INDEX SlNo Particulars Page no

1 Executive Summary

2 Introduction to HR Audit

3 Industry Profile

4 Company Profile

5 Departments in BMTC

6 Research Methodology

7 Study of HR Department

8 Analysis and Interpretation

9 Audit Analysis

10 Findings

11 Suggestion

12 Conclusion

13 Bibliography

14 Appendix

EXECUTIVE SUMMARY

BMTC has its origin in a private company called Bangalore Metro Transport limited founded in

1940 catering to the entire city with just 98 buses Today the BMTC has been giving transport

service to the people with 28 minor bus stations and 4035 buses operating 3875 schedules

serving about 32 lakhs passenger every day Each day it has a turnover of Rs17300000 Now

BMTC has been an ideal public transport model to the entire nation

The topic HR audit was selected to understand the functioning of HRD systems and procedures

in order to evaluate the performance of HR department The audit of employee evaluation system

is done in detail HR Audit is done with the following objective

bull To study and analyze the HR department and its functions in BMTC

bull To Audit the HR department in order to evaluate the HR practices

bull To Audit the Employee Evaluation System in detail

A HR Audit cover the activities of the department in BMTC and cover beyond because peoplersquos

problems are not confined to HR department alone Thus the audit has a broader scope It

evaluates the HR functions the use its procedures by higher authorities and the impact of these

on the employees in BMTC

In HR Audit we may adopt any of the five approaches for the purpose of evaluation

Those are

bull Comparative approach

bull Outside authority approach

bull Statistical approach

bull Compliance approach

bull MBO(Management By Objective) approach

In BMTC HR Audit Statistical approach is being used in order to evaluate the performance of

the HR department Through questionnaire data is being collected and analyzed statistically to

evaluate the various practices of HR department

The statistical tool used for HR audit is Simple weighted average method Based on this tool HR

Audit ratings are calculated and conclusion is being drawn

After HR audit the study has the following findings Recruitment procedure and selection criteria

in the organization is perfect and needs no further improvement Job classification and grading in

the organization is adequate and needs to improve in this area Remuneration employment

benefits and terms and conditions of employment are adequate and needs to improve

Lowest cadre in the organization is not paid much attention they are taken on contract basis and

their contract is renewed after every 5 years Remuneration given to them is also low Working

environment and facilities has to be improved Work pressure on drivers and conductors is high

which needs to be reduced Buses given to them should be in good condition

INTRODUCTION TO HR AUDIT

It is common business practice for companies to perform an audit of their financial records and

accounting procedures An audit may be legally required for some businesses as well as some

retirement plans Auditors are checking for the accuracy of transactions proper reporting of

assets and adherence to accounting standards The auditor makes recommendations for corrective

action and future direction This type of audit is looked upon as a necessary part of doing

business

Employees have a significant impact on the bottom line so an audit of the HR function would be

favorable Audits can be limited in scope focusing on specific areas that may need attention such

as hiring practices compensation andor benefits or they may be more extensive looking at the

HR function as a whole

An audit is a means by which an organization can measure where it currently stands and

determine what it has to accomplish to improve its human resources function It involves

systematically reviewing all aspects of human resources usually in a checklist fashion ensuring

that government regulations and company policies are being adhered to The key to an audit is to

remember it is a learning or discovery tool not a test There will always be room for

improvement in every organization

The other purpose of conducting a human resource audit is to support the overall business plan of

the organization The process has three parts

bull To identify and prioritize management issues relating to human resources

bull To identify gaps between the current practices and policies with that of the business

objective and

bull To identify any legal difference and potential exposure

The Core Reasons for HR-Audit

1) To insure the effective utilization of an organizationrsquos human resources

2) To review compliance with a myriad of administrative regulations

3) To instill a sense of confidence in management and the human resources function that it

is well managed and prepared to meet potential challenges

4) To maintain or enhance the organizationrsquos and the departmentrsquos reputation in the

community

5) To perform a due diligence review for shareholders or potential investorsowners

Full HR-Audit Consists Of

1) Legal compliance

2) CompensationSalary Administration

3) EmploymentRecruiting

4) Orientation

5) Terminations

6) Training and Development

7) Employee Relations

8) Communications

9) FilesRecord MaintenanceTechnology

10) Policies and procedures (including employee handbook)

The Human Resource audits should be done every twelve to eighteen months and should

coincide with the organizations business planning cycle While some will say that the audit

should be done annually but since it is such a large task pushing it to every eighteen months is

fine but definitely should not go beyond two years The other option is to establish an audit cycle

to break the task into manageable sized pieces

When planning an audit of your Human Resource function here are a few things to consider

Timing When would be the best time to conduct an HR audit is dependent upon a number of

considerations such as the audit cycles of other functions It may be difficult to have two audits

going on at the same time

What is the normal cycle for implementing changes If benefits change at one time during the

year and there is a series of open enrollment meetings that may also be the best time to

announce any changes that come out of the HR audit So the audit should be conducted far

enough in advance of the open enrollment period to allow for development of new HR

initiatives

Scope What areas if not all of the Human Resource Function should be reviewed Does one

particular area need special attention The business plan may also identify areas for review based

upon future products sales marketing initiatives or expansion

The Audit Team When selecting the audit team consider individuals from different disciplines

within the organization and not solely the human resources staff This will provide a fresh

perspective for looking at the HR function

The team coordinator may be an internal individual or an external consultant with a background

in HR The advantages of having an external person involved is that they have the time to

devote to this project as it is their sole job while an internal person may still have the demands of

their own position on them As independents they do not have cultural issues to contend with and

have outside experiences upon which to form comparisons

Follow-up Taking action on the audit teamrsquos recommendation is critical to the success and

creditability of the audit As important as selecting the audit team is the selection of the

individual or group of individuals who will be charged with the responsibility of carrying out the

recommendations and implementing the changes This individual or individuals needs to have

the position and authority to carryout the changes and recommendations The reporting

relationship needs to be directly to the CEO andor the board of directors

When done correctly auditing all or portions of the human resource function should strengthen

