Professional Documents
Culture Documents
IN PARTIAL FULFILLMENT FOR AWARD OF THE DIPLOMA of Post Graduate Diploma In Busniess Management
Submitted by:
Contents S.NO
1 2 3 4 5 6 7 8 9 10 11 12
TITLE
About Moser Baer India Limited SSM Overview Human Resource Management HRD in MOSERBAER Organisation Chart Research Methodology Companies Surveyed Benchmarking And Analysis Suggestions and Recommendation Limitation Of Study Bibliography Annexure
PAGE NOS i-vi vii-viii viii-xi xii-xiii xiv xv-xvii xviii-xxiii xxxviii - xlii xliii-xlv xlvi xlvii xlviii-lv
List Of Tables
S.No i ii iii iv v vi vii viii ix x
Tables
Recruitment & selection Induction Learning & Development Performance management Career Progression Leave Policy Communication & Decision making processes Rewards & Recognition Employee Recreation Employee Retention
Page Nos
xxiv - xxv xxvi xxvii-xxviii xxix xxx xxxi xxxii xxxiii-xxxiv xxxv xxxvi xxxvii
DECLARATION
I hereby declare that this Project Report titled HR Policies Benchmarking And Recommendatiom submitted by me to, Graduate School Of Business And Administration , Greater Noida , is a bonafide work undertaken by me and it is not submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.
ACKNOWLEDGEMENT
I would like to express my sincere thanks to Mr. Raman Srivastava (HR Head) for giving me an opportunity to explore the practical knowledge practiced by the company. This project could not been completed without the able guidance and support of Mr. D.S Verma (Dy. HR Manager). I am very glad to work with the organization as a summer trainee. I am grateful to HR Department of MOSER BAER INDIA LTD. for helping me to get the information and an invaluable experience. Last but not the least would like to thank my friends, family members and all those people who helped me for the completion and deeper understanding of the concept of HR Policies Benchmarking and Recommendation. Working on this project has proved to be an enlightening experience for me.
Executive Summary
Moser Baer, headquartered in New Delhi, is one of the Indias leading technology companies. Established in 1983, Moser Baer successfully developed cutting edge technologies to become the worlds second largest manufacturer of Optical Storage media like CDs and DVDs. The company also emerged as the first to market the next-generation of storage formats like Blu-ray Discs and HD DVD. Recently, the company has transformed itself from a single business into a multi-technology organisation, diversifying into exciting areas of Solar Energy, Home Entertainment and IT Peripherals & Consumer Electronics. Moser Baer India Limited, the global technology company has entered into the manufacturing of solid state devices. Moser Baer has become the first company in India and among a select few worldwide to offer a comprehensive portfolio of storage solutions. The company is already the worlds second largest manufacturer of optical media products. I was assigned the project on Human Resource Policy Benchmarking in the SSM Division of A-164 plant of Moser Baer India Limited. In this project I have to do the comparative study of the HR policies of the various companies with which the comparison of Moser Baer can be done. The list includes Syscom Corporation Limited, Neokraft Global Pvt.Ltd , HCL Info system Limited. The questionnaire included questions on the various fields and facts of Human Resource Management. It included various topics like Recruitment & Selection, Induction, Learning & Development, Performance Management, Career Progression, Leave Policy, Communication & Decision Making Processes, Rewards & Recognition, Employee Recreation and Employee Retention. The aim is to bring out the different policies
adopted by various companies and bring the industry trend in the field of Human Resource Management. It was circulated to various Human Resource Managers of the different companies. And the feedback was analyses to benchmark the policies of MBIL. The findings of the survey are very satisfying. The policies of MBIL are in sync with most of the other organisations of the industry. In certain cases there are some lacking and we have addressed them in our recommendations like leaves, performance management system etc. It was a very enriching learning experience to know about the best policies & practices which are being followed in the industry. MBIL has done some pioneering work in this area. I am thankful to MBIL for giving me this opportunity to work in this project.
