A

PROJECT REPORT
ON
HR POLICIES AND ITS IMPLEMENTATION

AT
SHIVAM SALES CORPORATION
SUBMITTED BY
Name
P.GAURAV PATEL
UNDER THE GUIDANCE OF
NAME

COLLEGE NAME AND ADDRESS

AURORA DEGREE & PG COLLEGE
Chikadpally,Hyderabad,Telangana.

HR POLICIES IN
SHIVAM SALES
CORPORATION
2

PREFACE

Human resource management is concerned with people element in management.

Since every organization is made up of people, acquiring their services,
developing their skills/ motivating to high level of performances and ensuring
that they continue to maintain their commitments to the organization which are
essential to achieve organizational objectives.
This project is meant to know the Human Resource Policies in the organization.
The HR Policies are a tool to achieve employee satisfaction and thus highly
motivated employees. The main objective of various HR Policies is to increase
efficiency by increasing motivation and thus fulfill organizational goals and
objectives.
The objective is to provide the reader with a framework of the HR Policy
Manual and the various objectives that the different policies aim to achieve. The
main focus was on the managerial levels of employees in SHIVAM SALES
CORPORATION.

ABOUT THE TOPIC

HUMAN RESOURCE POLICIES
Human Resource Policies refers to principles and rules of conduct which
formulate, redefine, break into details and decide a number of actions that
govern the relationship with employees in the attainment of the organization
objectives.
HR Policies cover the following:
1. Policy of hiring people with due respect to factors like
reservations, sex, marital status, and the like.
2. Policy on terms and conditions of employment-compensation
policy and methods, hours of work, overtime, promotion, transfer,
lay-off and the like.
3. Policy with regard medical assistance-sickness benefits, ESI and
company medical benefits.
4. Policy regarding housing, transport, uniform and allowances.
5. Policy regarding training and development-need for, methods of,
and frequency of training and development.
6. Policy regarding industrial relations, trade-union recognition,
collective bargaining, grievance procedure, participative
management and communication

EXECUTIVE SUMMARY
My internship at Shivam Sales Corporation, Hyderabad was a great exposure to
the industry. After going through my summer training, I had a firsthand
experience of how an industry as well as HR department functions.
INTRODUCTION OF PROJECT
This project is about the HR Policies in Shivam Sales Corporation. The HR
Policies in an organization helps every individual to raise his/her potential in all
facets by helping him to be satisfied and secured about his present and future.
PROJECT TITLE
The title of the project is HR Policies and Its Implementation in Shivam Sales
Corporation. As the name indicates it is the study of the HR Policies prevalent
in the organization.
ORGANISATION
Shivam Sales Corporation began with a vision to support the countrys drive
towards self sufficiency and import of wodden logs in 1970. What began as a
fully indigenous sal wood, Teak wood, Meranthi wood, Burma teak, Indian
Teak, Mango Teak and Balharsha Teak. They also manufactures the lamination
doors, Flush doors, Membrane Doors, and also sales the UPVC doors which is
water proof. The Shivam Sales Corporation has its branch in the wood market
called Mahalaxmi Timber depot, Which is well known as oldest and finest
dealer of timbers in the city of Hyderabad with a focus on customer satisfaction.
At presently Shivam Sales Corporation is the leading wholesaler of timbers in
the wooden market of Hyderabad dealing with morethan 60 of the small scale
timber depots.

BOARD OF DIRECTORS
Shri Santhosh Kumar Chauhan, Founder
He is the founder of the company and associated with it since 1970, right from
the date of inception of the company. He is well known businessman, having 20
years of experience in the wooden field.

Shri Chandulal Patel,

Co-Founder

He is the Co-Founder of the company and associated with it since

1970, right from the date of inception of the company. He has 25 years of
experience in the wooden field because it is his family occupation.

Shri Ramesh Patel, Chairman

He is the Chairman of the Sri Mahalashmi Timber Depot and
associated with it since 1970, right from the date of inception of the company.
He has 20 years of experience in the wooden field because it is his family
occupation and he is brother of Chandulal patel.

