A REPORT ON

A STUDY ON COMPANY POLICY AND EMPLOYEE SOURCING

IN YOURSTHATSENIOR(DELHI)
SUBMITTED TO

KUMAON UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENT

OF THE AWARD OF DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION (2021-2024)

SUPERVISED BY: SUBMITTED BY:

MRS. CHETNA JOSHI ISHA KANWAL
(Assistant Professor) (210945250016)

FACULTY OF COMMERCE AND BUSINESS MANAGEMENT

AMRAPALI GROUP OF INSTITUTES,
SHIKSHA NAGAR, LAMACHAUR
HALDWANI, UTTARAKHAND

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 AMRAPALI GROUP OF INSTITUTES,
Faculty of Commerce & Business Management

CERTIFICATE
This is certified that this Summer Training Report Project Titled “A study on employee
policy and sourcing” in “YOURSTHATSENIOR” submitted by ISHA KANWAL of BBA V
Semester for partial fulfillment of award of degree of Bachelor of Business
Administration has been completed by her under my guidance.

She was sincere in putting efforts to prepare and present this research report.

Name of Project Guide: Mrs. Chetna Joshi

Designation: Assistant Professor
Faculty of Commerce & Business Management
Amrapali Group of Institutes,
Shiksha Nagar, Lamachaur, Haldwani – 263139 (Nainital) Uttarakhand
Landline: (05946) 238201 – 02 Mobile: 9520655000, 9520688000
Toll free: 1800-180-4727
E-mail: office@amarpali.ac.in Website: www.amarpali.ac.in

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 STUDENT DECLARATION

I Isha kanwal, student BBA V semester of Amrapali Group of Institutes, Haldwani,

Uttarakhand, hereby declare that project entitled “A study on employee policy and
sourcing” at “YOURSTHATSENIOR” is written and submitted by me under the guidance
of Mrs. Chetna Joshi, Amrapali Group of Institutes.

The information incorporated in this project is true and original to the best of my
knowledge. This report is my original work and has not been copied from any sources.

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Certificate from Company

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 Preface
There are number of forces that make HR the greatest support system in an
organisation. Employees play a great role in the success of any organisation. So,
managing the human resources in an organisation is really a task of great concern and
there are many policies for them to get the right job contribution for the success of the
organisation.

This project report has been completed in partial fullfilment of my management

program, Bachelor of Business Administration (BBA) in the company
“YOURSTHATSENIOR”. The topic of my project was “A study on employee policy and
sourcing” in “YOURSTHATSENIOR”.

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 ACKNOWLEDGEMENT

This project has been an honest and dedicated attempt to make the analysis on
marketing material as authentic as it could. And I earnestly hope that it provides useful
and workable information and knowledge to any person reading it. During this period,
I had the pleasure of working closely with accomplished organization people who
shared with me their experience and helped me in completion of my research.

I sincerely thank my mentor Mrs. CHETNA Joshi for her guidance and
encouragement in carrying out this project work.

I also wish to express my gratitude to my Class Coordinator and Other Professors who
helped me during the period of my project work. Secondly I would also like to thank
my parents and friends who helped me a lot in finalizing this report within the limited
time frame.

ISHA KANWAL

BBA Vth semester

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 CONTENTS

S.No. Description Page no.

1. CHAPTER – 1

 INTRODUCTION

 LITERATURE REVIEW 10-20

 REPORT OBJECTIVE

 RESEARCH METHODOLOGY
LIMITATIONS OF THE PROJECT

STUDY

2. CHAPTER – 2 21-25

INDUSTRY PROFILE AND COMPANY PROFILE


3. CHAPTER – 3 26-36

 DATA ANALYSIS AND INTERPRETATION

4. CHAPTER – 4
▪ FINDINGS
37-39
▪ RECOMMENDATIONS AND SUGGESTIONS
▪ CONCLUSION

5. BIBLIOGRAPHY 40

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 6. APPENDIX 41-43

LIST OF TABLES

Table Title Page

No.

