Bombay Dyeing PDF

A
PROJECT REPORT
ON
Organisation effectiveness through Hr practice in
Bombay Dyeing
Project submitted to YMT College of Management
In partial fulfillment of requirement for the award of
Master of Management Studies
Of University of Mumbai
Submitted by
Kunal thakur
Academic Year 2011-2013
Under the guidance of
SP. Anand
Page 1
DR. G.D. POL FOUNDATION YMT COLLEGE OF MANAGEMENT
Declaration
We hereby declare that the project entitled “Organisation effectiveness

through Hr practice in bombay dyeing” submitted to YMT College of
Management in partial fulfillment for the Award of Master of
Management Studies of University of Mumbai is our original work and
does form any part of previously carried/conducted projects.
Signature of Student
Place: Navi Mumbai
Date
Page 2
CERTIFICATE OF THE INTERNAL GUIDE
This is to certify that the project entitled “Organisation Effectiveness

through Hr pratice in bombay dyeing” submitted by “kunal thakur”
in partial fulfillment for the award of Master in Management Studies of
University of Mumbai is their original work and does not form any part
of the projects undertaken previously.
Also it is certified that the project represents the original work on the
part of the candidate.
Signature of Guide
Place: Navi Mumbai
Date:
Page 3
ACKNOWLEDGEMENT
It is indeed pleasure to appreciate all the eminent personalities who have

contributed towards our project, to realize that behind every successful project
there laid the efforts of many hands.
We wish to express our sincere gratitude towards our industry guide SP. Anand
(HR senior Manager) & Mukund Pathradkar (HR Manager) for their co-operation
and providing us the required information. We would like to thank them for
sharing their immense knowledge with me in such short span of time. We have
learned immensely from the interactions and advices. Also we would like to
appreciate the employees of Bombay dyieng and manufacturing company limited
for their help and co-operation during our internship.
Also we would like to thank our internal college mentors for their constant
guidance and providing necessary help for completion of our project.
Last but not least we wish to avail myself of this opportunity, express a sense of
gratitude to my friends and my parents for their support, strength, and help and for
everything.
Page 4
EXECUTIVE SUMMARY
As the world is becoming more competitive and unstable than ever before
manufacturing based industries are seeking to gain competitive advantage at all
cost and are turning to more source through hrm practice. They have defined
several ascept: schuler and Jackson defined hrm practice as a system that attracts,
develops, motivates and retains employees to ensure the effective implementation
and the survival of the organisation and its member. It is also conceptualised as a
set of internally consistent policies and practice designed and implemented to
ensure that a firm of human capital contribute to achievement of its business
objective. As we conclude that hrm practice relate to specific practice, formal
policies and philosophies that are designed to attract, develop and retain employee
who ensure the effective functioning and survival of the organisation. According to
effectiveness of firm treat HRM practices as the organisation‟s strategy to
encourage team responsibilities, enhance organisation culture as bulid up customer
relationship through participatant and empowerment. For insatnce, performance
apprisal increase employee commitment and satisfication since employees are
given chance to discuss about their work performance. This in turn will lead them
to perform greater in effective activities... Training help the employee to gain
knownledge, skill and ability which would be contribute effective in term of
products, production processes and management practice in daily operation. Hence
training develop the knownledge, skill and ability of employee to perform
effectively in their job will leads to higher organisation effectiveness. Reward
syatem provides financila award, promotion and other recognisation in order to
motivate the employee to take the risk, develop successful new products and
generate ideas. It encourage employee to become motivate thereby increase their
participation in contributiing the innovation ideas, which lead to higher
organisational. Recruitment involves employing and obtaining appropriate and
competent candidate throgh external sourcing. It gives greater importance to be
attached to fit between person and company culture.
Page 5
Table content
SR. PARTICULARS PAGE

NO NUMBER
1. INTRODUCTION 8-9
2. 10
OBJECTIVE
3. SCOPE 11
4. 12
RESEARCH METHODOLOGY
5. 13-22
COMPANY PROFILE
HR pratice and procedure:

 Recruitment procedure
 Performance apprisal procedure
 Training and development procedure
 Selection procedure
 Industrial relation procedure
 Employee relation procedure
6.  Attendence syatem procedure 23-53
 Human relation planing procedure
 Job analysis procedure
 Human resource development procedure
 Security department procedure
 Corporate and social responsibility
procedure
 Health,safety and welfare faclities
department procedure
Page 6
7.
LITERATURE SURVEY
8.
MY JOB AT BOMBAY DYEING
9. DATA ANALYSIS
10.
FINDING
11.
CONCLUSION
12.
BIBLOGRAPHY
13. ANNEXURES
Page 7
Introduction
Organizational effectiveness is the concept of how effective an organization is in

achieving the organization intends to produce. The idea of organizational
effectiveness is very important for non-profit organizations as most of people who
donate money to nonprofit organizations and charities are interested in knowing
whether the organization is effective in accomplishing its goals. An organization's
effectiveness is also dependent on its communicative competence and ethics. The
relationships between these three are simultaneous. Ethics is a foundation found
within organizational effectiveness. An organization must exemplify respect,
honesty, integrity and equity to allow communicative competence with the
participating members. Along with ethics and communicative competence,
members in that particular group can finally achieve their intended goals.
Foundations and other sources of grants and other types of funds are interested in
organizational effectiveness of those people who seek funds from the foundations.
Foundations always have more requests for funds or funding proposals and treat
funding as an investment using the same care as a venture capitalist would in
picking a company in which to invest. Organizational effectiveness is an abstract
concept and is difficult for many organizations to directly measure. Instead of
measuring organizational effectiveness directly, the organization selects proxy
measures to represent effectiveness. Proxy measures may include such things as
number of people served, types and sizes of population segments served, and the
demand within those segments for the services the organization supplies. Activities
such as administration, volunteer training are important inputs into organizational
effectiveness because although they do not directly result in programmatic results,
they provide the essential support functions needed for the organization to
successfully finance and administer its programs. These other activities are
overhead activities that indirectly assist the organization in achieving its desired
outcomes. As the world is becoming more competitive and unstable than ever
before manufacturing based industries are seeking to gain competitive advantage at
all cost and are turning to more source through hrm practice. They have defined
several ascept: schuler and Jackson defined hrm practice as a system that attracts,
develops, motivates and retains employees to ensure the effective implementation
Page 8
and the survival of the organisation and its member. It is also conceptualised as a
set of internally consistent policies and practice designed and implemented to
ensure that a firm of human capital contribute to achievement of its business
objective. As we conclude that hrm practice relate to specific practice, formal
policies and philosophies that are designed to attract, develop and retain employee
who ensure the effective functioning and survival of the organisation. According to
effectiveness of firm treat HRM practices as the organisation‟s strategy to
encourage team responsibilities, enhance organisation culture as bulid up customer
relationship through participatant and empowerment. For insatnce, performance
apprisal increase employee commitment and satisfication since employee is given
chance to discuss about their work performance. This in turn will lead them to
perform greater in effective activities... training help the employee to gain
knownledge, skill and ability which would be contribute effective in term of
products, production processes and management practice in daily operation. Hence
training develop the knownledge, skill and ability of employee to perform
effectively in their job will leads to higher organisation effectiveness. Reward
syatem provides financila award, promotion and other recognisation in order to
motivate the employee to take the risk, develop successful new products and
generate ideas. It encourage employee to become motivate thereby increase their
participation in contributiing the innovation ideas, which lead to higher
organisational. Recruitment involves employing and obtaining appropriate and
competent candidate throgh external sourcing. It gives greater importance to be
attached to fit between person and company culture.
Page 9
OBJECTIVE
This study belongs to organisation effectiveness through HR practice. In

this we are studying how organisation is effected through HR practice.
The following are the objective to be studied:
Recruitment is depending on having the right people in the right
job at right time meet rapidly changing organisation requirement.
Right people must be obtained to perform the right role of HR
function by using appropriate HR pratice in organisation.
Staffing, training, compensation and performance management are
basically important tool in the HR practice that shape the
organisation role in a staisfying need of its all stakeholder.
P&A is important component in the rational and syatematic
process HRM.
It identify fundamental underlying issue which must be addressed
by any organisation or business house if its people are to be
motivated and commited to operate effectively.
It will need to show that careful planing of the people issue will
make suatainable eaiser for the organisation to achieve the wider
startegic and operational goal.
They can add the value by ensuring that in all its other plans the
organisation takes account of and plan for change in wider
environment perspective.
HR and employment practice being followed in other organisation
such as new flexible work practice {job rotation}.
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SCOPE
The scope of the research is very vast; however the total time period
available was very limited for the purpose of the study observation,
analysis and conclusion. Second important thing is on account of ethical
and moral obligation of a manager disclosure of all pertainet and
particular policies has got limitation because of his positional
accountablity and responsibility,
Studying “organisation effectiveness through HR poratice” of the
employee as specialised subject restrict a training, recruitment and
selection, job analysis, performance appriasal for entering into HR
pratice of different parameter as well as view of the company. The
finding of the study can be reffred to as a refrence for entire
organisational policies, parameter and partices.
Page 11
Research methodology
In everyday life human being has to face many problems viz.

