MPM Project.2013

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AProject Report

On

HR Planning and Policies with special reference to

World Health Partners (NGO) New Delhi.

ByGaurav Kumar Sharma

Under the guidance ofProf. Swati Yeole

Report Submitted ToPune University

In Partial Fulfillment of the requirementFor the award of the degree of

Master in Personnel Management (MPM)

ThroughInstitute of Business Management and Research

(IBMR) Chinchwad, Pune 411019

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Serial

no.

Contents Pageno.

1 Executive Summary

2 Objective of the study

3 Scope of the study

4 Company profile

5 Theoretical Background

6 Research Methodology

7 Data Collection

8 Data Analysis & Interpretation9 Findings & Observation

10 Suggestions

11 Limitations

12 Conclusion

13 Bibliography

(A) Annexure

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ACKNOWLEDGEMENT

With immenseness pleasure, I Gaurav Kumar Sharma would like to present this report, HR

Planning and Policies with special reference to World Health Partners New Delhi Regionwhich would not have been possible without the goodwill and support of the people around, as a

student ofInstitute of business management and research (IBMR), Chinchwad, Pune 19. I

would like to express my sincere thanks to all those who helped me during my HR internship

research.

I would like to thankDr. Asha Pachpande, Secretary ASM group of Institutes for encouraging

us throughout ourSIP and providing necessary inputs.

I extend my sincere thanks to Ms. Swati Yeole internal guide, Mr. Shailesh Sharma as my

external guide for having spared their valuable time with me and for all the guidance given inexecuting the project as per my requirement.

Last but not the least, I would like to record deepest sense of gratitude to my friends for their

support and constant encouragement.

However, I accept the sole responsibility for any possible error of omission and would be

extremely grateful to the readers of this project report if they bring such mistakes to my notice.

Gaurav Kumar Sharma

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Declaration

I Gaurav Kumar Sharma, student of Masterin Personnel Management (MPM) in Institute

Of Management And Research (IBMR) Chinchwad, Pune 19. As we know that summer

internship program is the part of our curriculum, so it is a very important for us and I got an

opportunity to work for World Health Partners at New Delhi region. It was great Pleasure to

work with such esteemed organization.

I hereby, declare that this project entitled, HR Planning And Policies with special reference

to World Health Partners New Delhi Regionsubmitted in partial fulfilment for the award of

the degree of master in personnel management, is the bonafide record and no part of this project

has been submitted by me, for any other degree, diploma or for any other title.

Date:-

Gaurav Kumar Sharma

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PREFACE

As a course of curriculum of M.P.M.it is a required to do summer project and training .Training

is considered to be essential as it interface with real condition and happenings in the

organization. I feel really proud having completed my training at World Health Partners (NGO),

which is a well known organization, in the field of non government organization.

HR Planning and Policies with special reference to World Health Partners in New Delhi

region.

An attempt has been made by me to provide all relevant and important details regarding. The

topic is to support the theoretical aspect with concrete research evidence. This will helpful to

clear the dust surrounding the various aspects of the topic.

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Executive Summary

Training is considered to be essential as it interacts with the happening in the organization. It is amatter of pride to have training in World Health Partners New Delhi. This project covers thetopic HR Planning and Policies.

The project work was basically carried with a view to study and analyzes the HR planning,policies evaluated the employees satisfaction regarding various HR planning and policies

consequently enlisted some recommendation to improve the same on the companys part.

For the purpose of data collection a questionnaire was prepared targeting 65 employees of WorldHealth Partners. Interview method was also required at the place where it was required.

Data was analyzed in depth by using appropriate research tools. Analysis part is followed bysome findings about the research. The conclusion is made on the basis of the study and also thelimitations and measures that should be adopted are mentioned.

The objective of the study is that to getting some practical knowledge in the area of personnelmanagement and HR as well as to study the planning and policies of the company that how it

does work for the poor people.

Through the internship I got that the topic has some scope like Study of the employeesatisfaction and related to organizational policies can also be utilized to improve the satisfaction

level in employees by various departments and as well as It covers HR policy, which is utilized

in the company.

When we talk about company profile then it simply known that it was founded in 2008 by

current WHP President, Gopi Gopalakrishnan. Prior to WHP, Gopi founded and managed the

Janani Program in collaboration with WHPs current core management team. WHP was foundedout of the Janani model with the goal of better serving the rural poor through a broader base of

services, an enhanced product delivery platform, and the incorporation of new technologies.

Janani has won national and international acclaim for its innovative and creative management,and currently delivers 20% of the family planning products in the Indian state of Bihar.

I have also explained theoretical background in which I explained the policies of the company

regarding the tour & travelling policy, recreational facilities, retirement benefit, manpowerplanning and hours of working.

I have also done the data analysis & interpretation in that I found the employees perceptionregarding the companys policies and planning at the staff level employees within the

organization.
http://www.janani.org/http://www.janani.org/

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But in the findings and observation I found actual data from the staff level employees because

some employees were satisfied while some employees were not satisfied from the companys

policy.

In the suggestions I gave some important suggestion which could be beneficiaries for the

company such as Induction practice not only should be well provided but also to each and everyemployees it should be. Some behavioral training should also be provided by the company totheir employees from which they can perform well and they will also give more output to the

company. If they are performing well then they should need motivation.

