FINAL Summer Internship Project Report
FINAL Summer Internship Project Report
FINAL Summer Internship Project Report
AT
HSF Food Pro-Tech Pvt. Ltd.
Summer Training Report submitted to Amity University, Noida for
the partial fulfillment of the degree of MBA-IB
By:
Ritika Ratusaria
Section D
Under the guidance of:
Prof. V.P. Kakkar
ACKNOWLEGMENT
The satisfaction and euphoria that accompany the successful completion of the work would be
incomplete unless I mention the people, as an expression of gratitude, who made it possible and
whose constant guidance and encouragement served as a beacon of light and crowned my efforts
with success. This report would have been impossible but for the support and guidance that I
received from various people at different stages of the project.
My sincere thanks to my industrial mentor Mr. Nitesh Vats, HR Manager, HSF Food Pro-Tech
Pvt. Ltd., who made me understand the technicalities of my project and helped me in every
possible manner.
I would also like to extend my sincere thanks to the entire team of HR and the respondents of
questionnaire there for providing me their time and active co-operation.
Besides my industrial mentor, Im grateful to my faculty mentor Prof. V P Kakkar who gave me
his valuable suggestions from time to time and under his excellent guidance, encouragement and
patience it has been possible to successfully accomplish this project.
(Ritika Ratusaria)
CERTIFICATE
I hereby certify that Ritika Ratusaria, a 3rd semester student of Master of Business Administration
International Business, batch 2014-2016 has worked under my supervision on the project titled
Quality in HR Services at HSF Food Pro-Tech Pvt. Ltd.. I am satisfied with her work on
the project.
Prof. V P Kakkar
(Faculty mentor)
AIBS
DECLARATION
I hereby declare that this project report entitled Quality Services In HR Services at HSF Food
Pro-Tech Pvt. Ltd. has been successfully completed at HSF, towards the partial fulfillment of
the requirement for the award of the degree Master of Business Administration International
Business from Amity International Business School, Amity University, Noida. This is an
original manuscript developed by me and has not been furnished from any source thereof, has
not formed the basis for the award of any degree, diploma or any such titles by this institute or
any other universities
DATE:
LOCATION: NOIDA
(Ritika Ratusaria)
CONTENTS
1.
2.
3.
4.
5.
6.
Abstract.6
Company Profile..8
Introduction..11
Literature Review12
Research methodology.13
Findings.14
6.1 Deployment
6.1.1 Joining.15
6.1.2 Background check..18
6.1.3 Induction..20
6.2 Employee Engagement
6.2.1 Employee Engagement Activities.24
HSF Food Pro-Tech Connect24
Maitree Events26
6.2.2 Rewards and Recognition Model..28
6.2.3 Policies and Procedures.29
6.2.4 Work Environment.30
7. General Suggestions..................................................................................................31
8. Data analysis and Interpretation.33
9. Conclusion..................................................................................................................44
10. Bibliography..45
11. Annexure
11.1 Process Improvement Questionnaire.............46
ABSTRACT
skills, motivating them to high level of performances and ensuring that they continue to
maintain their efficiency in the organization which are essential to achieve organizational
goals and objectives. Managing human resources is as challenging as managing technology
or capital and for its effective management, every organization requires effective HRM
system. Every companys HRM system should be backed up by sound HRM policies and
practices. HRM practices refer to organizational activities for managing the pool of human
resources and ensuring that the resources (employees) are employed towards the fulfillment
of organizational goals. The main objective of this project was to review the existing HRM
policies in HSF Food Pro-tech Pvt. Ltd. The purpose of this report is to develop an
understanding of HRM Policies and Practices and to examine the unique HRM practices
implemented by HSF Food Pro-tech Pvt. Ltd.
The project is aimed to have the maximum knowledge of the HR practices followed in the
organization. Here, the HR practices of the company have been explained to understand how
the company follows these practices. This project is done to have understanding of the subject
HR, its practical implementation, its necessity, its implications and benefits.
To examine specific HR processes and provide suggestions on their overall quality
improvement majorly the HR functions within the ambit of the project were: Deployment and
employee engagement.