ii technology, quality, product flexibility and process integration. It is the only large Indian manufacturer of magnetic and optical media data storage products, exporting approximately 85 percent of its production. Since inception, Moser Baer has always endeavoured to create its space in the international market. Aiding the company in its efforts has been a carefully-planned and sustainable business model - low costs, high margins, high profits, reinvestment and capacity growth. Along the way, deep relationships have been forged with leading OEMs, with the result that today there are hardly any global technology brands in the optical media segment that Moser Baer is not associated with. Vision and Mission Vision " Touching every life across the globe through high technology products and services " Mission We will drive growth through our excellence in mass manufacturing. We will move up the value chain through rapid development of technology, products and services. We will leverage our relationships, distribution, cost leadership and "can do" attitude to become a global market leader in every business. Our Values Teamwork Thinking and working together across functional silos, hierarchies, businesses and geographies. Cooperating and supporting each other towards common goals. Integrity Consistently behaving and taking decisions in an ethical, trustworth and fair manner in all spheres of life.
iii Passion Missionary zeal coming out of one's heart to drive to the goal which gives one a feeling of "do it with pride" and "love to be there". A feeling that encourages one to dream & realise the dreams. Self commitment to give more than 100% & create value. Speed Meeting and exceeding customer's expressed or implied expectations by a "do it" attitude and by doing right, first time, on time and every time.
Quick Facts Among the top two media manufacturers in the world Entered the highly exciting and emerging global technology space of photovoltaic in mid-2005 Foray into the fast growing Home Entertainment Business in 2006. In-house developed and patented technology has been considered as one of the four standard media to be included in the Blu-ray Disk Association The first storage media company in the world to ship HD DVDs . Lowest-cost manufacturer of optical media in the world OEM supplier to all the 12 leading storage media brands in the world Locations Corporate Headquarters: New Delhi, India Indian Offices: Mumbai, Kolkata, Chennai and Bangalore
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Worldwide Offices: The Netherlands, USA (New York and California), Japan, Middle-East Products/Services Optical Storage Media: Recordable Compact Discs (CD-R), Rewritable Compact Discs (CD-RW), Pre-recorded CD/DVD, Digital Versatile Disks (DVD-R) and Rewritable Digital Versatile Disks (DVD-RW), LightScribe-enabled media. Photovoltaic: Crystalline Silicon Cells and Modules, High Concentrator and Thin Film Modules Entertainment: Distribution of movies, film production and theatrical distribution IT Peripherals and Consumer Electronics: Optical Disk Drives, Headphones, Keyboards, Optical Mouse, DVD Players Replication Services CSR Policy At Moser Baer, we believe that Corporate Social Responsibility (CSR) is the way to conduct business that achieves a balance or integration of economic, environmental and social imperatives while at the same time addressing stakeholder expectations. Under its CSR policy, the company affirms its commitment of seamless integration of marketplace, workplace, and environment
and community concerns with business operations. Moser Baer uses CSR as an integral business process in order to support sustainable development and constantly endeavours to be a good corporate citizen and enhance its performance on the triple bottom line. CSR Mission Whilst being committed to excellence and total customer satisfaction through team work, ceaseless innovation and timely delivery of quality products of international standards, we recognize our responsibilities towards social and environmental dimensions of our business and thus aim to visibly play a leading role within our spheres of influence. We will strive to be a leader while continuing our business in a socially and environmentally responsible manner. We affirm our commitment to contribute to nation building measures through improving quality of life of our workforce, their families and the communities of the area we exist and beyond. The Structure Community Development vehicle, Moser Baer Trust is headed by CSR Head of Moser Baer Trustees are senior leaders from the company Functional scorecard and KRAs align initiatives with companys strategic objectives Regular board level reporting to CSR Committee
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Programs evolved after stakeholder dialog and have independent budget, action plans and targets Community programmes designed to meet Millennium Development Goals (MDGs) in MBILs sphere of operations- as contribution to nation building
Corporate Governance Moser Baer believes that Corporate Governance refers to the processes and structure by which the business and affairs of the Company are directed & managed, in order to enhance long term shareholder value through enhancing corporate performance & accountability, whilst taking into account the interests of all shareholders. Good corporate governance, therefore, embodies both enterprise (performance) & accountability (conformance). The Corporate Governance philosophy of the company is based on the following principles:-
Satisfaction of the spirit of the law through ethical business conduct Transparency and a high degree of disclosure levels Truthful communication about how the company structure driven solely by the business needs. Strict compliance with Clause 49 of the Listing Agreement as amended from time to time Establishment of an efficient corporate structure for the management of the Companys affairs.Management is the trustee of the shareholders capital and not the owner.