HRrsquos position and keep it aligned with the business plan of the organization

Audit Procedure

HR management audit allows to rate the extent to which an organization has basic HR activities

in place and how well they are being performed In deciding upon the rating consider also how

other managers and employees would rate the activities The total score provides the guides for

actions that will improve HR activities in the organization

The main audit scales are as follows

VERY GOOD (Complete current and done well) 3 points

ADEQUATE (needs only some updating) 2 points

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

EXECUTIVE SUMMARY

BMTC has its origin in a private company called Bangalore Metro Transport limited founded in

1940 catering to the entire city with just 98 buses Today the BMTC has been giving transport

service to the people with 28 minor bus stations and 4035 buses operating 3875 schedules

serving about 32 lakhs passenger every day Each day it has a turnover of Rs17300000 Now

BMTC has been an ideal public transport model to the entire nation

The topic HR audit was selected to understand the functioning of HRD systems and procedures

in order to evaluate the performance of HR department The audit of employee evaluation system

is done in detail HR Audit is done with the following objective

bull To study and analyze the HR department and its functions in BMTC

bull To Audit the HR department in order to evaluate the HR practices

bull To Audit the Employee Evaluation System in detail

A HR Audit cover the activities of the department in BMTC and cover beyond because peoplersquos

problems are not confined to HR department alone Thus the audit has a broader scope It

evaluates the HR functions the use its procedures by higher authorities and the impact of these

on the employees in BMTC

In HR Audit we may adopt any of the five approaches for the purpose of evaluation

Those are

bull Comparative approach

bull Outside authority approach

bull Statistical approach

bull Compliance approach

bull MBO(Management By Objective) approach

In BMTC HR Audit Statistical approach is being used in order to evaluate the performance of

the HR department Through questionnaire data is being collected and analyzed statistically to

evaluate the various practices of HR department

The statistical tool used for HR audit is Simple weighted average method Based on this tool HR

Audit ratings are calculated and conclusion is being drawn

After HR audit the study has the following findings Recruitment procedure and selection criteria

in the organization is perfect and needs no further improvement Job classification and grading in

the organization is adequate and needs to improve in this area Remuneration employment

benefits and terms and conditions of employment are adequate and needs to improve

Lowest cadre in the organization is not paid much attention they are taken on contract basis and

their contract is renewed after every 5 years Remuneration given to them is also low Working

environment and facilities has to be improved Work pressure on drivers and conductors is high

which needs to be reduced Buses given to them should be in good condition

INTRODUCTION TO HR AUDIT

It is common business practice for companies to perform an audit of their financial records and

accounting procedures An audit may be legally required for some businesses as well as some

retirement plans Auditors are checking for the accuracy of transactions proper reporting of

assets and adherence to accounting standards The auditor makes recommendations for corrective

action and future direction This type of audit is looked upon as a necessary part of doing

business

Employees have a significant impact on the bottom line so an audit of the HR function would be

favorable Audits can be limited in scope focusing on specific areas that may need attention such

as hiring practices compensation andor benefits or they may be more extensive looking at the

HR function as a whole

An audit is a means by which an organization can measure where it currently stands and

determine what it has to accomplish to improve its human resources function It involves

systematically reviewing all aspects of human resources usually in a checklist fashion ensuring

that government regulations and company policies are being adhered to The key to an audit is to

remember it is a learning or discovery tool not a test There will always be room for

improvement in every organization

The other purpose of conducting a human resource audit is to support the overall business plan of

the organization The process has three parts

bull To identify and prioritize management issues relating to human resources

bull To identify gaps between the current practices and policies with that of the business

objective and

bull To identify any legal difference and potential exposure

The Core Reasons for HR-Audit

1) To insure the effective utilization of an organizationrsquos human resources

2) To review compliance with a myriad of administrative regulations

3) To instill a sense of confidence in management and the human resources function that it

is well managed and prepared to meet potential challenges

4) To maintain or enhance the organizationrsquos and the departmentrsquos reputation in the

community

5) To perform a due diligence review for shareholders or potential investorsowners

Full HR-Audit Consists Of

1) Legal compliance

2) CompensationSalary Administration

3) EmploymentRecruiting

4) Orientation

5) Terminations

6) Training and Development

7) Employee Relations

8) Communications

9) FilesRecord MaintenanceTechnology

10) Policies and procedures (including employee handbook)

The Human Resource audits should be done every twelve to eighteen months and should

coincide with the organizations business planning cycle While some will say that the audit

should be done annually but since it is such a large task pushing it to every eighteen months is

fine but definitely should not go beyond two years The other option is to establish an audit cycle

to break the task into manageable sized pieces

When planning an audit of your Human Resource function here are a few things to consider

Timing When would be the best time to conduct an HR audit is dependent upon a number of

considerations such as the audit cycles of other functions It may be difficult to have two audits

going on at the same time

What is the normal cycle for implementing changes If benefits change at one time during the

year and there is a series of open enrollment meetings that may also be the best time to

announce any changes that come out of the HR audit So the audit should be conducted far

enough in advance of the open enrollment period to allow for development of new HR

initiatives

Scope What areas if not all of the Human Resource Function should be reviewed Does one

particular area need special attention The business plan may also identify areas for review based

upon future products sales marketing initiatives or expansion

The Audit Team When selecting the audit team consider individuals from different disciplines

within the organization and not solely the human resources staff This will provide a fresh

perspective for looking at the HR function

The team coordinator may be an internal individual or an external consultant with a background

in HR The advantages of having an external person involved is that they have the time to

devote to this project as it is their sole job while an internal person may still have the demands of

their own position on them As independents they do not have cultural issues to contend with and

have outside experiences upon which to form comparisons

Follow-up Taking action on the audit teamrsquos recommendation is critical to the success and

creditability of the audit As important as selecting the audit team is the selection of the

individual or group of individuals who will be charged with the responsibility of carrying out the

recommendations and implementing the changes This individual or individuals needs to have

the position and authority to carryout the changes and recommendations The reporting

relationship needs to be directly to the CEO andor the board of directors

When done correctly auditing all or portions of the human resource function should strengthen

HRrsquos position and keep it aligned with the business plan of the organization

Audit Procedure

HR management audit allows to rate the extent to which an organization has basic HR activities

in place and how well they are being performed In deciding upon the rating consider also how

other managers and employees would rate the activities The total score provides the guides for

actions that will improve HR activities in the organization

The main audit scales are as follows

VERY GOOD (Complete current and done well) 3 points

ADEQUATE (needs only some updating) 2 points

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

After HR audit the study has the following findings Recruitment procedure and selection criteria

in the organization is perfect and needs no further improvement Job classification and grading in

the organization is adequate and needs to improve in this area Remuneration employment

benefits and terms and conditions of employment are adequate and needs to improve