The HR processes under these two functions were:
1) Deployment
Joining
Induction
Background check
2) Employee Engagement
Employee Engagement Activities
Rewards and Recognition model
Policies and Benefits
Working Environment
a) Culture
b) Openness
c) Flexibility
d) Safety and security
OBJECTIVE
Primary Objective
To observe and measure the overall effectiveness of various HR policies, thus provide
suggestions/feedback to improve the system.
Secondary Objective
1. To study the effectiveness of the complete on boarding process viz. Joining, induction
and background verification.
observe
the
working
environment
of
the
organization
and
providing
COMPANY PROFILE
The organization in which the project was carried out was HSF Food Pro-Tech Pvt. Ltd. The
profile of this company is as follows:
The company HSF Food Pro-Tech Pvt. Ltd. is one of the Worlds Leaders in Paddy
Processing Plants. Established in mid 70s, with the objective to develop and manufacture
highly advanced paddy processing systems which can provide a solution to rice millers of
Asian sub-continent.
The company HSF Food Pro-tech Pvt. Ltd. is a manufacturing firm situated in Sirsa,
Haryana. Formerly, it was known as Haryana Steel Fabricators entered into paddy processing
plant manufacturing in mid 70s to boost rice milling industry with the high objective to
8
develop and manufacture highly advanced paddy processing systems which can provide a
solution to a rice miller of Asian sub-continent. Today the company has many turnkey
projects under construction. The founder of the HSF Food Pro-tech Pvt. Ltd was Shri
Prahalad Rai Gupta and the company is now successfully run by his descendants.
Today HSF have more than 1100 installations all over the world and their excellent
track record of accomplishments during last 35+ years is proof enough about their
commitment for quality, performance and services. Their reputation had build by
manufacturing highest value efficient projects for rice industry. Worlds top rice exporters
from India and Pakistan have always and repetitively trusted on the company whenever they
thought for expanding or modernizing their rice mills. The company had three full fledged
and good technically workshops situated at Sirsa where they always try to innovate and
develop new ideas and technologies to make their plants capable to deliver maximum cost
effective and trouble free performance to their estimated clients.
Their ISO 9001:2008 certification ensures everybody about the quality and cautiousness of
their plants.
To sum up, We could say that HSF have an aggregation of quality, quantity, capacity, safety,
performance, service and technical guidance to rice milling industries of this Asian subcontinent.
The company firmly believes that to produce quality rice, one not only needs better
quality of paddy, but better paddy processing technology too, and so HSF has always covered
the gap between the latest technology introduced in this field and the technology employed
by them.
The company was privatized on November 9, 1998. HSF Food Pro-Tech Pvt. Ltd.
possesses the Corporate Identification Number (CIN) U29191HR1998PTC034068 and the
Registration Number is 034068.
This company is Fully Self Funded by the founder late. Shri Prahalad Rai Gupta.
Company Vision:To become a world class manufacturer of grain processing machinery providing end to end
solutions to grain processors through a complete range of quality, high technology, innovative
grain processing machinery at affordable cost.
9
Company Mission:* Minimize the loss of Food Grains through such products and services to our customers and
thereby making more food available to the society.
* Believe Customer satisfaction is growth.
* Pursue excellence through total quality management.
* Ensure respect and regard to all our Internal and External Customers with highly standards,
ethics and integrity.
The company assures:Quality: Quality is the SEAL of HSF plants. Our broad based experience guarantees you the
highest level of quality & ISO 9001 certification is a reorganization of our quality
awareness.
Productivity: Superior quality Raw Materials & Strict Quality control norms always deliver
highest possible productivity along with durability & least maintenance cost for continuous
production and more earnings.
Durability: Durability is most important reason for excellent performance of HSF plants.
Wear is limited to only those parts that come in contact with Aggregate. These parts are
specially designed for easy & trouble free at reasonable replacement cost.
Profitability: Trouble free running, Low power consumption & minimum manpower
involvement in processing ensures higher profitability. Less broken percentage & additional
value realization also enhance the prosperity.