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SSM OVERVIEW
Moser Baer India Limited, the global technology company has entered into the manufacturing of solid state devices. Moser Baer has become the first company in India and among a select few worldwide to offer a comprehensive portfolio of storage solutions. The company is already the worlds second largest manufacturer of optical media products. Moser Baer reinforced its commitment to data storage earlier this year by setting up an additional facility for solid state media manufacturing unit in Noida, a part of the extended National Capital Region. It has an annual capacity of 24 million products with capacity for further expansion. With storage capacity ranging from 1GB to 64GB,Moser Baers range of solid state devices will cover storage requirement of all consumer segments. The state-of-the-art manufacturing facility has a unique module that enables all digital content- in audio, visual or data presentation format- to be pre-loaded into the state media products. The high-end 32GB product can store over 6,500 songs or more than 20 films in standard definition format. The Solid State Media Market The USB Flash and Micro SD cards market is slated to grow at over 30 percent in India this year. The popularity of solid state drives is on the rise. Todays latest generation drives are significantly faster than the early models that began to appear in the market in 2007 & 2008 was an impressive growth
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year for the market. Despite the challenging economic environment that the world has experienced, solid state devices remain in the spotlight as a technology and an area of growth in the storage market.For Micro SD Cards the chief application is mobile phones and with Indians adding a phenomenal ten million new connections every month, the three hundred million mobile phone subscriber base is expected to reach 500 million in 2010. For USB flash drives, its the convenient form factor and portability, as well as competitive pricing, which is driving demand. Also, consumers and enterprises continue to show increasing interest in having portable applications on USB devices.
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Functions of Human Resource Management Management of human resources consists of several inter-related functions. These functions are common to all organisations though every organisation may have its own human resource management programme. These functions of human resource management may broadly be classified into two categories, viz., (1) managerial functions, and (2) operating functions. MANAGERIAL FUNCTIONS Planning Organising Directing Controlling OPERATIVE FUNCTIONS Procurement Function Job Analysis Human Resource Planning Recruitment Selection Placement Induction or Orientation
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Development Function Performance and Potential Appraisal Training Executive Development Career Planning and Development
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xiii Performance Management System In order to perform the above mentioned functions there are a number of sections like Payroll, travel and leave management, contract labour section etc. Another very important function of the personnel and hr department is to ensure compliance with regards to various labour laws that are applicable to the various departments of the organization. Moser Baer focuses on:1. Transparency 2. Empowerment 3. Relevance
The major HR policy of Moser Baer India Limited includes the following: 1. Anti Harassment Policy. 2. Attendance Procedure. 3. Black Belt Policy. 4. Employees Deposit Linked Insurance Scheme Policy. 5. Exit Interview Policy. 6. Family Visit to Plant. 7. Financial Assistance Policy. 8. Frisking Policy. 9. Grievance Policy.
10. Induction Policies.
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D.S.Verma DM -HR
Kumkum Off,Supr-TRG
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RESEARCH METHOD
SOURCES OF DATA Selection of sources of information refers to the approach used to gather data. It relies heavily on the topic to be studied. There are two broad approaches: i. ii. Primary data collection Secondary data collection
PRIMARY DATA: The data regarding the topic HR Policy Benchmarking is collected from the HR Personnel of the three companies with which the comparative study of MBIL is done. These companies are Syscom Corporation Limited, Neokraft Global Pvt. Limited, and HCL Info Systems. The questionnaire was prepared and circulated among the HR Professionals of these companies. The questionnaire is given in Annexure. SECONDARY DATA: Secondary data can be available in books, journal articles, newspaper & magazines, conference papers, reports, archives, electronic database, internet. In this case the questionnaire was designed according to the requirements of the projects.
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TYPES OF RESEARCH
Survey research studies can be broadly classified in three basic types namely: # Exploratory Research # Descriptive Research
Exploratory Research:Exploratory research is used when one is not conversant with the problem environment such type of investigation is mainly concerned in determining the general nature of the problem and variables related to it. The major emphasis of exploratory research is on discovery of ideas. The researcher devotes a significant portion of their work on exploratory studies when very little is known about the problem being examined. The idea is to clarify concepts and subsequently, make more extensive research on them. Its goal is to shed light on the real nature of the problem and suggest possible solution (or) ideas.