Lowest cadre in the organization is not paid much attention they are taken on contract basis and

their contract is renewed after every 5 years Remuneration given to them is also low Working

environment and facilities has to be improved Work pressure on drivers and conductors is high

which needs to be reduced Buses given to them should be in good condition

INTRODUCTION TO HR AUDIT

It is common business practice for companies to perform an audit of their financial records and

accounting procedures An audit may be legally required for some businesses as well as some

retirement plans Auditors are checking for the accuracy of transactions proper reporting of

assets and adherence to accounting standards The auditor makes recommendations for corrective

action and future direction This type of audit is looked upon as a necessary part of doing

business

Employees have a significant impact on the bottom line so an audit of the HR function would be

favorable Audits can be limited in scope focusing on specific areas that may need attention such

as hiring practices compensation andor benefits or they may be more extensive looking at the

HR function as a whole

An audit is a means by which an organization can measure where it currently stands and

determine what it has to accomplish to improve its human resources function It involves

systematically reviewing all aspects of human resources usually in a checklist fashion ensuring

that government regulations and company policies are being adhered to The key to an audit is to

remember it is a learning or discovery tool not a test There will always be room for

improvement in every organization

The other purpose of conducting a human resource audit is to support the overall business plan of

the organization The process has three parts

bull To identify and prioritize management issues relating to human resources

bull To identify gaps between the current practices and policies with that of the business

objective and

bull To identify any legal difference and potential exposure

The Core Reasons for HR-Audit

1) To insure the effective utilization of an organizationrsquos human resources

2) To review compliance with a myriad of administrative regulations

3) To instill a sense of confidence in management and the human resources function that it

is well managed and prepared to meet potential challenges

4) To maintain or enhance the organizationrsquos and the departmentrsquos reputation in the

community

5) To perform a due diligence review for shareholders or potential investorsowners

Full HR-Audit Consists Of

1) Legal compliance

2) CompensationSalary Administration

3) EmploymentRecruiting

4) Orientation

5) Terminations

6) Training and Development

7) Employee Relations

8) Communications

9) FilesRecord MaintenanceTechnology

10) Policies and procedures (including employee handbook)

The Human Resource audits should be done every twelve to eighteen months and should

coincide with the organizations business planning cycle While some will say that the audit

should be done annually but since it is such a large task pushing it to every eighteen months is

fine but definitely should not go beyond two years The other option is to establish an audit cycle

to break the task into manageable sized pieces

When planning an audit of your Human Resource function here are a few things to consider

Timing When would be the best time to conduct an HR audit is dependent upon a number of

considerations such as the audit cycles of other functions It may be difficult to have two audits

going on at the same time

What is the normal cycle for implementing changes If benefits change at one time during the

year and there is a series of open enrollment meetings that may also be the best time to

announce any changes that come out of the HR audit So the audit should be conducted far

enough in advance of the open enrollment period to allow for development of new HR

initiatives

Scope What areas if not all of the Human Resource Function should be reviewed Does one

particular area need special attention The business plan may also identify areas for review based

upon future products sales marketing initiatives or expansion

The Audit Team When selecting the audit team consider individuals from different disciplines

within the organization and not solely the human resources staff This will provide a fresh

perspective for looking at the HR function

The team coordinator may be an internal individual or an external consultant with a background

in HR The advantages of having an external person involved is that they have the time to

devote to this project as it is their sole job while an internal person may still have the demands of

their own position on them As independents they do not have cultural issues to contend with and

have outside experiences upon which to form comparisons

Follow-up Taking action on the audit teamrsquos recommendation is critical to the success and

creditability of the audit As important as selecting the audit team is the selection of the

individual or group of individuals who will be charged with the responsibility of carrying out the

recommendations and implementing the changes This individual or individuals needs to have

the position and authority to carryout the changes and recommendations The reporting

relationship needs to be directly to the CEO andor the board of directors

When done correctly auditing all or portions of the human resource function should strengthen

HRrsquos position and keep it aligned with the business plan of the organization

Audit Procedure

HR management audit allows to rate the extent to which an organization has basic HR activities

in place and how well they are being performed In deciding upon the rating consider also how

other managers and employees would rate the activities The total score provides the guides for

actions that will improve HR activities in the organization

The main audit scales are as follows

VERY GOOD (Complete current and done well) 3 points

ADEQUATE (needs only some updating) 2 points

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

INTRODUCTION TO HR AUDIT

It is common business practice for companies to perform an audit of their financial records and

accounting procedures An audit may be legally required for some businesses as well as some

retirement plans Auditors are checking for the accuracy of transactions proper reporting of

assets and adherence to accounting standards The auditor makes recommendations for corrective

action and future direction This type of audit is looked upon as a necessary part of doing

business

Employees have a significant impact on the bottom line so an audit of the HR function would be

favorable Audits can be limited in scope focusing on specific areas that may need attention such

as hiring practices compensation andor benefits or they may be more extensive looking at the

HR function as a whole

An audit is a means by which an organization can measure where it currently stands and

determine what it has to accomplish to improve its human resources function It involves

systematically reviewing all aspects of human resources usually in a checklist fashion ensuring

that government regulations and company policies are being adhered to The key to an audit is to

remember it is a learning or discovery tool not a test There will always be room for

improvement in every organization

The other purpose of conducting a human resource audit is to support the overall business plan of

the organization The process has three parts

bull To identify and prioritize management issues relating to human resources

bull To identify gaps between the current practices and policies with that of the business

objective and

bull To identify any legal difference and potential exposure

The Core Reasons for HR-Audit

1) To insure the effective utilization of an organizationrsquos human resources

2) To review compliance with a myriad of administrative regulations

3) To instill a sense of confidence in management and the human resources function that it

is well managed and prepared to meet potential challenges

4) To maintain or enhance the organizationrsquos and the departmentrsquos reputation in the

community

5) To perform a due diligence review for shareholders or potential investorsowners