social, economical, financial problems. These problems in life
call for acceptable and effective solutions and for this purpose,
research is required and a methodology applied for the solutions
can be found out.
Research was carried out at BOMBAY DYEING MFG.CO. .Ltd
to find out the “Organisation effectiveness through HR
pratices”.
DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing

questionnaires to senior HR manager and other HR manager. The
questionnaires were carefully designed by taking into account the
parameters of my study.
Secondary Data:
Data was collected from books, magazines, web sites, going through the records of
the organisation, etc. It is the data which has been collected by individual or
someone else for the purpose of other than those of our particular research study.
Or in other words we can say that secondary data is the data used previously for
the analysis and the results are undertaken for the next process.
Page 12
Bombay dyieng and manufacturing company ltd
Company profile
THE BOMBAY DYEING AND MFG. CO. LTD.
POLYESTER DIVISION.
Page 13
HISTORY OF WADIAS’ GROUP OF INDUSTRIES
WADIA GROUP
The Group Genesis
The Wadia‟s first venture, over 250 years ago, was in the area of ship
building; more than 355 ships were designed and built by the Wadia‟s,
including men-of-war for the British Navy. It was on one such ship that
the American National Anthem was composed, and on another Wadia
built deck that the 'Treaty of Nanking', sending Honkong to England,
was signed.
The Spring Mills began operations in 1903 Emerging
opportunities: With the wave of industrialization in the 19th century,
trading grew, and with it, opportunities for new areas of business. In
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1879, Bombay was next only to New Orleans as the world's largest
cotton port. It was at this time that Mr. Nowrosjee Wadia set his sights
on India's mushrooming textile industry. On August 23rd, in a humble
redbrick shed, he began a small operation. Here, cotton yarn spun in
India was dip dyed by hand in three colors-turkeys red, green and
orange-and laid out in the sun to dry.
Humble opportunities: The Bombay Dyeing & Manufacturing Co. Ltd.

had been born. A modest beginning for a company that was to grow in
the following 115 yr. into one of India's largest producer of textiles.
Along the path of growth and diversification, Bombay Dyeing has
spawned dozens of other companies. In technical and financial
collaboration with world leaders, such companies have pioneered the
manufacture of various chemicals and have grown to be leaders in their
new fields. It was more than just a company that was born in 1879, a
legacy was born. A legacy that would give rise to one of India's most
respected.
Bombay Dyeing is one of the leading companies in the textile business.

In fact, India has made a position in the world textile sector holding the
hands of Bombay Dyeing. The textile products of the company are
exported to different nations all across the world like the United States,
European Union Countries, Australia and New Zealand.
Page 15
Bombay Dyeing was incorporated in the year 1879, by the Wadia Group
and within a short span of time created a name for itself in the textile
business. The chairman of Bombay Dyeing. at present is Mr. Nusli
Wadia. The financial results for the quarter ending on 30th June in the
year 2007, is quite high with the Net Profit reaching to 17.88 crores.
Moreover, in today‟s world, Bombay Dyeing is a household name with
above 600 franchise retail shops all across the country.
Products of Bombay Dyeing:

Bombay Dyeing by using advanced technology has brought about a
change in the textile business. The entire production is divided into two
broad streams, weaving and spinning and winding. The production level
on a daily basis is over 300,000 meters of fabrics. Some of the important
products of the company that have already become significant in both,
domestic and export markets are
 Cotton Sheeting.
 Polyester Cotton Sheeting.
 Poly Cotton Drills.
 Shoe Lining and Duck Fabrics.
 Satin Furnishings.
 Yarn dyed fabrics.
Page 16
 Flannel Sheeting.
 Dobby and Fine Count made-ups.
 Down proof Shells and Comforters.
 Towels, Table Tops and Napkins.
Bombay Dyeing at present is the largest exporter of sophisticated made-

up items and also of products made of cotton and poly cotton. Bombay
Dyeing has created a sizable market in the production of a wide range of
fabrics and ready-mades. This includes both formal and casual wear.
The ready-made collection of the Bombay Dyeing has been changing its
production pattern with the evolving fashion trends. The consumer
section of Bombay Dyeing comprise of bed linen, towels, furnishings,
suiting and shirting fabrics, and cotton and polyester blended dresses and
saris.
Technology used in Bombay Dyeing:

The technology applied in the production process in Bombay Dyeing is
of international standards. Regarding the weaving facilities, the
technology used is from one of the most technologically advanced
company of the world, Sulzer. The automations used in weaving,
spinning and winding by Bombay Dyeing are like Sulzer Projectile
Page 17
Machines, Sulzer Air jet Machines, and Schlafhorst Auto core Rotors,
Auto Corner Winding Spindles and Schweiter CA - 11 Spindles.
The Wadia Group is multidirectional with interest in Chemicals, Agro-

products, Foods, Light Engineering, Textiles, Electronics, Plantations,
Laminates, Consultancy, Architecture, Health, Hospitals, and real Estate.
Its 19 manufacturing facilities have made Group Companies the market
leaders in these fields. Besides being a responsible and good corporate
citizen, it also has 2 hospitals in Mumbai and one educational institute in
Pune. Recently the group also ventured in the aviation field.
The largest area of group activities is with Bombay Dyeing (BDMC),

where it has 125 years of textile leadership. It ranks among leading
manufacturers and marketers of cotton and synthetic fabrics and
produces 300,000 meters of fabrics and 75MT of yarn daily. It is one of
the largest exporters of fabrics: cotton, polyester/cotton and made ups.
Bombay Dyeing‟s branded home textiles and apparel are household
names in India. Their annual group turnover is Rs. 4000 crores.
Today it is largest manufacturers in the composites sector of the Indian

Textile Industry.
We bring to our work a proud heritage of accomplishment, integrity,
sound management, excellence and commitment to our customers‟
interest.
Page 18
BOMBAY DYEING – POLYESTER DIVISION
1. Polyester Plant is situated at Patalganga, 70 Km. away from

Mumbai & 35 Km. from JNPT, Maharashtra.
2. It maintains high standards of Safety, concern for Environment and

Energy Conservation measures.
3. It is certified against ISO 9001-2000, ISO 14001-2004, and

OHSAS 18001-1999.
4. It has received 5 Star Safety Statuses with Sword of Honour by

British Safety Council.
5. It is the earliest signatory to Responsible Care® initiative of the

ICMA.

Page 19
Vision
We will offer differentiated PSF specialty products and services in

a most economical way and create value for the customers and nation.
Mission
We will decommoditise our PSF business and pursue niche market

to have competitive advantage.
 Our Purpose
Achieve Excellence and Provide to
1. Customer : Quality, Value & Services.