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Descriptive Research:-Descriptive Research is description of somethingusually market characteristics or fuctions.The key to good descriptive research is knowing exactly what one want to measure and selecting a survey method in which every respondent is willing to cooperate and capable of giving one complete and accurate information efficiency. Companies undertake descriptive research to learn about customers knowledge, beliefs, preference and satisfaction on various products and measure the magnitude in population.
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COMPANY PROFILE
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system integration and solutions for telecommunications, banking, healthcare and ID sectors and proudly possesses one of the worlds most modern production facilities for smart cards. With a workforce currently numbering 1,800 employees worldwide, Sagem Orga is leading the Smart card market with a strong foothold
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The home lighting division is located in a Special Economic Zone and has a land of approx 180,000 sq ft and a covered area of 1,00,000 sq ft.
Right from the very beginning, quality and cost competitiveness were emphasized. As such, almost all production and testing facilities were set up in-house. Neokraft has received recognitions from its customers for quality standards. It supplies its products to the worlds largest home furnishing store and the products are sold throughout the world. We make the luminaries in EU,NA, GB, JP, CN, TW and AU versions.
Our strength lies in manufacturing products in high volume, consistent quality level, and timely delivery resulting in higher customer satisfaction. We welcome customer designs and respect customers Intellectual Property Rights.
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Product Range:-
Table lamp
Wall spot Wall lamps Ceiling lamp Pendant lamp Floor lamp/ Up lighters
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Baer India Corporation Global Ltd. Direct applicants Placement Consultants Job Portals Employee referrals Through temporary staffing Head hunting Body shopping Any other sources No No No No No Yes No No No No No No Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Ltd. No Pvt. Ltd No
Yes
Yes
Yes Yes
Yes
Yes No
No
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Moser Baer India Ltd. Any reward given on bringing Employees through referral Schemes. Psychometric Thomas Tools Used profiling OPQ 32 i Turnaround Time (TAT) Any agreement signed by the new joiners Duration of the probationary period 6 months Yes 45-70 days No Reward
Monetary rewards
No
No
MAP,MRE
15-20 days
1 month
60 Days
No
Yes
Yes
6 months
6 months
1 Year
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ii
Induction
The type of induction programme of your organization is of: Moser Baer India Ltd. Types of induction Programme Structured Structured and formal and formal type Structured Structured and and formal type Duration Less than 1 week Presence of Buddy Mentor System
Any Gifts, vouchers etc to the new joiners to welcome them in a warm and friendly way.
Syscom
Neokraft
formal
No
No
No
No
No
No
No
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Effectivene ss of training
Observing the post training performance of employees 2.Reaction/F eedbacks of the trainee
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Performance management
Syscom Neokraft HCL Infosystems Ltd. Corporatio Global n Ltd. Pvt. Ltd
Moser Baer India Ltd. Performance appraisal method followed Basis of employee evaluation Balanced Scorecard Method 180 degree feedback Frequency of Once in a
MBO
MBO
KPI Key
360
Performanc degree e Indicator Once in a year Yes feedback Once in a year Yes
Once in a year
Appraisal Conducted year Any appraisal feedback communicate to employees Any post appraisal feedback analysis conducted Are employees satisfied with current appraisal Yes No Yes
No
Yes
Yes
No
Yes
Yes
Yes
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Career Progression
Moser
Syscom
Neokraft
Baer India Corpora Global Ltd. Presence of Any Mentor System Presence of specific career development program for the top performers Adoption of IDP (Individual Development Plan) a part of the career progression Yes (only f key resources) N.A Career Planning Yes (Identificati on of Key Resource) N.A Yes No tion Ltd. Pvt. Ltd Yes Yes
No
Yes
No
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Yes
Yes
Yes
Yes
N.A
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Leave Policy
Moser Baer
Syscom
Neokraft
India Ltd. n Ltd. No. of days of privileged leave, annually No. of days for which P.L can be forwarded No. of casual leave
Different other Kinds of leaves given
15 days
18 days
30 days
60
Advance Planning
180
12 days
7 days
12 days
Sick leave
N.A
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Moser
Sysco
Baer India m Ltd. Corpor ation Ltd. Structure of Formal & Formal &
Formal &
Informal
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Communicati 1.Employ on ee get together 2.By celebratin g local festivals 3.By arranging games which is good for team building
Joint Forum
Yes
Monthly
Quarterly
Quarterly
Monthly
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India Ltd.
