Summer Internship Project Report

June & July 2009

Human Resource Information System

AT

Alok Industries LimitedMumbai

Under The Guidance of

Mrs. Minu Mishra

Submitted by- Amita Singh (8140)

Post Graduate Diploma in Management

Oriental Institute of Management Studies & Research (Vashi) New Mumbai

1

TABLE OF CONTENT

Acknowledgement                                                                                                  

 Part 1

2

Executive summary

Objectives of study

Scope of study

Human Resource Information System

 Part 2

Company History

Plants

Company policies

Awards and Certification

Company Locations

Part 3

Research Methodology   

Conclusion

Bibliography

Annexure

Acknowledgement

" One Can Mark A Hole Up To The Sky.The Only

Requirement Is To Throw A Pebble With Full

Determination & Dedication.”

3

I would like to thank Mrs. Minu Mishra & Mr. Prasanna Kumar, under the guidence of whom I had worked in the H.R. Department.

I would like to thank Mr. Alok Mahrotra for providing me this opportunity, to do my internship in Alok Industries Limited, in the H.R. Department.

As well as my sincere thanks to Meenakshi Ojha, Deepti Sahasrabudhe, Mukund Sansare, Mayuresh Dange, under whome I have worked during the period of my summer internship.

It was there constant guidance and support which helped me in making my project and internship a success, providing me with the theoretical and practical knowledge with regards to H.R. Documentation.

Thank you very much

4

PART –ONE

Executive Summary

Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems

(IS). HRIS or Human resource Information system helps HR managers perform HR functions in a

more effective and systematic way using technology. It is the system used to acquire, store,

manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's

human resources. A human resource information system (HRIS) is a system used to acquire,

store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's

human resources. The HRIS system is usually a part of the organization's larger management

information system (MIS) which would include accounting, production, and marketing functions, to

name just a few. Human resource and line managers require good human resource information to

5

facilitate decision-making. An extensive study by Towers Perrin study revealed the following

benefits of

Critical Analysis

The general perception about HRIS is that the organization can do without its implantation.

Hence only large companies have started using HRIS to complement its HR activities.

But HRIS would be very critical for organizations in the near future. This is because of a

number of reasons.

Large amount of data and information to be processed.

Project based work environment.

Employee empowerment.

Increase of knowledge workers & associated information.

Learning organization

But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs.

Objective of study

The objectives of this project report have been manifolds. In general the purpose of the project is to

have in-depth analysis and knowledge (personal details) about all the employees of all the

departments. In a larger perspective the project aimed at finding out the complete details of the

employees, so that the HR department can contact them in the case of emergency or official purpose.

This study is the starting point for further analysis.

It is hoped that a more detailed study can use a survey instrument developed from the results

found here. Understanding how to teach.

6

HRIS is more important, as organizations require their employee’s details for different

purposes.

If a given HRIS is to have any value at all to HR then information should be based on two

factors:

How many decisions will be improved by the HRIS and

How much values will each improved decision produce.

Understanding these two factors is equivalent to any HRIS

SCOPE OF STUDY

Human Resource Information system is an integrated system designed to provide information

used in HR decision making it is a tool through which an HR department can take the

informations of the employees when company requires any personal or any official

informations.

Personnel Management and administration

Industrial management

Manpower management

Organizational management

Cordial employee relations.

7

HRIS is a new technique which is used in these different fields where HR can make there work

more easy with the help of Human Resource information system they can collect the information

by providing them a form of the same format which includes there company details and personal

details also.

HUMAN RESOURCE

8

INFORMATION SYSTEM

What is Human Resource and Information System???????

HUMAN RESOURCE

Human Resources may be the most misunderstood of all corporate departments, but it's also the most

necessary. Those who work in Human Resources are not only responsible for hiring and firing, they

also handle contacting job references and administering employee benefits.

It's true that any individual who works in Human Resources must be a "people person." Since anyone

in this department deals with a number of employees, as well as outside individuals, on any given day,

a pleasant demeanor is a must.

Managing employees is a major job, so those in Human Resources must be equal to the task. Ten or

twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the

scenes to ensure personnel records were in order and employee benefits were being properly

administered, but the job stopped there. Today's Human Resources personnel don't only handle small

administrative tasks. They are responsible for staffing major Corporation.