Gender wise responses of respondents 29

Responses of different types of employees working in the organisation 30

Activities performed by the organisation for motivating employees 31

Policies implement for employee with their work 32

Responses on the structured interview panel 33

Education wise analysis of employees 34

Skill wise analysis of employees 35

Length of the service wise analysis of employees 36

LIST OF FIGURES

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List of Figures Page No.

3.1 Distribution on the basis of gender 29

3.2 Distribution on the basis of types of employees 30

3.3 Distribution on the basis of activities performed 31

3.4 Distribution on the basis of policies implement 32

3.5 Distribution on the basis of response of interview panel 33

3.6 Distribution on the basis of education 34

3.7 Distribution on the basis of skills 35

3.8 Distribution on the basis of length of the services performed 36

CHAPTER-1

INTRODUCTION
A Company policy is a set of guidelines for employers and employees to follow the
defined procedures. It is a set of rules established for the business interest of the employer
and right of employees. A Company Policy is constructed based on the structure of the
business. It is implemented to manage certain areas within an organization such as;
company culture, dress code, health, mobile phone for personal use, tea and lunch breaks,

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 smoking rules, harassment policies, internet policies, communication with clients,
employee accountability, warnings attendance, timing, security, poor performance,
dishonesty, salary date, expenses, etc.
A Company Policy is ideally handed over to each employee at the time of employee
orientation that takes place right after hiring. Nowadays company use HRMS solutions to
store such important documents in a unified location that saves a lot of time.

Why are policies important in the company?

The importance of company policies becomes evident when it provides clear

guidelines and procedures for employees to follow, ensuring consistency and
compliance with organizational values and legal standards. The policies and
procedures of a company create a safe, ethical space and bring harmony among
employees. Well-structured company policies pave the way for employees to strive
towards individual and collective growth.

What are the types of company policies?

5 common place company policies/workplace policies to have in writing:

Workplace Health and Safety Policy:

One of the most significant qualities that make an organization a suitable place to
work is its healthy and safe practices and laying down these procedures in an
elaborate and clear to understand manner really makes a stark difference. Nobody
wants to work in a place where the lighting is not proper, conditions are unhygienic,
the floor is slippery, and surroundings are exposed to hazardous substances and
equipment. It is the right of every employee to work in a healthy and safe

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environment. To ensure this, a proper workplace and safety policy must be in place
and implemented with accountability.

Equal Opportunity Policy:

In most countries, the law says that companies must treat everyone equally when it
comes to jobs. This means they must not be unfair to people on account of their
gender, age, caste, or race. This rule is important for ensuring there’s no
discrimination, harassment, or violence at work and for having a diverse group of
people working together.

It is good for businesses in two ways: First, it gives them a bigger group of people to
choose from when hiring, so they can pick the best person for the job. Second, it
makes the workplace fair for everyone, so employees can get along, work well, and do
their best. When a company puts this rule in writing, it tells everyone that they really
mean it when they say everyone has an equal chance there.

Employee Code of Conduct Policy:

An Employee Code of Conduct Policy is a set of guidelines that explain how employees
should behave while they are at work. It covers diverse topics like following the law,
dressing appropriately, being responsible for their actions, avoiding conflicts of
interest, and not taking financial gains that could affect their job. This policy is
important because it helps employees understand the company’s values and culture,
ensures legal compliance, and maintains a positive work environment. It also provides
rules for handling workplace issues, such as conflicts of interest and ethical behavior.
Violating this policy can result in disciplinary actions. This policy is regularly reviewed
and updated to keep it relevant and effective.

Leave of Absence Policy:

A Leave of Absence Policy allows employees to request specific periods of time off
from work for several reasons, such as family caregiving, health issues, or personal
needs. This policy outlines the process for requesting and approving leaves, balancing

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employee needs with the company’s operational requirements. While on leave,
employees may not receive compensation, but previously accrued benefits should be
maintained. Leave types can include parental leave, voluntary leave for personal
reasons, and mandatory medical leaves. You can also add birthday leaves, comp offs,
floater leaves to incentivize the arduous work put by employees. Employers should
follow established policies, contracts, and legal requirements when granting leaves to
ensure a positive work environment and legal compliance.