Technology: They always upgrade our technology to fulfill the requirements of rice milling
industry. Our R&D WING constantly tries to invent new design & Latest technology to make
HSF plant capable of deliver 100% satisfaction to Millers.
Service: They firmly believe in support to a customer by our best services. This Service bond
is a critical element forming the basis for successful partnerships between HSF and our
hundreds of satisfied rice millers. They also believe that 'BEING A PARTNER MEANS
KEEPING IN TOUCH' and they always try to be in touch with our clients.
10
INTRODUCTION
Human resource policies are the formal rules and guidelines that every business put in place
to hire, train, assess, and reward the members of their workforce. These policies, when
organized and disseminated in an easily used form, can serve to preempt many
misunderstandings between employees and employers about their rights and obligations in
working place. It is tempting, as a new small business owner, to focus on the concerns of the
business at hand, and put off the task of writing up a human resource policy. All business
analysts and employment lawyers will advise a new business owner to get a policy down on
paper, even if it is a simple one drafted from a boilerplate model. Having policies written is
important so that it is clear to all what the policies are and that they are applied consistently
and fairly across the organization. Moreover, when issues concerning employee rights and
company policies come before federal and state courts, it is standard practice to assume that
the company's human resource policies, whether written or verbal, are a part of an
11
employment contract between the employee and the company. Without clearly written
policies, the company is at a disadvantage.
A well written and presented human resource policy manual can establish the tone that a new
business person wishes to maintain within his or her business. Such a policy also serves to
disseminating information about what employees may expect from the company as well as
what the employer expects from the employees regarding work performance and behavior
while on the job.
Formal policies can be helpful to managers and other supervisory personnel faced with
hiring, promotion, and reward decisions concerning people who work under them.
Prudent and comprehensive human resource management policies can save companies
significant amounts of management time that can then be spent on other business activities,
such as new product development, competitive analysis, marketing campaigns, etc.
Members of the legal and business communities agree that organizations can do a lot to cut
off legal threats from disgruntled current or ex-employees simply by creatingand applying
a fair and comprehensive set of personnel policies.
LITERATURE REVIEW
Schuler (1992) suggests that Strategic Human Resource Management (SHRM) has many
different components, including policies, culture, values and practices. Strategic business
needs of an organization are influenced by its internal (which mainly consist of factors such
as organizational culture and nature of business) and external characteristics (consisting of
the nature and state of economy in which the organization is existing and critical success
factors, i.e., opportunities and threats provided by the industry), which are influenced by HR
activities. Thornhill, Lewis, Millmore, and Saunders (2000) found a potential role for HR
centered strategies to be used to change or realign the culture of an organization.
An organization can change its culture through its recruitment strategy of replacing managers
with those from outside, restructuring the organization, downsizing the workforce, training
12
13
RESEARCH METHODOLOGY
The research methodology used in this project is as follows:
SAMPLING DESIGN:Simple random sampling is used in this project to select the employees from the total
population.
For examining each HR process, depending on the nature of process being examined, the
used method is:Direct observation of the process: In order to have an unbiased view, the processes were
directly observed as they were being carried out.
The data was collected through primary and secondary sources.
PRIMARY SOURCES: The primary sources used in the study are questionnaire and
FINDINGS
For each HR process, findings have been documented in the following format:
a) Process Definition:
It includes the basic purpose of the process and how it is carried out in HSF Food ProTech Pvt. Ltd.
b) Observations :
These include employees feedback and personal observations.
c) Suggestions And Expected Impact:
These are based on the observations and for each suggestion its corresponding
expected impact is documented
The findings for each HR process are as follows:
1) Deployment:
An overview of deployment in HSF Food Pro-tech is as follows:
15
I.e. deployment in HSF Food Pro-Tech Pvt. Ltd. basically consists of 3 HR processes:
Joining, Induction and Background Check.
Taking each HR process under deployment one by one as follows:
1.1) Joining:
Process Definition:
Normally, joining in HSF Food Pro-Tech Pvt. Ltd. is done on1st and 15th of the month. But,
depending on business needs, new employees may join on any other day as well.