2. Employees : Fulfilment & Development.
3. Shareholders : Returns & Growth.
Business Associates : Mutually Beneficial Relationship
Page 20
MANUAL TITLE
PROCEDURES
PERSONNEL & ADMINISTRATION DOCUMENT NO.PAP012
THE BOMBAY DYEING
DOCUMENT TITLE REV.NO: R6 DATE: 10/08/2008
& MFG. CO. LTD.
POLYESTER DIVISION COPY
ORGANIGRAM PAGE 1 OF 1
Edition : 2
General Manager
(*)
Manager – Manager - Security &

Manager – HR
Personnel & Administration Administration
Inspector - Security
Asst. Executive – P&A
Personnel Head
Assistant Security Guard
Steno Cum
Personnel Assistant Security Guard
Yardman
Note :
(*) Covered in Apex Manual.
Page 21
Our Principles are: -
 To create a distinct culture of openness, trust, fair play and transparency

across the company
 Empower managers and enable them to take decisions which are fair and
equitable to all our Team members across the organization,
 Ensure uniformity in application and speedy administration.
 Develop an organization that all of us would be proud to belong
Our aim has been to identify the resources required to execute business
initiatives and build organizational capabilities.
2.3) BENEFITS GIVEN BY THE COMPANY
 Transportation
 Canteen facility
 Holidays Homes
 Medical Facilities
 Medical Hospitalisation
 Medical Reimbursement
 Med claim
 Educational expense
Page 22
HR pratices and their procedure
The following HR pratices and their procedure are:
a) Recruitment procedure
b) Performance apprisal procedure
c) Training and development procedure
d) Selection procedure
e) Industrial relation procedure
f) Employee relation procedure
g) Attendence syatem procedure
h) Human relation planing procedure
i) Job analysis procedure
j) Human resource development procedure
k) Security department procedure
l) Corporate and social responsibility procedure
m) Health,safety and welfare faclities
department procedure
Page 23
Recruitment procedure
1. Requirement for vacancy will be inform by consult department to
hr department through designated form.
2. They identify source of recruitment on that basis how many
vacancy are there for employee.
3. For that they will give advertise in a newspaper, website i.e.
naukri.com, timesjob.com, monester.com and they give to
recruitment agencies.
4. For seeing these advertisement candidate should submit th
application i.e. resume to the recruitment agencies. They collect
the application call the candidate for the interview.
5. The following interview procedure the candidate should be face ,
applied:
a. Candidate should apply for aptitude test.
b. On that basis candidate should be shortlisted for a group
discussion round, this round is about 10-15 minute.
c. After that candidate should be shortlisted for final intwerview.
6. For a final interview should takes place in between of two
department/ category management and non-management:
a. For management department the interviewer should take the
interview by chairman/jmd.
b. For non-management department the interviewer should take
the interview by business head.
7. After the interview which candidate is suitable for which
department on that recruitment had prepared for offer letter?
8. After the offer letter has prepare, this letter had signed by general
manager/ jmd
9. After that employee should issue the offer by placement agencies.
10. On joining a joing report is issued to the employee recruited
by general manager with copies to department concerned.
Page 24
Performance apprisal
The performance apprisal should be prepared for both the employee
as well as nonmangement employee and for all of these
responsibilities should take by Dy manager.
For non-management employee
1. For month of january every year employee should fill the detail of
appraisal form which is prescribed by dy manager and this
appraisal form should forward to this concerned dept manager after
checking by personnel manager.
2. Department head asses the performnace of each employee and give
appropriate rating promotion to the higher grade are
reccommended based on consistent outstanding performance
length service as well as availablity of vaccancies.
3. Appraisal form should return to personnel and administration
department duly endrosed by division manager.
4. Dy manager do the compliation of the entire employee appraisal
department gradewise giving detail of present grade rating
reccomendation of promotion etc. together detail of pervious two
year rating.
5. The promotion are given effective on 1st july foe annual increment
in respective grade of employee is given for every year to be
effective 1 st jan as per sttlement of emplyee for irrespective
performance.
6. The considered of appraisal should be jan to dec
Note: whenever the company decided the increment it is fixed... is

that there is a semantic scale.
Page 25
For management employee
The period of appraisal form should be formed from apirl to march.
On that baiss employee should give the grade in a lower to higher….
For lower grade
1. For the month of April every year dy manager prepare the apprisal
form in respect of all management category of employee in these
grade.
2. After that the form sent to department manager for scruitising the
general amnger doing performance appraisail.
3. Performance is rated by the department manger on the basis of
performance of employee in an organisation. The rating should be
given 1 to 5 fro, outstanding to not satisfactory.
4. They provide the reccommendation for promotion employees who
give outsatnding performance, higher grad to handle potential and
availbilty of appropriate vaccancies. Feedback of performance is
given to employee on the basis of post appraisal form should be
discuss and the training for mutual identified.
5. They assed the performance appraisals are returned to business
headby 31st may to the department and divisional manager. For
addinational increment are reccommended for outstanding
performance are made during this year.
Page 26
For higher grade
1. Dy manager write the detail of employee such as name, age,
designation etc; since when it come from for grade, age,
department it should be written in mangerial appriasal form.
2. After scruitsing same by general manager p.a. form are sent toi
respective divisional manger who then gives to concerned
employee for targeting their goals, for this year. Once the key
objective are mutually agreed between boss and subordiante xerox
copy of pa form should given to the boss and the appraisal form is
retained toi concerned employee.
3. After the end of the year of p.a. each employee is made by his
superior. Based on the result who give the best performance
throughout the and achived their target, potential to handle their
higher responsibities and availbilty of vaccancies and
reccommendation promotion are made.
4. The form is sent to business head he comments on this after the
reccommended are sending to md for this approval.
5. Once management approval is received the samke informed to
divisional maanger and then announce to same department
employee.
Note: in both management and non-management performance
appraisal form are it‟s belong to government rule in that factories act
should be used.
Page 27
Training and development procedure
Training is the second most steps after recruitment and selection of

employee. Companies have to train them to conform for doing the job.
They also train of that employee who is suitable for which department.
They include certain phase for training:
a. Theoritical knownledge about polyster and layer.

b. They should know the computer knownledge in that they have 2
departments one is software and another is hardware i.e. sap, ms
excel, ms word, ms outlook, oracle, ms sql etc.
c. They give us project to you, on that they will test your knownledge
about the company and they test creative mind, how much you
think about the company to make a profit.
It is training of a Bombay dyieng and manufacturing co. ltd , it is

about the division of polyster how much candiadte have a skill on
which field they will think and make more creative and to make
company in a profit manner. The study limit of recruitment, selection
and training procedure is carried out by Bombay dyeing and
manufacturing co. ltd to learn the procedure of recruitment, selection
and procedure.
Objective
The project report is based on the topic of training and development

at Bombay dyeing polyster co.ltd. The following of the objective of
project report:
1. To find out the detailed of hrd in Bombay dyeing. Regarding the

supply of human resource to company.
2. To understand the technique and method use in a recruitment,
selection and training and development.
3. To understand the training and recruitment policy of the compnay.
4. To know about the worker of job satisfication with the help of
questionnaries.
Page 28
Selection procedure
It is very important that a candidate knows the entire selection

procedure of Bombay dyeing polyster ltd. A candidate should
be aware the rules and regulation of that company and should
prepare well in advance. The following procedure that every
company should be held:
A. Written Examination
The Written Examination will comprise of Objective Test and

Descriptive Test details of which is furnished hereunder:
a) Objective Test
Objective Test consisting of Test of Reasoning, Test of

English Language, Test of Quantitative Aptitude, Test of
General Awareness, Test of Computer Knowledge.
Page 29
Sl. No. Of
Test
No. Questions
Test of
1 20
Reasoning
Test of
2 English 20
Language
Test of
3 Quantitative 10
Aptitude
Test of
4 General 30
Awareness
Test of
5 Computer 20
Knowledge
Total 100
The candidates shall be required to qualify in each objective test as

per the cut-off marks determined by individual banks. There will be
penalty for wrong answers marked in the objective tests which will
result in negative marks for every wrong answer ie, one fourth or 0.15
of the marks assigned to that question will be deducted.
Page 30
b) Descriptive test
it will consist of 4 questions out of which the candidates are required
to attempt 3 questions only. The descriptive paper of top executive of
company should be judge the candidate on their knowledge on
situations, current topics, topics of common interest, national issues
etc. The candidates are required to write essay type answers on these
questions. The questions are basic in nature and not much preparation
is required for it. To prepare for this section, candidates need to
remain updated about the various current topics and try to write short
notes on them along with life situations.
B. Group Discussion and/ or Interview

