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Transcript of Copy of Copy of Copy of Mba IV
PART 1
BACKGROUND AND INTRODUCTION
1
CHAPTER 1
BACKGROUND AND INTRODUCTION
1.1 BACKGROUND AND PERSENT STATUS OF THE COMPANY
The paid up capital of Rs. 807 crore. The insurance agents employed atfuture generali Life
Insurance Co Ltd are trained in-house with a rigorous training program of over 152 hrs, much
higher than the standard 100 hrs of mandatory training laid down by the IRDA. Around
345future generali Agent Advisors qualified for Million Dollar Round table (MDRT)
membership in 2006. It is an internationally renowned congregation of world's top insurance
agents.
Aboutfuture generali India Limited
Future generali Limited is a multi-business corporate, focused on the Knowledge, People, and
Service oriented businesses of Healthcare, Life Insurance, and Information Technology. Future
gererali also has business interests in Clinical Research, Telecom, Electronic Component
distribution, Bulk Pharmaceuticals, and Speciality Products businesses.
Future generali India is led by a skilled team of professional managers and is widely
acknowledged for its presence in commercially viable manufacturing and service delivery
businesses.future generali has been able to form and strengthen international alliances
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evaluating client needs rather than just selling. They are professionals who will thoroughly
understand client needs before recommending the policy tailored to fit their unique needs.
1. They endeavourer to offer the best products with Flexibility as their cornerstone, so the
customer can buy just what he needs. With their various Products and Riders & Options,
the customer has more than 200 product combinations to choose from.
2. They would like Transparency to be the bedrock of the way they do business. This is
why they customize a Personal Insurance Plan, which gives the customer a broad
overview of the details of his policy along with a year-on-year summary, even before he
buys. And with the free look option the client even has the unconditional right to return
the policy, if he so wishes, within 10 days of receiving it.
3. They offer multiple bonus options, which includes options such as annual bonus, bonus
accumulated and paid on maturity, bonus used to offset premiums, bonus utilized to buy
Paid up additions and bonus used to buy one-year term insurance. So the customer can
decide how he wants to use his bonus payments.
4. They take their social responsibility seriously. Every policy sold by them benefits a
needy child at SOS Children's Villages of India. They also provide life insurance to the
rural and socially underprivileged.
5. They have a national presence with a network in the 9 cities of Delhi, Mumbai, Kolkata,
Chennai, Bangalore, Hyderabad, Ahmedabad, Pune and Chandigarh.
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1.2 HR MANAGEMENT
Management of HR is known as a human resource management, it is the part of
management process which deals with the management of HR. the personnel management
is concerned with the human problem of an organization so that individual can make their
maximum contribution to accomplishment of common goals and at the same time attain
social satisfaction.
1.3 OBJECTIVES OF THE STUDY
1. To develop an understanding of H.R department and role of HR at future
generali life insurance india pvt ltd.
2. To know the respondents view point on organization structure (HR Deptt)
and role of HR manager
1.4 LIMITATIONS
Every scientific study has certain limitations and the present study is no more exception.
These are:-
1-Confidentially of the management is the strongest hindrance to the collection of data and
scientific analysis of the study.
2-Respondents were found hesitant in revealing opinion about supervisors and
management.
3-The respondents were unwilling to fill up the questionnaires.
In spite of all these limitations, the investigator has made a humble attempt to present an
analytical picture of the study with some suggestion for the long run implementation.
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1.5 RESEARCH METHODOLOGY
The researcher approached the company has study the functioning of HR dett and role of HR
managers .for the collection of primary data the researcher has used questionnaire as a tool ,the
collected data was than tabulated and analyzed with the help of the percentage method and Ms
Excel package. Which is than presented and interpreted to drive findings and recommend
suggestions.
5
PART II
LITERATURE RIVIEW
6
CHAPTER 2
FUTURE GENERALI LIFE INSURANCE PVT. LTD.
2.1 INTRODUCTION.
Future generali Life Insurance Company Ltd
future generali Life Insurance Company is a joint venture betweenfuture generali Life
International Inc., a Fortune 100 company and America's largest life insurance provider and FG
India Limited one of the leading multi-business corporations in India.future generali life
Insurance Co Ltd is a Rs. 250 crore joint venture
future generali INDIA
Company Profile
Future Generali is a joint venture between the India-based Future Group and the
Italy-based Generali Group.future generali is present in India in both the Life and
Non-Life businesses asfuture generali India Life Insurance Co. Ltd. andfuture
generali India Insurance Co. Ltd.
Future Group
Future Group , led by Mr. Kishore Biyani, is positioned to cater to the entire
Indian consumption space. The Future Group operates through six verticals: Future
Retail (encompassing all lines of retail business), Future Capital (financial
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products and services), Future Brands (all brands owned or managed by group
companies), Future Space (management of retail real estate), Future Logistics
(management of supply chain and distribution) and Future Media (development
and management of retail media spaces).
The group’s flagship enterprise, Pantaloon Retail, is India’s leading retail
company with presence in food, fashion and footwear, home solutions and
consumer electronics, books and music, health, wellness and beauty, general
merchandise, communication products, E-tailing and leisure and entertainment.
The company owns and manages multiple retail formats catering to a wide cross-
section of the Indian society and its width and depth of merchandise helps it
capture almost the entire consumption basket of the Indian consumer.
Headquartered in Mumbai (Bombay), the company operates through 4 million
square feet of retail space, has over 150 stores across 35 cities in India and
employs over 15,000 people. The company’s revenues for FY 05-06 were Rs.
2017 crore
Generali Group
Established in Trieste on December 26, 1831, Generali is an international group
present in more than 40 countries with insurance companies and companies mostly
operating in the financial and real estate sectors. Over the years, the Generali
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Group has reconstructed a significant presence in Central Eastern Europe and has
started to develop
MEANING OF INSURANCE
Insurance in its basic form is defined as “ A contract between two parties whereby one party
called insurer undertakes in exchange for a fixed sum called premiums, to pay the other party
called insured a fixed amount of money on the happening of a certain event."
In simple terms it is a contract between the person who buys Insurance and an Insurance
company who sold the Policy. By entering into contract the Insurance Company agrees to pay
the Policy holder or his family members a predetermined sum of money in case of any
unfortunate event for a predetermined fixed sum payable, which is in normal term called
Insurance Premiums.
Insurance is basically a protection against a financial loss, which can arise on the happening of
an unexpected event. Insurance companies collect premiums to provide for this protection. By
paying a very small sum of money a person can safeguard himself and his family financially
from an unfortunate event.
For Example if a person buys a Life Insurance Policy by paying a premium to the Insurance
Company, the family members of insured person receive a fixed compensation in case of any
unfortunate event like death.
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LIFE INSURANCE(LONG-TERM)
GENRAL INSURANCE(NON-LIFE INS.)
TYPES OF INSURANCE
10
Insurance provides compensation to a person for an anticipated loss to his life, business or an
asset. Insurance is broadly classified into two parts covering different types of risks:
1. Long-term (Life Insurance)
2. General Insurance (Non-life Insurance)
11
WHOLE LIFEASSURANCE
ENDOWMENTASSURANCE
CHILDREN’SASSURANCE
TERMASSURANCE
ANNUTIES
MONEY BACK POLICY
Long-term Insurance
Long term insurance is so called because it is meant for a long-term period which may stretch to
several years or whole life-time of the insured. Long-term insurance covers all life insurance
policies. Insurance against risk to one's life is covered under ordinary life assurance. Ordinary
life assurance can be further classified into following types:
TYPES OF LIFE INSURANCE
12
FIRE INSURANCE
HEALTH INSURANCE
MOTOR INSURANCE
MONEY INSURANCE
MARINA INSURANCE
MISSLANIOUS
GENRAL INSURANCE
Also known as non-life insurance, general insurance is normally meant for a short-term period of
twelve months or less. Recently, longer-term insurance agreements have made an entry into the
business of general insurance but their term does not exceed five years. General insurance can be
classified as follows:
TYPES OF GENRAL INSURANCE
13
MENANING OF LIFE INSURANCE
Life insurance is a contract providing for a payment of sum of money to the person assured or,
failing him, to the person entitled to receive the same, on the happening of a certain event.