An employee from the HR Operations is given the responsibility of handling joining process.
It basically involves:
While filling of the forms and verification takes place side by side, orientation begins after all
these things are done.
16
Orientation is the introductory stage which familiarizes the new employee with his/her new
working environment by introducing aspects of the company such as:
Organization chart
Business objectives
Management
Workplace facilities
time too.
Some of them feel that they were asked to fill too many forms which was tiring on the
first day of the joining.
Personal Observations:
1) Eight forms to be filled with repetitive information:17
18
the
overall
quality
of
their
systems
during
logging
into
actually
By
orientation itself
it
quickly
and
effectively
As a result, it will lead to a
decline in the number of
ultimatix related queries that
the HR people get from the
new joiners post joining
It is easier to maintain and
day of joining
1
19
Process:
BGC stands for background check. For each new joiner who joins HSF Food Pro-Tech,
background verification is done by a 3rd party vendor. It basically involves the following:
Educational Verification
Residential Address Verification
Criminal Verification
Prior Work Experience Verification ( if applicable)
There is a separate form for BGC which the new joiners fill on their day of joining. After 3-4
days from the day of joining, the BGC form along with other documents (mark sheets,
address proof etc) required for verification is sent to the 3rd party.
In HSF Food Pro-Tech Pvt. Ltd., the service level agreement (SLA) for BGC is as follows:For educational and address and work experience verification 30 days
For criminal verification 90 days
Observations:
Employees feedback:
Percentage of negative cases in BGC have reduced over time
Increased pressure to hire more people in a short span of time increases the percentage
of negative cases in BGC.
There was an instance where in a particular project due to a sudden requirement of a
large number of people, there was a lot of pressure on the recruitment team to hire a
large number of people in a short span of time.
During this time, it was observed that the percentage of negative cases in BGC also
rose.
The biggest challenge in BGC lies in getting work experience verification done in
time (i.e. as per SLA) for some cases in which new joiners previously worked in some
small companies.
The reason being sometimes such companies refuse to entertain the BGC verification
as they are afraid that it might create problems for them in case something negative
comes up on part of the new joiner.
Personal Observations:
20
Since, the BGC process begins only after the employee joins HSF Food Pro-Tech, hence, any
delay in getting BGC initiated further adds to the loss (in terms of time and money) in case
the employee eventually turns out to be fraud.
Expected Impact
It will save a lot of time on the actual day
of joining
There will be no scope for delay in the
1.3) Induction
The term induction is generally used in a workplace context to describe the whole process
whereby employees adjust or acclimatize to their jobs and working environment.
Every organization, large or small, should have a well-considered induction program.
Employees who have a well thought-out induction are more likely to stay with the
organization. The purpose of induction is to ensure the effective integration of staff into or
across the organization for the benefit of both the parties (employee and the organization).
21
Every month, for all the new joiners in HSF Food Pro-Tech, an induction is organized. It
familiarizes the new employee with the culture, accepted practices and the SBUs (Strategic
Business Units) of HSF Food Pro-Tech Pvt. Ltd. It involves:
Presentations by heads of all BUs
Presentations by heads of all the support functions such as admin, HR
1.3.1) Induction:
Induction in HSF Food Pro-Tech is a daylong event. It starts in the morning and goes on till
the evening.
Head of each department (i.e. BUs, Administration, and HR) gives a presentation explaining
where does his/her department fits in HSF Food Pro-Techs structure and what its basic role
is.
The allotted time for each presentation is 45 minutes.
Observations:
Employees feedback:
Employees feel that the induction sessions can become more interactive
Some of them feel that instead of a one day induction, probably it can be made a two
day event
Personal Observations:
Some of the sessions are not as interactive and enjoyable as are others
Though the allotted time for each presentation is 45 minutes, sometimes the presenter
exceeds the time limit due to which rest of the presentations get delayed
Some presentations have too many slides. Such lengthy presentations cannot be
22
The last session for the day is of the HR. It explains various policies, salary structure
etc. The contents covered are the same as covered in the orientation.
Post induction, paper based feedback is taken.
as
it
begins
with
information about HSF Food Pro- is being told to them which in turn
Tech, information about various require their full attention.