Candidates who clear the written test are called for group discussion
and personal interview. After GD and PI, mark of all sections ie
written GD, and PI added to decide the final score and shortlist the
candidates.
Group Discussion demands knowledge of current affairs, cool

temperament, and right attitude. So always be prepared with some
current topic especially with economical/ financial topics. Reading
news paper and watching news will help a lot.
Personal Interview is conducted to check the behavior, conversation

skill, and knowledge about banking and financial topics. Technical
questions may come from your previous job (if u you are already
working), projects that you have done.
Page 31
Industrial relation
In simple terms Industrial Relations deals with the worker

employee relation in any industry. Government has attempted to
make Industrial Relations more health the by enacting, Industrial
Disputes Act 1947. It is a multidisciplinary that studies the
employment relationship. It is increasingly being called
employment relations because of the importance of non-
industrial employment relationships. Industrial relations have its
roots in the industrial revolution which created the modern
employment relationship by spawning free labor markets and
large-scale industrial organizations with thousands of wage
workers. As per Dale Yoder Industrial Relations refers to the
relationship between management and employees, or employees
and their organization that arise out of employment. The essence
of good industrial relation lies in the bringing up of good labour
relations which gives a forum to understand each other
(employer, employee) properly. A good Industrial Relations
increases the morale of employers and goods them to give their
maximum, each think of their mutual interest which paves way
for introduction of new methods, developments and leading to
adoption of modern technology. Bad Industrial Relations leads
to industrial unrest industrial dispute and a downward trend to
Industries workers and the nation. Of course the first hit will be
on the employers, who have invested. Some of the few point are
come under the industrial relation:
Page 32
1. Influencing factor
Mutual Trust Respect and Integrity amongst employees.

Not a single man hour lost due to industrial unrest since
inception.
2. Award to the employee
An interim or a final determination of any industrial distribute

or of any question relating there to by any labour (court),
industrial Tribunal or national Tribunal and includes an
arbitration and award.
3. Welfare facilitiies
 Free transportation,
 Subsidised food,
 Scholarship to Employees children under Central &
Unit scheme,
 Gift on Safety Day,
 Award for “Additional Qualification” obtained while
in Service
 Benevolent Fund Scheme to all employees
 Picnic scheme – company sponsored transport,
 Dassera, Vishwakarma, Annual Ganesh yag,
Satyanarayan Pooja is organised
 Common Farewell Function,
 Articulate Retirement Plans,
Page 33
4. Employee participates in management.
The employee should participate in these thing.. in these
three things whatever employee have a skill they will do
their work on their own.
 Canteen Committee
 Welfare Committee
 Safety Committee
5. Postal and telegraph

Industrial establishments on the working of which the
safety of the establishments, or the workmen employed
there in depends.
 Industries which supply power light, water to public
 Public conservancy or sanitation.
 Few others indicated in Schedules.
6. Wages
All remuneration capable of being expressed in terms of
money which would if the terms of employment expressed
or implied, were fulfilled, be payable to a workman in
respect of his employment or of work done in such
employment – includes :
1. Allowances
2. House revert allowance
3. Traveling concession
4. Commission for sale or business does not include bonus,
gratuity provident fund etc.
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Employee relation procedure
A.Employee Relations involves the body of work concerned
with maintaining employer-employee relationships that
contribute to satisfactory productivity, motivation, and
morale.
B. It is concerned with preventing and resolving problems
involving individuals who arise out of or affect work
situations.
C. Information is provided to employees to promote a better
understanding of management's goals and
policies. Information is also provided to employees to
assist them in correcting poor performance, on or off duty
misconduct, and/or to address personal issues that affect
them in the workplace.
D.Employees are advised about applicable regulations,
legislation, and bargaining agreements. Employees are
also advised about their grievance and appeal rights and
discrimination and whistleblower protections.
E. Company provided office, time-off / General Shift
reporting as and when required for union work, to
members.
F. The members of committe believe in work ethics. So that
for a point of a democratic approach, they put a elections
once in 3 yrs. On that basis employee got the Opportunity
for showing their leadership quality through others and they
works with Organizational interest and they made more
profit throughout the organisation.
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Attendence system procedure
1. If the employee living far from the company, the company provide
the transport facilities for all the trainer and employers for attend
their duties in a respective shift.
2. After that the employee are assigned a shift group and they attend
their duty in respective shift as per shift schedule. This shift
schedule any change in shift should inform to personal department.
3. When all the employee are required their identity-cum-card for
entering in a company, this card should be swipe in a main gate
and all the personal information should be installed in a hrims
system.
4. For the end of the shift the employee should do again for required
the swipe card for out time procedure.
5. If any urgency should happen for employee to go out in a working
hours employee should submit exit pass format.
6. If any non-management employees are required to stay on
overtime basis they should record in OT in an authoruisation sheet
and should send the form to the personal department.
7. If any employee should in any leave they should submit leave
application through online.
8. If any employee had forget to bought ga card. They should take the
ga form and take a signature through department head and submit
to security department.
9. If any department of employee to change their shift for a certain
period; the department send their intinmation of this change the
format to personal department on that basis personal should be
approved.
10. Bi-Metric, On-line attendance is in operation, All leave
applications, recommendation, sanction administered through this
system – discontinued manual leave Card / Forms,
11. Attendance system is directly linked to payroll system.
Canteen deduction is being linked with this system.
Page 36
Human resource planing procedure
Human resource planning involves getting the right number of qualified
people into the right jobs at the right time so that an organization can
meet its objectives.
 It is the system of matching the supply of people with the openings
the organization expects over a given time frame.
 It is based on the belief that people are an organisation most
important for a startegies resource.
 They implemented the business plan in term of people
requirement. It is also concerned with broader issue about the
employment of people then tradinational model approach of
manpower planing.
 It process takes place within the context of labor market. In labor
market they had 2 type external as well as internal labor markets.
 The planning processes of organizations not only define what will
be accomplished within a given timeframe, but also the numbers
and types of human resources that will be needed to achieve the
defined business goals (e.g., number of human resources; the
required competencies; when the resources will be needed; etc.).
 In hrp they had 2 forecasting:
1. Demand forecasting: it is the process of estimating the furture
number of people ruqired and competence they will need.
2. Supply forecasting: it comprise the total effective effort that
can put to work as shown by the number of people and hour of
work available the capacity of employee to do the work and
their productivity.
It should be analysed in order to forecast furture loss and identify the
reason for people leaving the organisation.
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Job analysis
Job analysis may be defined as a methodical process of collecting
information on the functionally relevant aspects of a job. Job analysis
is the formal process of identifying the content of a job in terms
activities involved and attributes needed to perform the work and
identifies major job requirements. Job analyses provide information to
organizations which helps to determine which employees are best fit for
specific jobs. Job analysis tells the human resources personnel:
 the time it takes to complete relevant tasks

 the tasks that are grouped together under a single job position
 the ways to design or structure a job for maximizing employee
performance
 the employee behavioral pattern associated with performance of
the job
 It has attempted to create a segment bsolution to fit the different
layer of its job opportunities within its environs.
Purpose
Job and task analysis is performed as a basis for later improvements,

including: definition of a job domain; description of a job; development
of performance apprisal and personal selection, selection systems,
promotion criteria, training needs assessment, legal defense of selection
processes, and compensation plans. In human resource job anlysis is
often is used to gather the information for use in personal selection,
training and compensation. Job analysis is to determine the physical
requirements of a job to determine an individual who has suffered some
diminished capacity and is capable of performing the job with, or
without, some accommodation.
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Procedure
There are several ways to conduct a job analysis, including: interviews
with fresher/ employee/candiadate and supervisors, questionnaires
(structured, open-ended, or both), observation, critical incident
investigations, and gathering background information such as duty
statements or classification specifications. In job analyses conducted by
HR professionals, it is common to use more than one of these methods.
The following two procedures are doing for job analysis:
Task-oriented
Task-oriented procedures focus on the actual activities involved in

performing work. This procedure takes into consideration work duties,
responsibilities, and functions. They develop task statements which
clearly state the tasks that are performed with great detail. After creating
task statements, all the employee should performe their task in a
seriously manner some of the task should be difficult, importance to do
it and they should perform it, on that basis all the employee should give
a rating. Based on these ratings, these entire employees should
understand their job can be attained.
For example, job analysis is of kotak life insurance on the manager had
given task to all the employee is that u sold all the insurance to all the
people in which you have a contact on that you collect information of
the person who are taking insurance. Based on this task you get the
rating. On these rating that employee gets promoted to next task. This
will continue upto all the task should be completed and get all the rate
point to the employee. If any employee got best rate means they perform
good in a task, that employee should be promoted.
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Worker-oriented
The procedures is aim to examine the human attributes needed to

perform the job successfully. These human attributes have been
commonly classified into four categories: knowledge, skills, abilities,
and other characteristics (KSAO). Knowledge is the information people
need in order to perform the job. Skills are the proficiencies needed to
perform each task. Abilities are the attributes that are relatively stable
over time. In a worker-oriented job analysis, the skills are inferred from
tasks and the skills are rated directly in terms of importance of
frequency. This often results in data that immediately imply the
important KSAOs.
One key difference between task-oriented and worker-oriented

procedures lies in the extent that task oriented procedures is directly
observable. Ratings of ability statements could be more complicated to
inflation by job analysis respondents because it is harder to verify that
ability is there than seeing a task being done. Ability ratings may also
reflect a self-rating compared to job-rating, suggesting that self-
presentation will be more likely with ability statements.
Page 40
Human redource development
Human Resource Development is the integrated use of training,

organization, and career development efforts to improve
individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in
organizations to perform current and future jobs through planned
learning activities. Groups within organizations use HRD to
initiate and manage change. Also, HRD ensures a match
between individual and organizational needs.
Process, pratice in other field