9

WHAT DOES A HUMAN RESOURCE MANAGERS DO??

Human resources managers have a great deal of responsibility within their companies, so prior

working experience in the human resources field is essential.

One of the key functions of a human resources manager is leading the company in developing,

implementing, and auditing personnel policies and procedures. In order to ensure the company meets

its compliance requirements, a human resources manager must have a solid understanding of

applicable local, national, and international employment and Labor Law .Human resources managers

are also tasked with ensuring that the company’s employees receive adequate training on the

company’s policies and procedures.

OBJECTIVES

Human resource management's objective, on the other hand, is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner.

Key functions

Human Resource Management serves these key functions:

Recruitment & Selection

Training and Development

Performance Evaluation

Promotions/Transfer

10

Redundancy

Industrial and Employee Relations

Record keeping of all personal data.

Compensation, pensions, bonuses etc in liaison with Payroll

Confidential advice to internal 'customers' in relation to problems at work

Career development

INFORMATION SYSTEM

A standardized system for collecting, recording, interpreting, analyzing, reporting, and disseminating

data so that the data are available to be used for making critical management decisions.

In a general sense, the term Information System refers to a system of people, data records and

activities that process the data and information in an organization, and it includes the organization's

manual and automated processes.

In a narrow sense, the term information system refers to the specific application software that is used

to store data records in a computer system and automates some of the information-processing

activities of the organization. Computer-based information systems are in the field of information

technology.

Information systems support different types of decisions at different levels of the organizational

hierarchy. Major types of Information systems include structural databases and information

management software. Information system refers broadly to a computer-based system that provides

managers with the tools for organizing, evaluating and efficiently running their departments.

In order to provide past, present and prediction information, Information System can include software,

that helps in decision making, data resources such as databases, the hardware, resources of a

system, decision support systems, people management and project management applications, and

any computerized processes that enable the department to run efficiently.

11

Within companies and large organizations, the department responsible for computer systems is

sometimes called the Management Information System department.

WHAT IS HUMAN RESOURCE INFORMATION SYSTEM

An integrated system designed to provide information used in HR decision making. The Human Resource Information Systems (HRIS) provide overall:

Management of all employee information. Reporting and analysis of employee information. Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.

Benefits administration including enrollment, status changes, and personal information updating.

Complete integration with payroll and other company financial software and accounting systems.

Applicant and resume management.

12

The HRIS that most effectively serves companies tracks:

Attendance and PTO use,

Pay raises and history,

Pay grades and positions held,

Performance development plans,

Training received,

Disciplinary action received,

Personal employee information, and occasionally,

Management and key employee succession plans,

High potential employee identification, and

Applicant tracking, interviewing, and selection.

An effective HRIS provides information on just about anything the company needs to track and

analyze about employees, former employees, and applicants. company need to select a Human

Resources Information System and customize it to meet our needs.

With an appropriate HRIS, Human Resources staff enables employees to do their own benefits

updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data

necessary for employee management, knowledge development, career growth and development, and

equal treatment is facilitated.

Finally, managers can access the information they need to legally, ethically, and effectively support the

success of their reporting employees.

13

PART - TWO

14

15

Company History

12/03/1986

Alok Textiles Industries Limited was incorporated as a private limited company

Alok began with Texturising of yarn and Later on expanded into

Weaving,

Knitting,

Processing,

Home textiles, and

Readymade garments.

Texturising of yarn Weaving

Knitting Yarn Processing

Fabric Processing Home Textiles ReadymadeGarments

16

17/06/1992

The name was changed to Alok Textile Private Ltd.

11/02/1993

The company was subsequently converted into a Public Limited Company .

1993

The Company undertook to set up a weaving project at Tanghar, Bhiwadi, dist. Thana for its

weaving preparating and weaving unit. 50 nos. automatic looms and one warping machine of

cimmco make were procured for the expansion of its textrising unit the Company installed

imported roto jet clip set of Heberlien Machinenfabric AG Switzerland make on 108 spindles.

1995

To overcome the short coming the Company set upstate-of-the-art process house at New

Mumbai.