Full HR-Audit Consists Of

1) Legal compliance

2) CompensationSalary Administration

3) EmploymentRecruiting

4) Orientation

5) Terminations

6) Training and Development

7) Employee Relations

8) Communications

9) FilesRecord MaintenanceTechnology

10) Policies and procedures (including employee handbook)

The Human Resource audits should be done every twelve to eighteen months and should

coincide with the organizations business planning cycle While some will say that the audit

should be done annually but since it is such a large task pushing it to every eighteen months is

fine but definitely should not go beyond two years The other option is to establish an audit cycle

to break the task into manageable sized pieces

When planning an audit of your Human Resource function here are a few things to consider

Timing When would be the best time to conduct an HR audit is dependent upon a number of

considerations such as the audit cycles of other functions It may be difficult to have two audits

going on at the same time

What is the normal cycle for implementing changes If benefits change at one time during the

year and there is a series of open enrollment meetings that may also be the best time to

announce any changes that come out of the HR audit So the audit should be conducted far

enough in advance of the open enrollment period to allow for development of new HR

initiatives

Scope What areas if not all of the Human Resource Function should be reviewed Does one

particular area need special attention The business plan may also identify areas for review based

upon future products sales marketing initiatives or expansion

The Audit Team When selecting the audit team consider individuals from different disciplines

within the organization and not solely the human resources staff This will provide a fresh

perspective for looking at the HR function

The team coordinator may be an internal individual or an external consultant with a background

in HR The advantages of having an external person involved is that they have the time to

devote to this project as it is their sole job while an internal person may still have the demands of

their own position on them As independents they do not have cultural issues to contend with and

have outside experiences upon which to form comparisons

Follow-up Taking action on the audit teamrsquos recommendation is critical to the success and

creditability of the audit As important as selecting the audit team is the selection of the

individual or group of individuals who will be charged with the responsibility of carrying out the

recommendations and implementing the changes This individual or individuals needs to have

the position and authority to carryout the changes and recommendations The reporting

relationship needs to be directly to the CEO andor the board of directors

When done correctly auditing all or portions of the human resource function should strengthen

HRrsquos position and keep it aligned with the business plan of the organization

Audit Procedure

HR management audit allows to rate the extent to which an organization has basic HR activities

in place and how well they are being performed In deciding upon the rating consider also how

other managers and employees would rate the activities The total score provides the guides for

actions that will improve HR activities in the organization

The main audit scales are as follows

VERY GOOD (Complete current and done well) 3 points

ADEQUATE (needs only some updating) 2 points

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

4) To maintain or enhance the organizationrsquos and the departmentrsquos reputation in the

community

5) To perform a due diligence review for shareholders or potential investorsowners

Full HR-Audit Consists Of

1) Legal compliance

2) CompensationSalary Administration

3) EmploymentRecruiting

4) Orientation

5) Terminations

6) Training and Development

7) Employee Relations

8) Communications

9) FilesRecord MaintenanceTechnology

10) Policies and procedures (including employee handbook)

The Human Resource audits should be done every twelve to eighteen months and should

coincide with the organizations business planning cycle While some will say that the audit

should be done annually but since it is such a large task pushing it to every eighteen months is

fine but definitely should not go beyond two years The other option is to establish an audit cycle

to break the task into manageable sized pieces

When planning an audit of your Human Resource function here are a few things to consider

Timing When would be the best time to conduct an HR audit is dependent upon a number of

considerations such as the audit cycles of other functions It may be difficult to have two audits

going on at the same time

What is the normal cycle for implementing changes If benefits change at one time during the

year and there is a series of open enrollment meetings that may also be the best time to

announce any changes that come out of the HR audit So the audit should be conducted far

enough in advance of the open enrollment period to allow for development of new HR

initiatives

Scope What areas if not all of the Human Resource Function should be reviewed Does one

particular area need special attention The business plan may also identify areas for review based

upon future products sales marketing initiatives or expansion

The Audit Team When selecting the audit team consider individuals from different disciplines

within the organization and not solely the human resources staff This will provide a fresh

perspective for looking at the HR function

The team coordinator may be an internal individual or an external consultant with a background

in HR The advantages of having an external person involved is that they have the time to

devote to this project as it is their sole job while an internal person may still have the demands of

their own position on them As independents they do not have cultural issues to contend with and

have outside experiences upon which to form comparisons

Follow-up Taking action on the audit teamrsquos recommendation is critical to the success and

creditability of the audit As important as selecting the audit team is the selection of the

individual or group of individuals who will be charged with the responsibility of carrying out the

recommendations and implementing the changes This individual or individuals needs to have

the position and authority to carryout the changes and recommendations The reporting

relationship needs to be directly to the CEO andor the board of directors

When done correctly auditing all or portions of the human resource function should strengthen

HRrsquos position and keep it aligned with the business plan of the organization

Audit Procedure

HR management audit allows to rate the extent to which an organization has basic HR activities

in place and how well they are being performed In deciding upon the rating consider also how

other managers and employees would rate the activities The total score provides the guides for

actions that will improve HR activities in the organization

The main audit scales are as follows

VERY GOOD (Complete current and done well) 3 points

ADEQUATE (needs only some updating) 2 points

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

enough in advance of the open enrollment period to allow for development of new HR

initiatives

Scope What areas if not all of the Human Resource Function should be reviewed Does one

particular area need special attention The business plan may also identify areas for review based

upon future products sales marketing initiatives or expansion

The Audit Team When selecting the audit team consider individuals from different disciplines

within the organization and not solely the human resources staff This will provide a fresh

perspective for looking at the HR function

The team coordinator may be an internal individual or an external consultant with a background

in HR The advantages of having an external person involved is that they have the time to

devote to this project as it is their sole job while an internal person may still have the demands of

their own position on them As independents they do not have cultural issues to contend with and

have outside experiences upon which to form comparisons

Follow-up Taking action on the audit teamrsquos recommendation is critical to the success and

creditability of the audit As important as selecting the audit team is the selection of the

individual or group of individuals who will be charged with the responsibility of carrying out the

recommendations and implementing the changes This individual or individuals needs to have

the position and authority to carryout the changes and recommendations The reporting

relationship needs to be directly to the CEO andor the board of directors

When done correctly auditing all or portions of the human resource function should strengthen