The reward and recognition should also provided by the company because if the staff level

employees will get the reward then they will be more appreciated from their work and give 100%

output to the company.

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Objective of the study:

The following objectives are as follows:-

To get practical knowledge in the area of personnel management and HR.

To study and analyze HR planning, policies and its HRD functions.

To assess the employees satisfaction regarding various HR planning and policies.

To understand the HR policy, which are the followed in the company?

To find out the ways to improve on job safety measures.

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Scope of the Study:

To have clear and correct understanding of HR planning and policies regarding recruitment,selection, retention and separation of the employees.

Study of the employee satisfaction and related to organizational policies can also be utilizedto improve the satisfaction level in employees by various departments.

To have a correct and apt policies structure for the organization to understand theemployed recruitment and reframe the policies beneficial for both organization and

employees.

To see whether these policies is regarded as device to overcome specific problem.

In a global scenario its one of the HR challenges to proper implementation of variousorganization policies and understanding of employee thinking is very important. The survey

helps us to understand both effectively.

It covers HR policy, which is utilized in the company.

It helps to give information about the HR activity.

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Company Profile

WORLD HEALTH PARTNERS:

Mission

World Health Partners (WHP) is an international nonprofit organization that provides health and

reproductive health services in low-income countries by harnessing local market forces to workfor the poor. Leveraging existing social and economic infrastructure, we utilize the latest

advances in communication, diagnostic and medical technology to establish large scale, cost-

effective health service networks. We focus on serving rural and other especially vulnerablecommunities.

Vision

WHP brings the benefits of modern health and reproductive health care to those most in need.

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History:-

Background

WHP was founded in 2008 by current WHP President, Gopi Gopalakrishnan. Prior to WHP,

Gopi founded and managed the Janani Program in collaboration with WHPs current coremanagement team. WHP was founded out of the Janani model with the goal of better servingthe rural poor through a broader base of services, an enhanced product delivery platform, and

the incorporation of new technologies. Janani has won national and international acclaim for its

innovative and creative management, and currently delivers 20% of the family planningproducts in the Indian state of Bihar.

Implementation

In November 2008, WHP launched an 18-month pilot program in Uttar Pradesh (UP). The UP

pilot successfully delivered family planning and health services beyond the programs

expectations, thereby providing initial evidence supporting WHPsmodel. Incorporating lessonslearned from UP and with support from the Bill & Melinda Gates Foundation, WHP expandedinto the neighboring state ofBiharin the beginning of 2011. In addition to activities in India,

WHP intends to expand operations to other countries in fulfillment of their mission to serve the

rural poor on scale.
http://www.janani.org/http://worldhealthpartners.org/?p=29http://worldhealthpartners.org/Resources/report_19.pdfhttp://worldhealthpartners.org/Resources/report_19.pdfhttp://www.gatesfoundation.org/http://worldhealthpartners.org/?p=26http://worldhealthpartners.org/?p=26http://www.gatesfoundation.org/http://worldhealthpartners.org/Resources/report_19.pdfhttp://worldhealthpartners.org/?p=29http://www.janani.org/

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Our TeamWHP is a young organization, yet is staffed by a team that has extensive experience

implementing social marketing and franchising programs in low-resource settings. The WHPinfrastructure is characterized by a small central management team that works with local teams

that are outsourced to distribute products, train providers, monitor activities, etc.

Gopi Gopalakrishnan

President & Founder

Karen Pak

Oppenheimer MS,

MPHVice President

Prachi Shukla

General Manager

Anna Stratis, MD

Chief Medical Officer

Andrei SinioukovDirector of

Partnerships and

development

Nagesh KumarChoudhary

Deputy General

Manager (Finance)

Chandra Shekhar

Joshi

Deputy General

Manager

(Field & Operations)

Tafsirul Mazahir

Deputy General

Manager

(Monitoring &

Evaluation)

Akhilesh KumarSharmaDeputy General

Manager

(Field & Operations)

Kamal TalrejaManager(Technical)

Navin Kumar

AgarwalTeam Leader
http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5http://worldhealthpartners.org/?p=5

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Our Board

Martha Campbell, PhDPresident, CEO & Founder

Venture Strategies for Health and Development

Gopi Gopalakrishnan

President & FounderWorld Health Partners

Philip D HarveyPresident & Founder

DKT International

Indian Governing Board

Dr Shanti Ghosh

MBBS, DCH, DTM&HMaternal and Child Health Expert

Dr. Indrani Gupta

Health Economist

Syeda Askari Imam

Advertising andCommunications Expert

Rajiv Lochan MisraIndian Administrative Service (retd.)

Health Policy and Systems Expert
http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6http://worldhealthpartners.org/?p=6

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Our Partners

WHP serves as a bridge between the private sector, all levels of government, and other

stakeholders.
http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/http://www.grameenfoundation.org/http://www.thoughtworks.com/http://cohesiveindia.org/http://gov.bih.nic.in/http://ideasfoundation.in/about.htmlhttp://berkeley.edu/http://www.neurosynaptic.com/http://www.venturestrategies.org/

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OUR PROBLEMS:-

ISOLATED RURAL COMMUNITIES

Lots of people live in hard to reach places.

When they get sick, the closest doctormight be tens of miles away.

GOVERNMENTS NEED SUPPORT

The government functions as a monopoly which is always a

difficult system to administer for delivering quality ofservices to clients, even if increased funding becomes

available.