It is not only a field of study but also a profession. HRD are
focus on HRD as a process. HRD as a process occurs within
organizations:
1) Training and Development (TD), that is, the development of

human expertise for the purpose of improving performance, they
alone can leave an organization unable to tap into the increase in
human, knowledge or talent capital.
2) Organization Development (OD) that is, empowering the

organization to take advantage of its human resource capital. It
can find the interst of win/win solutions that is to develop the
employee and the organization in a mutually beneficial manner.
It does not occur without the organization, so the practice of
HRD within an organization is promoted upon the platform of
the organization's mission, vision and values.
Page 41
3. Other typical HRD practices include: Executive and
supervisory/management development, new employee
orientation, professional skills training, technical/job training,
customer service training, sales and marketing training, and
health and safety training.
4. HRD positions in businesses, health care, non-profit, and

other field include: HRD manager, vice president of
organizational effectiveness, training manager or director,
management development specialist, blended learning designer,
training needs analyst, chief learning officer, and individual
career development advisor.
Page 42
Secruity department procedure
 When any raw material is about solid as well as liquid

come from export side through the security officer should
check everything internally manner means it should be
check what unwanted material the driver had put like beer,
boiler, matchstick etc. that thing should check properly.
 If any employee who is illerate means who had not much
education or who had poor has recruit in the company they
will get the proper training under secruity department.
 In training any employee should have a problem in a work
they will free to ask in secruity department. On that training
the employee should understand about their work and they
will do in a properly manner.
 When the employee is doing the work and someone had
given some amount of money to him and he accept that
money, on that basis another employee had saw the crime
so he freely call the secruiy department. For example: if
any raw material had export from another company to that
company, the raw material should take out by a store
kepper. When the raw material had taken out the driver had
given some amount of money and store-keeper had
accepted the money on that some of employee had seen the
corruption they will free to call the secruity department.
 If the some of the raw material had some defect, faulty
before taking out in a checking manner the secruity officer
take his driving license, id proff and they put in remanded.
Afterwards they will call police and give to them.
Page 43
Corporate and social responsibility
Corporate social responsibility (CSR, also called corporate

conscience, corporate citizenship, social performance,
orsustainable responsible business/ Responsible Business) is
a form of corporate self-regulation integrated into a business
model. CSR policy functions as a built-in, self-regulating
mechanism whereby a business monitors and ensures its active
compliance with the spirit of the law, ethical standards, and
international norms. The goal of CSR is to embrace
responsibility for the company's actions and encourage a
positive impact through its activities on the environment,
consumers, employees, communities, stakeholders and all other
members of the public sphere who may also be considered as
stakeholders.
Community Awareness programmes are held regularly in the

nearby villages, Sponsoring Education of 40 children through
CASP, Environment protection, emergency handling, EHS
awareness programmes for community at school, villages in
nearby vicinity on regular basis. Signatory to Responsible Care
Movement & Member of Mutual Aid Response Group
(MARG).
Milton Friedman and others have argued that a corporation's

purpose is to maximize returns to its shareholders, and that since
only people can have social responsibilities, corporations are
only responsible to their shareholders and not to society as a
Page 44
whole. Some people perceive CSR as in-congruent with the very
nature and purpose of business, and indeed a hindrance to free
trade. Those who assert that CSR is contrasting
with capitalism and are in favor of the free market argue that
improvements in health, longevity and/or infant mortality have
been created by economic growth attributed to free enterprise.
Critics of this argument perceive the free market as opposed to
the well-being of society and a hindrance to human freedom. A
wide variety of individuals and organizations operate in between
these poles.
The rationale for CSR has been articulated in a number of ways.
In essence it is about building sustainable businesses, which
need healthy economies, markets and communities.
The key drivers for CSR are
 Enlightened self-interest - creating a synergy of ethics, a

cohesive society and a sustainable global economy where
markets, labour and communities are able to function well
together.
 Social investment - contributing to physical infrastructure

and social capital is increasingly seen as a necessary part of
doing business.
 Transparency and trust - business has low ratings of trust in

public perception. There is increasing expectation that
companies will be more open, more accountable and be
prepared to report publicly on their performance in social
and environmental areas.
Page 45
 Increased public expectations of business - globally
companies are expected to do more than merely provide
jobs and contribute to the economy through taxes and
Employment.
Corporate social responsibility (CSR) can cut across almost

everything you do and everyone you deal with. You need to
think about:
 The suppliers you choose and the way you deal with them.
For example, trading with suppliers who pollute the
environment could be as irresponsible as doing so yourself.
See the page in this guide on how to deal responsibly with
customers and suppliers.
 How you treat your employees. For the responsible business,

this means doing more than simply complying with legal
requirements. See the page in this guide on how to benefit
from corporate social responsibility.
 How your business affects your local community and

whether you should be actively involved. See the page in this
guide on how to work with the local community.
Page 46
 How what you do affects the environment and what you can
do to use resources more efficiently and reduce pollution and
waste. See the page in this guide on how to understand the
environmental impact of your business.
This doesn't mean that you can't run a profitable business. In
fact, CSR can help you improve your business performance. By
looking ahead, you're ready to cope with new laws and
restrictions.
Page 47
HEALTHY, WELFARE AND SAFETY FACILITIES
DEPARTMENT PROCEDURE
 Health and safety should be there in every department

because without safety the company make losses means in
between the work the fire had catch up and we did not have
fire extinguisher, the raw material should be destroyed.
 If we going to work in a plant we should wear hamlet

because in a plant we had lot of noise of machinery on that
we lost our memory, the brainhamriage. If work in a
machinery we should be in a properly safety manner
because on that we had cut legs, hands and person will die
also so we should do the work in a proper or safety manner.
 In between the work the fire had take place the employee
should break the glass of alram, the alaram will be risen on
that the entire employee should ran away because the fire
will harm to you also. If the entire employee had came
down. The fireman will do the work as far as possible.
 In between the work if someone had got a hurt we should

provide a first aid to all of us.
 In between the work some employee is feeling not well or

got more hurt that employee should take a leave and the
Page 48
company provides the doctor for a check-up treatment to
that employee who is sick, who had got hurt. For a
treatment Payment Company will provide.
 Health and safety policies and programmes are concerned
with protecting employees – and other people affected by
what the company produces and does – against the hazards
arising from their employment or their links with the
company.
 Safety programmes deal with the prevention of accidents

and with minimizing the resulting loss and damage to
persons and property. They relate more to systems of work
than the working nvironment, but both health and safety
programmes are concerned with protection against hazards,
and their aims and methods are clearly inter-linked.
 It is estimated by the Health and Safety Executive (HSE)

that in the UK about 500 people are killed at work every
year and several hundred thousand more are injured or
suffer ill-health. It is also estimated that, apart from the
pain and misery caused to those directly or indirectly
concerned, the total cost to British employers of
workrelated injury and illness exceeds £4 billion a year.
The achievement of a healthy and safe place of work and
the elimination to the maximum extent possible of hazards
to health and safety are the responsibility of everyone
employed in an organization, as well as those working there
under contract.
Page 49
 The achievement of the highest standards of health and
safety in the workplace is important because the
elimination, or at least minimization, of health and safety
hazards and risks is the moral as well as the legal
responsibility of employers – this is the over-riding reason.
Close and continuous attention to health and safety is
important because ill-health and injuries inflicted by the
system of work or working conditions cause suffering and
loss to individuals and their dependants. In addition,
accidents and absences through ill-health or injuries result
in losses and damage for the organization.
 They are required to demostrate the top managementis
concerned about the protection of organisation employee
from hazard at work and to indicate how this protection
will be provided.
 The policy statement should consist of three parts:

● The general policy statement;
● The description of the organization for health

and safety;
● details of arrangements for implementing the

policy.
 They provide free transportation facilities to the employee,

They also give free cateen facilities to a subisdised food,
They also give a scholarship to a employee children under a
central unit scheme, While in service if any employee had a
addinational qualification the company should give an
award, If the employee wants more money more than salary
Page 50
the company should provide a benevolent fund scheme in
this the company give a fund to that employee who want
money in a urgent manner, For a picnic company
sponsorsed a transport facilities to the employee, Company
also organised Dassera , Vishwakarma, Annual Ganesh
yag, Satyanarayan Pooja, If the employee had retired
company arrange the farewell function, They also give a
articulate retirement plan who had retired from a company.
 Welfare facilities cover such areas as toilets, washing,

somewhere clean to eat and drink during breaks and
changing facilities. The extent of the facilities you need to
have in place will depend somewhat on the number of
people you employee and the work they will be
undertaking but as a guide you will need to provide:
 Enough toilets and washbasins for those expected to use

them – including disabled toilets.
 Where possible, separate male and female facilities.
 Clean, well-lit and ventilated facilities.
 Supply of hot and cold running water.
 Supply of toilet paper, soap and means for drying hands –
eg paper towels.
 An area for eating and drinking with a way of getting a hot
drink e.g. kettle or vending machine.
 A way of heating food eg microwave if hot food can not be
purchased near by.
 Supply of clean drinking water either taps or bottled.
Page 51
 Changing facilities if the work involves wearing specialist
clothing.
 Rest facilities for pregnant and nursing mothers.
 Organizations provide welfare facilities to their employees

to keep their motivation levels high. The employee welfare
schemes can be classified into two categories viz. statutory
and non-statutory welfare schemes. The statutory schemes
are those schemes that are compulsory to provide by an
organization as compliance to the laws governing employee
health and safety. These include provisions provided in
industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Act 1962. The non
statutory schemes differ from organization to organization
and from industry to industry.
 You must consider whether suitable facilities are available

to staff working off-site or on temporary sites. If not,
temporary arrangements must be provided. Some workers
may need to be provided with portable facilities for hand
washing. If the work activity requires employees to change
into specialist clothing, you must provide changing rooms
and facilities for secure storage of personal belongings.
You may need to consider separate storage for clean and
dirty clothing, or the provision of laundry facilities. There
should be a suitable seating area for use during breaks. This
must be clean and provided with washing facilities nearby
and a means of heating water for hot drinks.
Page 52
 Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above
the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the
employees for longer duration. The welfare measures need
not be in monetary terms only but in any kind/forms.
Employee welfare includes monitoring of working
conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance
against disease, accident and unemployment for the
workers and their families.
Page 53
Literature review
Human resource management
“There are great differences in development between countries which seem to have
roughly equal resources, so it is necessary to enquire into the difference in human
behaviours.”
Human resource management is the management of employee‟s skill,

knowledge abilities, talent, aptitude, creativity, ability etc. different
terms are used for denoting Human Resource Management. They are
labour management, labour administration, labour management
relationship, employee –employer relationship, industrial relationship,
human capital management, human assent management etc. Though
these terms can be used differently widely, the basic nature of distinction
lies in the scope or coverage and evolutionary stage. In simple since,
human resource management means employing people, developing their
resources, utilizing, maintaining and compensating their services in tune
with the job and organizational requirements.
“Personal management is a major component of a broader managerial

function and has root and branches extending throughout and beyond
each organisation.”
Page 54
Personal management is that part of management concerned with people
at work and with their relationship within an organisation. Its aim is to
bring together and develop into a effective organisation the men and
women who make up an enterprise and having regards for the well being
of the individual and of working groups, to enable them to make their
best contribution to its success.
Feature
1. HRM as a process
HRM is a process of four functions:
a. Acquisation of human resource:

These functions include HRP, Recruitment, Selection,
Placement and induction of staff.
b. Development of human resource

These functions include training and development, the
knownledge, skill, attitude and social behavior of the staff are
developed.
c. Motivation of human resource

These functions include givindg the recognition and reward to
the staff.
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2. Continous process
HRM is not one-time process. It is continous process. It has
continous change and adjust according to change in environment,
change in expectation of staff etc.
3. Focus objective
It is given a lot of importance to achievement of objective. The

following main objective hrm has to achieve are:-
a. Individual objective of the staff.
b. Group or departmental objective.
c. Organisational objective.
4. Universal application
It has universal application. That is it can be used for business as
well as for other organisation.
5. Developes team spirit

HRM tries to develop the team spirit of the full organisation. Team
spirit helps the staff to work together for achieveing the objective
of organisation.
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Importance
1: Attract highly qualified and competent people
2: Ensure that‟s the selected candidate stays longer with the company.
3: Make sue that there is match between cost and benefit.
4: Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and
supervision. Further in more, when recruitment fails to meet
organizational needs for talent, a typically response is to raise entry level
pay scales . This can distort traditional wages and salary relationship in
organization, resulting in unavoidable consequences. Thus the
effectiveness of the recruitment process can play a major role in
determining the resources that must be expended on other HR activates
and their ultimate success.
 Social Significances:
Maintaining a balance between the job

available and the jobseekers, according to the qualification and
needs.
Page 57
 Professional significant:
Maintaining the dignity of the employee as

a „human being‟. Providing maximum opportunities for personal
development.
 Significance for individual Enterprise:
Creating right attitude

among the employees through the effective employees. Fulfilling
their own social and other psychological needs of recognition,
love, affection, belongingness.
Function
1. Administartion
Strategic planing, organisational evaluation policy reccomendation

supervision of department staff etc.
2. Recruitment and selection
Recruitment is defined as a process to discover the sources of

manpower to meet the requirement of the staffing schedule and to
employ effective measures fir meet the requirement of the staffing
schedule and to employ to employ effective measures for attracting
the manpower in adequate numbers to facilitate effective selection
of an effective workforce. After identifying the sources of human
Page 58
resources, searching for prospective employees and stimulation
helps too apply for jobs in an organization, the management has to
perform the function of selecting the right man at right job and at
the right time.
3. Training and development
 Update and upgrade the existing knowledge and skills of the staff
to help improve performance at their present positions and the
higher positions in the same function
 Expose the team member to modern techniques and systems
 Develop the staff with high potential to take on greater

responsibilities
 Achieve desired attitudinal changes.
4. Health and safety
Employee assistance, workers compensation claims, drug testing,

safety compliance and trainings.
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5. Performance appraisal
Employee files, payroll records, safety records and other

administrative files.
6. Promotion and transfer
If the employee doing their work very hard and think about the
organisation profit. If some employee had some problem they will
share to another person and thinking about only work... Only work.
That candiadate/ employee shoould promoted or transfer from one
department to another department.
7. Employee communication and employee relation
Communication is so imporatnt for day to day life. If we donot

communicate how the other should understand... What is the problem of
that employee? When possible, face to face communication tends to be
the most effective because we receive an immediate reaction, are able to
clarify any confusion and people tend to listen more closely. Enrollment
in benefits, employee discounts for recreational spots, claim problems.
Educational assistance, employee service award.
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8. Trade union
An organization whose membership consists of workers and union
leaders, united to protect and promote their common interests. A
trade union is an organization of employees formed on a
continuous basis for the purpose of securing diverse range of
benefits. It is a continuous association of wage earners for the
purpose of maintaining and improving the conditions of their
working lives.
9. Job rotation
Job rotation is a developmental technique that has developmental
widely used but suprising receive little attention in human resource
studies. It enables the training of worker to back-up for other worker
so those managers have more flexible of work force and ready supply
of trained worker.
10. compensation
Salary and benefit surveys, job descriptions.
11. salary
Salary/wage plans, employee benefits.
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12. Probation
The period of probation of all permanent employees is six months for