HRrsquos position and keep it aligned with the business plan of the organization

Audit Procedure

HR management audit allows to rate the extent to which an organization has basic HR activities

in place and how well they are being performed In deciding upon the rating consider also how

other managers and employees would rate the activities The total score provides the guides for

actions that will improve HR activities in the organization

The main audit scales are as follows

VERY GOOD (Complete current and done well) 3 points

ADEQUATE (needs only some updating) 2 points

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

WEAK (needs major improvementschanges) 1 point

BASICALLY NONEXISTENT 0 points

The categories considered in HR Audit are

1 Legal Compliance

bull Equal improvement opportunity requirements

bull Immigration reform

bull Health and safety

bull Wage and hour laws

bull Employment-at-will statements

bull Privacy protection

bull ERISA reportingcompliance

bull Familymedical leave

2 Obtaining Human Resources

bull Current job descriptions and specifications

bull HR supply-and-demand estimates (for 3 years)

bull Recruiting process and procedures

bull Job-related selection interviews

bull Physical exam procedures

3 Maintaining Human Resources

bull Formal wagesalary system

bull Current benefits programsoptions

bull Employee recognition programs

bull Employee handbookpersonnel policy manual

bull Absenteeism and turnover control

bull Grievances resolution process

bull HR record-keepinginformation

4 Developing Human Resources

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

bull New employee orientation program

bull Job skill training programs

bull Employee development programs

bull Job-related performance appraisal

bull Appraisal feedback training of managers

HR Audit Scorings are as follows

65-75 HR activities are complete effective and probably meeting most legal

Compliance requirements

55-65 HR activities are being performed adequately but they are not as

Complete or effective as they should be Also it is likely that some

Potential legal risk exists

40-55 Major HR problem exist and significant attention needs to be devoted

to adding and changing the HR activities in the organization

Below 40 Serious potential legal liabilities exist and it is likely that significant

HR problems are not being addressed

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

SERVICE INDUSTRY PROFILE

Transportation

Transportation is internationalization of production and markets advance in information

technology and trends towards out sourcing are revolutionizing this highly competitive industry

today In the future the prosperity and survival of transport organization depends mainly on

global alliances integrated logistics services precision deliveries and ever-improving cost

performance efficiencies Beyond advances to meet this general industry evolution strategic

approach to moving more sustainable logistics and transport

Transport Industry

Transport has constant returns ndashto-scale production technology their activity levels are

determined by the total demand for their transport units Transport industry can be determined as

a function of its infrastructure demand

Advantages of Public

The renewal of and re-investment in inner city housing helpful in reducing journey to work

trips and aiding maximum use of public transport as well as improving social inclusion

The re-development of urban areas in advances of virgin land on the city and town out skirt

further helping to minimize traffic growth

Vast improvements in the standard of design architecture and layout of higher density

developments it can no longer be raised high and can help create vibrant communities The re-

generation of cities to make them safer more attractive so helping to reduce the drift from town

to country

Modes of Transport

There are two modes of transport They are-

Public transport mode

Private transport mode

The different transport modes are aggregated into public and private transport mode The

consumer do not obtain direct utility from transport while transport is only the cost to the

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

procedures each consumer demands a certain number of passenger unit by public transport

or by private transport

Each producer demands a certain number of freight unit by public transport and by private

transport

Transport mode consists of industry and underlying infrastructure with capacity to provide

transport to the public and private markets

Types of transport industry

Air transport

Water transport

Road transport

Some Private transport companies in India

ASHOK LAYLAND

VOLVO

VIJAYAND ROAD LINES

TATA

HMT

OPEL

MAHINDRA etc

Some public transport companies in India

AIR-INDIA

INDIAN AIR LINES

RAILWAY

KSRTC

BMTC

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

COMPANY PROFILE

Mission

ldquoTo provide

Efficient Economic Safe Reliable and Punctual services to the commuters of City and Sub-

urban areas of Bangalorerdquo

- from the Preamble of the Act framed by the

Government of Karnataka for the formation of BMTC

BMTC provide the most affordable and dependable transport service to the people in and around

Bangalore the capital of Karnataka State renowned as the Garden City and Silicon Valley of

India BMTC is an undertaking of the Government of Karnataka dedicated to the commoners

transport facility Their motive is therefore service than profit Yet since their inception they are

able to make profits by making significant improvement in our work culture

Today they are the ONLY PROFIT MAKING PUBLIC SECTOR URBAN TRANSPORT

CORPORATION IN THE COUNTRY

The returns are used again in their operations as they always strive to improve further the quality

of their service not only in providing comfort to the traveling public but also in other vital

aspects Containing pollution easing traffic congestion saving fuel introducing all latest

technologies in their operations to save precious time and money as it will ultimately benefit the

people since it is a public undertaking

Profile

Bangalore Metropolitan Corporation the fourth largest and one and only profit making urban

transport corporation in India has its origin as a private company called Bangalore Transport

Company Limited in 1940 catering to the entire city with just 98 buses Then the government of

Mysore took over the City Transport Corporation from the private company and run the buses up

to 10 miles of radius in the city in 1956 calling it Bangalore Transport Services (BTS)

BMTC came into being and started functioning as an independent corporation with the effect

from 15th August 1977 as per the government order no HTD 127 TRA 96 dated ih Aug 1997

BMTC provide most affordable and dependable transports supports service to the people in and

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

around the Bangalore the Captial of Karnataka state renowned as garden city and Silicon Valley

of India The motive of BMTC is service than the profit

Consequent upon the formulation of BMTC the organization was structured under two tier

system namely depots and the corporate office with a view to have close liaison and better

control besides reducing the available intermediating post without sacrificing the output or

efficiency

Reasons for Starting

BMTC is the most cost effective mode of transport Its fare is the lowest corporate to other

transport facilities BMTC buses occupy least space on the roads when the numbers of road users

are taken in to account One bus easily carries 60 persons on an average unlike two wheelers and

four wheelers This helps reducing traffic congestion and increasing road safety and road life

BMTC saves the most precious fuel and there by saves the most valuable foreign exchange Use

of more number of two wheelers and four wheelers on the roads means consumption of more

fuel Using BMTC more for travel saving fuel and foreign exchange

BMTC reduces air pollution as they are less in number compared to the number of twp wheelers

and four wheelers Using BMTC more for travel means reducing air pollution considerably