Performance Performance Milestone Birthday Length of service Marriage Innovation & Creativity Contribution towards Team Performance society Contribution towards Society Innovation & Creativity
Team performance
Innovation & Creativity Team performance Contribution towards society Customer satisfaction
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Moser Baer India Ltd.
Employee Recreation
Syscom Corporati on Ltd. NeoKraft Global Pvt. Ltd HCL Info systems Ltd.
Sports Events
Outings Sports Events Organizati on-wide parties Offsite training/Te am Building Activities
Lunch and Dinner Lunch & Dinner Offsite training/ Team Building Activities
Quarterly
Quarterly
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India Ltd.
Employee Retention
Syscom Corporation Ltd. Neokraft Global Pvt. Ltd Create Belongingnes s N.A HCL Info systems Ltd.
Moser Baer
By
By financial &
Identification non- financial of key resources New joiners are given retention bonus based on criticality of role Performanc e Appraisals & Promotions motivators Recognition Scheme(appr eciation mail) Awards By organising events In case in crisis or mis happening occur help provided by the inbuilt syscom society
5-7 %
N.A
N.A
N.A
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xxxix 4.The Induction Programme Conducted in almost all the companies is structured & formal and is of less than 1 week. 5.Most of the companies do not assign a mentor for a new joiner, but a new trend is seen Nokia India Private Limited where a Buddy Mentor is assigned to a New Joiner. 6.Most Companies have a similar Turnaround time of 40-60 days. ii. Training & Development In almost all the companies training is mandatory but the training time period varies from company to company depending upon their own needs and requirement. Most of the companies analyse the training need on the basis of competency framework and need. But a few companies like Syscom
and HCL also analyse training need on the basis of employee performance and Performance Counselling. All the companies provide training in both technical & soft skills. But the delivery method of training varies from company to company. Most companies provide On the Job training and classroom training, but some companies also provide wed- based training
xl iii.Performance Management Performance management system is an important aspect of HR functions. MBIL follows the balanced scorecard method to evaluate the performance of the employees. KRAs are fixed in the beginning of the year with respect to the annual goals to be achieved. Then the employee is evaluated at the end of the year whether he has been successful to achieve these goals. Most companies follow the same procedure. It seems to be one of the most successful and effective way for performance management. The appraisal is done once a year, as done by the other companies. But a mid- year review is also done. A post appraisal feedback is also given. iv. Career Progression Career progression is a very important aspect that every employee wants to ascertain in the organisation. MBIL has policies to recognise high potential employees. They are called Key Resource. Career shifting helps an employee to increase his exposure and learn new things. By promoting this the organisation helps in the personal development of the employees and such program motivates employees to learn new thing and utilise their nature skills and instincts. MBIL has policies for career shifting also it gives opportunities to its associates to shift from to other disciplines and departments and learn new jobs.
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v. Leave Policy The leave policy of MBIL is in sync with other players of the industry. But some major companies like Syscom provide leaves like Paternity Leave, Maternity Leave, and Matrimonial Leave. vi. Communication & Decision making Processes Most of the company follow the practice of formal and transparent mode of communication. But a new trend of Informal & transparent Communication is also followed in the company like HCL. Most of the companies conduct participative programs/ forums where employees can come to share their views. In Moser Baer India Limited forums like Communication Meetings are arranged. Companies like Syscom & Neokraft arrange these meetings on Quarterly basis but HCL & Moser Baer organises these meetings on Monthly basis. vii. Rewards & Recognition Most of the companies give both Monetary & Non- Monetary kinds of rewards. But the companies follow different policies of giving different kinds of rewards. HCL has the maximum number of rewards which includes Performance, Millstones, Birthday, Length of service, Marriage, Innovation & Creativity, Team performance, Contribution towards Society & Customer Satisfaction.
