HR Policies And its Implementation

Because employee performance which in turn depends heavily on the organization's HR POLICIES—determines a major portion of the company's total performance. Employees are motivated by the company to produce their finest job every day. The decision-making and communication processes are unsatisfactory to the staff because they allow organization-related information to leak. The supplier business is one of the top retailers of the products on the list and is based in Ludhiana, Punjab. The production of shirts and pants falls under the ready-made clothing business. 

National Institute of Fashion Technology,
Hyderabad
Human Resource Management
Assignment-1
Document
On
“HR POLICIES AND ITS IMPLEMENTATION
AT
PAKHI GARMENTS”
Under Guidance of:
Dr. Rajani Jain Ma’am
Submitted By:
Trikarsh Mishra
Rohit Pakhale
Yash Aggarwal

Acknowledgement
We would like to express our special thanks of gratitude to
our teacher Dr. Rajani Jain Ma’am who gave us the golden
opportunity to do this wonderful project on the topic
“HR POLICIES AND ITS IMPLEMENTATION AT PAKHI
GARMENTS” which also helped us in doing a lot of Research
and we came to know about so many new things, We are
really thankful to her..
Secondly we would also like to thank our parents and friends
who helped us a lot in finalizing this project within the limited
time frame.
NIFT Hyderabad | HRM Assignment 1 Page 2