SBUs etc. and then goes further to
explain important things such as
ultimatix
Also, all very important sessions
(HR, Admin, security, and finance)
can be organized before lunch so as
23
employees
know
that
the
extremely important sessions very carefully, session is very important for them,
the presenter can begin that session by they will try to listen to it very
spending the first few minutes highlighting carefully.
Thus, making induction successful
the significance of that session
As one of the purpose of induction is
It will not confuse the new
to make the new joiners aware of the
on a single day.
Hence, the new joiners will not
2) Employee Engagement:
Engaged employees are those employees who are passionate and enthusiastic about
their work, have a strong desire to be part of the organization, and are motivated to go
above and beyond in their jobs.
An overview of employee engagement in HSF Food Pro-Tech is as specified below:
24
As many of the above activities occur quarterly or annually, hence, during the period of
internship, only the following activities could be covered:
2.1.1) HSF FOOD PRO-TECH Connect
It is a monthly event to welcome all the new joiners, celebrate employees birthdays,
distribute monthly awards and organize various fun activities.
It is organized at every HSF Food Pro-Tech office.
Observations:
Employees feedback
HSF Food Pro-Tech Connect is a good event and it should be organized once a month
only
There is a calendar that specifies which SBU(Strategic Business Unit) will
Organize the Connect in a particular month.
The HR sends a reminder to that SBU one week before the connect of that month is to
be organized
The HR sends a mail to all HSF Food Pro-TECHites informing them about the
Personal Observations:
As such, there is no specific date on which it is organized each month
26
It is organized in HSF Food Pro-Tech cafeteria that does not have the capacity to
accommodate all HSF Food Pro-TECHites
Suggestions
Expected Impact
Project managers can encourage their team
More number of people
Pro-Tech Connect
Tech Connect
Thus, the overall quality
of HSF Food Pro-Tech
Connect will improve
These are the activities that are organized as part of the initiative Maitree , which
is a medium through which employees are able to participate in various non-work
regions
At the beginning of every year, a calendar is prepared by the Maitree team and it is
shared with all employees in HSF Food Pro-Tech. This calendar specifies a particular
Observations:
Employees feedback
Most of the times, participation in these events revolves around the same set of
employees
Female employees feel that these events should be planned keeping in mind their taste
these events.
The project managers also do not encourage the employees to participate in such
events. Hence, such employees feel that these events should be made mandatory
Many employees feel that they enjoy more in outdoor events
As the ratio of old and young employees in HSF Food Pro-Tech is approximately
50:50, hence sometimes such events may be organized that do not appeal equally to
all the employees.
Personal Observations:
It was observed that the Maitree team focuses on just the organizing part of these events. No
attempt is made to increase the participation rate in these events or to increase the quality of
these events.
increase
the
time.
in
requested
to
inform
their
team
terms
Moreover,
of
by
planning,
giving
the
sense of empowerment to
them
Shining Star
Employee of the month
Picnic Grant
Champion Manager
Champion Supervisor
Observations:
Employees feedback
HSF Food Pro-TECHites feel that presently, the number of awards is not sufficient.
29
They feel there is a lack of appreciation whether in the form of awards or appreciation
mails especially from their immediate managers. Due to which, they are not motivated
Personal Observations:
There is no limit on the number of awards to be won by any candidate. Many employees
register for more than one reward for the same project/work done.
Suggestions and Impact:
Suggestions
Expected Impact
Employees
will
be
Also, the management can use some sort of other motivation such as motivated to put extra
appreciation mails ,thank you cards once in a month or once in 2 months
HSF Food Pro-TECHites feel that overall, HSF Food Pro-Techs policies and
procedures are fair. Moreover, with time, the policies and procedures have become
better
Contract employees feel that the policy w.r.t conversion of DC (Direct Contract) to
regular can become more transparent. As of now, there is no clear timeline defined
that specifies after how much time the DC employees can become regular employees.