A family is generally dependent for its food, clothing and shelter on the income brought by the
family’s breadwinner. The family is secure so long as this breadwinner is alive and is capable of
earning his income. A sudden death (or inability) may leave this family in a financially difficult
situation. Uncertainty of death is inherent in human life. This uncernity makes it necessary to
have some protection against the financial loss raising from death. And life insurance exactly
offers this kind of protection.
Key Benefits of Life Insurance
Life insurance, especially tailored to meet financial needs.
Need for Life Insurance
Today, there is no shortage of investment options for a person to choose from. Modern day
investment include gold, property, fixed income statements, mutual funds and of course, life
insurance. Given the plethora of choices, it becomes imperative to make the right choice when
investing your hard-earned money. Life insurance is a unique investment that helps you to meet
your dual needs – saving for life’s important goals, and protecting your assets. That helps you to
meet your dual needs – saving for life’s important goals, and protecting your assets.
Let us look at these unique benefits of life insurance in details.
Assets Protection
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From an investor’s point of view, an investment can play two roles- assets appreciation or assets
protection. While most financial instruments have the underlying benefits of assets appreciation,
life insurance is unique in that it gives the customer the reassurance of asset protection, along
with a strong element of assets appreciation.
The core benefit of life insurance is that the financial interests of one’s family remain protected
from circumstances such as loss of income due to critical illness or death of the policyholder.
Simultaneously, insurance products also have a strong inbuilt wealth creation proposition. The
customer therefore benefits on two counts and insurance occupies a unique space in the
landscape of investment options available to a customer.
Goal based saving
Each of us has some goals in life for which we need to save. For a young, newly married couple,
it could be buying a house. Once, they decide to start a family, the goal changes to planning for
the education or marriage of their children. As one grows older, planning for one’s retirement
will begin to take precedence.
Clearly, as your life stages and therefore your financial goals change, the instrument in which
you invest should offer corresponding benefits pertinent to the new life stage.
Life insurance is not only a investment option that offers specific products tailor made for
different life stages. It thus ensures that the benefits offered to the customer reflect the needs of
15
customer at the particular life stage, and hence ensures that the financial goals of that life stage
are met.
The table below gives a general guide to the plans that are appropriate for different life stages.
Life Stages Primary Need Life Insurance Products
Young &Single Assets Creation Wealth Creation Plans
Young&Just Married Assets Creation
&Protection
Wealth Creation &
mortgage protection plans
Married with kids Children’s education,
Asset creation and
protection
Education insurance.
Mortgage protection
&wealth creation plans
Middle aged with
grown up kids
Planning for retirement
& asset protection
Retirement solutions &
mortgage protection
Across all life-stages Health plans Health insurance
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Insurance Sector Reforms
In 1993, Malhotra Committee – headed by former Finance Secretary and RBI Governor R.N.
Malhotra- was formed to evaluate the Indian insurance industry and recommend its future
direction. The Malhotra committee was set up with the objective of complementing the reforms
initiated in the financial sector.
The reforms were aimed at creating a more efficient and competitive financial system suitable
for the requirement of the economy keeping in mind the structure changes currently underway
and recognized that insurance is an important part of the overall financial system where it was
necessary to address the need for similar reforms. In 1994, the committee submitted the report
and some of the key recommendations included.
Structure
Government stake in the insurance companies to be brought down to 50%. Government should
take over the holding of GIC and its subsidiaries so that these subsidiaries can act as independent
corporations. All the insurance companies should be given greater freedom to operate.
Competition
Private companies with a minimum paid up capital of Rs. 1bn should be allowed to enter the
sector. No company should deal in both Life and General Insurance through a single entity.
Foreign companies may be allowed to enter the industry in collaboration with the domestic
companies.
Postal Life Insurance should be allowed to operate the rural market. Only one State Level Life
Insurance Company should be allowed to operate in each state.
17
Regulatory Body
The Insurance Act should be changed. An Insurance Regulatory body should be set
up. Controller of insurance – a part of Finance Ministry – should be made
independent.
Investments
Mandatory Investment of LIC Life Fund in government securities to be reduced from 75% to
50%. GIC and its subsidiaries are not to hold more than 5% in any company (there current
holding to be brought down to this level over a period of time).
PRODUCTS OFfuture generali
INDIVIDUAL -
Future Care
Future Assure
INSTAlife
Future Pension Plan
Future Pension Advantage Plan
Future Sanjeevani
Future Guarantee Plan
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Future Child Benefit Plan
Future Anand Plan
Riders
GROUP-
Group Term Life
Future Generali Group Credit Suraksha
Future Generali Group Gratuity Plan
OBJECTIVE OF THE COMPANY
To provide superior customer service through our knowledge-based business
partners and employees supported by innovative products and services.
CORE TEAM MEMBERS
MR. G. N. Bajpai
Chairman
Dr. Kim Chai Ooi
19
Country Manager future generali
IMPORTANCE OFfuture generali AS AN ORGANIZATION
In an organization every employee is valuable and it is an employers responsibility to shoulder
some of their responsibilities they worry the most - savings and security of their loved ones.
Gratuity can act as a powerful tool to reward loyal employees and retain existing employees as
well. Gratuity payment is a statutory liability for an organization and tends to increase as the
salaries and tenure of employment increase annually. Employees who are employed in an
organization for at least 5 years can enjoy Gratuity. As an employer you can structure the
gratuity benefit in such a way that it is higher than the statutory requirements.
Future generali has made the Group Insurance portfolio more robust by launching the Unit
Linked Gratuity Plan. The Unit Linked Group Gratuity Plan facilitates steady funding and the
opportunity of increased returns on investment. It also has one of the most transparent charge
structures in the market currently and the fund management charges are extremely competitive.
Non-unit Linked or Traditional Group Gratuity Plan: which facilitates systematic and
steady funding of the liability?
20
Unit Linked Group Gratuity Plan: which facilitates steady funding and the opportunity of
Increased returns on investment.
21
22
23
24
INDIVIDUAL INSURANCE
Protection Plans:
Whole Life
Level Term
Five Year Term R & C
Life Partner Plus
Savings:
o Life Gain Endowment
o Life Pay Money Back
o Life Gain Plus 20
o Life Gain Plus 25
o 20-Year Endowment
Unit Linked:
o Life Maker Premium
o Life Maker Gold
o Life Maker Platinum
o Life Maker Pension
o Life Invest
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GROUP INSURANCE
o Group Term Life
o Group Gratuity
o Employee Deposit Linked Insurance
o Credit Shield
o Unit Linked Group Gratuity
o Unit Linked Group Superannuation
RURAL INSURANCE
o Future Suraksha
o Easy Term
o Future Mangal Endowment
o Future Vriksha Money Back
FUTURE AMSURE
o Future Amsure Bonus Builder
o Future Amsure Business Builder
o Future Amsure Money Back
o Future Amsure Future Builder
o Future Amsure Secure Returns Builder
NAV
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Life Maker Investment Plan
Life Maker Pension Plan
Life Maker Premium
Smart Steps
Group Gratuity
Group Superannuation
Max Amsure Secure Returns Builder
OTHER PRODUCTS
Banc assurance Super Saver Bond
Mutual Fund
Besides the above-mentioned products and services also find insurance calculator, retirement
calculator, premium calculator and a plan finder that helps you decide the product best suited to
your needs on thefuture generali Insurance India Website. For long term care insurance, come
tofuture generali India and rest assured.
Many insurance companies provide medical insurance, general insurance, premium insurance,
company insurance and group insurance policies. But the qualities of a true leader shine out. The
annual report offuture generali Insurance Co. shows that they have achieved this by their sheer
dedication to their customers and the hard work of their insurance agents. The insurance plans
are well customized after understanding the needs of each customer by the insurance agent and
full assistance is ensured for the insurance claims.
27
FITS
Bonus Option:
If you own a Participating Policy, which entitles you to get Bonuses, you get a choice of options
on how you would want it paid to you:
Annual Bonus payment.