On Aug 15th 1997 BMTC is incorporated as a separate entity has been bifurcate from its parent body of KSRTC

Reasons for Bifurcation

In 1981 the Government of Karnataka had started thinking on the lines of bifurcating KSRTC

This was to ensure better management and operations that would improve the quality of service

On bifurcation each corporation would be equipped with powers to function as an independent

entity making its own decisions according to its specific needs The government proceeded on

the following lines

Bifurcating BTS from KSRTC was felt with more urgency

The City was extending its boundaries rapidly with new residential localities coming up day in and day out

The population of the City was increasing rapidly

Consumer awareness was maturing fast with expectations more on convenient and

comfortable transport

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Bifurcation brought the desired results in a short span For instance

As BTS under KSRTC it had not concentrated on improving infrastructural facility to fulfill the needs of the traveling public in the same pace

On becoming a separate corporation as BMTC it had added 13 depots raising the total to 26 depots

Due to closing of Depot-1 at Shanthi nagar to build bus station the depots strength is 25

Growth and Development of the Corporation

BMTC has its origin in a private company called Bangalore Transport Company Limited founded in 1940 catering to the entire city with just 98 buses Then the government of Mysore took over the city transport from the private company by an act and run the buses up to 10 miles in the city in 1956 calling it Bangalore Transport Service (BTS)

1950= The Chief Minister of the Karnataka BDJatti made the Road Transport Corporation Act mandatory and started an independent corporation called Mysore State Transport Corporation

On 1 st Aug 1961 the Mysore State Road Transport Corporation is formed by a special Act with BTS as one of its division The corporation was started with the main motto of rendering service to the customers It was started with 1518 vehicles with 37 depots 6 divisions and 6200 workers employees 2 regional workshops at Bangalore and Hubli and one central office in Bangalore

In 15th Aug 1997 KSRTC was divided and a new corporation for BMTC was carved out of KSRTC In November 1997 another new Road Transport Corporation to cater the traffic needs of North- Western part of Kamataka W(lS curved out of KSRTC Recently one more corporation North East Kamataka Road Transport corporation was formed with its corporate office at Gulbarga

Totally starting from 1997 KSRTC has been split into 4 corporation namely Bangalore Metropolitan Transport Corporation (BMTC) Kamataka State Transport Corporation (KSRTC) North East Karnataka Road Corporation(NEKSRTC) and North West Kamataka Corporation (NWKSRTC)

Recently another corporation under the banner of NEKSRTC was also been framed to cover the north- eastern belt of the state comprising of the following district Bellary Raichur Gulbarga Bidar Koppa

Presently KSRTC covers a Southern belt of Kamataka namely Chitradurga Tumkur Mandya Chamarajnagar Kodagu Hassan Dakshin Kannada Chikkamagalore Udupi Shimoga and Davangere

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

BMTC which is now locked upon as a transport joint is confirming its operations to Bangalore alone in other words BMTC offers transport facilities covering Bangalore District and its outskirts alone

Though all these corporations have to manage their activities out of their own revenue

The policy making rests in the hands of KSRTC Further since all these corporations have to operate inherently within the framework of the rules and regulation continued in the Road Transport Corporation Act

At Present

Every day BMTC

Operate 3875 schedules Deploy a fleet of 4035 buses Make 58000 trips Performe 875 Lakhs Service Kilometres Carry 3200 Lakhs Passengers Earn around Rs 17300 lakhs and Pay Rs 952 lakh to the Government towards Motor Vehicle tax

BMTC discharge their social obligations by

Connecting all villages around the City through its regular service with buses indicating destination in red board

Plying City services to the core areas to ease congestion with buses indicating destination in black board

Running limited stop buses to save time of the commuters Providing comfort oriented fast moving Pushpak buses Chartering services to various industries schools and colleges Offering subsidized travel to the deserving sections of the society Issuing passes to various segments of the society Providing Eco-friendly lsquoParisara Vahinirsquo buses Running lsquoVestibulersquo buses to carry more passengers Plying lsquoMinirsquo buses to provide transport to remote sub urban areas Upgrading Transport services by introducing 3 lsquo Volvorsquo buses in the city Providing City sight seeing lsquoCuritibarsquo buses

Only passes

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Every month about 2 20000 public passes are issued

Everyday about 1 46000 are issued

DEPARTMENTS IN BMTC

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

1 MECHANICAL ENGINEERING DEPARTMENT

Chief Mechanical Engineer

Work Manager

Mechanical Engineer

Divisional Mechanical Engineer

Assistant Mechanical Engineer

Assistant Work Superintendent

Charge man

Head Artisan

Artisan

Assistant Artisan

Helper A

Helper B

2 CIVIL ENGINEERING DEPARTMENT

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Chief Civil Engineer

Executive Engineer

Assistant Executive civil Engineer

Assistant Engineer

Junior Engineer Civil special grade class (III)

Junior Engineer Civil Class (III)

Draughtsman

Assistant Draughts man

3 ELECTRONIC DATA PROCESSING DEPARTMENT

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Chief System manager

System manager

System analyst

Senior Programmer

Programmer

Programmed Administrator

Computer Operator

Senior Data Entry operator

4 MEDICAL DEPARTMENT

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Chief Medial Officer

Senior Medical Officer

Senior Medical Officer Junior

Staff Nurse

Pharmacist

X-Ray Technician

Junior Laboratory technician

Attender Dresser

5 HUMAN RESOURCE DEVELOPMENT DEPARTMENT

Chief Manger

Principal Manager

Training Manger

Assistant Training Manger

Instructor

6 DEPARTMENT OF PRINTING

Chief Controller

Deputy controller

Assistant controller

Charge Man

Head Artisan Printing

Artisan

Assistant Artisan

Helper

7 LAW DEPARTMENT

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Chief Law Officer

Deputy Chief Law officer

Deputy Law officer

Assistant Chief Law officer

8 LABOUR amp WELFARE DEPARTMENT

Chief Labor amp Welfare Officer

Deputy Labor amp welfare officer

Labor welfare officer

9 ACCOUNT DEPARTMENT

Chief account officer cum financial adviser

Deputy account officer cum financial adviser

Account Officer

Assistant Account Officer

Superintendent (Account)