Employees feel that more flexible work options can be provided
Personal Observations:
No major personal observations were there in this case
Suggestions and Expected Impact
30
Suggestions
Expected Impact
Policy w.r.t conversion of DC employees It will provide a clear picture to the direct
to regular employees can be clearly contract employees and thus they would be
defined and shared with the employees
able to concentrate on their work effectively
In case if in a project, by working in a Job satisfaction will increase in this case
flexible shift, the work does not get
affected at all, then such an option can be
provided to the employees
Culture
Openness
Flexibility
Safety and security
Observations:
Employees feedback:
HSF Food Pro-Tech always provides a safe and secure working environment.
There is a genuine sharing of information, feelings, and thoughts in meetings.
Free discussion and communication between seniors and subordinates take place.
HSF Food Pro-Tech provides a flexible working environment.
Personal Observations
Employees do not have regular one on one meetings with their immediate managers
31
In some of the cases, the agenda of one on one meeting is confined to routine work
only and does not cover important areas such as performance evaluation, learning
needs, career development etc.
increased
HR can work on reducing the huge time gap working on it at the right time.
between appraisals and the declaration of ratings
HR managers can have more power on project Employees will feel that if they
related issues
change.
Employees confidence in HR
As currently, the employees feel that if they are not will increase
satisfied with the rating given to them by their
managers, then even if they approach HR, their
queries are not addressed
Instead of identity cards, biometrics or some online Employees wont have to waste
32
Though the delay is small, but still the employees hence they will be able to
feel insecure of their jobs till the time they dont concentrate
on
their
work
33
Disagree
Neutral
Agree
Strongly agree
Ques 1: - I had good experience on the first day at HSF Food Pro-Tech Pvt. Ltd.
I had good experience on the first day at HSF Food Pro-Tech Pvt. Ltd.
23%
Strongly Disagree
3%9%
Disagree
17%
Neutral
Agree
Strongly Agree
49%
INTERPRETATION: Most of the employees had a good experience on the first day of joining at HSF Food ProTech Pvt. Ltd. But some disagreed to the same due to the lengthy process of form filling.
34
17%
Strongly Disagree
6%
Disagree
26%
Neutral
Agree
Strongly Agree
51%
INTERPRETATION: Most of the employees enjoyed the induction and orientation of the company but some felt
that it could be more interactive.
Ques 3: - I had good perception of HSF FOOD PRO-TECH during the first month.
35
I had good perception of HSF Food Pro-Tech Pvt. Ltd. during the first month.
20%
3%
Strongly Disagree
Disagree
17%
Neutral
Agree
Strongly Agree
60%
14% 6% 9%
Strongly Disagree
Disagree
Neutral
Agree
29%
Strongly Agree
43%
INTERPRETATION (Ques 3 and Ques 4): Many of the employees had a good perception about the company which remained same over
a period.
36
20%
Strongly Disagree
3%9%
Disagree
Neutral
26%
Agree
Strongly Agree
43%
INTERPRETATION: The training conducted for employees is very helpful for their career development.
17%
Strongly Disagree
3%
20%
Disagree
Neutral
Agree
Strongly Agree
60%
37
11% 6%
Strongly Disagree
11%
Disagree
Neutral
Agree
29%
Strongly Agree
43%
INTERPRETATION (Ques 6 and Ques 7): For many employees the R&R MODEL of the company if good but some of them feel that
they have not got there is a lack of appreciation from their immediate managers and not
sufficient awards are given to them due to which they are not motivated enough to work
efficiently and effectively.
Ques 8: - HSF Food Pro-Tech provides ample opportunities for career growth for
employees.
38
HSF Food Pro-Tech provides ample opportunities for career growth for employees.
Strongly Disagree
14% 6%
Disagree
Neutral
Agree
34%
46%
Strongly Agree
INTERPRETATION: Maximum of the employees are satisfied with the career growth and development
opportunities that HSF Food Pro-Tech provide them.
39
3%
26%
20%
Disagree
Neutral
Agree
Strongly Agree
51%
INTERPRETATION: Employees are happy with the employee engagement activities of the company and are
motivated enough to work effectively for achieving their goals.
Ques 10: - Feedback is taken for any training, workshop or any other session.
