individual as well as the organization.

❖ All promotions to the level of HODs will be considered only when

an individual has undergone rotation through at least 2 sections.

39
4. PERFORMANCE APPRAISAL POLICY

❖ 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.

5. COUNSELLING

Counseling sessions, which are conducted by HR Department OR

Professional Counselor OR Performance Appraiser, are available to all the
employees in order to fulfill the following objectives:

❖ 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

❖ Career Planning system in Deepak Group is aimed at developing

people of the right caliber 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:

a. The organization’s long and short term plans.

b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and
average caliber.
d. Recruitment through internal and external sources at all levels
and its ratio as appropriate to the organization.
e. The number of people recruited and trained every year.

40
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 Deepak 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.

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.

❖ 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.

41
 10. RETIREMENT PLANNING

❖ At Deepak Group, retirement of all individuals is aided through

planned programs by HR Department so as to lessen the associated
misgivings and anxiety.

11. JOB ENRICHMENT

❖ Deepak Group follows a people centered approach to job

enrichment with a view to enhance the performance of the
employee, leading to higher job satisfaction.

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 well being 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
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10.Phone Policy
11.Leave Travel Assistance (LTA)
12.Local Conveyance Rules
13.Transfer Policy
14. HRR Policy for Area Office Managers

42
15. Canteen Service
16. Cash Payments & Advance Settlements
17.Performance Excellence Scheme
18.Performance excellence Form
19.Parivar Suraksha Yojna
20.Policy for Get Together of Employees
21.Notice Period for Managerial Employees
22.Conveyance Reimbursement for Interview Candidates
23.Car Policy
24.Post Retrial Benefits
25.Inland Travel Rules
26.Foreign Travel Rules
27.Application for Housing Loan
28.Application for Car Loan
29.Application for 2-wheeler Loan
30.Application for 2-wheeler (wards) Loan

43
 DATA ANALYSIS
AND
INTERPRETATION

44
A. RECRUITMENT AND SELECTION

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

organization.

External recruitment sources

18%

agree
disagree

82%

INTERPRETATION: Regarding external recruitment sources 82%

employees are satisfied or agree whereas 18% are not satisfied which is
performed in the organization. Therefore, the employees are satisfied
by recruitment process.

45
 2. Are you satisfied with the monetary reward given on bringing a candidate
on board?

Monetary reward

26%

agree
disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board

74% of employees are satisfied and 26% are not satisfied.

46
 3. Are you satisfied with the background checks conduct for employees.

Backgroud checks

22%

Agree
Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.

47
4. Are you satisfied with the monetary limits given to you for the expenses?

Expenses

21%

Agree
Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees for

their expenses 79% of the employees are satisfied and 21% of the employees are
not satisfied.

48
 B. INDUCTION

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

Induction programme

18%

Agree
Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in

the organization, 82% of the employees are satisfied whereas 18% of the
employees are not satisfied.

49
 2. The induction of your organization covers organizational
structure and policies.

Induction

10%

Agree
Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It means that
most of the employees are benefited.

50
 C. TRAINING AND DEVELPOMENT

a. For Employee performance is the training need analyzed in your

organization

Employee performance

24%

Agree
Disagree

76%

INTERPRETATION: Regarding employee performance, 76% of employees

are satisfied whereas 24% of employees are not satisfied. It means that most of
the employees get affected from this evaluation.

51
 b. Are you satisfied with the Classroom method adopted by your
organization to train the employees?

Classroom method

27%

Agree
Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the employees are

satisfied whereas 27% of the employees are not satisfied. It means most of the
employees get affected but some of the employees want training and development
programmes to train employees.

52
 c. Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees.

Effectiveness of Training program

32%

Agree
Disagree

68%

INTERPRETATION: Regarding effectiveness of training program, 68% of the

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

53
 D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Balance scorecard method

8%

Agree
Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the

employees are satisfied whereas only 8% of the employees are not satisfied. It
means that most of the employees are benefited from this evaluation method.

54
 2. Are you satisfied with the feedback given to you by organization?

Feedback

28%

Agree
Disagree

72%

INTERPRETATION: Regarding feedback 72% of the employees are satisfied

whereas 28% of the employees are not satisfied. It means that some of the
employees get benefited but some are not.

55
 E. CAREER PROGRESSION

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

Mentor system

16%

Agree
Disagree

84%

INTERPRETATION: Regarding mentor system followed for career

progression, 84% of the employees get benefited and only 16% of the employees
are exempted.