Supervisor (Account)

Assistant Accountant

10 STATISTICAL DEPARTMENT

Chief Planning amp statistical Officer

Chief Statistician

Statistical Officer

Assistant Statistical Officer

Superintendent (Statistical)

Supervisor (Statistical)

Statistical Assistant

11 SECURITY amp VIGILANCE DEPARTMENT

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Director (Security amp vigilance)

Chief Security amp vigilance Officer

Deputy Security cum vigilance Officer

Security cum vigilance Officer

Divisional Security inspector

Assistant security Inspector

Watch amp ward inspector

Security Havaldar

Security Head Guard

Security Guard

12 STORES AND PURCHASE DEPARTMENT

Controller of Stores and Purchases

Deputy Controller of Stores and Purchases

Stores Officer

Assistant Stores Officer

Stores Superintendent

Store Keeper

Assistant Store Keeper

RESEARCH METHODOLOGY

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Statement of the problem

HR is a major input for an organization to achieve its goals and objectives therefore HR

functions and practices has to be reviewed in order to improve its performance

Human Resource Audit is a tool for evaluating the HRD activities The audit may include one

division or an entire company

In my project the study encompasses of overall HRD activities particularly- Recruitment

Selection Labor welfare system Training in the organization

Field of Study

Field of study is confined to HR Department its functions and practices pertaining to the

organization The study is not at all related to financial or other operational details of BMTC

Objectives of the study Research objectives

To study and analyze the HR department and its functions in BMTC

To Audit the HR department in order to evaluate the HR practices

To Audit the Employee Evaluation System in detail

Data Sources Source of Information

Operating functions of HR management was collected from the HR managers of HR department

Other than that required information was collected the primary and secondary sources of data

which are as follows

Primary Data

It is the information relating to HR department of BMTC which is not available in the reports

and other books has been collected by consulting the HRD officers and staff members Data is

also collected by

Questionnaires

Informal Interview

Observation

Secondary Data

It is the information relating to HR department of BMTC has been collected from the published

documents in the form of

BMTC magazines

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Employee handouts

BMTC website

Sample Size

The sample size chosen for BMTC is 160

80-Adiministrative section from all the departments

80- Operational section from all the departments

Methodology of research and expected contribution from the study

All the data that was collected during the study was evaluated for its importance towards the

study Only the data that threw light on topic was taken for consideration Consideration and

recommendation for improvement in the field of study The views of

various authorities in the field of this study were presented in the report for due consideration for

their implementation

Some expected contributions from the study are to help the organization to implement the

suggestions in this report so that it can contribute towards betterment or its service and profits of

the organization

The research tool used for HR Audit is simple weighted average method The Audit questions

has mainly four categories and points are being assigned to each Those are

Category Points

Very good 3

Adequate 2

Weak 1

Basically Nonexistent 0

Limitations of the study

1 Time available for the research was limited

2 This study is limited to one department of the organization only

3 This study is limited in getting information from management and employees through

questionnaires and observation

4 Unwillingness of the employees in answering the question

STUDY OF HR DEPARTMENT

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Method of Recruitment at BMTC

Appointment to a post in the Corporation shall be made by any of the following methods namely

a) By promotion

b) By transfer of a person already in service of the Corporation from an equivalent cadre or

class of post

c) By obtaining on a loan of service of a person already in service of the Central or State

Government or other State Transport Undertakings

d) By direct recruitment

e) By contract on such terms and conditions as are mutually agreed to t) By recruitment

from among the In-service candidates

f) By Deputation of a person already in service in the State or Central Government or other

State Transport Undertaking to fi1l up any direct recruitment vacancy or Class-111 or

Class-IV post

Mode of Selection at BMTC

1) The Selection Authority shall after interviewing the candidates select candidates found

suitable for appointment and shall prepare a list of candidates so selected in the order of

merit

2) The list of selected candidates so prepared shall be in keeping with the reservations

prescribed for Scheduled Castes Scheduled Tribes and other Backward Classes as may

be decided by the Government from time to time

3) The preparation of select list shall be in accordance with the mode of selection (cycle of

vacancies) prescribed by the Government from time to time

4) The Selection Authority will prepare the select lists of candidates in the order of merit in

each classification of Backward Classes Scheduled Castes and Scheduled Tribes as

prescribed by the Government from time to time Provided that candidates belonging to

the above classes whose names figure in the list prepared in the category of general Merit

shall also figure in the merit list prepared as per the classification of Backward Classes

scheduled Castes and Scheduled Tribes

5) Appointment of this candidate shall be in the descending order of merit from out of the

lists specified in Sub Regulation 4 as per cycle of vacancies

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

6) The List of selected candidates prepared by the Selection Authority shall be equal to the

No Of existing vacancies plus vacancies that may arise over a period of one year from

the date of publication as may be assessed by the Selection Authority The Corporation

may be Resolution in exceptional cases extend the validity of any select list for a period

not exceeding six months

Provided that such un-operated portion of the list at the expiry of one year from the date

of publication of the list shall cease to be valid

Provided further that the Selection Authority may for reasons to be recorded in writing

quash the whole of the list un-operated portion of the list as the case may be at any point

of time

Provided further that the Corporation may be Resolution for reasons to be recorded quash

the whole of the list or un-operated portion of any select lists prepared by various

Selection Authorities as the case may be at any point of time

Irrespective of the procedures prescribed above for direct recruitment of all categories of Class -

IV Class - Ill Class - II and above posts the procedure followed in the State Government

regarding adding of weightage of marks percentage of marks to the marks

secured by the Rural candidates

Training

1) The candidate who is selected by the Selection Authority and whose name is placed in

the select list of candidates is liable to be called upon to undergo such training on such

terms and conditions for such categories of post as may be prescribed by the Corporation

before his appointment on probation

2) Any candidate who fails to report for the training prescribed in Sub Regulation (1) or

who fails to SATISFACTORILY COMPLETE such Training will forefeet his claim for

appointment to the post for which he is placed on the select list Provided that a

candidate appointed from another post in the Corporation will be re-evited to the post

held by him prior to selection and training

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Staff Welfare

At BMTC they are aware where their strength lies It is verily in the contentment of our staff

members one and all BMTC extends various kinds of facilities to its employees

An exclusive multi specialty hospital for the benefit of the employees and their family

amp entered MOU with 30 hospitals

Deaddiction treatment for the crew members

Housing

Incentives on the basis of performance

Education

On retirement employees are given a warm send off recognizing their valuable service