Bonus accumulated and paid on maturity.
Bonus used to off set Premiums.
Bonus used to buy one-year term Insurance.
Bonus used to buy paid - up additions.
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PRIVATE PLAYERS OF INSURANCE SECTOR
Bajaj Allianze Life Insurance
AMP Sanmer Life Insurance
Birla Sun Life Insurance
Future generali Life Insurance
HDFC Life Insurance
ICICI Prudential Life Insurance
Mellife India Insurance
Future generali Insurance
Reliance Life Insurance
Shiram Life Insurance
Tata AIG Life Insurance
SBI Life Insurance
Bharti AXA Life Insurance
ING Vysyv Life Insurance
Shara Life Insurance
Kotak Mahindra Life Insurance
Genral Insurance Corporation Of India
Royal Sundaram Insurance
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Canara HSBC OBC Life Insurance
30
‘SWOT’ ANALYSIS OF FUTURE GENERALI LIFE
INSURANCE COMPANY LIMITED
STRENGTHS:
a) Impeccable brand name offuture generali Life Insurance.
b) Sound financial and infrastructure backup.
c) Real urge to become the leader in the market.
WEAKNESSES:
a) Unawareness among the people aboutfuture generali Life Insurance.
b) Recent split in the top management may have a bad impact on the general people who
believe in family bodings even in business matters.
c) As they have recently come to the insurance sector, not aware of the pros and cons of the
sector.
OPPORTUNITIES:
a) Many people now days are being aware of the benefits of insurance, so there is a vast
market to target by the company.
b) Any Life Insurance Policy does still not cover 80% of the total population in India, so
there is a vast market that can be tapped byfuture generali.
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THREATS:
a) ost of the people still believe on public players like LIC, so it is very hard to shift those
customers from LIC to other companies likefuture generali.
b) The number of players in the private insurance sector is increasing day by day,so the
competition is getting tough.
c) . The failure in one of the fields of FMG may affect adversely the business opportunities
offuture generali.
2.2 HR Department infuture generali
HUMAN RESOURCE DEPARTMENT IN ORGANISATION
32
Unit Head
Deputy Manager-HR
Additional General Manager-Corporate HR & IR
Senior
Executive - HR
Assistant HR Officer
Supervisor-Administration
Security
Housekeeping
General Administration
Executive Assistant-HR
FUTURE GENERALI is a large organization and presently has a employee strength of
about 1.57 lacs. This includes executives and non-executives. Since inception of future
generali the need of Personnel Deptt. Were felt and all units of future generali having a
separate department for management of its manpower? This deptt. is responsible for all
aspects of man management. future generali being a unit of future generali has a
personnel and administration department since inception.
The role and functions of Personnel Department remains similar all over future generali.
The policy and procedures of future generali are uniformly applied. However, on same
instances the functions of personnel department differ from unit to unit. This difference
is dependent upon the nature of the job of respective unit of future generali.
P&A departments of all units of future generali perform a service & support function.
Their role is more of advisory to the line function. They act as facilitators and advisors of
different major functionaries in the organization. Personnel department is responsible to
formulate policies and procedures related to man management. These policies basically
guide the functioning of personnel deptt. The implementation of these policies is also
responsibility of personnel deptt. Personnel department basically caters to all needs of
its unit with regard to its Human resources. Its role starts from assessment of manpower
requirements, their recruitment, utilization and their separations from the company.
Maintenance of conducive environment for effective utilization of human resources is
the responsibility of this department. It is this department which is held responsible for
peaceful industrial relations. Adherence to statutes related to labor is the responsibility
of this department. This department also performs certain general administrative
33
functions such security management, office administrations, liaison with various
agencies outside the organization etc
.ORGANISATION STRUCTURE OF FUTURE GENERALI
34
2.3 ROLE OF HR MANAGER AT FUTURE
GENERALI
Manpower planning
Recruitment
Training & Development
Employee services
Establishment i.e. implementation of policies and procedures
related to service conditions
Appraisal
Motivation & Incentives
Growth of employees
Records management
Wage administration
Employee welfare
Separation
Industrial relations
Grievance handling
Workers participation in management
Statutory obligations
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Office communication
CHAPTER 3
HUMAN RESOURCE MANAGEMENT
3.1 HUMAN RESOURCE DEPTT IN FUTURE
GENERALI
Future generali is a large organization and presently has a employee strength of about
1.57 lacs. This includes executives and non-executives. Since inception offuture
generali the need of Personnel Deptt. Were felt and all units of future generali having a
separate department for management of its manpower? This deptt. is responsible for all
aspects of man management. future generali being a unit of future generali has a
personnel and administration department since inception.
The role and functions of Personnel Department remains similar all over future generali.
The policy and procedures of future generali are uniformly applied. However, on same
instances the functions of personnel department differ from unit to unit. This difference
is dependent upon the nature of the job of respective unit of future generali.
P&A departments of all units of future generali perform a service & support function.
Their role is more of advisory to the line function. They act as facilitators and advisors of
different major functionaries in the organization. Personnel department is responsible to
formulate policies and procedures related to man management. These policies basically
guide the functioning of personnel deptt. The implementation of these policies is also
responsibility of personnel deptt. Personnel department basically caters to all needs of
36
its unit with regard to its Human resources. Its role starts from assessment of manpower
requirements, their recruitment, utilization and their separations from the company.
Maintenance of conducive environment for effective utilization of human resources is
the responsibility of this department. It is this department which is held responsible for
peaceful industrial relations. Adherence to statutes related to labor is the responsibility
of this department. This department also performs certain general administrative
functions such security management, office administrations, liaison with various
agencies outside the organization etc.
If one looks in detail to its functions, it can be broadly categories in the following.
Role of HRM
Service & support functions, advisory role
Formulation of policies and procedures related to man management
Implements the policies and monitors their effectiveness
Ensures conductive environment for better relation between employees an
management. Hence responsible for maintain peaceful and conducive IR section
Ensures adherence to statutory provision/ law of land related to labour.
Responsible for needs of manpower planning to separation from company
Performs administrative functions like security, office administrations
Manpower Planning
FUTURE GENERALI has a proper manpower planning system in place since very
beginning. During the days of inception offuture generali plants proper IED study was
37
done and accordingly manpower planning was done. But later it was found thatfuture
generali has excess manpower compared to industrial standards. Hence a
comprehensive manpower planning policy was made which envisaged for reduction of
manpower. This policy tried to make a balance between company needs and welfare of
employees and the society in general.future generali started to reduce the number of
intake and allowed the separations to take place. Schemes like Voluntary retirement,
sabbatical leave where introduced. This resulted into considerable reduction in
manpower. The need for fresh recruitments has been reduced partly because help of
new technology was taken.
The detailed procedure for manpower is given below:-
Recruitment
At present, no recruitment for non-executives is done atfuture generali. The recruitment
of executives is done centrally by corporate office and then the recruited executives are
placed in respective units as per the requirement. But very few recruitments are taking
place in executive’s grade also. However, in units some recruitment of fresh critical
category non-executives is taking place, so as to maintain the availability of trained
manpower.
The policy for recruitment, which is followed by all units offuture generali, identifies two
sources of recruitment i.e. (i) Internal (ii) External
(i) Internal: In this category recruitment is done by identifying persons suitable
for particular post within unit or in other units, through internal circulation of
posts.
38
(ii) External: Recruitments are done from open market through employment
exchange, advertisement in press, and from institutes of repute through
campus recruitment or through direct negotiations.
For all types of recruitments merit is the sole criteria. But good guidelines for
reservations to SC/ST/OBC etc. are followed.
There are different methodologies for recruitment in different levels. For intake in
executive grade all India level exams are conducted. The successful candidates are
then called for group discussions and interview. Then the successful candidates are
recruited.
Authority for appointment is well defined according to levels of recruitment. For
recruitment in grades of E6 and above chairmanfuture generali is authorized .For all
other recruitments, except for centrally by corporate office Director (Personnel) has
the authority to appoint.
Appointment procedures are mentioned as above. It varies as per the level of
recruitment.