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viii. Employee Recreation All the companies organise need based employee recreation activities. Syscom organises many of them like outings, sports Events, Organizationwide parties, Offsite training/Team Building activities. But Moser Baer India Limited has few recreation activities.
ix. Employee Retention The companies use different strategies to retain employees. These include By Identification of Key Resources; New Joiners are given retention bonus based on criticality of role Performance Appraisals & Promotions which is used by MBIL. Syscom uses Financial & Non- Financial Motivators. NonFinancial motivators like Recognition Scheme (Appreciation Mail), Awards, By organising events by forming events organising committee.
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Recommendations
Monetary Reward can be given for employee referrals Most companies give monetary rewards for referring employees. Some companies have programs like bring your buddy to work for which they are given monetary awards. This encourages people to refer their friends for appropriate positions. This saves a lot of recruitments cost, moreover the company gets job-fit people. Gifts and Vouchers can be given to the new joiners which will give their morale a boost There should be some gifts for new joiners, especially campus recruits. This helps them to buy proper items for their everyday office requirements. This also makes them feel welcomed in the organisation and provide them motivation for the new job. A post appraisal feedback should be conducted to know the attitude of the people towards the PMS This policy will help in erasing the various misgivings employees sometime have regarding their appraisal. It will make the procedure more transparent and it will also make the appraisers more accountable for their job. It will motivate employees to perform better as they will know that their appraisal will be done in a very transparent way.
xliv The types of PL Sanctioned can be increased by adding examination leave, matrimonial leave, paternity leave etc. There should be some additions in the types of leaves especially PATERNITY LEAVE. These types of leaves are being considered in most industries. Its importance is also being acknowledged nowadays due to prevalence of nuclear families. The recreation activities can be increased to include Outings, Organisation- wide parties Lunch & Dinner and Offsite Training/ Team Building Activities. It will help in building a positive camaraderie in the employees. For exceeding previous best production by a substantial amount (13 months production in 12 months), a reward of Rs. 1000/- per head and a picnic grant of Rs. 150/- head. A picnic grant of Rs. 150/- per head to departments which do not qualify for picnic grant based on annual production / performance but are otherwise considered outstanding subject to specific approval of management Other service departments both inside and outside Works where there is no definite measure of determining performance, a picnic grant @ Rs. 150/- per head once in a year By celebrating local festivals
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Annual Foundation Day can be organised which will increase the employees sense of belongingness. Annual foundation day can be celebrated in a grand way. All the employees can be invited (who are engaged in critical production activity on that date) to get together and celebrate that day. Major awards like Employee of the year can be given out that day. Major CSR activity can be started on that day. This will further motivate the employees to participate in CSR activity as well. The Director can share his future vision with the employees .This will make the employees feel important. All employees of the both the plants and HO should come together on this day. If possible off- site teams can also be called. If not then these offices should be allocated a budget to celebrate the FOUNDATION DAY in a very beautiful way.
The employees can be given the opportunity to increase their managerial skills by giving them the opportunity to go for Executive or Part time MBA from premier B- Schools.
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The sample size for the survey is only 3. This is because only one HR person per organizations could be used to represent their respective organizations and human resource departments fill the questionnaire.
The validity of data is subject to the views expressed by the respondents working as human resource professionals in various organizations.
The respondents selected to be interviewed were not always available and willing to co-operate and in some cases the respondents were found not aware of the topic.
The effort has been made to get as much information regarding the various fields and facets of HR, but still some information might not be available as the HR professionals contacted did not provide the regarding details.
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BIBLIOGRAPHY
WEBSITE:
Books:
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ANNEXURE
Questionnaire
I. Recruitment & selection
1. Potential Candidates in your organization are generated through the following external recruitment sources: (Tick and rank them based on the number and quality of candidates generated. Also roughly specify the percentage mix of each of the following sources adopted) i) ii) iii) iv) v) vi) vii) Direct applicants Placement Consultants Job Portals Employee referral Through temporary staffing Head hunting Body shopping
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b. If yes, the reward given on bringing the candidate on board isi) Monetary reward ii) Non-monetary reward
4. Ideally, how much time does the hiring process take i.e. right from the test/ 5. interview stage to the offer stage? Do you get an employment agreement signed by the freshers? i) Yes ii) No
6. The duration of the probationary period for a new joinee in your organization is: i) 6 months ii) 1 year iii) 2 years
l II. Induction
1. The induction programme of your organization is of: a. Structured and Formal type b. Informal type 2. The duration of induction programme is a. Less than one week b. One week c. One month 3. Do you have a Buddy mentor system to make the new joinee feel at ease? a. Yes b. No
4. Do you offer any gifts, vouchers etc to the new joinees to welcome them in a warm and friendly way? a. Yes b. No
III.
