F O R N E E T E E A P P A R E L S

HR POLICIES AND MODULES

INTRODUCTION

�  The Neetee Human Resources Policy Manual ¡  offers comprehensive details about its Human Resource

policies, procedures and forms. ¡  provides supervisors and staff with access to uniform

information in order to assure equitable and consistent application of the policies.

�  Neetee HR policies are to be approved, published and distributed by the consent of the managers.

RESEARCH METHODOLOGY

Generating the result

Testing and Implementation of the new system

Formulating the new system

Understanding the Need for Study

Meeting with the HR Manager

Developing an Objective

Collection of secondary data

Developing an understanding of Human Resource System by study

OBJECTIVE

�  The Human Resources Policy Manual is designed to serve the following needs: ¡  To provide access to pertinent resources necessary for

successful employment; ¡  To foster communication and promote understanding between

staff and their supervisors; ¡  To assist in the development of sound and consistent human

resource practices and resources within the company.

NEED FOR A NEW SYSTEM

After discussions and deliberations with the senior HR officials at Neetee we observed the following:

•  Existing policies were not documented for some of the modules like training and performance appraisal.

•  The distribution of funds between various incentives and programs were not documented.

•  NO policy for distribution of funds as rewrds. •  The existing HR system of Neetee Apparel was an informal

one. •  The 360° Appraisal they once performed, didn’t work

effectively. •  We felt there was a need for a new formal management system

for the employees to develop the quality of workforce to make them the enablers for organizational growth and development.

FORMULATING THE NEW SYSTEM

Ø  After the deliberations and feedback from the officials of the human resource management department of NEETEE Apparel, a review of the existing system was done. The issues and concerns were identified.

Ø  A review of the secondary data was done by exploring the existent feedback systems in national and international garment production and export firms.

Ø  Formulating options for the following with aim of improving the current system such as: o  Format of Appraisal form o  Formulating a uniform system of monetary incentives on all the levels of

working class o  Evaluation parameters for allocating grade points to the employees for the

given feedback Ø  Deliberations with our faculty (Dr. Suruchi Mittar) to shortlist the

system amongst the given options. Ø  Feedback from the higher authorities of NEETEE Clothing on the

short listed system.

THE NEW SYSTEM

SELECTION AND INTERVIEW POLICIES

�  Identify vacancy and evaluate need ¡  Recruitments provide opportunities to departments to align staff skill sets to

initiatives and goals, and for departmental and individual growth. Proper planning and evaluation of the need will lead to hiring the right person for the role and team.

�  Replacement ¡  When attrition occurs, replacing the role is typically the logical step to take.

�  Develop Position Description ¡  It is used to develop interview questions, interview evaluations and reference

check questions. �  Identify Duties and Responsibilities

¡  General Information ¡  Position Purpose ¡  Essential Functions ¡  Minimum Requirements ¡  Preferred Qualifications

SELECTION AND INTERVIEW POLICIES

�  Interview ¡  It is the opportunity for the employer and prospective employee to

learn more about each other and validate information provided by both.

�  Selection ¡  The best candidate for the position was chosen based on

qualifications �  Reference Checks

¡  The purpose of a reference check is to obtain information about a candidate’s behavior and work performance from prior employers that could be critical to your decision, regardless of their skills, knowledge, and abilities.

�  Finalize Recruitment ¡  Upon completion of the recruitment process the offer to the selected

finalist is made.

INDUCTION POLICY

�  OBJECTIVE ¡  This process is designed to provide new entrants with relevant

Information required to align the Individual goals with the organizational goals.

�  SCOPE ¡  Covers all the new entrants joining the organization.

�  DURATION OF INDUCTION PROGRAM ¡  For about 2 hours (depending up on the size of the group/

discussions). �  INDUCTION PROGRAM HANDLED BY

¡  HR Representative/Welfare Officer conducts the induction program.

INDUCTION FEEDBACK FORM

Introduction

�  Compensation is a systematic approach to providing monetary & non monetary value to employees in exchange for work performed.

�  Compensation may be defined as money received in performance of work and many kinds of benefits that an organization provides to their employees.

Rewards •  Bonus

•  Salary Increases

•  Promotions

•  Equity Offerings

•  Awards

•  Recognition

•  New job assignments

Salary •  Pay

•  Overtime (if in non-exempt classification)

Benefits •  Health Plans

•  Retirement Plans

•  Vacation/ time off

•  Paid Training

•  Working Hours

Employee Satisfaction

Total Compensation

Compensation component

compensation

monetary

direct indirect

Non monetary

Neetee Apparel’s compensation policy

�  This policy sets out the general approach to remuneration. The company may vary this approach if the particular circumstances of the issue require it. Any decision to vary the approach will be made at an appropriate level and will be communicated to the affected employee

Salary Description- Neetee Apparels

Pay Grade Classification

Employees classification

Pay Grade E includes: FINISHING INCHARGE MACHINE MAINTENANCE INCHARGE QA EXECUTIVE SUPERVISOR       Pay Grade D includes: ASST. SYSTEM ADMINISTRATOR Q.A EXECUTIVE PRODUCTION INCHARGE STORE INCHARGE(FABRICS) ASSISTANT MANAGER MAINTENENCE ASSISTANT MANAGER PERSONNEL ASST. MANAGER CUTTING MERCHANDISER  

Pay Grade C includes: SOFTWARE DEVELOPER MANGER PRODUCTION/I.E       Pay Grade B includes: HR MANAGER WET PROCESS MANAGER QUALITY MANAGER     Pay Grade A includes: IT HEAD FABRIC HEAD G.M. PRODUCTION

Closing words

�  After market surveys we found that the salaries given by neetee clothing are quite competitive with the local market.