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NGOS UNSUSTAINIBILITY

Relying on grants and donors is not a sustainable model forsuccess, and NGOs tend to have reservations when it comes

to working with the private sector, even if thats where most

resources are available.

WEAK INFRASTRUCTURE

Existing supply chains are inefficient and unreliable. Th

inefficiency and disorganization drive up costs and meanthat essential products and services have a hard time reachin

remote, rural areaswhere people have the most dire needs.

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Our solutions

So, how does WHP address these challenges?

TELEMEDICINE

When a local health provider cant treat a patient, patien

connect with a city doctor through an audio- or audioenabled remote medical diagnostic device on a compucellphone.

INFRASTRUCTURE

A franchised system enables us to leverage the right resources for

the right need. Local resources are used for their socialrelationships, while communication technologies are used to

connect rural patients and providers to higher-skilled doctors.

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HOLISTIC

Our network provides comprehensive health care. Werequire providers to deliver preventive services at a

regulated, affordable price. In return, the provider is

admitted into our certified network with access to resourcesthat lead to higher incomes.

SCALABLE & SUSTAINABLE

Because our network is built on the already available

resources and infrastructure of each local community, we

can easily scale up and offer services at a much lower cost.

REGULATION

Mandatory training and services regulation for all providers

in our network mean that we know our patients receive

quality and affordable care.

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BIHAR BACKGROUND:-The 5-year Bihar project began in 2012 and aims to improve disease management through large-

scale, private sector engagement. Our goal is to both provide general health and family planning

services and increase detection, diagnosis and treatment of: tuberculosis, visceral leishmaniasis

(VL), and childhood pneumonia and diarrhea, by 15 to 20 percent.

100 Million People

3rd Most Populous State

85%Live in rural communities

55%

Live Below the poverty line

180,000 TB cases per year

Highly preventable

200,000 kala azar (VL) cases/year

Deadly but very curable

85/1000 under-5 mortality rate

An exceptionally high rate

GOALS

14,050SkyCare rural Providers

1,250

SkyHealth Centers

12,000SkyMed Pharmacies

60Franchised Diagnostic Centers

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Uttar pradesh background:-

WHPs pilot program spans three districts, covering an estimated 3.6 million people, 2 million of

whom reside in rural and remote villages. The franchise network provides comprehensive healthservices, but focuses on delivering family planning products and services to the rural poor.

The major lesson learned during this pilot is that rural clients are willing to adopt family

planning if services are provided close to home.

200 Million People

Most populous State

80%

Live in rural communities

40%Live below the poverty line

31%Routine immunization coverage

24%

Unmet need for family planning

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Future:-

Growth & Collaboration:-

The WHP model is designed to be replicated within and beyond India. Key program areas thatWHP will focus on through collaboration and innovation include:

TECHNOLOGY DEVELOPMENT

Low-cost technologies that circumvent infrastructure challenges and connect people to

health services.

IMPACT MEASUREMENT

Metrics to better understand and measure our impact.

BUSINESS DEVELOPMENT & PROGRAM PARTNERSHIPS

Build partnerships to help us replicate and expand to other low resource regions,

particularly Sub-Saharan Africa.

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THEORTICAL BACKGROUND: HR POLICIES

WHAT IS HR POLICIES?A policy is a verbal, written, or implied overall guide setting up boundary that supply the general

limit and direction in which managerial action will take place.

A policy is basically statement, either expressed or implied, of those principals and rules that areset up by executives leadership as guide and constant for the organization thought and action. Its

principal purpose is to enable executive summary leadership to relate properly the organizationswork to its objectives.

A policy is a definition of common purpose for organization components or the company as a

whole in matters where, in the interest of achieving both components and overall companyobjectives, it is desirable that those responsible for implementation exercise direction and good

judgment in appraising and deciding among alternate course of action.

It becomes a part that policies provide a mean for caring out that management process and as

consequences, assets in decision making; perhaps same statement can be made about objectives.Certainly there are similarities, both policies and objectives can be idealistic or realistic, general

or specific, flexible or inflexible, qualitative or quantitative, broad or narrow in scope.But there is a distinct difference. While objectives can be set by individual for himself, a policy

is unique to organization and institution, since it is being formulated only by top management.As such, it is a directive. Therefore, the setting of objectives permitted greater participation in

members of an organization, and their use can result in stronger motivation.

Beyond the essentials fact that objective determines What and policies explain How there issecond basic differencethe time element. An objective established today is not intended to be

reached today, but at a specific point in future, consequently it is effective for a specific period.

A policy formulated today is effective and thereafter, until it is replaced with revised policy or

declared invalid.

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Need and importance of policies:-

HR policies are concerned with those decisions, which have a major and long term effect on the

employment of people in the organization and on the relationship, which exist between in

management and staff.HR policies exist to support the achievement of the business strategy. This support should be

both proactive and reactive.A proactive approach will identify the human resource strength of the organization so that

business strategies can be utilized and developed.

Reactive in those decisions can be taken in the form of resource development, reward andemployee relation, and motivation or commitment strategies.

The importance attached to managing corporate culture. And it emphasis on the importance of

commitment and mutuality.

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Types of Policies:

Abusiness enterprise may have the following kinds of policies:

1) Functional Policies :-Policies may be set up in the key areas of the enterprise like personnel, finance,

purchase, production, marketing, and quality. Such policies are known as functional

policies.