ABOUT THE ORGANIZATION

Shivam Sales Corporation began with a vision to support the countrys drive
towards self sufficiency and import of wodden logs in 1970. What began as a
fully indigenous sal wood, Teak wood, Meranthi wood, Burma teak, Indian
Teak, Mango Teak and Balharsha Teak. They also manufactures the lamination
doors, Flush doors, Membrane Doors, and also sales the UPVC doors which is
water proof. The Shivam Sales Corporation has its branch in the wood market
called Mahalaxmi Timber depot, Which is well known as oldest and finest
dealer of timbers in the city of Hyderabad with a focus on customer satisfaction.
At presently Shivam Sales Corporation is the leading wholesaler of timbers in
the wooden market of Hyderabad dealing with morethan 60 of the small scale
timber depots.
With a strong focus on customer satisfaction, the company has set up Custom
Manufacturing services to meet specific needs of end users. Our capabilities
extend to the manufacture of high-value, specialty products either based on our
own end products or developed especially for our users.

Shivam Sales Corporation is a leading manufacturer of sal wood, Teak wood,

Meranthi wood, Burma teak, Indian Teak, Mango Teak and Balharsha Teak.
They also manufactures the lamination doors, Flush doors, Membrane Doors,
and also sales the UPVC doors
We are planning to extend our manufacturing unit of wood to Amaravathi in
Andhra Pradesh, and Bangalore in Karnataka, all of them complying with ISO
9001:2000 standards.
We are poised to take on the opportunities offered by globalization, increasing
customer value, improving opportunities for our employees, driving greater
innovation and seeking sustainable solutions for the world. We are a signatory
to the Responsible Care initiative and are committed to ethical business
practices.

VISION & MISSION

The purpose of all human activity is to make life better.
SSC(Shivam Sales Corporation) believes in improving life through
innovations in the wood field. Through innovations, they wanted to
bring better products and processes that bring greater value to
society

Corporate Values
SSC(Shivam Sales Corporation)
believes in honoring its
commitment. integrity and transparency are an integral part of our
relationship with customers, employees, society.
Respect for Life: the company believes that life in all its forms must
be respected. We respect and value our people. Our employees are
our value creators whose efforts, creativity and bond we cherish.
Our customers, who reward us for our value creation and our
stakeholders, who are committed to us in our endeavor to improve
life. We also recognize and respect our environment and take every
effort to preserve it.

OBJECTIVES
To study the HR policies of the company.
To study Amandments made in the HR policies of Shivam
Sales Corporation.
To study the work environment of Shivam Sales Corporation
SCOPE OF THE STUDY
In any organisation human resource is the most important
asset. In todays current scenario, Shivam Sales Corpaoration
is a very large dealers and manufacturer of wooden doors and
windows, Lamination doors, Membrane doors, Door frames
and window frames.
As most of the firms overall performance depends only on
chairmans planning and workers performance, which depends
largely on the HR policies of the firms.
The core of the project lies in analysing and assessing the
organisation and to design a HR policy manual for the
organisation.
LIMITATIONS OF HR POLICY IN ORGANISATION
Its challenging for a single researcher to collect data from
documents and employees observation.
The HR person has to know the daily status of the labours
behaviour in the organisation with the co-workers.
The well being of the employees or workers is the
mainoutcome in the end.
But its very tough because employee management is very
vast in nature, every aspect couldnt be put under one roof.

RESEARCH METHODOLOGY
METHOD OF DATA COLLECTION:
The researcher have chossenthe questionnaire method of
data collection due to limited time in hand and busyness of the
people of HR and chairman in thebusiness.

Hypothesis of project:
Human resource policies provided by the firm of employees
works as an agent for the growth ofemployees and also
motivates the employees to perform well i.e., employees and
workers performance and satisfaction is the valiable outcome
of sounf of HR policies of the organisation.
The various HR polivies in SHIVAM SALES
CORPORATION makes the workers enthusiastic towards
work.

10

INTRODUCTION

11

INTRODUCTION:
Every organisation is involved in taking varied desicions. Sum
desicion have long term orientation while other concern day to day
operations long desicions provide guide lines for future decision
making. policy is the such part of planning which provide guide
lines for future desicioning.
A policy is a general statement which is formulated by an
organisation for the guidence of his personnel. First objects are first
formulated and then policy are planned to achieve them. Policy are
a more of thoughts and the principle underlying the activities of an
organisation or business entities. Policies do not require action, but
are intended to guide manager in the decision commitment when
they do not make decisions. Policies provides a framework within
which a person has freedom to act.
Policies acting as principles provides rule of action for
achieving organisations specific objectives. The co-ordinating links
inthe organisation are provided by the policies. They governs and
guides the action of an organisations overall performance and its
objectives in the various areas of operation-production, finance
marketing and prosonnel. The clear formulation of policies help the
executives to plan every operational aspect of the enterprise.
Though objectives and policies are used to achieve
organisational goals but are different in assence. The objectives are
the goals and the policies are the ways to achieve them. A policy
gives guidelines and leaves scope for interpretation for the person
implementing them. This means that a policy has the flexibility for
interpretation. A rigid policy become a rule.
Human resource policies are the generally formal rules and
guidelines that businesses put in place to hire, train, assess and
reward the members of their work force.
This policies when organised and disseminated in an easily used
form, can serve to pre-empt many misunderstandings between
employees and employees about their rights and obligations in the
business place.
Having policies written is important so that it is clear to all
what the policies are and that they are applied consistently and
fairly across the organisation.
12