Employee Disciplinary Action Policy:

Disciplinary action refers to corrective measures taken by employers in response to

employee misconduct, rule violations, or subpar performance. It can encompass
various forms of reprimand, ranging from verbal warnings for minor infractions to
more severe actions like suspension, demotion, or termination for serious violations.
Supervisors and managers decide when to apply disciplinary measures, considering
factors such as the nature of the offense, the employee’s history, and experience.
Fairness and consistency are crucial in implementing disciplinary policies, ensuring a
healthy workplace culture, and protecting both employees and the company.
Employers may employ tools like discipline matrices to align consequences with
specific policy breaches, ensuring proportionate responses to different violations.

How to create Company Policies?

Get Everyone Involved: Start by gaining unanimous support from management and
employees for the new policy. Clearly explain the reason behind it and why it is
necessary. Policy Team: Developing company policy must involve collaboration. Build
a team of knowledgeable people and experts in policy making. Their contributions
ensure a comprehensive and effective policy.

Structure Your Policy:

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Create a standardized structure for your policies. Although details may vary, they
should always include:

1. Goals: Determine the goals and objectives of the policy.

Instructions: Describe specific rules, instructions, and any regulatory changes that
employees must follow.

2. Applicability: Make it clear who will follow the policy and how they can comply with
it.

3. Effective Date: Specify when the policy takes effect.

4. Glossary: Includes a list of key terms and their definitions for clarity.

Policy Priorities: If you need to create multiple policies, prioritize them based on
immediate needs and short-term benefits. Focus on policies that deliver rapid
improvement.

Do Your Homework: Before writing a policy, thoroughly research the company and the
purpose of the policy. This ensures that your policy is well informed and effective.

Research Methods: Consult experts in the relevant field. Collect feedback through
company surveys and employee interviews. Stay up to date with relevant laws and
regulations, especially those related to the subject matter of the policy.

Flexible Language: Remember that company policy is not a rigid contract. Write it in
flexible language so it is easy and engaging for employees to follow. This will guide
behavior without appearing too strict.

By following these steps, you can create a company policy that is well-informed,
widely accepted, and benefits your organization and its employees.

What are mandatory company policies?

Pulling corporate policies and procedures together can seem daunting, as there are so
many you can have.

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You can introduce this all in one go in a Staff Handbook, or you can focus on what's
most important and build on the bank of policies bit by bit.

If you're taking this latter approach, the best place to start is with the mandatory
policies an employer must have. These policies are as follows:

A. Disciplinary Procedure

All employees must be provided with a contract/statement of the particulars of their

employment within a month of their employment. This document is required under
Section 1 of the Employment Rights Act 1996. The Act requires that there is a
reference to any disciplinary, dismissal and grievance procedures within this section 1
document. The disciplinary policy will set out the proper, fair procedure which will be
followed in instances of disciplinary action, which is central to the law on unfair
dismissal.

B. Grievance Procedure

As stated above, the ERA 1996 requires that a company references their grievance
procedure in the section 1 statement provided to employees. The grievance procedure
provides a clear mechanism for raising complaints formally. Having the policy ensures
you've complied with your legal obligation and sets out clear ways for your employees
to communicate complaints and concerns and how the company will handle them.

C. Health & Safety Policy

Mandatory if you have more than five employees. The policy has the aim of protecting
workers from harm while at work. This includes protection from physical harm and
potential health complications resulting from their work. Having the policy in place has
moral benefits whilst protecting an employer from a financial and legal point of view.

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 LITERATURE REVIEW

Review of Literature provides a

deep insight on the concerned
broad area of study. Review of
Literature is the first step in any
organized research work.
Researcher gets to know the
quantum and
direction of work done till date
in his/her area of research
interest. It also helps a
researcher in
appreciating different conclusions
and outcomes of the research
conducted. And finally researcher

15
can make an informed decision
with regard to the research
methodology which will suit to
his/her
research work, based on review of
literature. The researchers are
taking reference from any related
book, article, related research
paper, theses, organizational
report and various literatures
available
on the websites and internet.
Review of Literature provides a deep insight on the concerned broad area of
study. Review of Literature is the first step in any organized research work. Researcher
gets to know the quantum and direction of work done till date in his/her area of
research interest. It also helps a researcher in appreciating different conclusions and
outcomes of the research conducted. And finally researcher can make an informed
decision with regard to the research methodology which will suit to his/her research
work, based on review of literature. The researchers are taking reference from any
related book, article, related research paper, theises, organizational report and
various literatures available on the websites and internet.