COMPANY PROFILE
Registered in 2010, Pakhi Garment has made a name for itself in the list of
top suppliers of in India. The supplier company is located in Ludhiana, Punjab
and is one of the leading sellers of listed products. Manufacturing of Shirts and
Trousers are under the category of readymade Garment industry. Readymade
garment industry has occupied a unique place in the industrial scenario of our
country by generating substantial export earnings and creating lot of
employment. Its contribution to industrial production, employment and export
earnings are very significant. This industry provides one of the basic necessities
of life. The employment provided by it is a source of livelihood for millions of
people. It also provides maximum employment with minimum capital investment.
Since this industry is highly labour-intensive, it is ideally suited to Indian
condition. This project report is prepared for the manufacture of gent’s shirts,
gent’s trousers as they find wide acceptance in local and international markets.
Any person having the knowledge of cutting and stitching operations can easily
set up such establishments.
PRODUCT & ITS APPLICATION:
Shirts and Trousers are two key components of men’s formal clothing. As more
youth complete their education and aspire for white collar jobs, they follow typical
office goers’ pattern of readymade garments to avoid being singled out. As
readymade garments are designed by the professional fashion designers these
are in sync with the current trends and offer psychological satisfaction to the user
INDUSTRY OUTLOOK & TRENDS:
The trend for custom stitching of shirts, trousers etc. is on decline due to time
and cost involved. Also, the consumers are unable to imagine how a particular
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fabric would look or feel once a garment is stitched out of it. Such issues have
led to growing demand for ready to wear shirts and trousers. The customers also
get huge variety of fabric types, prints, designs, patterns and styles in readymade
garments. Therefore the demand for these products is on the rise.
BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following
benefits:
a. The work involved in formulating policies requires that the
management give deep thought to the basic needs of both the
organization and the employees. The management must examine
its basic convictions as well as give full consideration to the
prevailing practices in other organizations.
b. Established policies ensure consistent treatment of all personnel
throughout the organization. Favoritism and discrimination are,
thereby, minimized.
c. Continuity of action is assured even though top management
personnel change. The CEO of a company may possess a very
sound personnel management philosophy. He/she may carry the
policies of the organization in his/her head, and he she may apply
them in an entirely fair manner. But what happens when he/she
retires? The tenure of office of nay manager is finite. But the
organization continues. Policies promote stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
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organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of
fair play and justice and where they help people grow within the
organization.
f. Sound policies help resolve intrapersonal, interpersonal and
intergroup conflicts.
PRINCIPLES OF HR POLICY
1. Principle of individual development to offer full and equal
opportunities to every employee to realize his/her full potential.
2. Principle of scientific selection to select the right person for the
right job.
3. Principle of free flow of communication to keep all channels of
communication open and encourage upward, downward, horizontal,
formal and informal communication.
4. Principle of participation to associate employee representatives
at every level of decision-making.
5. Principle of fair remuneration to pay fair and equitable wages and
salaries commiserating with jobs.
6. Principle of incentive to recognize and reward good performance.
7. Principle of dignity of labour to treat every job and every job
holder with dignity and respect.
8. Principle of labour management co-operation to promote cordial
industrial relations.
9. Principle of team spirit to promote co-operation and team spirit
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among employees.
10.Principle of contribution to national prosperity to provide a
higher purpose of work to all employees and to contribute to
national prosperity.
OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the effects of HR policy on employees performance and
satisfaction.
3. To study the evaluation of the policies and to take corrective actions
against the deviation.
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OBJECTIVES
In reviewing the purpose of HR Policies at Pakhi Garment, the
organization stated that the HR Policies has been a key part of the
management process for the effective utilization of human resource. The
company aims to fulfill the following objectives through its HR Policies:
 Ensure a high degree of selectivity in recruitment so as to secure
super achievers and nurture them to excel in their performance.
 Impart such induction, orientation and training as to match the
individual to the task and inculcate a high sense of organization
alloyalty.
 Provide facilities for all round of growth of individual by training in
and outside the organization, reorientation, lateral mobility and self-
development through self-motivation.
 Groom every individual to realize his potential in all facets while
contributing to attain higher organizational and personal goals.
 Build teams and foster team-work as the primary instrument in all
activities.
 Recognize worthy contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale.
Appraisals and promotions shall be ethical and impartial.
 Implement equitable, scientific and objective system of rewards,
incentives and control.
 Contribute towards health and welfare of employees.
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MANAGEMENT REVIEW:
Management review meeting is held every six months at the Group
Review. Meet is conducted from time to time to ensure the suitability,
adequacy and effectiveness of the HR Policies.
CORRECTIVE ACTION FOR NON CONFORMANCE:
 Non conformance to the policies mentioned is reviewed by the
Group HR Cell, respective CEO and HR Head of the company. The
review will suggest remedial measures to avoid repetition of the non
conformance through elimination of the root causes for the same.
 Board of Directors is kept informed of the review and action plans
decided to avoid the non conformance in the ensuing monthly
meeting.
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The various procedures that form the HR Policy of the Organization
are:
1. Recruitment and selection of manpower
2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management
System 10.RetirementPlanning
11.Job
Enrichment
12.Exit Interviews
A brief preview of the above mentioned policies and the various
objectives that these policies aim to achieve are given in the subsequent
chapters.
Due to high level of secrecy maintained in the organization, the policies
given below are according to my understanding and interpretation of the
subject.
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1. RECRUITMENTPOLICY
 In Pakhi Garment, recruitment and selection of personnel is
explicitly based on the criteria of their knowledge, skills and
attitudes, so as to secure super achievers and nurture them to
excel in their performance.
 All fresh candidates are absorbed only after satisfactory
completion of appropriate training.
 All direct recruitment is through the HR department.
 Detailed selection procedures as decided from time to time are
adhered to without any compromise.
 Above procedures shall undergo continuous refinement through
evaluation and feedback.
2. INDUCTION AND PLACEMENTPOLICY
 At Pakhi Garment, new recruits imparted such induction,
orientation, training and placement so as to individuals to the
task and inculcate a high sense of organizational loyalty.
 The HRD Department and the concerned heads of parent
departments prepare a well-structured Induction Program to
acquaint the new recruits with the people, organizational
structure, and interface between different departments, functions
and culture of the organization.
 The Induction Program is formulated to suit the position of the
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candidate and necessary to be provided to him.
3. JOB ROTATIONPOLICY
 At Pakhi Garment, facilities are provided for all-round growth of
individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher
responsibilities.
 Systematic Job Rotation from time to time shall have a
revitalizing effect on the individual as well as the organization.
 All promotions to the level of HODs will be considered only when
an individual has undergone rotation through at least 2sections.
4. PERFORMANCE APPRAISALPOLICY
 Performance Appraisal grooms every individual to realize his
potential in all facets by helping to identify and achieve his
personal goals within the framework of organizational objectives.
 Appraisals shall be ethical and impartial so as to recognize
worthy contributions appropriately and in time in order to
maintain a high level of employee motivation and morale.
 The Performance Appraisal Systems aims at integration of
individual and organizational goals.
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5. COUNSELLING
Counseling sessions, which are conducted by HR Department OR
Professional Counselor OR Performance Appraiser, are available to all
the employees in order to fulfill the following objectives:
 To enhance employees’ competence and job satisfaction.
 To prepare employees for future responsibilities.
 To establish a better working relationship between the superior
and subordinate.
 To enable employees to cope with personal problems.
6. CAREER PLANNINGPOLICY
 Career Planning system in Pakhi Garment is aimed at
developing people of the right caliber to meet present and future
needs of the organization. It shall be an essential ingredient for
Succession Planning.
 The mandatory factors to be considered prior to career planning
shall be:
a. The organization’s long and short term plans.
b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and
average caliber.
d. Recruitment through internal and external sources at all levels
and its ratio as appropriate to the organization.
e. The number of people recruited and trained every year.
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7. SUCCESSION PLANNINGPOLICY
HODs and above identify successors, primary and secondary, to his
position at the time of annual appraisal. This is reviewed every year
along with the annual appraisal.
8. TRAINING AND DEVELOPMENTPOLICY
 At Pakhi Garment, training and development activities strive to
ensure continuous growth of organization by nurturing the
strengths of the employees and providing the environment and
opportunity for every individual to realize his/her potential.
 The policy aims at broadening the outlook of the individuals and
bridging the gap between actual performance and the
performance necessary to deliver results.
 Facilities are provided to all individuals towards self
development and all round growth through training.
 HR Department identifies average performers and provide
special training.
9. HUMAN RESOURCE INFORMATION MANAGEMENTSYSTEM
 Human Resource Information Management Systems (HRIMS)
aim sat:
a. Providing accurate information about employees to
management for decision making.
b. Eliminating duplication of efforts.
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c. Offering quick and easy access to human resource
information at random as well as in regular report form.
 The system has two layers of security. Access to the system is
through keying in the valid combination of username and
password. Permission to access certain programs is restricted to
identify key personnel.
 An integrated employee database is maintained and
continuously updated with information from personnel at regular
intervals regarding biographical data, work experience,
qualifications, appraisal, training and career paths.
10. RETIREMENT PLANNING
 At Pakhi Garment, retirement of all individuals is aided
through planned programs by HR Department so as to
lessen the associated misgivings and anxiety.
11. JOB ENRICHMENT
 Pakhi Garment follows a people centered approach to job
enrichment with a view to enhance the performance of the
employee, leading to higher job satisfaction.
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12. EXIT INTERVIEWS
 The organization has a regular turnover of employees due to
various reasons such as retirement, voluntary retirement,
and resignation etc. from time to time. Feedback is obtained
from the employee on occasions of separation from the
organization. Such feedback on matters that effect well
being of the people is useful in improving the organization in
respect of HR Policies and practices.
The HR Policy Manual (or Managerial Service condition Manual) was
designed in order to facilitate the mangers in gathering the information
regarding the various service conditions that are offered by the
organization. This manual includes the service conditions which are most
frequently asked for.
The various services conditions included are:
 Provident Fund
 Gratuity
 Privilege Leave
 Superannuation Scheme
 Medical Reimbursement &Hospitalization
 Dental Policy
 Group Accident Insurance Scheme
 Housing Loan Scheme
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 Vehicle Loan
Scheme
 .Phone
 Canteen Service
 Cash Payments & Advance Settlements
 Performance Excellence Scheme
 Performance excellence Form
 Parivar Suraksha Yojna
 Policy for Get Together of Employees 21.Notice Period for
Managerial Employees
 Conveyance Reimbursement for Interview Candidates
 Car Policy
 Post Retrial Benefits
 Inland Travel Rules
 Foreign Travel Rules
 Application for Housing Loan 28.Application for Car Loan
 Application for 2-wheeler Loan
 Application for 2-wheeler (wards) Loan.
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FINDINGS
 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
 Regarding monetary reward given on bringing on board 74% of
employees are satisfied and 26% are not satisfied.
 Regarding background checks which is conduct for employees 78%
employees are satisfied whereas 22% employees are not satisfied.
 Regarding monetary limits provided to employees for their expenses
79% of the employees are satisfied and 21% of the employees are
not satisfied.
 Regarding induction program which is conducted in the organization,
82% of the employees are satisfied whereas 18% of the employees
are not satisfied.
 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.
 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.
 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 programs to train employees.
 Regarding effectiveness of training program, 68% of the employees