SUBJECT COVERED BY COMPANY HR POLICIES:

Small business owners should make sure that they address the
following basic human resource issues when putting together
their personnel policies:
Equal employment oppurtunity policies.
Employee classifications.
Work days, pay days and pay advances.
Over time compensation.
Meal periods and break periods
Payroll deductions.
Vactions policies.
Holidays.
Sick days and personal leaves.
Performance evaluation and salary increases.
Performance improvements.
Termination policies.

13

REVIEW
OF
LITERATURE

14

REVIEW OF LITERATURE OF HR POLICIES, PROCEDURES AND

IMPLEMENTATIONS
The company conducts backgrounds checks on all times, part times and
temporary staff employees, post offers as well as non-employess who are not
on the companies pay-rolls, but are on business serving in various roles such
as builders, contracters, engineers, carpenters, etc..The company also use a
third party check backgrounds of the employees. The type of information that
can be compared by this company includes but is not limited to criminal
background check , education, employment history, credit and professional
and personal references. This process is conducted to verify the accuracy of
the information provided by the candidate and determine his\her suitability
for employment.
The company recognises that staff employess are key to achieving its
statergic plan and objectives. The office of human resource is committed to
being a customer oriented. Human resources partner implementing best
practices , policies, and programs that contribute to the companies
mission.We offer expertise through our work in the functional areas of human
resources including employee services, benefits and compensation, employee
relations, learning and development, human resource operations, human
information system and more. We contribute to the goal of being top business
in higher market through these efforts and by helping to balance the needs of
our individual community members and those of institution as a whole.
POLICIES OF THE COMPANY

Affirmative Action Policy.

Conflict of interest policy.
Drug free work place policy.
Employment after retirement policy.
Equal employment opportunity policy.
Policy on staff learning and development.
Policy prohibiting illegal,fraudulent, dis-honest and unethical
conduct.
Promotion policy for professional and support staff.
Tele commuting policy.
15

 Non-Violence in the work place policy .

In olden days, the HR functions were performed by the line managers in the
large organisations.They were responsiblefor supporting daily people
management and act as statergic business partners range from advisor to line
managers. In the organisation, the line managers are the main bodies who
implements the HR statergics.

Criteria:
Does the employees knows that difference between good and bad
Credibility:
Does an employee believe the manager will deliver on promises?.
The most effective managers are those who deliver on their promises, no
matters how small a promise and to whom they gave it.
However, many manages forget what they said, or were lying for
convenience. Problem employees often arise because they were promised
rises, bonuses or promotion for good performance and the manager come
through
Many managers\supervisors do mistake of thinking that money is only
compensation and forget about employees that they also look at the non
monetary rewards for their good performance. The most overlooked of
compensation for a employee is a simple Thank you. Many bosses of the
organisation suppose that there pay is enough compensation to retain
employees to make happy.

Communicate:
It is very vital element of the 9cs and since none would work without
it. Does the manager communicate with the sub-ordinate?
Almost all supervisors/ managers assume that communicate is talking
but actual it is listening. Most of the problems have very little
communication. Thus, using the 9cs, communication is the main way for the
supervisor to turn a problem of employees around.

16

Benefits of training and development to the

organisation:
The advantage that many smaller firms have over their larger counter
part in term of HRD, is their ability to be more innovative and entrepreneurial
and respond quickly to the diversity that modern work forces present.
High Morale: Employees who receive training have increased
confidence and motivation.
Lower Cost Of Production: Training eliminate risk because train
personnel are able to make better and economic use of material and
equipment there by reducing and avoiding waste.
Lower Turn Over: Training brings a sense of security at the work
place which reduces labour turn over and absent is avoided.
Provide Recognition: Enhanced responsibility and the possibility of

17

DATA ANALYSIS
AND
INTERPRETATION

18

A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in your

organization.

External recruitment sources

18%

agree
disagree

82%

INTERPRETATION: Regarding external recruitment sources 82%

employees are satisfied or agree whereas 18% are not satisfied which
is performed in the organization. Therefore, the employees are
satisfied by recruitment process.