2) Internal Policies:-Internal policies include those initiated by managers at various levels to guide the

subordinate. Such policies are closely related to organizational objectives. The differ in

their nature and scope depending upon the level of management were they have been

formulated. They can be sub-classified in to 2 categories.

a. General policy:- It affects the middle level manager and is more specific than abasic policy. It used mainly by the middle level managers.

b. Departmental policy:- It is highly specific in nature and is applicable at the lowestlevel of the management to provide a guide in day to day activities.

3) External Policies:-External or imposed include those policies arising to meet the various pressures and

requests of forces outside the enterprise such as government, trade unions and trade

associations.

4) Appealed Policies:-Such policies are formulated on the basis of the suggestions and complaints received

from the employees. This happens when the subject-matter of a suggestion orcomplaints is exceptional in nature and is not covered by the existing policies. Such

policies are sometimes incomplete. So it is better to replace them by the original

policies.

5) Stated or Explicit policies:-Such policies are usually in writing and form a part of enterprise manual. They are

definite and generally rigid.

6) Unstated or Implied policies:-These policies are not recorded in writing even though they are followed at every level.

Sometimes they are not stated orally but are infrared from the behavior of the manager.

Thats why they are known as a implied policies. An implied policy is generally fixable innature.

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What are the risks if you dont have current and relevant HR Policies and

Procedures?

Ever wondered why you need HR Policies and Procedures? Why are they necessary and will they restrict your management of employees? What if you dont have well written, up to date, communicated and relevant HR Policies

and Procedures that fit with your culture and strategy?

When was the last time you reviewed your organizations HR Policies and Procedures? Does the thought of the cost and time to pull together your HR Policies fill you with

dread?

These are just some of the many questions being faced by employers who are afraid of getting

caught up in red tape or legal suits especially if their business has grown so rapidly from a

small to medium business and they have been so busy doing the doing that they havent hadtime to think about how theyll look after more employees.

A number of clients weve met recently have had the same dilemma and sheepishly admit theirHR policies are dusty files that sit on a shelf and dont get looked at, are out of date, or are filed

on various PCs written by past managers who left some time ago. If this sounds like you, dont

worry. Youre not alone, and like many managers weve talked to, sitting down and writing or

updating policies is often at the bottom of a lengthy to-do list.

Next time well discuss what the HR policies should contain and tips for what they should looklike, but for now, lets look at why organizations should have HR Policies and Procedures and

why they are vital for managers to set boundaries for their most important assettheir people!

Why should organizations have HR Policies and Procedures?

Well-written HR Policies and Procedures allow employees to understand what the rules are of

working for the organization. Some call it a guide or a framework to govern employee relations.

HR Policies and Procedures help managers and employees understand whats expected and

prevent misunderstandings about how to behave and how things are done within theorganization.

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Benefits of the HR policies are as follows:

Recruitment and Employment

Advertising for and hiring employees is a core HR function. Human resources policies that

include what goes into the recruitment and selection process inform employees of the companysexpectations and procedures. This is particularly useful if an employee wants to refer a job

applicant to your company.

Rehires and Promotions

Human resources policies explain the companys stance on rehires and promotions. This includes

the grounds for rehiring a terminated worker and the process for moving up in the company.Typically, employees who leave the company in good standing are eligible for rehire, and

employees who have performed satisfactorily or above expectations receive promotions. These

policies include what employees need to do to be considered in these instances.

Compensation and Evaluations

Human resources staffers use a combination of job analysis techniques and market surveys todetermine the amount to compensate an employee while remaining competitive within the

workforce. Further, the department establishes policies that address the evaluation and

management of employee performance. While the policies do not state the amount employeesreceive, they do state that employees are compensated according to their skills, efforts and scope

of responsibilities. This informs employees of the basis for compensation.

Training and Development

HR policies include provisions for training and professional development so employees know theresources that are available to them. These policies also help reassure new employees, as well as

those who have been given added responsibilities, that assistance is available.

Employee Issues

HR policies inform employees about how to handle problems at work. Whether the issue

involves coworkers, management or the work itself, employees want to know that they have

someone they can share their concerns with in private. The policy outlines the chain of command

in handling problems, such as the employee approaching her supervisor or manager first, orgoing directly to HR.

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Company Rules

HR policy manuals outline internal policies and the companys code of ethics. This includes

items such as dress code, professionalism, vacation time, personal and sick time, holidays,workplace safety, discrimination, and how to interact with co-workers and customers. Ethics is

particularly important because it tends to vary from person to person. By outlining what

constitutes good behavior in your company, employees know whats expected of them.

Labor Law Application

Labor laws are vast and complex. Human resources policies include posting a breakdown of laws

so employees understand how the laws apply to them. Policies dealing with minimum wage,

overtime, record-keeping, employee benefits and breaks clarify what employees are entitled toand how to do their part to ensure timely paychecks, such as submitting time cards to the payroll

department on time.

Grounds for Termination

HR policies state the grounds for which an employee can be terminated. Explaining grounds fortermination helps protect the company if from retribution if an employee was fired for violating

policies clearly stated in the company manual.

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THE POLICIES OF THE COMPANY:-

Policy No.1:- Manpower planning Policy

Purpose

To identify the current and future manpower needs To have a proper utilization of workforce which can help save money now, and as you

plan for your companys future.