Grades VP to VII and for Senior Assistants, Junior Assistants and
Departmental Assistants at the factories. For Management Trainees, the
probatiobn will be 13 months and Senior Technical Trainees 18 months
(training period).
Human resource development
 Training and Development –it includes technical, soft skills and

process related to training
 Process and policies –it contains all the rule and regulations that
need to be followed by the employees.
 Appraisal - it is in the formal feedback to the employees about

their performance and the conduct of work.
 Induction-involves the information to the new employees about

the company, job, departments etc.
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 Roles and responsibilities-that every individual employee needs to
fulfil
 Employee separation-includes resignation and dismissal.
 Joining formalities- take place when a new employee joins the

company.
 Employee verification-take place at the time of joining of the new

employee.
 Surveys
 Project trainees
Page 63
Organisation effetciveness
Organizational effectiveness means to study the organizational structure
in order to understand the basic working. It helps in evaluating and
analyzing the performance of the organization. There are various
components of organizational effectiveness they are:
1. Managerial Policies and Practices

2. Environmental Characteristics
3. Employee Characteristics
4. Organizational Characteristics
1. Managerial Policies and Practices:

It helps to combine the organization as a whole in order to maintain a
balance between the various interest groups in an organization and to
accommodate them according to the environment of the organization.
There are various policies and procedures which need to be formulated
and implemented at various occasions of the organization they are:
a) Strategy:
It refers to the plan in order to interact between the competitive
companies to achieve the goals effectively. These strategies are selected
on the basis of environmental needs, and then are redesigned by the top
management to achieve the desired results.
b) Leadership:
It enables to influence the employees towards the effective goal
achievements. Leaders enable to identify the organizational goals and
also try to initiate the steps towards them.
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c) Decision Making:
Managerial decisions play a very important role in the success of an
organization which is taken out of the various alternatives available at a
given point of time.
d) Rewards:
Rewards are given to the employees to recognize their efforts towards
effective achievement of the organizational goals. It is done to
encourage the employees and boost their morale which enables them to
improve the quality and quantity of work.
e) Communication:
It contributes a lot in the event of organizational change as it helps in the
proper communication and linkage between the members of the
organization.
2. Environmental characteristics:
The external environment plays a very important role in achieving
organizational effectiveness. It has various characteristics of
environment which helps in understanding the status of the organization
they are:
a) Predictability:
It refers to the state of certainty or uncertainty in an organization
towards supply of human resources, human, raw material etc.
Predictability is an element of external environment.
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b) Complexity:
It refers to the heterogeneity and the range of activities that proves
relevant to the operations in the organizations.
c) Hostility: It is an environment in which the foundation of the
organization is threatened. It refers to the view by which people view the
organization.
3. Employee Characteristics:
It is an important characteristic as the source of human resources can
make or break an organization. Employee Characteristics reflects the
success and failure of the organization and its major characteristics are
goals, skills, motives, attitudes and values.
a) Goals:
It refers to the direction in which an organization is inclined to go. They
can be termed to as intentions that an individual of an organization
would like to accomplish during his course of working. It provides
directional nature to behaviour of the people and guides their thoughts
and actions.
b) Skills:
It refers to ability to engage in a set of behaviour that is related to one
another. It is the ability that leads to a desired performance in a specified
are and it can be technical, administrative, managerial, behavioral etc.
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c) Motives:
It is an inner state of mind that helps a person to be energized,
motivated and directed towards the accomplishment of a pre-defined
goal. It is observed that motivated employees have high zeal and
enthusiasm to perform better to achieve their respective organizational
goals.
d) Attitudes:
They are evaluative statements (favorable or unfavorable) concerning
objects, events or people and influences job behaviour as well
effectiveness of the organization.
e) Values:
It refers to as specific code of conduct or basic sincerity possessed by an
individual in the organization. It is highly influential in individual
attitude and behaviour. It influences the motivation of an individual as
well as his behaviour in the organization.
4. Organizational Characteristics:
It refers to the general conditions that exist within an organization. The
various characteristics that influence the effectiveness of organizations
are structure, technology and size.
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a) Structure:
It defines the formal division, grouping and coordination of the job tasks
within the organization. There are six important elements in an
organizational structure that are needed for organizational effectiveness.
These six elements are work specialization, departmentation, chain of
command, span of control, centralization and decentralization, and
formalization.
b) Technology:
It refers to the ways and means by which an organization transfers its
inputs into outputs. The organizational efficiency is largely dependent
on the choice of technology and its use.
c) Size:
It refers to the number of people in an organization. In broader sense, it
can also be referred to as the physical capacity of the organization, the
personnel available to the organization, the organizational inputs or
outputs and the optional resources available to an organization. The
effectiveness and efficiency of an organization is dependent on the size
of the organization.
Page 68
Industrial relation
Industrial relations has become one of the most delicate and complex
problems of modern industrial society. Industrial progress is impossible
without cooperation of labors and harmonious relationships. Therefore,
it is in the interest of all to create and maintain good relations between
employees (labor) and employers (management). The term „Industrial
Relations‟ comprises of two terms: „Industry‟ and „Relations‟.
“Industry” refers to “any productive activity in which an individual (or a
group of individuals) is (are) engaged”. By “relations” we mean “the
relationships that exist within the industry between the employer and his
workmen.” On that they have relationship between employees and
management which stem directly or indirectly from union-employer
relationship. Industrial relations are the relationships between employees
and employers within the organizational settings. The field of industrial
relations looks at the relationship between management and workers,
particularly groups of workers represented by a union. Industrial
relations are basically the interactions between employers, employees
and the government, and the institutions and associations through which
such interactions are mediated. The term industrial relations have a
broad as well as a narrow outlook. Originally, industrial relations were
broadly defined to include the relationships and interactions between
employers and employees. From this perspective, industrial relations
cover all aspects of the employment relationship, including human
resource management, employee relations, and union-management (or
labor) relations. Now its meaning has become more specific and
restricted. Accordingly, industrial relations pertains to the study and
practice of collective bargaining, trade unionism, and labor-management
relations, while human resource management is a separate, largely
distinct field that deals with nonunion employment relationships and the
personnel practices and policies of employers. The relationships which
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arise at and out of the workplace generally include the relationships
between individual workers, the relationships between workers and their
employer, the relationships between employers, the relationships
employers and workers have with the organizations formed to promote
their respective interests, and the relations between those organizations,
at all levels. Industrial relations also includes the processes through
which these relationships are expressed (such as, collective bargaining,
workers‟ participation in decision-making, and grievance and dispute
settlement), and the management of conflict between employers,
workers and trade unions, when it arises.
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Employee relation
An organization can‟t perform only with the help of chairs, tables, fans
or other non living entities. It needs human beings who work together
and perform to achieve the goals and objectives of the organization. The
human beings working together towards a common goal at a common
place (organization) are called employees. Infact the employees are the
major assets of an organization.
The success and failure of any organization is directly proportional to

the labour put by each and every employee. The employees must share a
good rapport with each other and strive hard to realize the goal of the
organization. They should complement each other and work together as
a single unit. For the employees, the organization must come first and all
their personal interests should take a after, employee should not compare
the perosnal and professional life in a work. If something happen they
solve first then they do the work. Employee said that the work is a
workship and we should do the work in a seriously manner, on that we
got the salary and compensation. Any problem should happen to the
employee then another employee shoul help each other. In an
organisation employee should work, communicate, stay together, they
did not tell lie to any one, sharing each problem etc.
Every individual shares a certain relationship with his colleagues at the

workplace. The relationship is warm, so-so or bad. The relationship can
be between any one in the organization - between co workers, between
an employee and his superior, between two members in the management
and so on. It is important that the employees share a healthy relationship
with each other to deliver their best performances.
An individual spends his maximum time at the workplace and his fellow
workers are the ones with whom he spends the maximum hours in a day.
No way can he afford to fight with his colleagues. Conflicts and
misunderstandings only add to tensions and in turn decrease the
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productivity of the individual. One needs to discuss so many things at
work and needs the advice and suggestions of all to reach to a solution
which would benefit the individual as well as the organization.
No individual can work alone. He needs the support and guidance of his
fellow workers to come out with a brilliant idea and deliver his level
best. If any employee got retired all the employee give a farewell to
them, if employee should got a promotion and transfer to one
organisation to another then employee give a party to them.
Employee relations refer to the relationship shared among the