19

2. Are you satisfied with the monetary reward given on bringing a

candidate on board?

Monetary reward

26%

agree
disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on

board
74% of employees are satisfied and 26% are not satisfied.

20

3. Are you satisfied with the background checks conduct for employees .

Backgroud checks

22%

Agree
Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.

21

4.Are you satisfied with the monetary limits given to you for the expenses?

Expenses

21%

Agree
Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees

for their expenses 79% of the employees are satisfied and 21% of the
employees are not satisfied.

22

B. INDUCTION
1. The induction programme of your organization is informal type.

Induction programme

18%

Agree
Disagree

82%

INTERPRETATION: Regarding induction programme which is

conducted in
the organization, 82% of the employees are satisfied whereas 18% of
the
employees are not satisfied.

23

2. The induction of your organization covers organizational

structure and policies.

Induction
10%

Agree
Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It
means that most of the employees are benefited.

24

C. TRAINING AND DEVELPOMENT

a. For Employee performance is the training need analyzed in your

organization

Employee performance

24%

Agree
Disagree

76%

INTERPRETATION:

Regarding

employee

performance,

76%

of

employees are satisfied whereas 24% of employees are not satisfied. It

means that most of the employees get affected from this evaluation.
25

b. Are you satisfied with the Classroom method adopted by your

organization to train the employees?

Classroom method

27%
Agree
Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the

employees are satisfied whereas 27% of the employees are not satisfied. It
means most of the employees get affected but some of the employees want
training and development programmes to train employees.
26

c. Effectiveness of training program in your Organization is

evaluated by observing the post training performance of
employees.

Effectiveness of Training
program

32%
Agree
Disagree
68%

INTERPRETATION: Regarding effectiveness of training program, 68%

of the employees are satisfied whereas 32% of the employees are not
27

satisfied. It means that some of the employees want that evaluation of

effectiveness of training program should be done with some other method.

D. PERFORMANCE APPRAISAL

1. Are you satisfied with the Balanced Scorecard method?

Balance scorecard method

8%

Agree
Disagree

92%

28

INTERPRETATION: Regarding Balance scorecard method, 92% of the

employees are satisfied whereas only 8% of the employees are not satisfied.
It means that most of the employees are benefited from this evaluation
method.

2. Are you satisfied with the feedback given to you by organization?

Feedback

28%
Agree
Disagree
72%

29

INTERPRETATION: Regarding feedback 72% of the employees are

satisfied whereas 28% of the employees are not satisfied. It means that
some of the employees get benefited but some are not.

E.CAREER PROGRESSION
d. Are you satisfied with the mentor system followed for career
progression?

Mentor system
16%

Agree
Disagree

84%

INTERPRETATION:
career

Regarding mentor system followed for

progression, 84% of the employees get benefited and only 16% of

the
30

employees are exempted.

e. Are you satisfied with the competence analysis and feedback from
manager?

Competence analysis and

feedback

22%

Agree
Disagree

78%

31

INTERPRETATION: Regarding competence analysis and feedback from

manager 78% of the employees are satisfied whereas 22% are not satisfied.
It means that some of the employees want feedback from other source.

F. LEAVE POLICY

1. Are you satisfied with the privilege leave provided to you?

Privilege leave
17%

Agree
Disagree

83%

32

INTERPRETATION: Regarding privilege leave provided to employees, 83%

of the employees are satisfied whereas 17% of the employees are not
satisfied.

G. COMMUNICATION AND DECISION MAKING PROCESS

1. Are you satisfied with the informal communication pattern?

Informal communication pattern

13%

Agree
Disagree

87%

33

INTERPRETATION: Regarding informal communication pattern, 87% of

the employees are satisfied and 13% of the employees are not satisfied. It
means most of the employees are comfortable with this communication
process.

2. Are you satisfied with the opinion survey and Department

meeting?

Opinion survey and Department

meeting

24%

Agree
Disagree

76%

34

INTERPRETATION: Regarding opinion survey and department

meeting,
76% of the employees are satisfied and 24% of the employees are not
satisfied.

H. REWARDS AND RECOGNITION

1. Are you satisfied with the monetary rewards?

Monetary Rewards

33%
Agree
Disagree
67%

35

INTERPRETATION: Regarding monetary rewards, 67% of the

employees are satisfied whereas 33% of the employees are not satisfied. It
means that some of the employees want to implement non-monetary
rewards in the organization.

I. PERSONAL ACCIDENT INSURANCE POLICY

1. Are you satisfied with contingencies cover under Personal

Accident Insurance policy?