Salary fixation is done as per the existing wage structure in the company .The new
entrant is given the salary structure corresponding to his grade of entry.The details
of wage structure are discussed ahead.
The entry into executive cadre is a trainee in technical stream and managerial
stream. Only executive for finance deptt. are not taken as trainee. The technical
stream trainees are called management trainee (administration).In both these
categories a comprehensive one year training is given before they are confirmed as
39
junior mgrs. In non executive category also ITI qualified and Diploma holders are
taken as trainees. After successful completion of training they are regularized in their
respective grades.
FUTURE GENERALI has well identified levels of entry into the company. Executive
recruitment is done in broadly four levels:-
(i) Management Trainees in E-I grades
(ii) Junior Managers in E-I grades
(iii) Medical Officers in E-I grades
(iv) Senior specialists in E3 A/E-4 grades.
Non executive recruitment is done in broadly four
levels:-
(i) Semi skilled personnel in L-1 grade
(ii) Skilled personnel in L-3 grade
(iii) Highly skilled personnel in L-6 grade
(iv) Ministerial personnel in ML-1/ L-3 grade
Recruitment sources are identified above. No recruitment is done for Wards /
Sons of employees except in cases of accidental deaths.
Written test, group discussions, interviews, trade test etc. are used as tool for
selection according to the type and level of recruitment.
All the recruits are given a comprehensive induction training of their respective
units.
40
3.1 ROLE OF HR MANAGER
41
i) To Supervise:
Every manager has to supervise the work of subordinates while the latter are doing their work and offer necessary help. Supervision also needs to be undertaken to ensure that the subordinates do not waste their time during working hours.
(ii) To Attain Targets:
Managers may work under pressure most of the time as they have targets to achieve. This is particularly true in the case of production and sales managers who are the line managers.
(iii) To Delegate Authority:
Managers have to get done things by their subordinates. For this they have to delegate authority to the latter to enable them to perform the tasks assigned. The managers must ensure that the authority delegated is just sufficient to carry out the duties by the subordinates. If authority exceeds responsibility there may be misuse of authority. On the other hand, if authority is inadequate, the subordinates may not be able to carry out the task
v) To Hold Meetings:
Managers, often, may have to hold meetings to put forth their views before their subordinates. Such meetings are also necessary to get feedback information from the subordinates on the progress of their work. Managers of different departments also may have to meet at regular intervals to secure proper co-ordination and to review progress.
(vi) To Act as a Leader:
As a leader, the manager has to set an example to his subordinates. He must be sincere, honest and committed to his work. Only then, he will be able to guide and motivate the subordinates under him.
(vii) To Ensure Proper Use of Resources:
The manager has to ensure that the organizational resources such as men, machines, materials and money are optimally utilized.
(viii) To Resolve Conflicts:
Whenever there are conflicts between the employees over certain organizational matters, the manager is expected to resolve all such conflicts and arrive at an amicable solution.
(ix) To Undertake Trips:
Managers, particularly those in charge of sales, may have to undertake business trips frequently and as a result they may not be able to remain in hometown always. In the same manner, the
42
managers cannot work strictly according to the working hours. They may have to work even beyond working hours sometimes in view of a higher quantum of work.
(x) To Make Decisions:
Managers also have to make certain routine decisions in connection with matters pertaining to the daily operations of the business. Purchase of raw materials, payment of wages, sanctioning leave to subordinate staff, etc., are examples of such routine decisions.
(xi) To Handle Crisis:
The manager is also expected to handle crisis that may arise in the organization. Strike-call by the workers, breakdown of machinery, fire accident in the godown or in the workplace are examples of critical situations that may arise in any organization at any time. In such a situation the manager has to act swiftly and wisely and find remedy.
INDUSTRIAL RELATION Meaning
The term industrial relation is used to denote the collective relationship between
management, employees and government in any form of industrial or non-industrial
organization. Individual relationships of workers with their management are thus
excluded from the scope of industrial relations and form part of personnel management.
Industrial Relation infuture generali
Ensuring that the working relationship between management and
employees and the job satisfaction of work opportunities for the company’s
personnel are developed and maintained in the best interests of the
company and its employees.
1.Collective Bargaining: Attaining accord with officially recognized and
legally established employee organizations in the manner best meeting the interests of
the company and its employee.
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a) Negotiate agreements
b) Interpret and administer agreements.
2.Employee Discipline : Developing and maintaining effective work
regulations and creating and promoting harmonious working relationships with
employees:
a) Establish rules and regulations for conduct.
b) Establish and administer disciplinary measures.
3.Personnel Research: Developing ways and means of improving
relationships and the caliber of company personnel.
a) Analyze personnel techniques and problems.
b) Recommend improved practices.
Significance of industrial relations
To help in the economic progress of a country. The problem of an increase in
productivity is essentially the problem of maintaining good industrial relations.
To help in establishing and maintaining true industrial democracy which is a
prerequisite for the establishing of a socialist society.
To help management both in the formulation of industrial democracy which is a
prerequisite for the establishment of a socialist society.
To help management both in the formulation of informed labor relations
policies and in their translation into action.
To encourage collective bargaining as a means of self-regulation.
44
To help government in making laws forbidding unfair practices of unions and
employers.
Activities of Industrial Relation & Welfare
department
The Industrial Relation & Welfare Department handles many areas of activities, both
under statutory and non-statutory category. This section probably deals with maximum
number of activities under on umbrella. The list of activities is given below;
Non-Statutory
Group Insurance
Employees Family Benefit Schemes (EFBS)
Death Benefits Schemes (DBS)
FUTURE GENERALI Employee’s Superannuation Benefits Fund (SESBF)
Coordination in providing Medical Facilities to Regulate Employees under the
following categories:
a) Retainer Doctor (b) Homeopathy (c) Ayurvedic
Co-ordination in providing medical facilities to Retired Employees
Mediclaim
Farewell
Long Service Award
Service Dress
Reimbursement of Tuition Fee
45
Report on Employees Deposit Linked Insurance (EDLI)-Quarterly and Annual
Report
Scholarship
Finalization of Holidays/Optional Holidays list
Report on ST/SC?OBC
Peripheral Development
Renewal of license under the Factories Act
Testing and Inspection of Equipment under the Factories Act
Renewal of license under the Shops and Establishment Act of
Bihar/Jharkhand
Report on Parliamentary questions
Issues related Employees Union/Association for Steel Executive-
Election ,membership in various committees, tour of Union and ASE
members
Sports Activities
Communal harmony and National Integrity functions
Celebration offuture generali Foundation Day
Liasioning with Govt. Officials
Security
(1) GROUP INSURANCE
Objective: To provide insurance in case of death and permanent
disablement.
Coverage: Rs 1 lakh in case of death or permanent disablement of the member.
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Eligibility: All regular employee offuture generali units at Meerut and who opt
for the scheme.
Scheme: It is an optional scheme. This scheme provides insurance coverage of Rs
1 lakh to its holders. In case of permanent disablement/death, whatever the case may
be the employee/his family members will receive Rs 1 lakh. Under the scheme, Rs 100
per month is deducted from the member’s salary. The policy has to be renewed every
year. Contribution period is 1st January to 31st December. If an employee wants to
withdraw from the policy, he can do so. In that case, he will receive 65% of his
contribution and the interest there on.
(2) EMPLOYEES’ FAMILY BENEFIT SCHEME
Objective: To provide monetary benefit of a respectable amount,
to the family members of a deceased employee, or to
an employee in case of permanent disablement.
Coverage: The last drawn basic and dearness allowance of the
employee.
Eligibility: Minimum one year continuous service in the company
and in case of death or permanent disablement. All
regular employees offuture generali.
47
(3)DEATH BENEFIT SCHEME (DBS)
Objective: To provide monetary help to the family members of the deceased
employee.
Coverage: The regular employee who opt for this scheme.
Benefit: After the death of employees, Rs 20 /- is deducted from all the members
of this scheme and the total amount collected is handed-over to the family of the
deceased.