employees in an organization. The employees must be comfortable
with each other for a healthy environment at work. It is the prime duty of
the superiors and team leaders to discourage conflicts in the team and
encourage a healthy relationship among employees. For each employee
the company provides the general shift, second shift and night shift.
Life is really short and it is important that one enjoys each and every
moment of it.Remember in an organization you are paid for your hard
work and not for cribbing or fighting with each other. Don‟t assume that
the person sitting next to you is your enemy or will do any harm to you.
Who says you can‟t make friends at work, infact one can make the best
of friends in the office. There is so much more to life than fighting with
each other. Observation says that a healthy relation among the
employees goes a long way in motivating the employees and increasing
their confidence and morale. One starts enjoying his office and does not
take his work as a burden. He feels charged and fresh the whole day and
takes each day at work as a new challenge. If you have a good relation
with your team members you feel going to office daily. Go out with your
team members for a get together once in a while or have your lunch
together. These activities help in strengthening the bond among the
employees and improve the relations among them. In an organisation all
employee of non-management department from the union member on
that they elect the leader, on that basis if any problem is there they will
tell to uninon leader and the union leader tell to the manager of any
Page 72
department. If there is a lot of a problem in a activity which they are
doing, they will put a union meeting on that all manager of different
department will solve the problem, they will listen all the point of the
union worker and take the decision what ids the main problem and try to
solve it , if the problem are geniue the manager will solve, if the problem
is not geniune the manager will not solve this and this problem have not
any geniune point.
An employee must try his level best to adjust with each other and
compromise to his best extent possible. If you do not agree to any of
your fellow worker‟s ideas, there are several other ways to convince
him. Sit with him and probably discuss with him where he is going
wrong and needs a correction. This way he would definitely look up to
you for your advice and guidance in future. He would trust you and
would definitely come to your help whenever you need him. One should
never spoil his relations with his colleagues because you never know
when you need the other person. Avoid using foul words or derogatory
sentences against anyone. Don‟t depend on lose talk in office as it spoils
the ambience of the place and also the relation among the employees.
Blame games are a strict no in office.
One needs to enter his office with a positive frame of mind and
should not unnecessarily make issues out of small things. It is natural
that every human being can not think the way you think, or behave the
way you behave. If you also behave in the similar way the other person
is behaving, there is hardly any difference between you and him.
Counsel the other person and correct him wherever he is wrong.
It is of atmost importance that employees behave with each other in a

cultured way, respect each other and learn to trust each other. An
individual however hardworking he is, cannot do wonders alone. It is
essential that all the employees share a cordial relation with each other,
understand each other‟s needs and expectations and work together to
accomplish the goals and targets of the organization.
Page 73
My job at Bombay dyieng and manufacturing company ltd.
I started my job as HR Trainee. My job profile was a data entry means is
to correct the data form previous to current data to each employee for
example: if suppose the employee had worked from jan to march on that
how much he work at overtime, how much he take the leave, how much
he had done the night shift that data I want to check and put in reorder
manner. The senior Hr manager narrated me the whole procedure. My
job profile was to generate their work through the files and computer,
according to the requirements of the company. After generating the work
the manager said to check the data in twice a manner and put in orderly
manner, if you did not understand said to me I will definitely help you in
your work. Manager said that main job should be helpful in their future
on that the Hr pratice should be used and very successful.
Page 74
LEARNING AT BOMBAY DYEINFG
1) TEAM WORK:
The ability to work in group for achieving common set of goals by

sharing the resources available and supporting the fellow members.
 Cooperates in sharing required information freely & openly with team

members and works collaboratively with most groups including
direct reports, peers and higher management
 Works to support success of team even at expense of personal

preferences.
 Provides constructive feedback on a timely basis to motivate high

performance and address performance issues. ( applicable to an
employee having team reporting to him)
Inspires group effort, encourages participative decision-making

and motivates the team members for superior performance.
(Applicable to an employee having team reporting to him)
Page 75
2) TIME MANAGEMENT:
To establish a systematic course of action for self or others to

ensure accomplishment of a specific objective. Sets priorities,
goals, and timetables to achieve maximum productivity.
 Analyses own time use, identifies common “time stealers”

and act to reduce these
 Sets priorities with an appropriate sense of what is most

important and plans with an appropriate and realistic sense
of the time demand involved.
 Develops or uses systems to organize and keep track of

information (e.g., "to- do" lists, appointment calendars,
follow-up file systems).
3) MOTIVATION AND INSPIRATION:
The ability & skill at enhancing others‟ commitment to their work

and helping them perform their best.
 Identifies and promptly tackles morale problems
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 Expresses pride in the group and encourages people to feel good
about their accomplishments
 Encourages people to deliver their best.
 Supports and Inspires team members to have optimum utilization of

all the resources & talents.
4) INTER PERSONAL RELATIONSHIP:
The ability to notice, interpret, and anticipate others‟ concerns &

feelings. Relates well and can manage relationships with people of
all levels and builds appropriate rapport with internal as well as
external customers
 Makes effort to build a good rapport with all internal & external
customers and subordinates
 Demonstrates ability to proactively build & maintain good

relationships with people - inside as well as outside the organization
Is approachable & maintains a good environment even in high
pressure situations
Page 77
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A

We hereby declare that the project entitled “Organisation effectiveness

Place: Navi Mumbai

This is to certify that the project entitled “Organisation Effectiveness

Place: Navi Mumbai

It is indeed pleasure to appreciate all the eminent personalities who have

SR. PARTICULARS PAGE

HR pratice and procedure:

Organizational effectiveness is the concept of how effective an organization is in

This study belongs to organisation effectiveness through HR practice. In

In everyday life human being has to face many problems viz.

Primary data was collected through survey method by distributing

THE BOMBAY DYEING AND MFG. CO. LTD.

The Group Genesis

Humble opportunities: The Bombay Dyeing & Manufacturing Co. Ltd.

Bombay Dyeing is one of the leading companies in the textile business.

Products of Bombay Dyeing:

Bombay Dyeing at present is the largest exporter of sophisticated made-

Technology used in Bombay Dyeing:

The Wadia Group is multidirectional with interest in Chemicals, Agro-

The largest area of group activities is with Bombay Dyeing (BDMC),

Today it is largest manufacturers in the composites sector of the Indian

1. Polyester Plant is situated at Patalganga, 70 Km. away from

2. It maintains high standards of Safety, concern for Environment and

3. It is certified against ISO 9001-2000, ISO 14001-2004, and

4. It has received 5 Star Safety Statuses with Sword of Honour by

5. It is the earliest signatory to Responsible Care® initiative of the

We will offer differentiated PSF specialty products and services in

We will decommoditise our PSF business and pursue niche market

Achieve Excellence and Provide to

1. Customer : Quality, Value & Services.

Business Associates : Mutually Beneficial Relationship

Manager – Manager - Security &

Asst. Executive – P&A

(*) Covered in Apex Manual.

 To create a distinct culture of openness, trust, fair play and transparency

2.3) BENEFITS GIVEN BY THE COMPANY

The following HR pratices and their procedure are:

Note: whenever the company decided the increment it is fixed... is

Training is the second most steps after recruitment and selection of

a. Theoritical knownledge about polyster and layer.

It is training of a Bombay dyieng and manufacturing co. ltd , it is

The project report is based on the topic of training and development

1. To find out the detailed of hrd in Bombay dyeing. Regarding the

It is very important that a candidate knows the entire selection

The Written Examination will comprise of Objective Test and

Objective Test consisting of Test of Reasoning, Test of

The candidates shall be required to qualify in each objective test as

B. Group Discussion and/ or Interview

Group Discussion demands knowledge of current affairs, cool

Personal Interview is conducted to check the behavior, conversation

In simple terms Industrial Relations deals with the worker

Mutual Trust Respect and Integrity amongst employees.

2. Award to the employee

An interim or a final determination of any industrial distribute

5. Postal and telegraph

 the time it takes to complete relevant tasks

Job and task analysis is performed as a basis for later improvements,

Task-oriented procedures focus on the actual activities involved in