Contingencies

24%

Agree
Disagree

76%

36

INTERPRETATION: Regarding contingencies provided under this policy,

76% of the employees are satisfied and 24% of the employees are not
satisfied.

J. MEDICLAIM POLICY

1. Are you satisfied with the services covered under Mediclaim

policy?

Services
11%

Agree
Disagree

89%

37

INTERPRETATION: Regarding services provided under Mediclaim

policy,
89% of the employees are satisfied and 11% of the employees are not
satisfied.

CONCLUSION
Study shows that
1. The Policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization,
reorientation, lateral mobility and self-development through selfmotivation.
2. The Policy grooms every individual to realize his potential in all
facets while contributing to attain higher organizational and personal
goals.
3. The Policy builds teams and foster team-work as the primary
instrument in all activities.
4. The Policy implements equitable, scientific and objective system of
rewards, incentives and control.
5. The Policy recognizes worth contributions in time and appropriately,
so as to maintain a high level of employee motivation and morale.
6. The employees agree on the part of their performance that they
know what is expected from them.
7.The employees understand how their work goals relate to
companys goals.
8. Company inspires the employees to do their best work every day.
9. The employees are not satisfied with the communication and
decision-making process as it leaks the information related to
organization.
10.The employees do not receive the appropriate recognition and
rewards for their contributions and accomplishments.
11. The employees feel that they are not paid fairly for the contributions
they make to companys success.
38

SUGGESTIONS &RECOMMENDATIONS

1. The Performance Appraisal of employee is evaluated on the basis of 360

degree feedback or 180 degree feedback.
2. The Organization should focus on mentor system intend to help
employees in their career progression.
3. The Organization should conduct Psychometric tests for employees.
4. The Training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards each
other.
6. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A flexible
reward system should be adopted by organization to improve
employee motivation.
7. A more transparent and full proof communication system developed
in the organization.
8. Replacing the lacuna in the current system.
9. Wages and salary administration process should have a more
scientific approach laying stress on equal wages for equal work done.

39

BIBLIOGRAPHY
Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J. Niehaus.

Journals & Articles:

1. Articles by T.V.Rao Learning Systems.
2. Policies of SHIVAM SALES CORPORATION.
3. Documents of SHIVAM SALES CORPORATION.

Websites:

www.citehr com
www.ask.com
www.hrgroup.com
www.wikepedia.com
www.managmentparadise.com

40

41

Name of Employee: ----------------------------------------------------------------------Designation: ----------------------------------------------------------------------

QUESTIONNAIRES
A. Recruitment and Selection
1. Are you satisfied with the external recruitment sources performed
in your
organization.
1. Agree
2. Disagree
2. Are you satisfied with the monetary reward given on bringing a candidate on board?
1. Agree 2. Disagree
3. Are you satisfied with the background checks conduct for employees.
1. Agree 2. Disagree
4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree 2. Disagree
B. Induction
1. The induction programme of your organization is informal type.
1. Agree
2. Disagree
2. The induction of your organization covers organizational structure and policies.
1. Agree 2. Disagree
C. Training and Development
1. For Employee performance is the training need analyzed in your organization.
1. Agree 2. Disagree
2. Are you satisfied with the Classroom method adopted by tour organization to train
the employees?
1. Agree
2. Disagree
3. Effectiveness of training program in your Organization is evaluated by observing
the post training performance of employees.
1. Agree
2. Disagree

D. Performance Appraisal
1. Are you satisfied with the Balanced Scorecard method?
1. Agree
2. Disagree
2. Are you satisfied with the feedback given to you by organization?
1. Agree
2. Disagree

E. Career Progression
1. Are you satisfied with the mentor system followed for career progression?
1. Agree
2. Disagree
2. Are you satisfied with the competence analysis and feedback from manager?
1. Agree 2. Disagree
F. Leave Policy
1. Are you satisfied with the privilege leave provided to you?
1. Agree
2. Disagree
G. Communication and Decision making process
1. Are you satisfied with the informal communication pattern?
1. Agree
2. Disagree
2. Are you satisfied with the opinion survey and Department meeting?
1. Agree
2. Disagree
H. Rewards and Recognition
1. Are you satisfied with the monetary rewards?
1. Agree
2. Disagree

I. Personal Accident Insurance Policy

1. Are you satisfied contingencies cover under this policy?
1. Agree
2. Disagree
J. Mediclaim Policy
1. Are you satisfied with the services covered under this policy?
1. Agree
2. Disagree