(3)FUTURE GENERALI EMPLOYEES
SUPERANNUATON BENEFIT
FUND (SESBF)
Objective: To provide financial support and security to the employee after
Superannuation. With this objective a fund was created in which 2% of the basic and
dearness allowance by both employee and company has to be deposited. This fund will
be utilized for creating a pension scheme, which may come in future.
(5) MEDICAL FACILITIES
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Objective: To provide medical facilities to the employees and their dependent family
members and the retired employees.
Coverage: The medical facilities are available to the regular employees both outdoor
and indoor along with the dependent family members, consisting of dependent
wife/husband, children, brothers, sisters and parents. However, the retired employees
get outdoors medical facilities only.
Benefit: In case the specialized medical treatment is not available with the
company, the patient may be referred to any outside hospital
concluding company’s hospital at other locations.
Reimbursement of medical expenditure
The Reimbursement of the claims towards cost of medical treatment as
charged by the hospital concerned may be reimbursed in full except
inadmissible items such as diet, tonics etc.
In case of treatment outside the city, the to and fro journey and lodging
expenses towards patient and one attendant is also reimbursed.
The Reimbursement of expenses on medical treatments taken by
employees or his\her wards by a Homeopathy or Ayurved doctor is also
reimbursed.
(6) MEDICLAIM
49
Objective: To provide medical benefit to the retired employees offuture generali and
their spouses.
Coverage:
a) Retired employees offuture generali and their spouses.
b) The employees who have taken voluntary retirement and spouse.
c) The employees who are separated from the company because of permanent
disablement.
d) The spouse of an employee who dies in service.
The scheme is optional and those who opt for this scheme will hereinafter referred to as
members.
Scheme: The members are covered under a group insurance policy of insurance
company. United India Insurance Co. Ltd. presently operates them.
Benefits: Medical particular specialized treatment benefit to retired employees and
spouse.
OPD Facilities
The insured person can avail medical facilities in out patient department in government
hospital,future generali HOSPITAL,future generali approved hospital/nursing homes or
the hospital approved by Mediclaim. The limit of reimbursement is Rs 4000/- per
member.
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Indoor Facilities:
Reimbursement of actual charges up to Rs. 85,000/- per member per policy spent on
room, IC unit, nursing expenses, surgeon, anesthesia, medical practioner, consultant,
specialist fees, blood, oxygen, operation theatre charges, surgical appliances,
medicines, and drugs, diagnostics materials-ray, dialysis, chemotherapy, radio therapy,
artificial limbs, and cost of organs and similar other expenses. The limit of Rs 85000 /-
includes domiciliary hospitalization of Rs 11,500 /- per member.
(7) FAREWELL
Objective:The bid farewell to an employee superannuating or voluntarily retiring from
the service of the company.
Coverage: The scheme covers all the regular employee of the company.
Scheme: A function is organized by the company on the last day of the service of the
retiring employee, in which senior officers including the Director/Chief Executive are
present. The contribution of the concerned employee during his service period is
recalled and people present express their feelings and sentiments on the occasions.
The company gives a gift to the retiring employee which isfuture generali made steel
dinner set along with a service certificate. A high tea is organized on the occasion
followed by a group photograph.
(8) LONG SERVICE AWARD
Objective: To recognize the service provided the employee and who
has served the company for 25 years.
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Coverage: Regular employees, who have covered 25 years of un-
interrupted service.
Scheme: Employee, who puts in 25 years of the service in the company, is
conferred with a Long Service Award. This award is given in the form offuture generali
stainless steel dinner set and a certificate. This ceremony is organized during the
Republic Day celebration by the company.
(9) SERVICE DRESS
Objective: To create a feeling of equality amongst the different grades
of employees.
Coverage: All regular employees offuture generali units at Ranchi.
Scheme: The service dress, which was introduced in the year 1988,
provided for shirts, trousers, blazer, woolen pant, shoes and
shocks of the male employees and sarees/ salwar suits,
blouse, sandals to the female employees. This is a highly
subsidized facility. The executives have to bear the 30% of
the cost, whereas the non-executives pay 15% of that
(10) REIMBURSEMENT OF THE TUTION FEE
Objective: To provide free education to the wards of the employees.
Coverage: This scheme covers all the regular employees.
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Benefit: These wards of the employees get the free education in
company run schools i.e. DAV Jawahar Vidya Mandir,
Shyamali and Delhi Public School (DPS). However, the
company bears subsidy on them. In case the children are
studying outside these schools, they get reimbursement of
tuition and examination fees. In addition, the company
reimburses a maximum of Rs. 800/- each ward the
employee in every session to cover miscellaneous
educational expenses.
(11) EMPLOYEE DEPOSIT LINKED INSURANCE
(EDLI)
SCHEME
The company is an exempted organization from EDLI, since it has taken insurance
policy, which is a better scheme. The employee get coverage of the Rs.62,000/-
(12) GRANT OF SCHOLARSHIPS
Objective: To provide encouragement and to facilitate higher education to meritorious
wards of employees.
Coverage: All regular employees.
Amount of scholarship-
Scholarship of Rs 250 per month is granted to the students who join degree courses in
engineering/architecture, medical, veterinary and agricultural sciences.
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1) Scholarship of Rs 200 per month is awarded to the
students, who join postgraduate course in environment management and
pollution control.
2) Scholarship of Rs 150 per month is awarded to students
who joined diploma courses in pure science, social science, commerce business
and personal administration.
Jawahar Lal Nehru Science and Technology Scholarship:
The amount of scholarship is Rs 500/- pe month. Top ten wards of the employee
receive this scholarship for competing in the Joint Entrance Examination for IIT and join
the course (20 % of the scholarship reserved for the SC/ST candidates).
Scholarship for SC/ST Wards:
14 scholarships are given under this head. For joining the engineering courses in Civil,
Electrical, Mechanical, Metallurgical, Mining, Ceramics, Chemical and Computer
Science/Electronics, etc. at any of the Indian Institute of Technologies, Regional
Engineering College, Banaras Hindu University or any of the recognized institutions.
(13) HOLIDAYS
FUTURE GENERALI finalizes the list of closed holidays and optional holidays in
consultation with the employees’ representatives. However, the total number of holidays
and leave remain same thoughtfuture generali. There are 17 closed and 4 optional
holidays provided to the employees in a year.
(14) REPORT ON SC/ST
54
FUTURE GENERALI sends the report on SC\ST employees to the corporate office,
which compiles the data thoughtfuture generali and forwards to SC\ST commission.
(15) SPORTS ACTIVITIEES
FUTURE GENERALI conducts various sports activities both for its employees and for
their wards. They include cricket, volleyball, table tennis, football, badminton, carom,
chess, etc. The annual sports meet is also organized. The department also conducts
adventure sports.
( 16) COMPLIANCE UNDER THE SHOPS AND
ESTABLISHMENT ACT
FUTURE GENERALI is registered under the shops and Establishment Act,.1953. The
renewal of the license under this Act is done in the month of November every year. The
renewal fee is Rs100/-
(17) REPORT ON PARLIAMENTARY QUESTION
The IR & welfare group is responsible for collecting and sending the replies of questions
raised by the Hon’ble Members of Parliament to Corporate Office.
(20) PERIPHERAL DEVELOPMENT
FUTURE GENARLI organizes some peripheral development programme in its vicinity,
including village development, education, medical facility, etc.
(21) CELEBRATION OFfuture generali
FOUNDATION DAY
55
The foundation day of future generali is celebrated of 24 th January every year, across
the company. A future generali run for 5KM cross country is organized and winners are
distributed the prizes. The employees and their wards participate in this programme.
(22) LIASIONING WITH GOVT. OFFICIALS
It is one of the most important roles of the IR & W activities. The officials of IR&W
maintains good relations with the government officials, such as RPFC,employees
department, companies Office, ESI, Employment Exchange, etc.
(23) SECURITY
This department looks after all the security aspects of future generali Satellite Township,
the bungalows of VIPs.future generali Hanger, etc, the group looks after the fire-fighting
measures at future genarali, they work towards preventive vigilance. They also do the
Liasioning with police officials.