The Company undertook to integrate its activities by setting up facilities for knitting and

processing to cater to garment export industry. The knitting project housed at Silvassa was to

facilitate production of 1226 TPA of cotton knitted fabrics by installing 8 nos. imported Mayer

& Cueciculat knitting machine.

The Company also undertook to set up a state-of-the-art textile process house for processing

of cotton viscose fabrics and cotton knitted fabrics. The unit was to have an installed capacity

of 201.60 lakh meters p.a. of woven fabric and 2688

TPA of knit processing.

1996

The Company increased its capacities in yarn production to accommodate the Increase in

demand by virtue of fall in prices and due to shift in preferences from cotton to polyester.

The Company undertook to modernise its weaving operations by installing Sulzer Projectile

loom at Rakholi, Silvassa for the manufacture of 100% cotton fabrics of wider width with an

installed capacity of 25.58 lakh metres p.a. M/s. Gherzi Eastern India Ltd. were appointed for

executing the project

17

“PENINSULA BUSINESS PARK” – ALOK INDUSTRIES LIMITED (HEAD OFFICE)

LOWER PAREL, MUMBAI

18

INFRASTRUCTURE

Alok is well recognized for it’s various innovations and product developments, manufacturing and

quality assurance.

From yarn dyeing tio fabric designing, texturing, circular knitting,

weaving,processing,embroidery ,garment production and testing.

Having its head office in Peninsulas Tower, Lower Parel.Mumbai and Plants strategically located at

Navi Mumbai in Vapi and Silvassa with easy access to Mumbai international airport/Nava Sheva

seaport.

They believe in their 100% serving not only their customers but also their very own employees.

Their major plants are backed by 100% captive power, global standard effluent treatment unit’s high

standard facilities for manufacturing, product development and marketing teams, enabling them to

meet their customer’s expectations in terms of precision, quality, in time delivery, environmental and

social concerns.

TOTAL QUALITY ASSURANCE

Having setup world class testing lab, with about huge investment, not only helps in commitment,

confidence philosophy towards maintaining global standards. But also reflects their excellence.

Their passion in maintaining their product quality at all times indirectly results in rise of more and more

demanding customers with one of the finest house textile testing laboratories India, equipped with the

world’s best testing equipment from Datacolour, Macbeth, Werner Mathis and James Heal.

Right from the inputs like yarn, dyestuff and chemicals ,every batch of fabrics is tested for weaving

and knitting standard, colour fastness under different conditions ,strength ,consistency and all pre-

defined parameters of our own and of course our customers

Corporate Objectives

19

To ensure total customer satisfaction.

To be a global textile enterprise.

To attain leadership in all facets of operation and meet global standards of cost, quality

and pricing.

To constantly provide opportunities and create values for all the employees and society at

large.

To maximize profit and shareholders wealth.

PRODUCTS

20

Organic Cotton

Cotton Yarn

Garments

Apparel Fabrics

Home Textiles

Polyester Yarn

Domestic Retail

International Operations (Retail)

Realty

HOME TEXTILES

APPAREL FABRICS

KNITTED FABRICS

DYED AND POLYESTER YARN

21

GARMENTS

PRODUCT INFORMATION IN DETAIL

22

 

ORGANIC COTTON

Involved in impressive state of the art spinning, raw cotton fiber is their major input.

They are committed to 'greening' of the textile business and promote fair trade practices.

This ultimately results in increased use of organic and Fair Trade cotton – a practice that

benefits the entire textile chain: the marginal cotton growers of the country, Alok as a

manufacturer of quality textiles and the retailers.

The cotton growers get fair price of their produce, Alok gets consistent supplies of raw

material, vendor loyalty and customer delight and retailers get premium and niche cotton

products at competitive prices. So here all of them are benefited.

They have tied up with renowned Organic and Fair Trade cotton projects in Maharashtra,

Madhya Pradesh and Andhra Pradesh in India and also in West Africa for the supply of

Organic and Fair Trade cotton.

Making business eco friendly and contributing towards cleaner environment are not just

socially desirable objectives they make immensely sound business sense, too.

23

COTTON YARN

Cotton yarn is an essential part of the value chain.