�  The policies of Compensation and reward was not documented so there was so much of confusion among employees and new joinees that is why qualified and talented people were hesitating to join neetee clothing.

�  Now after proper classification of paygrades and documentation of compensation policy company will be benefited in following ways:

�  Updating/ changing policies will be much easier �  Calculation of CTC(cost to company) for each

employees will be quite accurate �  Making increment policies or revision policies will

also be easy

�  Employees also will have fair knowledge of their salary structure and employers will be able to attract and retain the right employees.

TRAINING AND DEVELOPMENT

�  The Company’s training & development policy has been developed in line with the company's overall vision and strategy.

�  It reflects a belief in the need to develop all permanent and temporary employees

�  The Company ¡  thinks of its workforce as an asset as well as a cost ¡  believes that all its employees have the potential to grow, both in

their work role and personally ¡  believes that responsibility for training and development should be

shared between the Company and its employees. ¡  wants to empower its staff members to take some ownership of their

own development, with support from their managers and the Company as a whole.

PERFORMANCE APPRAISAL

�  We have developed a new system integrating the 360° Appraisal and the self appraisal.

�  A Performance Appraisal form is developed. �  A combined rating form is also developed to

calculate the performance ratings of all employees and to compare them.

�  A performance management system was also developed.

CRITERIA FOR PERFORMANCE APPRAISAL EVALUATION

�  The formula for evaluation is: Aggregated Points Acquired= [{(Points Acquired through peers and seniors /12)*4)+ Points Acquired from self}/5]

�  If Aggregate Points Acquired ¡  >80 = employee is eligible to promotion ¡  79-51= employee needs training ¡  50-35 = employee needs training and counseling ¡  34-20 = employee should be given a warning

�  If an employee is eligible to promotion, he/she has to submit a report of his/her past achievements in the company to the HR Department who will further scrutinize if the person is eligible or not.

FORMAT OF THE PERFORMANCE APPRAISAL FORM

FORMAT OF THE EVALUATION FORM

Objective of Incentives

�  To prepare a toolkit for strategic renumeration planning that reflects the company’s organisational culture and pay which encourages employee motivation and retention.

�  To ensure employee satisfaction keeping the company’s finances and assets in mind.

�  To flourish the interpersonal relationships of employees with each other and with their employers and incharges.

WHY INCENTIVES?

�  Mutual Rewards ¡  The employee feels valued and motivated and is therefore more productive and

committed. ¡  The company reaps the benefits of a motivated, focused and loyal employee.

�  Increased motivation ¡  motivate employees by offering rewards for reaching targets and company

goals. ¡  Most inspiring for the employee is that the company cares enough to offer

these incentives.  �  Reduced Absenteeism �  Promote Teamwork

¡  Incentive Programs promote teamwork and foster an environment that is conducive to success.

¡  Employees working towards rewards or targets will pull together to achieve desired results.

¡  Teamwork increases efficiency and creates harmony within the workplace. 

CORPORATE SOCIAL RESPONSIBILITY

�  The following are the policies that are either pre-existing or present a scope of being adopted into Neetee Clothing’s framework: ¡  Code of Conduct ¡  Training in nearby villages ¡  5% of the allotted revenue could be used for Research and

Development by the R&D department for innovations that are sustainable and eco-friendly;

¡  Healthcare facilities ¡  Environment friendly practices should be implemented such as

recycling and reusing of materials that can be put to use. ¡  Neetee clothing could help out by helping out in relief initiatives,

donations or fund collection. ¡  Education sponsorship can be provided for the children of employees

or alternatively accumulation

CORPORATE SOCIAL RESPONSIBILITY

�  The following are the policies that are either pre-existing or present a scope of being adopted into Neetee Clothing’s framework: ¡  Appropriate job opportunities can be provided for physically challenged

people, which are befitting their abilities. ¡  Retirement benefits should be provided to employees who have

completed their tenure in the company. ¡  Women Empowerment can be achieved by improving the socio-

economic status and ensuring health and well-being of women in the company.

¡  Building of factory units or employing or uplifting subordinate services from units that are situated in economically backward zones so that the region gets developed and civic amenities such as schools and hospitals are constructed and established.

¡  Setting up of libraries and open convenience services that can be accessed via local communities can be initiated to strengthen ties with the local inhabitants/residents of the region.

GRIEVANCES

�  It sets out the Company's rules and procedures for dealing with grievances, dismissals and disciplinary matters.

�  They apply to all employees of the Company and incorporate the requirements laid down by statute.

�  The rules and procedures are non-contractual, i.e. they do not form part of the terms and conditions of the employment and the Company reserves the right, where it considers it necessary to do so, to depart from them.

EMPLOYEE RETENTION POLICY

�  Employees want to know they are being treated fairly, receiving the highest compensation possible and being appreciated by their employers.

�  Small businesses must cultivate a positive workplace with an eye toward ¡  developing engaging new hire orientation programs, ¡  creating above-average compensation and benefits packages, ¡  ensuring top-of-the-line communication ¡  building a teamwork-oriented attitude among employees

�  Businesses that work toward such goals will likely experience higher employee retention rates than those that do not.

�  People work for their supervisor. Their pay cheque may say "XYZ Company", but their primary work relationship is with their supervisor.

�  If the supervisors have the knowledge, training and sensitivity to work effectively with people on an individual level, you'll probably get the bonding you need to retain employees.