STATUTORy ; Industrial Relation & Welfare section of future generali have
multiple facets of activities. All major activities have been discussed briefly previously.
To give main emphasis on some of the most important aspects, the concentration was
made on the following two activities:
1. Implementation of companies Act.
2. Implementation of Employees State Insurance Act.
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2. IMPLEMENTATION OF EMPLOYEES
STATE
INSURANCE ACT, 1948.
The Employees State Insurance Act, 1948 has been implemented atfuture generali
Though the total emoluments drawn by any of its regular employees, working in this
organization, is above Rs6500/- per month, which is the basic requirement for being
covered, the application of the Act in this organization is mandatory. Atfuture generali
there are many contract labours, whose emoluments are below Rs6500/-. The coverage
of such labour is mandatory under the ESI Act.
Though all the regular employees offuture generali are drawing Rs6500/- and above,
they are not be covered under the ESI Act. In any case, the better facilities compared to
that of ESI exist for the employees. But future generali should take an exemption from
the ESI Act.
However the contractors labour, who are working here are drawing less than Rs6500/-
per month and get the benefit less than that of ESI. Hence these labours are covered
under the Act. Future genarali has the responsibility, as principle Employer, to ensure
compliance under this Act by the concerned contractors.
Inspite of the above fact, the management of future genarali has not been able to force
the concerned contractors to make compliance under the ESI Act. Many efforts have
been made in past and still being done in this direction. Unfortunately, the workmen
concerned themselves do not want to go to ESI. As per them, the facilities provided by
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them are very poor and distantly located. They also fear that once they go there, they
would be out Ispat Hospital facilities, which they were getting earlier. Another reason
they have in their mind that they don not want a separate identity than the future
genarali employees. Whenever any pressure was created on them, they resorted to
agitation path.
The management of future genarali is fully aware of the penal provisions, as also the
accumulation of contribution and interest thereon, which is supported to be deposited
with the ESI authorities.
HR – ACTIVITIES IN FUTURE GENERALI.
OTHER SIGNIFICANT OUTPUT
Future generali pursue several other important activities which , though not
quantifiable(like CAB),make significant contribution to the knowledgebase of the centre.
Notable among these are activities towards technology Dissemination and Operating
committee meetings. Besides these future generali renders valuable technical services
to future generali units from time to time and pursues several generic activities, such as
testing of contributions towards energy and technology management.
CUSTOMER SATISFACTION
58
The customer satisfaction level of PPI and ICA projects is determined using an
established m an objectives criteria and is expressed in terms of a dimensionless
parameter,called customer satisfaction index(CSI).The CSI for 2003-04 was 3.7 on a
scale of 4, which is compared with the figures in the previousn two years.
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OrganisationalPriorities
Training needs(I) Individual needs(II) Organisational needs
Prepare annual training plan after consulting with differerent HOD/HOG/HOF
Approval of Head of P&A
Identity Course Co-ordinator
Designing/Redesigning the programme as per objective
Select faculty members
Obtain nomination from HOD/HOG/HOF
Finalise the nomination & issue office order
Organize Infrastructure
Distribute course material & conduct training
Collect feedback
Submit the report to chief
Prouss all payments
STEPS FOR ORGANISING IN-HOUSE TRAINING OF
EMPLOYEES
60
STEPS FOR ORGANISING EXTERNAL TRAINING
OF EMPLOYEES WITHIN INDIA
61
Initiate proposal for participation of employees
Send to HOG (HRD)
Scrutinize the proposal based on previous 2 years records
Submit to chief for approval
Finalise the nomination & issue office order
Send copies of office order to concerned individual of HOD (PC), Finance, Controlling Officer
For any modification obtain approval from HOA/GM
Final approval by Chief Executives
Distribute course material & conduct training
Issue office order
Distribute copies
STEPS FOR ORGANISING EXTERNAL TRAININGOF EMPLOYEES OUTSIDE INDIA
62
Initiate proposal of visit of executive abroad
Approval of concerned HOA
Examine eligibility criteria
Scrutinize the proposal based on previous records
Submit to chief for approval
Prepare proposals in formals
Submit three copies of trip report to HOG (HRD)
Issue office order
Arrangements
Process all payments
Examine the TA bills submitted by the concerned executive
Process for getting refund
Keep records in computer
Travel tickets
Foreign exchange
Medical insurance
Visa
Other allowances
.
RESEARCH
METHODOLOGY
63
CHAPTER-4
RESEARCH METHODOLOGY
4.1 RESEARCH APPROACH
The term research is defined as the systemic methods consisting of identification of problem,
formulating a hypothesis, collection the facts or data analysis of facts & reaching certain
conclusion either in the form of solutions towards the concerned problems or in certain
generalization for some theoretical formulation.
It may also be defined as systematic design, collection, and analysis & reporting of data &
findings with respect to a particular market situation facing a company.
The purpose of research is to discover answers to questions through the application of scientific
procedures. The main aim of research is to unravel the truth which is hidden and which has not
been discovered as yet. Research means search for knowledge. Increased account of research
makes progress possible. Research has its special significance in solving the various operational
& planning problems of business & marketing.
Logical and systematized applications of the fundamental of science to the general and overall
question of a study, and scientific techniques which provide precise tools, specific procedure and
technical, rather than philosophical means for getting and ordering the data prior to their logical
and manipulation.
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According to redman and mory,” Research is a systematized effort to gain new knowledge” The
research is made with following objectives:
EXPLANATION
There are many events and issues which we do not fully or partly understand. The objective of
providing an explanation of particular phenomena has been a common one in many forms of
research.
PREDICTION
On the basis of an explanation of phenomena it is often possible to make a prediction of future
events related to it. In the natural science these predictions are often made in the form of abstract
statement example .
More readily understood are predictions made in text form example If a person disagrees with a
friend about his attitude towards an object, then a state of psychological tension is produce.
SENSE OF UNDERSTANDING
Whilst explanation and predication can reveal the inner working of phenomena i.e. what happens
and when, they do not always provide a sense of understanding of phenomena – How or why the
happen. A complete explanation of a phenomenon will require a wider study of a process which
surrounds the phenomena and influence it or cause it to happen.
CONTROL
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A good label of understanding of a phenomenon might lead to the possibility of finding a way to
control it. Obviously, not all phenomena lend themselves to this, example it is difficult to
imagine how the disciplines of astronomy or geological could include a element of control.
But all of technology is independent on the ability to control the behavior, movement or stability
of things.
EVALUATION
Evaluation is making judgment about the qualities of objects or events.
Quality can be measured either in an absolute sense or on a comparative basis. To be useful the
methods or evaluation must be relevant to the context and intention of the research.
TYPES OF RESEARCH
Applied Research
It is undertaken with the aim of uncovering data to solve an existing problem the driving force of
this research is finding solution to a problem. Applied research aims at application of science to a
singular situation
The researcher has used the following research approach.
1. Problem oriented research – It is concerned with a class of issues or problems in
which several firms may be interested. Research of these type is usually concerned with a conceptual
as aspects but a oriented towards applied problems
2. Descriptive research – A descriptive study may be simple or complex. It determines how,
what, when, where and how of a topic. It is concern with describing the characteristic
66
(Example – The extent to which library are used) estimating the proportionate of the people in
a specified population who holds certain views or attitudes (ex how many favor the abolition
of capital punishments?) predictions specifically (ex how many will cash their govt. bounds
during a given period?) and discovering or tasting weather certain variables are associated (eg
people who spend good deal of time for reading, go to movies often with each other)
3. EXPLORATORY RESEARCH – When the purpose of research is to gain familiarity
with a phenomenon or acquire new insights into it in order to format a more precise problem
or develop hypothesis, exploratory studies come in handy.