The in-house availability of all kinds of world-class yarns for woven and knitted fabrics

provides Alok a considerable competitive edge in all its product categories.

Alok spins a fine combed, carded and flat cotton and cotton blended yarns for a wide range

of applications.

Their greige and dyed yarns meet the highest international quality standards and are

considered amongst the best in India.

Also their expansion of spinning capacities will be completed by the end of current financial

year, which would increase their capacities from 20,500 tpa to 58,500 tpa.

This would make Alok amongst the largest producers of cotton yarn in India, equipped with

the best possible technology and capable of producing finest quality of yarn at the most

competitive prices.  And the customer is and will be the winner.

Alok industry is end-to-end textile Solutions Company— and in that, cotton yarn is an

intrinsic part of the value chain. The in-house availability of all kinds of world-class yarns for

woven and knitted fabrics provides Alok a considerable competitive edge in all its product

categories.

24

GARMENTS

“The garment segment adds further value to the woven and knitted fabrics that we

manufacture and also meets our ultimate objectives of providing complete solutions to our

customers. We would like this segment to grow faster and thus capture the maximum value

addition in the company.

In a short span of time Alok has increased our product range and cater to the requirements of

renowned retailers, brands, designers, importers, corporate, institutions and governments.

Our garment factories are certified by leading retailers, brands and importers for adherence to

social and environment compliance norms.

We have specialized and dedicated production facilities for knitwear, shirts, trousers and work

wear. We are soon going to enter the world of high fashion. With well-defined growth plans,

we aim to become one of the largest manufacturer and exporter of garments from India.

To do so, we are expanding our in-house capacity from 11 million to 22 million garments; we

will produce a diverse range of knitted and woven garments from basic to fashion and from

formal day wear to high performance work wear, something good for everyone.”

They have specialized and dedicated production facilities for knitwear, shirts, trousers and

work wear.

They are soon going to enter the world of high fashion. With well-defined growth plans, and

aim to become one of the largest manufacturer and exporter of garments from India.

25

EMBROIDERED FABRICS

In collaboration with Grabal Embroideries of Austria, they have set up Grabal Alok Impex

Ltd. to deal exclusively with embroidered fabrics.

With world class technology and a huge capacity of 1 billion stitches, on all kinds of woven,

non-woven and knitted fabrics, Alok is geared to meet high volume production.

World’s best technology and one of the most efficient work force ensure speedy deliveries and

high service standards.

HOME TEXTILES

26

Alok entered into bed linen segment in 2003 and today they are one of the largest integrated

sheet set manufacturers and exporters from India.

Right from beginning, this division has been a major driver for the exports of the company.

Their philosophy of providing wide range of product spectrum ranging from 180 TC (Thread

Count) to 1000 TC in Dobbies, Jacquards, Yarn dyed continues to fascinate and attract buyers

from all over the world.

Frequently introducing new finishes and products like organic bed sheets, wrinkle free and

other Nano finish bed sheets.

They are strengthening their product development and designing capabilities to further

enhance the product range to meet the requirement of discerning designer labels.

The efforts taken by them have been well rewarded by the buyers in terms of the repeat orders

and higher volumes as well as by the industry councils: such as Texprocil (Ministry of Textiles,

Government of India) who has awarded them with the Silver trophy for highest export of Bed

Sheets for the second consecutive year.

POLYESTER YARN

27

Alok started its operations with polyester texturised yarn in 1989 by installing modest

capacities and is today amongst the largest Texturised yarn manufacturers in the country

with a capacity of about 70000 tons per annum.

Presently they are also implementing a continuous polymerisation plant with an installed

capacity of 182,500 tonnes per annum of POY. This would enable Alok to have full control

over the backward production chain, gaining tremendous competitive advantage and high

efficiency.

Alok is a leader in the domestic market and also has significant presence in the international

market. The Company has been awarded a Gold trophy for highest exports to Latin

American countries a testimony to its growing presence in the international market.

The capacity of this division is being further enhanced by addition of 41 machines to reach

capacity of 114,000 tons of textured yarn p.a. by March 2009 which would further consolidate

our position in the industry

STRATEGIES ADOPTED BY ALOK

28

STRATEGY GOING FORWARD

APPAREL FABRICS

Improve per unit realisation by moving up the value chain (yarn dyed fabrics, bottom wear).