56
 e. Are you satisfied with the competence analysis and feedback from
manager?

Competence analysis and feedback

22%

Agree
Disagree

78%

INTERPRETATION: Regarding competence analysis and feedback from

manager 78% of the employees are satisfied whereas 22% are not satisfied. It
means that some of the employees want feedback from other source.

57
 F. LEAVE POLICY

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

Privilege leave

17%

Agree
Disagree

83%

INTERPRETATION: Regarding privilege leave provided to employees, 83%

of the employees are satisfied whereas 17% of the employees are not satisfied.

58
 G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern

13%

Agree
Disagree

87%

INTERPRETATION: Regarding informal communication pattern, 87% of the

employees are satisfied and 13% of the employees are not satisfied. It means most
of the employees are comfortable with this communication process.

59
 2. Are you satisfied with the opinion survey and Department meeting?

Opinion survey and Department meeting

24%

Agree
Disagree

76%

INTERPRETATION: Regarding opinion survey and department meeting,

76% of the employees are satisfied and 24% of the employees are not satisfied.

60
 H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Monetary Rewards

33%

Agree
Disagree

67%

INTERPRETATION: Regarding monetary rewards, 67% of the employees are

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

61
 I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal Accident

Insurance policy?

Contingencies

24%

Agree
Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy,

76% of the employees are satisfied and 24% of the employees are not satisfied.

62
 J. MEDICLAIM POLICY

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

Services

11%

Agree
Disagree

89%

INTERPRETATION: Regarding services provided under Mediclaim policy,

89% of the employees are satisfied and 11% of the employees are not satisfied.

63
 CONCLUSION

Study shows that

1. The Policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization, reorientation,
lateral mobility and self-development through self- motivation.
2. The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
3. The Policy builds teams and foster team-work as the primary instrument in
all activities.
4. The Policy implements equitable, scientific and objective system of
rewards, incentives and control.
5. The Policy recognizes worth contributions in time and appropriately, so as
to maintain a high level of employee motivation and morale.
6. The employees agree on the part of their performance that they know
what is expected from them.
7. The employees understand how their work goals relate to 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.

64
 SUGGESTIONS &RECOMMENDATIONS

1. The Performance Appraisal of employee is evaluated on the basis of 360

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

65
 BIBLIOGRAPHY

Books:
“Human Resource Management” by Ashwathapa.
“Human Resource Management” by Michael Armstrong.
“Human Resource Policy Analysis: Organizational Applications” by Richard J. Niehaus.
Journals & Articles:

1. Articles by T.V.Rao Learning Systems.

2. Policies of Deepak Nitrite Ltd.
3. Documents of Deepak Nitrite Ltd.

Websites:
www.deepaknitrite.com
www.citehr.com
www.ask.com
www.wikipedia.com
www.hrgroup.com
www.ppspublishers.com

www.scribd.com

www.tvrls.com

66
ANNEXURES

67
Name of Employee: -----------------------------------------------------------------------
Designation: ----------------------------------------------------------------------

QUESTIONNAIRES

A. Recruitment and Selection

1. Are you satisfied with the external recruitment sources performed in your
organization.
1. Agree 2. Disagree
2. Are you satisfied with the monetary reward given on bringing a candidate on board?
1. Agree 2. Disagree
3. Are you satisfied with the background checks conduct for employees.
1. Agree 2. Disagree
4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree 2. Disagree
B. Induction

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

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

C. Training and Development

1. For Employee performance is the training need analyzed in your organization.

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

D. Performance Appraisal

1. Are you satisfied with the Balanced Scorecard method?

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

68
E. Career Progression

1. Are you satisfied with the mentor system followed for career progression?
1. Agree 2. Disagree
2. Are you satisfied with the competence analysis and feedback from manager?
1. Agree 2. Disagree

F. Leave Policy

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

1. Agree 2. Disagree

G. Communication and Decision making process

1. Are you satisfied with the informal communication pattern?

1. Agree 2. Disagree
2. Are you satisfied with the opinion survey and Department meeting?
1. Agree 2. Disagree

H. Rewards and Recognition

1. Are you satisfied with the monetary rewards?

1. Agree 2. Disagree

I. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?

1. Agree 2. Disagree

J. Mediclaim Policy

1. Are you satisfied with the services covered under this policy?
1. Agree 2. Disagree

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