To recruit quality manpower at all levels in terms of knowledge, skills, attitude andcharacter without any discrimination on the basis of age, sex, religion, nationality orcaste.

To operate an economically flourishing business, so there exist consistent level of workand equal opportunity to grow.

To increase work productivity.

Policy Guidelines

It is the policy of our organization, which is to establish and adhere to standard manpowerplanning procedures. This guide is a brief summary of the key points central to conducting a

successful manpower plan.

HR Role

The HR plays a huge role in the process development of Manpower planning. HR is in a positionto make decisions, in coordination to organizational goals and development. Other department

heads / Managers may offer recommendations for resolution.

Documentation

At all stages of Manpower Planning process, it is the responsibility of the Chair of the panel to

ensure that notes are kept detailing, with the reason for projecting manpower with their respectedduties and responsibilities. These notes could be called upon as evidence of the fairness of any

process, either through an internal assessment or to support an external investigation. The notes

should therefore be relevant to, and necessary for the process itself. It should be noted thatemployees. would normally be entitled to have access to the positions open for recruitment, forthe subsequent months as decided by the Chair Panel. All records must be handed to HRD by the

Chair of the panel.

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Policy No.2:- Performance Appraisal Policy

Performance appraisals are essential for the effective management and evaluation of staff.

Appraisals help develop individuals, improve organizational performance, and "feed" the

business planning, personnel infrastructure, and position succession planning and developmentprocess.

A performance appraisal policy should meet certain requirements:

Employees must feel there is a direct relationship between their work and the rewardsthey receive

Goals established by managers and supervisors, with the employee, must be clear Employees must feel that the performance appraisal policy is fair, accurate, and

consistently applied.

It should establish individual training requirements for career and succession planningPerformance appraisals should be positive experiences, fostering positive relationships between

management and staff - not something that is looked upon with fear and resentment, or is used to

handle disciplinary issues.

HR can assist you in developing a performance appraisal policy, a procedural process, therequired documentation, and assist in the needs analysis to identify areas for performanceimprovement, that:

Communicates organizational goals and their relationship to the individual Measures the degree to which an employee's performance reached the established

objectives and performance factors Recognizes the employee's contribution Clarifies expectations and actions to improve performance Allows the employee to express opinions regarding performance related issues, in a

non-threatening environment

Obtains mutual agreement on necessary actions Plans growth and development opportunities for the employee Establishes objectives and standards for the next evaluation period

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Policy No. 3:-Tour and Travel Policy

1) Purpose:

This document ensures that employee travel is consistent with the business objectives of the Widget

Corporation. It also ensures fair and equitable treatment of employees by defining procedures forauthorized business travel and guidelines for expense reimbursement.

2) Overview:

A critical balance must be sought when requesting travel. This is the company's need for cost

effectiveness and the employee's need for quality services and support. Employee travel should be via

the lowest cost alternative, consistent with good business practices. Neither luxury, nor sub-standard

modes of transportation and accommodations should be used.

Employee travel and the expenses associated with it, will be authorized only in circumstances which are

clearly consistent with the mission of the company. It will be the responsibility of each companymanager to ensure that all employee travel meets this objective and that reimbursement made only for

actual, reasonable business expenses in connection with authorized travel as defined in this document. In

order to maintain control over expenditures, any expense submitted which does not comply with theguidelines of this procedure will not be reimbursed, unless a accompanied by a valid exception by

management. Expense reports must be submitted in a timely manner.

All travel must be requested using the official company "Travel Authorization Form" (hereafter

referred to as a T/A.), signed by the appropriate department manager. Subsequent to approval; travel

arrangements, including airfare, rental car, lodging and planning of meetings can be co-ordinate through

the appropriate departmental support staff. The company will use a travel management firm to facilitate

the procurement of travel. The designated travel firm will provide travel management reports. Therationale behind using a single travel firm is that management reports providing a central data base of

savings analysis, cost allocation regarding air, car and hotel expenditures, is valuable information. Ithere are a multiple booking sources, this data cannot be complete. All reservations will be made

through the company authorized travel management firm:

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Policy No. 4:- Hours of work (Staff/Officers/Managers)

1: Actual hours of work and weeks off days shall be as may be declared and in force from time to

time.

2: The normal weekly hours of work for employees shall not exceed 48 hours.

3: If exigencies of work so deemed, the management may required all or any number ofemployees to work beyond normal working hours in or outside the establishment on working

days or on weekly off/paid holidays.

4: In normal circumstances, no employees will be allowed to work on holidays and beyond officehours.

5: In emergency or due to exigency of work, the head of department shall advise the individual

employee and written intimation to that effect (Extra work permission) shall be handed over to

security and a copy to personnel department for staying late/ working on weekly off/paidholidays. The duration of extra working hours and the justification need to be mentioned on the

form.

Location Office timing Weekly holidays

G.K.II ( New Delhi) 9:00AM6:00PM Sunday

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Research methodology:Research methodology is a way to systematically solve the research problem. Thus research

methodology not only involve research methods but also consider the logic behind the methodswe use in the context of our research study why we are using a particular method or technique

and why we are not using others so that research results are capable of being evaluated either bythe researcher himself for by others.

An ideal research methodology includes a series of activities or steps known as research process

which is necessary to carry out research. This include-

Formulating the research problemTo know the policies and practices in a company and to find out that the policies in the

company is smooth running of the organization.