Strengthen the designing and product development teams – Mileta to provide designing and technical inputs.

HOME TEXTILES

Concentrate on value added products like higher thread count fabrics, top-of-the-bed line to include comforters, quilts, etc.

Penetrate domestic market - Introduce own brands and international brands (Peacock alley being signed) through licensee agreement.

GARMENTS

Improve sales mix by increasing proportion of woven garments. Set up specialized units for high end shirts and trousers.

Introduce branded garments using International designs and quality in the domestic market.

POLYESTER YARN

Develop export market for mitigating market risk and arbitrage opportunities. Target regions like – Latin America, Eastern Europe and Asia Pacific.

Backward integration into POY manufacturing / polyester chips to improve margins.

STRATEGIC ACQUISITIONS AND ALLIANCES

29

Marketing Alliance with Teviz Textile Vizela SA (Teviz), a European manufacturer of high

end yarn dyed shirting.

Strategic alliance for getting Teviz’s products manufactured at Alok. The Portugal based

Teviz will provide the necessary technical support and design inputs to Alok.

Acquisition of majority stake in Mileta International, a leading Czech based manufacturer of

high quality shirting fabrics, voiles, table linen, bed linen and exclusive handkerchiefs.

Acquisition will provide Alok an inroad into the European market and strengthen its presence

in value added segment.

Alok would also get all the brands of Mileta.

RECENT VENTURES

Retail Venture & Brands

Alok has forayed into domestic retailing under its own chain of stores “homes & apparels”.

10 stores currently opened across Mumbai, Vapi, Bangalore and Silvassa with plans to

increase the number of stores to 100 by March 2009.

Plans to introduce branded garments and home textile products.

Licensee Agreement with Peacock Ally to introduce the home textile brand in India.

SEZ

Alok will be developing a textile specific SEZ in the Union territory of Dadra and Nagar Haveli

Through its wholly owned subsidiary - 132 acres of land has already been acquired.

30

Obtained in-principle approval from the Government of India for this purpose.

Will also set up own garment, made-ups and embroidery units in SEZ.

SUPPLIER TO LEADING BRANDS OF THE WORLD

Nominated/ Preferred vendor to GAP, JC Penney, Marks & Spencer, Liz Claiborne, Target, Wal-Mart, Nordstrom, Costco, Macy’s, Kohl’s, Springs etc.

ALOK – VISION 2010

Be a Global Textile Enterprise

Be the largest Integrated textile company in Indian sub-continent with turnover exceeding USD 1 billion

Established Brands and Retail presence

Be a Star Export Trading House

Preferred choice for all stakeholders

31

RETAIL VENTURE H&A

 

32

Retail foray for Alok is the logical culmination of the textile value chain that starts from cotton

procurement and ends with the apparel / home textiles being sold at an Alok outlet to the

end-user.

They have, therefore, entered the consumer market with their retail chain of stores named

as 'H&A' (Homes & Apparels). These stores are targeted at the rapidly growing mass market

across India.

H&A stores are positioned as complete family stores for apparel, home textiles and

accessories offering the pleasure of buying high quality textile products at affordable prices.

A clear testimony to high consumer satisfaction and the correctness of their assumptions is

reflected in the fact that 80% of the customers make repeat visits to their stores.

Alok’s initial rollout has given them valuable insights in the Indian textile consumer’s buying

behaviour, retailing logistics, product mix and the overall complexities of the retailing

business. They are now ready to go into an accelerated expansion mode. To begin with, the

present 32 stores would be increased to over 250 by March 2009.

Their long term vision includes H&A stores located across India, giving the customer a wide

quality apparel and home textile products at affordable price points at a store nearby.

33

INTERNATIONAL OPERATIONS- TEXTILES

Alok's international textile operations took off with the acquisition of Mileta in the Czech

Republic a European major in yarn dyed shirting, handkerchiefs and table linen, which

specializes in high-value premium products.

The acquisition has created considerable synergies and value addition for both Alok and

Mileta. As part of Alok, Mileta is now a provider of technical expertise, especially in yarn

dyed fabrics.