Strongly Disagree
14% 3% 9%
Disagree
Neutral
31%
Agree
Strongly Agree
43%
40
INTERPRETATION: Most of the employees are satisfied and feel themselves as a part of the HSFs family as their
regular feedbacks are taken after trainings/workshops but some them feel that the company
does not act on the feedback given by them.
20%
3% 6%
14%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
57%
INTERPRETATION: Most of the people in HSF are always ready to help their subordinates/peers which motivates
the employees to keep the organization culture free from conflicts.
41
Ques 12: -Employees are encouraged to take initiative and do things on their own
without having to wait for instructions from supervisors.
Employees are encouraged to take initiative and do things on their own without having to wait for instructions from supervisors
17%
6%
Strongly Disagree
6%
Disagree
Neutral
26%
Agree
Strongly Agree
46%
INTERPRETATION: In HSF Food Pro-Tech employees are motivated and are encouraged to take initiative and do
things on their own which is in benefit of the employees and the company without
instructions from the supervisors.
42
Strongly Disagree
14% 3%
23%
Disagree
Neutral
Agree
Strongly Agree
60%
INTERPRETATION: The top level management do listen to their subordinates ideas and take care of their feelings
also and likewise subordinates also carefully listen to their superiors and respect the decisions
taken in the meetings.
43
Ques 14: - HSF Food Pro-Tech provides a safe and secure working environment.
11%
20%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
69%
17%
3%
Strongly Disagree
14%
Disagree
Neutral
Agree
Strongly Agree
66%
44
INTERPRETATION (Ques 14 and Ques 15): HSF provides safe, secure and a flexible working environment to all its employees. The
security and safety of women workers is properly taken care of, they dont have to stay till
late in the office and they can take the pending work to their home or can complete next day.
All the safety measures for workers in manufacturing are taken properly. Employees are
provided with the options to go home for lunch or work from home for their work efficiency.
45
HSF Food Pro-Tech always provides a safe and secure working environment
Policies and procedures in HSF FOOD PRO-TECH are fair
The HR at HSF FOOD PRO-TECH is very supportive:
The HR at HSF FOOD PRO-TECH is very helpful. The day to day grievances of the
employees are handled in time
Moreover, over the years, there have been a lot of improvements:
More employee friendly policies have come up, induction process has improved etc.
For each HR process, suggestions and expected impact have already been documented.
Overall, it can be said that all the suggestions are a subset of the following major areas of
improvement:
employees
o They need to increase their interaction with their team members
Number of events at project/team level can be increased:
This will not only increase the number of events but also increase the number of
people participating in these events
BIBLIOGRAPHY
46
WEBSITES:
www.hsfgraintech.com
www.scribd.com
ANNEXURE
47
Ques 1:- I had good experience on the first day at HSF Food Pro-Tech Pvt. Ltd.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Agree
Strongly Agree
Disagree
Neutral
Ques 3:- I had good perception of HSF Food Pro-Tech Pvt. Ltd. during the first month.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Agree
Strongly Agree
Disagree
Neutral
Disagree
Neutral
Agree
Strongly Agree
Agree
Strongly Agree
Ques 6:- I get recognition at the right time for your efforts.
Strongly Disagree
Disagree
Neutral
48
Ques 7:- Rewards in HSF Food Pro-Tech are fair and transparent.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Ques 8:- HSF Food Pro-Tech Pvt. Ltd. provides ample opportunities for career growth for
employees.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Ques 9:- Fun at work activities in HSF Food Pro-Tech Pvt. Ltd. meets expectations.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Ques 10:- Feedback is taken for any training, workshop or any other session.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Agree
Strongly Agree
Disagree
Neutral
Ques 12:- Employees are encouraged to take initiative and do things on their own without
having to wait for instructions from supervisors.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Ques 13:- There is a genuine sharing of information, feelings, and thoughts in meetings.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
49
Ques 14:- HSF Food Pro-Tech Pvt. Ltd. provides a safe and secure working environment.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Ques 15:- HSF Food Pro-Tech Pvt. Ltd. provides a flexible working environment.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
50