The monetary benefits due to the retired employees such as Gratuity Provident Funds

Encashment of Leave (admissible) and other benefits are settled immediately so that the

retired employees do not suffer for want of funds Their wishes will be transferred to the

employees in-service as an inspiration

Labour Welfare

Crew Rest Rooms are provided at depots

Wage arrears DA installments and difference of HRA CCA arrears paid regularly

Periodical grievance meeting conducted at depots

Deaddiction medical camps WAPPA programs organized

Transparency in recruitment and disciplinary cases

Cash award for meritorious students BMTC employees children

Rs2500- Educational advance of children of BMTC employees

Initial down payment for procuring a site

Medical advance for serious dieses like heart problem cancer amp others

For voluntary retirement scheme for medically incapacitated employees

Group accident insurance scheme

Loan share for procuring vehicles and household articles

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

Free counseling on legal matters

Advance towards marriage of employees and their children

Free Coaching classes for employees children studying in SSLC amp PUC

Special awards amp Gold metals for meritorious students of BMTC employees

Providing telephone booth facility to dependents of deceased employees and also

medically incapacitated employees

ECS Facility for dispursement of salary and other financial benefits

Exgratia towards funeral expenses of employees by death on duty

Insurance scheme up to 3 Lakhs for death while on duty

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

FINDINGS

General findings are

1) It is the only profit making public sector urban transportation corporation in the country

2) An excellent work culture has led to various ideas and creative projects possible only

through the efforts of the efforts of the organization training and development programs

3) The use of technical people to frame recruitment tests and conduct interviews has helped

the organization to acquire the best technical employees as they are involved in the

recruitment process

4) The use of latest technology has taken them to their new heights

Audit Findings

1) Recruitment procedure and selection criteria in the organization is perfect and needs no

further improvement

2) Job classification and grading in the organization is adequate and needs to improve in this

area

3) Remuneration employment benefits and terms and conditions of employment are

adequate and needs to improve

4) Lowest cadre in the organization are not paid much attention they are taken on contract

basis and their contract is renewed after every 5 years Remuneration given to them is also

low

5) Working environment and facilities has to improved to improved

6) Work pressure on drivers and conductors is high which needs to be reduced Buses given

to them should be in good condition

7) Training given to the employees is good but periodic training has to be encourage

8) Performance evaluation has to be improved performance appraisal should be done

periodically

9) Employee discipline and labour welfare system is good

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

SUGGESTION

1) BMTC shall increase the training duration to new employee

2) Since BMTC is making profits it can increase the pay scale to the employee especially

for the mechanics drivers conductors and helpers

3) The company can allocate more funds to Human Resource Development Activities in the

organization

4) Organization should create proper communication channels among top-middle and lower

management

5) Working environment should be improved

6) The company must recognize the need for training and development of employees so as

to increase the knowledge skill and attitude of the employees

7) The company must give importance to recreation and other activities addition to working

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

CONCLUSION

Human Resource Practices are effective in certain aspects like recruitment and selection

procedure labour welfare system job grading and classification By HR Audit analysis research

student came to conclusion Human Resource Department is working effectively only in certain

aspects like performance evaluation system working and facilities has to be improved Lower

cadre of the organization should be taken care in terms of their remuneration and work load

Drivers should be provided with buses which are in good condition so that they can keep up time

as per scheduled timings

How ever during the course of the study few employees feel that they are not treated well by the

management it is all common in large organization Where some disciplinary measure to be

followed

The management should take extra attention to build up the morale of the employees and motive

to work for the corporation

During my research work the response from the members of the HR department and the

employees was good which greatly helped me in doing the Audit

It can be concluded that as far as human resource management is concerned the management of

BMTC is managing its employees in a better way

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

BIBLIOGRAPHY

1) Business Organization and Management By MCShula

2) Principles and Practice Of Management By RSGupta amp BDSharma

3) Industrial Engineering and Management By OPKhanna

4) Personnel Management and Industrial Relation By NGNair

5) BMTC website wwwbmtcinfocom

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

APPENDIX

Questionnaire

1 Is there a well structured HR unit in the organization

1048576 Yes

1048576 No

2 Does HR unit monitor an employee function

1048576 Yes

1048576 No

3 Recruitment procedure and selection criteria in the organization

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

4 Is recruitment selection process unbiased

1048576 Yes

1048576 No

5 Job classification and grading

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

6 Remuneration employment benefits and terms and conditions of employment

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

7 Are you satisfied by your salary

1048576 Yes

1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

8 The working environment and facilities

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

9 Are employees encouraged to give suggestions to improve operational system

1048576 Yes

1048576 No

10 Are best suggestion suitably rewarded

1048576 Yes

1048576 No

11 Training and development

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

12 Are employees sent for training periodically

1048576 Yes

1048576 No

13 Does HR unit monitor training activities satisfactorily

1048576 Yes

1048576 No

14 Performance evaluation systems

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

15 Has HRD unit devised effective performance appraisal system

1048576 Yes

1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

16 Employee discipline

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

17 Does HR unit attempts to the personal grievances of individual employees and settles

them

1048576 Yes

1048576 No

18 Has HR management released grievances redressal procedures

1048576 Yes

1048576 No

19 Labor welfare system

1048576 Very Good

1048576 Adequate

1048576 Weak

1048576 Basically Nonexistent

20 Is there a welfare officer in the organization

1048576 Yes

1048576 No

21 Are there welfare facilities and benefits like uniform accident insurance LTC and

other facilities

1048576 Yes

1048576 No

22 Is there a qualified safety officer

1048576 Yes

1048576 No

23 Are employees trained in First Aid application

1048576 Yes

1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No

24 Are you provided with adequate safety at work place

1048576 Yes

1048576 No

25 Does HR unit organize farewell parties to retiring employees 1048576 Yes 1048576 No

26 Are retiring employees issued with service certificates 1048576 Yes 1048576 No