Review Literaturea. Review concepts and theories.b. Review previous research and findings.

Sample sizeI have taken the sample size of 65.

Collecting the dataThe data is collected by many ways like conducting interviews, filling questionnaires etc.

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Data Collection:Any kind of research include two types of data i,e.

1) Primary data2) Secondary data

1) Primary data:These are that which is collected a fresh and for the first time and thus happen to be originalin nature. One can obtain primary data either through observation or through direct

communication with the respondents in one form or the other or through interview.

Thus primary data can be collected by

a) Observation methodb) Interview methodc)

Questionnaire method

In the given research the primary data was collected by the observation method. The

questionnaire method is also used under which various questionnaire are asked to the

respondents and answers are analyzed and interpreted using graphs, tables and charts.

2) Secondary data:These are that data which can be collected by:

a) Internet methodb) Magazines methodc) News papersd) Journals.

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DATA ANALYSIS:

Q.1:- Does the company provide induction for new employees?

(A) Yes ( ) (B) No ( )

particulars No. of employees `percentage

Yes 63 97%

No 2 3%

Total 65 100%

Interpretation:- Here I found that from the total sample size(65) of the employees 63employees (97%) said yes the company provides the induction program but remaining 2

employees (3%) said that the company does not provide induction program.

97%

3%

Does the company provide induction?

Yes

No

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Q.2: Who participates in delivering induction?

(A) HR department ( ) (B) Related department ( )(C) Both department ( )


HR department 56 86%

Related department 6 9%

Both department 3 5%

Total 65 100%

Interpretation:- In this question I saw that there are 65 sample size out of 160 staff levelemployees. From which 56 employees (86%) said that HR department provides theinduction program but some employees 6 (9%) are those who did say that the related

department provides the induction program but 3 employees (5%) told me that both

department provides the induction program.

86%

9%5%

Who participates in delivering induction?

HR department

Related department

Both department

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Q.3:- Are you satisfy with all the policies of world health partners?

(A) Yes ( ) (B) No ( )

(C) Partially ( )


Yes 46 71%

No 17 26%

Partially 2 3%

Total 65 100%

Interpretation:- When I asked to the employees about the policies of the company thatthey are satisfy with the policies then 46 employees (71%) did say yes we are satisfied with

its policies but in which some employees 17 (26%) are those who said that no we are not

satisfied with its policies but remaining employees 2 (3%) did say that yes we are satisfied

with its policies but some extent.

71%

26%

3%

Are you satisfy with all the policies of world

health partners?

Yes

No

Partially

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Q.4:- How does the company recognize the need for the training?

(A) Though Questionnaire ( ) (B) Performance ( )(C)Reference ( )


Though Questionnaire 17 26%

Performance 46 71%

Reference 2 3%

Total 65 100%

Interpretation:-Here I found that the company recognize the training need through thequestionnaire 17 employees (26%) said so as but most of the employees 46 (71%) said that

the company does recognize training need through our performance if our performance is

not good then the company provides training in that particular field and at last 2 (3%)

employees are those who replied to me that we get the training through the references that

we should need training.

26%

71%

3%

How does the company recognize the need

for the training?

Through questionnaire

Through performance

Reference

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Q.5:- What type of training is conducted by you?(A) Outdoor ( ) (B) Classroom training ( )

(C) On the job training ( ) (D) Apprentice training ( )(F) online training ( )


Outdoor 6 9%

Classroom 23 35%

On the job 26 40%

Apprentice 7 11%

Online 3 5%

Total 65 100%

Interpretation:- Here I got that 6 employees (9%) get the outdoor training while 23employees (35%) get the classroom training and on the other hand 26 employees (40%) get

the on the job training while 7 employees (11%) get the apprentice training and remaining

3 employees (5%) get the online training in the company.

9%

35%

40%

11%5%

What type of training is conducted by you?

Outdoor

Classroom training

On the job training

Apprentice training

online training

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Q.6:- What is the module duration for training program?

(A) 1-3 days ( ) (B) 3-6 days ( )(C) More than one week ( ) (D) within 2 week ( )


1-3 days 13 20%

3-6 days 20 31%

More than one week 17 26%

within 2 week 15 23%

Total 65 100%

Interpretation:- In this question I found that 13 employees (20%) are those employeeswho done your training within 1-3 working days while 20 employees (31%) are those who

done your training within 3-6 working days but on the other hand some employees 17(26%) done your training project more than one week and remaining 15 employees (23%)

are those who completed your training program within 2 week working time period.

20%

31%26%

23%

What is the module duration for trainingprogram?

1-3 days

3-6 days

More than one week

within 2 week

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Q.7: Does the company provide any profit sharing policy?(A) Share ( ) (B) Bonus ( )

(C) None ( )


Shares 13 20%

Bonus 17 26%

None 35 54%

Total 65 100%

Interpretation:- Hereby I got information that employees were saying , we get the profitsharing out of 65 sample size 13 employees (20%) were saying that we get the profit sharing

through the shares but 17 employees (26%) were saying that we get the profit through

bonus and remaining 35 employees (54%) said that we do not get the profit sharing from

the company.

20%

26%

54%

Does the company provide any profit sharingpolicy?

Shares

Bonus

None

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Q.8:- Does the organization provide any recreational activities?