Well-known apparel brands such as Mileta, Erba, Cottonova and Lord Nelson are now in the

Alok portfolio and are in the process of being progressively launched in India. Mileta also

provides Alok greater penetration into the European market.

34

For Mileta, Alok's large scale, state of the art integrated manufacturing capacities provides

low cost manufacturing base. The modernization programme at Mileta initiated by Alok

during the year would improve its efficiencies and competitiveness in the European Market.

Together, they expect to grow considerably in the coming years.

INTERNATIONAL OPERATIONS- RETAIL

Alok has entered international retailing — by taking a strategic stake in a UK based retail

company Grabal Alok (UK) Ltd. (formerly known as Hamsard 2353 Ltd.) having 218 retail

stores across England, Scotland and Wales.

These stores offer value for money ranges of garments for women, men and children and

home ware and related accessories.

Alok is presently implementing several strategies to improve the performance of Grabal

(UK), which includes: re branding the stores as “Store Twenty One” (from'qs'),

repositioning the stores as “value proposition” from “discount stores”, improving the

product profile and improving overall efficiencies.

35

The network of 218 stores is also being expanded to over 300, including shop-in-shops in

UK's leading department stores and new stand alone stores.  

They have a good team now in place and the benefits of the new initiatives have started

yielding results. They would not only grow in UK but would also like to take “Store Twenty

One” to other parts of Europe and even to India.

ALOK’S REALTY

Alok's realty business is driven through its wholly owned subsidiary, Alok Infrastructure, which has contracted to develop about 1700,000 square feet of premium office space in Mumbai. This division aims at Alok generating revenue through rentals and capital appreciation.

The company also has around 400 acres of land at Silvassa which can be utilized for developing SEZ, integrated township and other commercial purposes. They would continue to explore opportunities in this sector to maximise the gain for the stake-holders.

36

PLANTS

Alok Industries Plants

Turbhe - Garment Plant

Bhiwandi – Weaving Plant

Vapi – Continuous Processing Plant

Pawane , Navi Mumbai – Batch Processing Plant

Silvassa Plant – Spinning, Garments/ Made Ups

Silvassa Plant (Rakholi) – Wide & Normal Width - Weaving

Texturising, Knitting , POY/PTY Plants

Alok Industries International Locations

Czech Republic – Mileta

Bangladesh – Sales Office

United Kingdom – Sales Office

China – Sales Office

Alok Industries Local Offices

37

Nariman Point – Registered Office

Mahape – Grabal Alok Impex Ltd

Vasona – Grabal Alok Impex Ltd

Band Box – Worli – Garments, Retail

CSR Activities

HO – MUMBAI

Blood donation camps are arranged in the Corporate Office

Alok has also contributed towards the Prime Ministers Relief Fund

At the companies garment plant at Silvassa , approax 1000 tribal woman have been trained

Adopting schools near Silvassa for distributing free meals to the students

The company also proposes to set up a partially charitable, state of the art hospital at

Silvassa.

VAPI PLANT

Responsible water usage and water treatment are major areas of focus at Alok

At the Companies Vapi Plant, Rainwater is being collected across the Plant Area and then

transported to an underground raw water tank or to a pond in the Plant Area.

This rainwater, which is superior in quality to the available raw water resources, is then used.

Waste water treatment and discharge are also areas where Alok has taken a no of steps to

protect the environment.

Other CSR Activities

Community Development

Education

Charitable and Hospital and Medical Care

Creating a sustainable environment

Water treatment and conservation

38

Energy Conservation

Organic Cotton

Children Education classes for the benefit if children of construction workers at Vapi

Tree Plantation initiatives are being carried out at Vapi and Silvassa, as a part of greening at Vapi

Free health Check-Ups and blood donation camps at the plants.

COMPANY POLICY

CTC POLICY

The said CTC package consists of the following elements:

BASIC SALARY

HOUSE RENT ALLOWANCE

EDUCATION ALLOWANCE

MEDICAL ALLOWANCE / REIMBURSMENT

PROVIDENT FUND

Super annuation

Superannuation age is 60 years. Retirement will be on 31st day of March you the completion of 58 years of age.