are satisfied whereas 32% of the employees are not satisfied. It
means that some of the employees want that evaluation of
effectiveness of training program should be done with some other
method.
 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.
 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.
 Regarding mentor system followed for career progression, 84% of the
employees get benefited and only 16% of the employees are
exempted.
 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.
 Regarding privilege leave provided to employees, 83% of the
employees are satisfied whereas 17% of the employees are not
satisfied.
 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.
 Regarding opinion survey and department meeting,76% of the
employees are satisfied and 24% of the employees are not satisfied.

 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.
 Regarding contingencies provided under this policy, 76% of the
employees are satisfied and 24% of the employees are not satisfied.
 Regarding services provided under Mediclaim policy, 89% of the
employees are satisfied and 11% of the employees are not satisfied.
SUGGESTIONS
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.
LIMITATIONS OF THE STUDY
 The sample size has been restricted to 100 respondents due to time
constraint. The study can be extended by increasing the sample size.
 Primary data has been collected from the respondents. The accuracy of
data depends upon the respondents chosen for the study.
 The study has been restricted to Ludhiana city only. Further, research
can be carried out by covering other areas also.
SCOPE OF STUDY
1. As most of the company’s overall performance depends on its
employee’s performance which depends largely on the HR
POLICIES of the organization.
2. So the project has wide scope to help the company to perform well
in today’s global competition.
3. The core of the project lies in analyzing and assessing the
organization and to design an HR POLICY manual for the
organization.
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 self-
motivation.
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
company’s goals.
8. Company inspires the employees to do their best work everyday.
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 company’s success.
BIBLIOGRAPHY
Journal:
 Anupama Gupta (2010), “Perception on Human Capital Valuation with special
Reference to Software Industries”, Management and Labour Studies, 33(3): 338-
353.
 Saini R.R. (2010), Marketing research: within a changing information environment,
New York (NY): McGraw-Hill/Irwin.
 Tripathy (2008), “The Relationship between Perceptions of Human Resource
Practices and Employee Outcomes: Examining the Role of Person Organization
and Person-Job Fit”, The International journal of Human Resource Management,
22(1): 138-162.
Websites:
http://www.pakhigarment.com/contact.htm
www.citehr.com
www.ask.com
www.wikipedia.com
www.hrgroup.com
www.ppspublishers.com