(A) Yes ( ) (B) No ( )

particulars No. of employees `percentageYes 52 80%

No 13 20%

Total 65 100%

Interpretation:- Here I found that 52employees (80%) said yes we get the recreationalfacilities but on the other hand remaining 13 employees (20%) said that no, we do not get

the recreational facility from the company side.

80%

20%

Does the organization provide any

recreational activities?

Yes

No

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Q.9:- Does the organization provide any retirement benefits?

(A) Age Relaxation ( ) (B) Pension ( )(C) Provident fund ( ) (D) Gratuity ( )


Age relaxation 7 11%

Pension 13 20%

Provident fund 33 51%

Gratuity 12 18

Total 65 100%

Interpretation:- Through this question I got that 7 employees (11%) did say that yes weget the retirement benefit through the age relaxation while 13 employees (20%) are those

who did say that I get the retirement benefit through pension scheme and on the other

hand 33 employees (51%) said that we get the retirement benefit through the providentfund scheme and remaining 12 employees (18%) have told that yes we get the retirement

benefit but we get through the gratuity fund scheme.

11%

20%

51%

18%

Does the organization provide any

retirement benefits?

Age Relaxation

Pension

Provident fund

Gratuity

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Q.10:- Does the organization adopt any on job safety measures?

(A) Fire safety ( ) (B) Electric safety ( )

particulars No. of employees `percentageFire safety 45 69%

Electricity safety 20 31%

Total 65 100%

Interpretation:- From thisquestionnaire I got the information that 45employees (69%)said yes here is the company adopt fire safety and remaining 20 employees (31%) did say

that electricity safety also is there in the company premises.

69%

31%

Does the organization adopt any on job

safety measures?

Fire safety

Electric safety

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Q.11:- Which appreciation scheme is followed by the organization?

(A) Incentives ( ) (B) Increments ( )(C) Promotion ( )


Incentives 26 40%

Increments 30 46%

Promotions 9 14%

Total 65 100%

Interpretation:- 26 employees (40%) have told to me that we get the appreciation

through the incentives from the company. And 30 employees (46%) did say that yes we getthe appreciation from the company but through the increments within the company

premises. And remaining only 9 employees (14%) are those who did say that of course we

get the appreciation from the company but we get through the promotion.

40%

46%

14%

Which appreciation scheme is followed by

the organization?

Incentives

Increments

Promotion

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Q.12:- Does your supervisor or employer take a personal interest in helping you to

get ahead at your job?(A) Strongly agree ( ) (B) Agree ( )

(C) Neutral ( ) (D) strongly disagree ( )


Strongly agree 39 60%

Agree 13 20%

Neutral 10 15%

Strongly disagree 3 5%

Total 65 100%

Interpretation:- Here I found the information that 39 employees (60%) strongly agreeand they said yes the supervisor or the personnel manager helps us to go ahead.13

employees (20%) did say that we agree with this that the supervisor or may be personnel

manager helps us they were not fully confident. And 10 employees (15%) told me that we

cannot say something because sometimes the supervisor or may be personnel manager

helps us and sometimes does not help us. but out of 65 employees, 3 employees (5%) are

those who did say that we do not agree with this that the supervisor or personnel manager

helps to us to go ahead so they were totally disagree.

60%20%

15%5%

Does your supervisor or employer take a

personal interest in helping you to get ahead

at your job?

Strongly agree

Agree

Neutral

strongly disagree

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Q.13:- Does personnel department provides proper information whenever

required?(A) Strongly agree ( ) (B) Agree ( )



Strongly agree 43 66%

Agree 13 20%

Neutral 8 12%

Strongly disagree 1 2%

Total 65 100%

Interpretation:- Here I found the conclusion that 43 employees (66%) strongly agreeand they said yes the personnel department helps us to providing the information.13

employees (20%) did say that we agree with this that the personnel department helps us inproviding the information they were not fully confident. And 8 employees (12%) told me

that we cannot say something because sometimes the personnel manager helps us and

sometimes does not help us. but out of 65 employees, only 1 employees (2%) are those who

did say that we do not agree with this that the supervisor or personnel manager helps to us

to go ahead so they were totally strongly disagree.

66%

20%

12%

2%

Does personnel department provides proper

information whenever required?

Strongly agree

Agree

neutral

Strongly disagree

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Findings and Observation:

Through the questionnaire I found that the company provides the inductionprogram to their employees within the organization and the HR department takesmore involvement in this induction program.

I got the information from the company related with the HR policies that most ofthe staff level employees were satisfied but on the other hand I got that some

employees are those who are not satisfied.

One more finding I got that if the employees do not work perform well thencompany identified that what are the reason from which the employees are notperforming well if the work performance is poor then the company provides

training to them for improving his knowledge, skills, and attitudes.

The company World Health Partners also provides the recreational facility as wellas the retirement benefits to their employees for their future Endeavour and reduces

his burden within the organization.

The company World Health Partners also gives an opportunity as a appreciationscheme to their employees through the incentives, increments and promotion of the

employees within the organization to get the more outputs from lesser inputs and

also provides safety equipments such as fire safety and electricity safety.

The employers means the personnel manager and might be supervisors also helps totheir employees in providing the information and to go ahead in his future ife.

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Limitations:

As the organization is big and most of the time the HR manager was busy with theirwork, thats why I got less time to collect and know about the organization, but

though I tried to get most of the information required.