4. Experimental research – Although it is primarily possible in areas of physical sciences
with the happens to be too general or to specific a hypothesis cannot be formulated. therefore
a need for an exploratory research is felt to gain experience that will be helpful is formulating
relevant hypothesis for more definite investigation
The following are the three approaches to the exploratory studies
(i) Survey of Literature
(ii) Experience survey
(iii) Case study
5. Help of hypothesis may also be carried out a social science if such research enables us to
quantify the findings, to apply the statistical and mathematically tools and to measure the
results thus quantified. It is also classified under conclusive research
7. Quantitative versus Qualitative – Qualitative research is based on measurement quantity
or amount. It is applicable to phenomenon that can be expressed in term of quantity. Qualitative
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research, on the other hand is concerned with qualitative phenomenon that is phenomenon
related to or involving quality or kind. For instance, when we are interested in investigating the
reasons for human behavior (i.e. why people think or do certain things), we quite often talks of
Motivation Research’s, an imp. Type of qualitative research .other techniques of such research
are word association test, story completion and similar other projective technique
6. Conceptual versus Empirical - It is related to some abstract ideas or theory. It is
generally use by philosophers and thinkers to develop new concepts or to re interpret existing
ones. On the other hand, empirical research relies on observation alone, often without due
regards for system and theory. It is data based research,
RESEARCH PROCESS
Research pertaining to any field of study cannot be conducted abruptly. The researcher has to
proceed systematically in a planned direction following a number of steps in sequence. This
gives rise to a research process.
To carry out project effectively whole process is divided into several steps as under:
RESEARCH DESIGN
1. Problem Definition
2. Research Plan
Sampling plan.
Data Collection Methods.
Field Work.
Analysis & Interpretation.
Research Design is the first step in the research process. A research design is purely and simply
the framework or plan for the study that guides the collection and analysis of data. It is the blue
68
print that is followed in completing the study. It is a basic framework, which provides guidelines
for the rest of research process by specifying the methods for data collection and data analysis.
The research project carried out is Exploratory in nature. Exploratory research is taken in order
to obtain the proper definition of problem at hand.
Research design is divided into the following parts:
1. FORMULATION OF RESEARCH PROBLEM
The formulation of problem is done after deciding the nature of research design. It is the first &
foremost step in any research process is the definition of the problem chosen for investigation in
a clear and concise manner.
2. DEVELOPING THE RESEARCH PLAN
After formulating the research problem an efficient prepared so that it yields the desired results
with minimal expenditure of effort, time & money. The information needed in the project could
only be provided by companies.
4.2 SAMPLING METHOD AND SAMPLE
SAMPLING PLAN
All the items under the consideration in any field of enquiry constitute a universe or population.
The unit selected from the population constitutes the research sample. For the purpose of present
study the sample was selected through simple random sampling (lottery method) .The
respondents were than contacted for the collection of responses. For the collection of primary
data the researcher has used questionnaire as a tool, the collected data was than tabulated and
analyzed with the help of the percentage method and Ms Excel package. This is then presented
and interpreted to drive findings and recommend suggestions.
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4.3 DATA, ITS TYPE AND COLLECTION
Primary data can be collected in various ways: through observation, focused group, surveys,
behavioral data, and experiments. During this research data have been collected using survey
method. Survey method is best suited for descriptive research. Companies undertake surveys to
learn about people’s knowledge, beliefs, preferences, and satisfaction, and to measure these
magnitudes in the general population.
DATA COLLECTIONThere are two important sources of collection of data:
Census data
Sample data
TYPES OF DATA
There are two types of data
Primary data
Secondary data
PRIMARY DATA
We collect primary data during the course of doing experiment research but in case we do
research of the descriptive type and perform surveys whether sample survey or census
surveys .The objective of primary data are formulated o the basis of research objective. We can
obtain primary data either through observation or through direct communication.
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METHOD FOR COLLECTING PRIMARY DATA
Questionnaire
Interviews
Telephone
Observation method
Schedules
SECONDARY DATA
Secondary data are those data which have been already collected and analyzed by some earlier
agencies for its own use and later the same data are used by a different agency.
METHOD FOR COLLECTING SECONDRY DATA
Internal secondary data
External secondary data
METHOD RESEACHER USED
An empirical study has been undertaken to understand and study the process of Recruitment and
Selection process atfuture generali Meerut.
Primary data was collected for the project report.
PRIMARY DATA:
First hand information was collected by personally visiting the Hyundai electronics
71
Information regarding the Recruitment and Selection process was obtained through personal
discussion with personnel assistant of HR Department. Questionnaire was administered and
based on the analysis of those questionnaires the research has been carried forward 100
employees.
METHODOLGY FOR COLLECTING THE DATA
Defining the problem: The role and functions of Personnel Department remains
similar all overfuture generali. The policy and procedures of future generali are
uniformly applied. However, on same instances the functions of personnel
department differ from unit to unit. This difference is dependent upon the nature of
the job of respective unit of future generali
The HR procedure for Future generali has been evolved with a view of meeting the individual
and organizational needs
The current HR procedure in future generali has been studied. With the help of questionnaires,
executive’s opinions, their priorities and their expectations were studied.
Planning the sample:
The total population i.e. some of the executives, managers, and some people from the middle and
lower level management was the sample of the research study.
Sampling Technique:
Simple random sampling technique was used in order to get the data. To facilitate easy
availability of the data, respondents were the executives of the top management and of various
other divisions were approached.
Tools of Data collection:
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The tools of collecting data included questionnaires, interviews and personal observation
4.4 STATISTICAL TOOLS
Excel package
Data is tabulated than analyzed with the the help of percentage method(% method)
Pie diagram is used
FORMULA= X/N * 100Here in present study N is 100
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DATA
ANALYSIS
AND
INTERPERTATION
74
DATA ANALYSES
(1) Are you fully aware about the functions of Personnel and
Industrial Relation Department?
TABLE-5.1 THE RESPONDENT VIEWS ON INDUSTRIAL RELATION DEPTT
Response No. of respondents Percentage
YES 100 100
NO 0 0
TOTAL 100 100
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FIG-5.1 THE RESPONDENT VIEWS ON INDUSTRIAL RELATION DEPTT
INTERPRETATION: employees are fully aware about the functions of personnel
and industrial Relation Dept.
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(2) Does Personnel Department functions well in its concern area
like Promotion, Transfer, Grievance Handling, etc?
TABLE-5.2 RESPONDENT VIEW ON FUNCTIONS OF FUTURE GENERLI
CONCERN AREA LIKE PROMOTION, TRANSFER & GRIEVACE HANDILING
Response No. of respondents Percentage
YES 25 25
NO 75 75
TOTAL 100 100
FIG-5.2VIEW ON RESPONDENT VIEW ON FUNCTIONS OF FUTURE GENERLI
CONCERN AREA LIKE PROMOTION, TRANSFER & GRIEVACE HANDILING.
INTERPRETATION: 25% employees says that HR deptt functions well in its concern
areas like Promotion, Transfer, Grievances Handling etc
77
(3) Does employees grievance are take care of by the
organization ?
TABLE-5.3 RESPONDENT VIEW ON GRIEVANCE HANDLING
Response No. of respondents Percentage
YES 45 45
NO 55 55
TOTAL 100 100
FIG-5.3 RESPONDENT VIEW RESPONDENT VIEW ON GRIEVANCE HANDLING
INTERPRETATION: 45% employees agree on the statement that HR Dept. takes
proper care to redress the genuine Grievances of employees & rest 55% feels that
there is the need of improvement.
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(4) Are you aware of grievance redressal process at future
generali ?
TABLE-5.4 RESPONDENT VIEW ABOUT REDESSAL PROCESS
Response No. of respondents Percentage
YES 80 80
NO 20 20
TOTAL 100 100
FIG-5.4 RESPONDENT VIEW ABOUT REDESSAL PROCESS
INTERPRETATION: 80% employees are fully aware about grievance redressal
process at future generali.
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(5)Any suggestions to improve the present Grievance redressal
system in your Organisation.
………………………………………………………………………………………………………………………………………………………………………………………………………………………
INTERPRETATION:
The employee more focus is towards the routine meeting at a certain interval of time
for improving the present Grievances system in organization.
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(6)If you were head of HRD Department, what creative changes will
be introduced by you to make it more effective?