ALLOWANCES

HRA – 30 % of the Basic Salary

Conveyance Allowance – Provided as per grade of the Employee

39

Educational Allowance – Employees of S-3 grade and above will be entitled to education allowance per month as per an amount applicable to grade.

Subscription Allowance – Employees M-1 Grade and above

GRATUITY POLICY

All employees are entitled to the payment of gratuity on completion of continuous 5 years of service.

Gratuity Payable

(Basic + DA) * 15 * no of services / 26

Attendance Policy

1) Wearing of ID Card on Duty

Everyone is requested to mandatory display their ID Cards by wearing the same on duty

2) Daily Bio-Metric Attendance Registration for both IN & OUT

Everyone is requested to mandatory register their attendance daily in the Bio-metric Attendance

System for both IN (while coming to Office) & OUT (while leaving for the day). Single Attendance

registration will not be considered as Present for the day.

3) Employees going on Outdoor Duty (Entire Day/1 ST half/2 nd Half )

The hard copy of the Outdoor Duty Forms (Annexure-1) should be handed over to the HR Dept.

(Mr. Mukund Sansare) authorized by the Head of concerned department or Immediate Superior

prior to proceeding on such OD .in extreme exigencies such forms can be given immediately on

the next working day. The employee should clearly mention the period/timings of OD for 1 ST and

2nd Half of the day. Please also note ht delay in submission of the same will not be considered.

3) Employees leaving early or coming late (for 2 hours concession)

The hard copy of early going/Late Coming Forms (Annexure-2) should be handed over to the HR

Dept (Mr. Mukund Sansare) authorized by the head of concerned department or Immediate

Superior prior to availing such concession. The employee should clearly mention the

period/timings for the said concession. Please also note that delay in submission of the same will

not be considered.

40

4) Employees going on Leave

The existing procedure in this regard of sanctioning leave from their Dept,head in the Leave card

shall remain unchanged.

ALOK - AWARDS & ACCREDITATIONS

Winner of TEXPROCIL’s Silver Trophy for Fabric Exports and Bronze Trophy for Made-

ups export for 2005-06 in the manufacturer exporter category.

Certified ISO 9000:2000 Company.

Awarded “Valued Business Partner” by Li & Fung Limited.

Awarded “Certificate of Excellence” by Kohl’s Department Stores for partnership and

team work.

Oeko - Tex certificate issued by Testex, Germany.

Control union certificate for 100% organic products issued by CU Inspection P. Ltd.,

Netherlands.

Obtained the Supima license for use of their cotton in the manufacture of Fabrics.

Obtained Fair Trade license for use of their cotton by FLO - Fair Trade Label

Organization, Germany.

Obtained “Skal International Standards for Sustainable Textile Production” Certificate for

process of natural fibers from Control Union Certification, Netherlands.

41

PART - THREE

42

Research Methodology

In order to understand and achieve the objective of the project and to have an in depth knowledge

about the chosen topic of interest it was important to gather the relevant data from various sources.

To accomplish the objective of project, data collected from secondary sources.

 

SECONDARY DATA COLLECTION

Secondary data are the data that are collected by others and is to be "re-used" by the researcher. The

most common sources of secondary data today are books, research journals, internet etc.

To accomplish the objective of this work, secondary sources of data collection were used.

 

To collect the data, questions were circulated on internet, on citehr.com a community of HR

practioners and professionals. The purpose was to find the practical application, use and satisfaction

derived by the organization from using these psychometric tools. The various sources from which

secondary data was gathered included numbers of journals, research papers and the internet search

engines, magazines etc.

43

Conclusion

To sum up and conclude, it helps the HR department to meet the challenge of more than thousand

employees. Many companies have seen a need to transform the way Human Resource operations are

performed in order to keep up with new technology and increasing numbers of employees. The human

intelligence is closely related with the human experience and decision making skills which is strongly

backed by information's. Now a day's in every field of human working right information is considered as

the most important resource of good decision making. although there was difficulty adapting to a new

way of recordkeeping this but HRIS made it so much easier with a system and it do a lot for us we

don’t always have to visit in the cabinet of other employee for there file just to get the

information .These are the new management tricks to get all the information of other departments.

44

Bibliography

http://en.wikipedia.org

www.humanmetrics.com

www.google.com

www.alokind.com

45