Some of the respondent did not react favorably to the questionnaire.

It is possible that recommendations made are not sufficiently exhaustive. It is possible that respondent might have tried to made consistency in the terms of

their responses.

Interviewing of the employees in administrative block was not easy. They werereluctant to answer or even talk.

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Suggestions:

As in the competitive world where the need for every organization to prove it the best and

make an outstanding and remarkable progress is the need, no fact could be left ignored.

Every organization must know the shortcomings and must try to go for building up the

shortcomings. An ethical practice in any organization could only be achieved if theorganization works for well being of its employees.

Every organization must possess a basic structure and the organization must be enough to

reward its outstanding performance and must appreciate the initiative works.

According to the survey been conducted with various HR heads of various organizations

here are few suggestions from their side:

Induction practice Behavioral trainings Motivational tools

Welfare activities Reward and recognition scheme Induction practice:

Induction is must in every organization for all level of employees to make them well known

of the industry they are working in.

The best ways to perform induction may be through Lectures Power point presentation prepared explaining companys policies. Manuals Diaries But the most adopted one is through personal induction. The induction program must follow a proper feedback from employees been put

into the program which is again an ethical practice and is achieved by-

Induction scheduling Opinions from supervisors Feedback forms.

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Behavioral training:

Behavioral training is boon for any organization.

The organization could provide on the job training, which is quite common andmost adopted. The organization may also go for outdoor training.

The job rotation could be preferred which could make the employee skilled isoverall working of an organization.

The organization may provide a basic training for first aid, and safety or fire safetytraining.

A proper feedback must be taken to grasp the extent the employees have versedthemselves with knowledge

The proper feedback could be taken through- Evaluation Questionnaire Feedback forms Submission of report through trainee Feedback through trainers.

Motivational Tools:

Motivating for the work is inseparable to continue productivity. But work when itself

serves as motivation then progress is inevitable. The organization must take great care to

motivate its employees through various methods. Promotion may be one of the best motivational factors. promotional basis could be

Work performance Qualification Performance evaluation Skill enhancement

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Organization may also provide fringe benefits such as- Leave travelling allowances Medical Free transportation Employee state insurance ( ESI ) House lease Hospitalization.

Welfare Activities:

The organization ma adopt welfare policies such as-

The organization must also possess a grievance handling committee. Exit interview must be adopted for employees who are leaving an organization toknow the reason why one is leaving the organization.

Reward and recognition scheme:

Rewarding the best work not only provide the candidate with appreciation but also provide

enthusiasm to do better. A competitive spirit is also developed to perform the best.

Some of the practices of rewarding the employees practiced in organization are-

o Award after completion of 10 years of service.o Yearly reward scheme.o Overall equipment efficiency reward.o Quality man of the year award.o Increments.o Promotions.o

Incentives.o Monetary rewards.o Best man of the year.o Paid vacations to the foreign trip.

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Conclusion:

Bonus facility provided by the organization is satisfactory.Hence, from analysis and observation it can be conducted that world health

partners providing lot of beneficiary schemes to their employees. They have

good management and employees relation.

Recreational facility provided by the organization is also satisfactory.

The company has some weakness with respect to certain functionalities, butit has managed to have an impact in providing the best to its employees.

The company has some also other weaknesses that are some employeeswere not favor with the companys policies.

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BIBILIOGRAPHY:-

Through Internet Through Journals Through Newspapers Through the Internal sources. Through the questionnaire method.

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Q.1:- Does the company provide induction for new employees?

(A) Yes ( ) (B) No ( )

Q.2:- Who participates in delivering induction?

(A) HR department ( ) (B) Related department ( )

(C) Both department ( )

Q.3:- Are you satisfy with all the policies of world health partners?

(A) Yes ( ) (B) No ( )

(C) Partially ( )

Q.4:- How does the company recognize the need for the training?

(A) Though Questionnaire ( ) (B) Performance ( )

(C)Reference ( )

Q.5:- What type of training is conducted by you?

(A) Outdoor ( ) (B) Classroom training ( )(C) On the job training ( ) (D) Apprentice training ( )

(F) online training ( )

Q.6:- What is the module duration for training program?(A) 1-3 days ( ) (B) 3-6 days ( )

(C) More than one week ( ) (D) within 2 week ( )

Q.7:- Does the company provide any profit sharing policy?

(A) Share ( ) (B) Bonus ( )

(C) None ( )

Q.8:- Does the organization provide any recreational activities?

(A) Yes ( ) (B) No ( )

Q.9:- Does the organization provide any retirement benefits?

(A) Age Relaxation ( ) (B) Pension ( )

(C) Provident fund ( ) (D) Gratuity ( )

Q.10:- Does the organization adopt any on job safety measures?

(A) OH & Facility ( ) (B) Fire safety ( )

(C) Electric safety ( )

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Q.11:- Which appreciation scheme is followed by the organization?

(A) Incentives ( ) (B) Increments ( )

(C) Promotion ( ) (D) Appreciate publicly ( )

Q.12:- Does your supervisor or employer take a personal interest in helping you to get ahead at

your job?(A) Strongly agree ( ) (B) Agree ( )(C) Neutral ( ) (D) strongly disagree ( )

Q.13:- Does personnel department provides proper information whenever required?(A) Strongly agree ( ) (B) Agree ( )


MPM Project.2013

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