………………………………………………………………………………………………………………………………………………………………………………………………………………………
INTERPRETATION:
80% of the employees think that an organization HRD intervention may bring creative
changes in various department of an organization.20% of employees think, it not bring
Creative changes
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(7) Do you think that an appropriate HRD intervention may bring
creative changes in various Departments of an Organization ?
TABLE-5.7 RESPONDENT VIEW ABOUT HR INTERVENTION MAY BRING
CREATIVE CHANGES IN VARIOUS DEPTT
Response No. of respondents Percentage
YES 80 80
NO 20 20
TOTAL 100 100
FIG-5.7 RESPONDENT VIEW ABOUT HR INTERVENTION MAY BRING
CREATIVE CHANGES IN VARIOUS DEPTT.
INTERPRETATION: 80% of the employees think that an organization HRD intervention
may bring creative changes in various department of an organization.20% of employees
think, it not bring Creative changes.
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(8)How would you rate the present procedure of Training at Future
generali?
Response No. of respondents Percentage
EXCELLANT 45 45
VERY GOOD 25 25
GOOD 30 30
TOTAL 100 100
TABLE-5.7 RESPONDANT VIEW ABOUT PRESENT TRAINING
PROCEDUERE IN FUTURE GENERALI
FIG-5.7 RESPONDANT VIEW ABOUT PRESENT TRAINING
PROCEDUERE IN FUTURE GENERALI
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INTERPRETATION: The present Procedures of Training at future generali, 45%% of the employees said it is excellant, 25% said very good & rest of the employees said it is Good.
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(9) Any suggestions for improving the functions of HRD atfuture
generali.
(a)………………………………………………………………………
(b)………………………………………………………………………
INTERPRETATION:
For improving the function of HRD at future generali, the employees reply as:
i)Better Customer Relations.
ii)Need to be Proactive & Responsive.
iii)Strengthing the Department.
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(10)Name four welfare schemes provided to the employees by future generali.
(a)…………………………………(b)………………………………… (c)…………………………………(d)
…………………………………
INTERPRETATION:
When asked about the naming four welfare Schemes provided to future
generali employees, Majority of employees said-Housing ,Canteen, Group
Insurance & Free education.
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(11)Do you know any employee who has served the company for
whole his career and is properly taken care after his retirement?
TABLE-5.6 RESPONDENT VIEWS TAKEN CARE AFTER HIS RETIRMENT
Response No. of respondents Percentage
YES 45 45
NO 25 25
CAN’T SAY 30 30
TOTAL 100 100
FIG-5.5 RESPONDENT VIEWS TAKEN CARE AFTER HIS RETIRMENT
INTERPRETATION: the retiring employees, who has served in the company for whole of his career in the organization, taken care properly. On this question, 70% of the employees were satisfied. However 10% said No while the remaining 20% could not say anything
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(12) Is does future generali awards scholarship ?
TABLE-5.7 RESPONDENT VIEW ABOUT FUTURE GENERALI AWARDS
SCHOLRSHIP
Response No. of respondents Percentage
YES 70 70
NO 30 30
TOTAL 100 100
FIG-5.7 RESPONDENT VIEW ABOUT FUTURE GENERALI AWARDS
SCHOLRSHIP
INTERPRETATION: 70% employees says that future generali awards
scholrship
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CHAPTER 6
6.1 THE FINDINGS
FINDINGS
(1) Employees are fully aware about the functions of personnel and industrial Relation Dept
(2) 25% employees says that HR deptt functions well in its concern areas like Promotion,
Transfer, Grievances Handling etc
(3) 45% employees agree on the statement that HR Dept. takes proper care to redress the
genuine Grievances of employees & rest 55% feels that there is the need of
improvement.
(4) 80% employees are fully aware about grievance redressal process at future generali.
(5) The employee more focus is towards the routine meeting at a certain interval of time
for improving the present Grievances system in organization.
(6) 80% of the employees think that an organization HRD intervention may bring creative changes in various department of an organization.20% of employees think, it not bring Creative changes.
(7) 80% of the employees think that an organization HRD intervention may bring creative
changes in various department of an organization.20% of employees think, it not bring
Creative changes.
(8) The present Procedures of Training at future generali, 45%% of the employees said it is excellant, 25% said very good & rest of the employees said it is Good.
(9) For improving the function of HRD at future generali, the employees reply as:
i)Better Customer Relations.
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ii)Need to be Proactive & Responsive.
iii)Strengthing the Department.
(10) When asked about the naming four welfare Schemes provided to future generali employees, Majority of employees said-Housing ,Canteen, GroupInsurance & Free education.
(11) The retiring employees, who has served in the company for whole of his career in the organization, taken care properly. On this question, 70% of the employees were satisfied. However 10% said No while the remaining 20% could not say anything
(12) 70% employees says that future generali awards scholrship
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6.2 SUGGESTIONS
SUGGESTIONS
FUTURE GENERALI needs Human Resource Planning and To meet the demand of
changing Job requirements due to a rapidly changing Technology.
Certain new type of Human Resource may be required due to changes in / Introduction
of new legislative measures.
Personnel Department need to be pro-active and responsive.
Optimum utilization of Man Power.
Placing current Employee in Position who Utilise their capabilities better.
All basic policies and procedures relating to Industrial Relation should be clear to every
Employee in the Organisation and to the Union leaders.
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CONCLUSIONS
The main strength of an organization lies with its human resource one can say that the
employee build the organization. A good organization takes care of its human resource
at its priority. Unless the welfare and other facilities of the employees are properly taken
care of, they cannot contribute fully towards the organization with this, in view future
generali involves many welfare schemes.
The personnel management and industrial Relation department offuture generali looks
after the various human resource activities of the organization. The department
formulate the policies and procedures related to man management, ensures condusive
environment for better relation between employee and management, ensures
adherence to statutary provision related to employee, they also perform administrative
functions like security, office administration and takes of the welfare of the employees
and also takes care on the implementation of campanies Act and Employee State
Insurance Act in the organization.
The Human Resource Development section of future generali basically deals with the
training of employees and also the various inputs and outputs like human resources,
productivity, manpower position, projects, presentations, patents, copyrights, arranging
different programmes such as, programmes for awards & recognition etc. Training
programmes are basically of three types : In-house training of employees, external
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training of employees within India, and external training of employees outside India
(Foreign training).
Questionnaire
(1) Are you fully aware about the functions of Personnel and
Industrial Relation Department?
Yes No
(2) Does Personnel Department functions well in its concern area
like Promotion, Transfer, Grievance Handling, etc?
Yes No
(3) Does employees grievance are take care of by the organization?
Yes No
(4) are you aware of grievance redressal process at future
generali ?
Yes No
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(5) Any suggestions to improve the present Grievance redressal
system in your Organisation.
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………
(6) If you were head of HRD Department, what creative changes will
be introduced by you to make it more effective?
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………
(7) Do you think that an appropriate HRD intervention may bring
creative changes in various Departments of an Organisation?
Yes No
(8) If the answer to the above question is yes, will you kindly list,
what are the HRD interventions?
(a)………………………………………………………………..
(b)………………………………………………………………..
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(c)………………………………………………………………..
(9) How would you rate the present procedure of Training atfuture
generali?
Excellent Very Good Good
(10) Any suggestions for improving the functions of HRD atfuture
generali.
(a)………………………………………………………………………
(b)………………………………………………………………………
(11) Name four welfare schemes provided to the employees by future generali.
(a)…………………………………(b)………………………………… (c)…………………………………(d)…………………………………
(12) you know any employee who has served the company for
whole his career and is properly taken care after his retirement?
Yes No Can’t Say
(13) Is does future generali awards scholarship ?
Yes No
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BIBLIOGRAPHY
S.No REFERENCES
1.C. R. Kothari “Research Methodology” Second Edition, Wishwa Prakashan.
2. Human Resource Management by Gary Dressler
3. Dcenzo & Robbins Human Resource Management, Prentice-Hall
International
4.Gupta, C. B.,‘Human Resource Management’, Sultan Chand & Sons, New Delhi
5. www.google.com.in
6. www.lgi.org/recruitment/purpose.htm
7. www.gla.ac.uk/services/humanresources/policiesandprocedures.
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