2. If yes, on an average, how many man-hours of training do you provide for each employee in a year? 3. On what basis is the training need analyzed in your organization? i) Employee performance
ii) Performance Counselling iii) Competency framework iv) Need based v) Any other, please specify.
li 4. a. Training is provided to employees in your Organization to enhance their i) Technical skills ii) Soft Skills iii) Both i & ii iv) Any other area, please mention. b. If you provide training in soft skills, what are the different types of behavioural training programmes offered to employees? ( tick marks wherever applicable) i) ii) iii) iv) v) vi) Communication skills Interviewing skills Assertiveness Creativity Culture Sensitivity Any other, please specify
c. What is the frequency of such Behavioural training programmes? 5. Generally, what are the different methods adopted by your organization to train the employees? i) Web-Based ii) On-the-job training iii) Class room iv) Both web-based and class room v) Any other, please specify 6. Effectiveness of training program in your Organization is normally evaluated by i) ii) iii) iv) Observing the post training performance of employees Reaction/ Feedback of the trainees Determining ROI Any other method, please specify.
lii 7 . Do you conduct training in- house or outsource it? iv. Performance Appraisal 1. The performance appraisal method followed in the organization is i) ii) iii) Balanced Scorecard method MBO Any other method, please specify.
2. An individual employee is evaluated on the basis of his/her (Tick where required and rank based on the weightage given for each of the following) i) ii) iii) iv) Technical skills Behaviour Adaptability in the Organization Any other, please specify.
3. The employee is evaluated on the basis of: i) ii) 360 degree feedback 180 degree feedback
6. Is the post appraisal feedback viewed seriously by the organization? i) Yes ii) No
liii 7.Are the employees satisfied with the appraisal system adopted currently? i) Yes ii) No
v. Career Progression 1. a. Do you have a mentor system intended to help employees in their career progressions? i) Yes ii) No
b. If yes, how do you carry out the career progression through such mentor? 2. What are the different measures adopted by your organization to encourage the employees in their career growth?
3. a. Does your organization provide the employees an opportunity to shift their career line if their interest lies in some other area, existent in the organization. i) Yes ii) No b. If yes, on what basis is it entertained? VI. Leave policy 1. a. How many days of privilege leave do you provide your employees annually? b. Can they carry forward privilege leave? If, yes the for how many days? i) Yes ii) No
lvi c. Specify the conditions of availing privilege leave. 2. How many days of casual leave do you provide your employees annually? i) Less than 10 days ii) 10 days iii) 12 days iv) 15 days v) 15 days & above 3. What are the other kinds of leave enjoyed by the employees in the organization? Specify the conditions for each. VII. Communication & Decision making processes 1. The communication pattern in your organization is structured such that it is: i) Formal & transparent ii) Informal iii) Both i) & ii) iv) Any other, specify 2. a. Is your organization encouraging employee participation in decision making? i) Yes ii) No
b. If yes, what are the different employee participative programs you organize? c. What is the frequency of such programs? i) Weekly ii) Monthly iii) Quarterly
VIII. Rewards & Recognition 1. What are the types of rewards usually given to the employees? a. Monetary b. Non- monetary c. Both d. No defined rewards
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2. From the following options considered, the employee gets recognition for: (Put tick mark where ever applicable) a. Performance b. Milestones c. Birthday d. Length of service e. Marriage f. Innovation & Creativity g. Team performance h. Customer Satisfaction i. Contribution towards society j. Any other, specify. IX. Employee Recreation 1. Which of the following types of recreational activities are followed in your organization? ( tick mark where ever necessary) a. Outings b. Sports Events c. Organization- wide parties d. Lunch and dinner e. Offsite training/ Team Building Activities f. f.Any other, please mention.
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2. What is the frequency of the above recreational activities? i) Monthly ii) Quarterly iii) Bi- annually iv) Annually v) Need Based
x. Employee Retention: 1. What are the retention strategies adopted by your organization to retain employees and also to attract prospects?