16
According to Ployhart (2006), "Recruitment means the efforts from an organization to
identify, attract and influence the job choices of competent applicants".
Taylor and Collins (2000) gave another definition of "Recruitment":"Recruitment
includes the set of activities undertaken by the organization for the primary purpose of
identifying a desirable group of applicants, attracting them into its employee ranks,
and retaining them at least for the short term".
To my mind, these definitions are a little bit different but they have a point in
common: the fact to attract and influence applicants.

It is about calling on the own company 's employees or external contacts to find out
new potential recruits. It may be a very effective way to look for new applicants
because it lets the company to save costs of advertising, time, to get recommended
people and then to feel assured about the candidate 's level of quality (DeVaro, 2005).
However, this mode of recruitment could be discriminatory (Foot, M. and Hook, C.,
2011) to the extent that it may not enable people from other ethnic origins,
environments or socio-economic status to get access in your job offers.
Each recruitment channel can be judged on its effectiveness by various indicators such
as the total cost of hire, the number of sourced candidates and the long term success
of hires.
Indeed, certain variables can influence the choice of recruitment channels which are
selected by the companies depending on the position and the needs of the
organisation These are:
- the requirements of the specific position

- The issues of time and effort

Most of the time (statistically 85%), the company favours online channels to recruit
such as LinkedIn, Monster, alumni associations of Business or Engineer schools and
employment websites. The CIPD annual surveys of recruitment have shown an
increasing usage of e-recruitment methods from the beginning of the 21st century
(CIPD, 2006 and 2007 from Foot, M. and Hook, C., 2011).

17
Even when the brand calls on head-hunters only for unique and selected profiles, they
realized that the candidates presented by Head-hunters can also be found online by
placing an add via LinkedIn or Monster.
However, there are some disadvantages to note about e-recruitment. Online
recruitment negatively impacts the process of recruiting due to the lack of knowledge
from older people of the internet. In addition to that, it could result in an increased
number unfitted candidates. (CIPD, 2009a from Foot, M. and Hook, C., 2011)
Besides, it is unfortunately not possible to apply directly from the company website.
Since all recruitments on the company are based on specific profiles, the HR manager
prefers to control the process by herself. She thinks that this hiring mode is more
suitable for big company like McDonalds looking for simple CVs.

Victor.H.Vroom views
satisfaction in terms of the
positively Valued outcomes that
job
provides to a person
Victor.H.Vroom views
satisfaction in terms of the
positively Valued outcomes that
job
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provides to a person
Victor.H.Vroom views
satisfaction in terms of the
positively Valued outcomes that
job
provides to a person

Strengths And Weaknesses Of Recruitment Research

Explain the Strengths and weaknesses of different approaches to Recruitment and

Selection
Recruitment and Selection
Recruitment can be defined as searching for and obtaining a pool of potential candidates
with the desired knowledge, skills and experience to allow an organisation to select the
most appropriate people to fill job vacancies against defined position descriptions and
specifications.
(Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems
to Organizational Strategies. Jossey-Bass, 1999.)
External recruitment brings new blood, new face to the organization. Which means
organization will get new ideas from new candidates and must be wide benefits. External
candidate comes from outside the business, so that candidate or in organizations they don
't have any favourite. Besides that, as external recruitment has wide range and its cover a
wide area 's job demand, so management of the organisations can verify and can decide
on which suites best. External recruitment candidates should be more dynamic with
workforce. Candidates to keep their place and position safe they will work with more
passion.

OBJECTIVE OF THE STUDY

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  To learn different policies for the employees.
 To analyse how to create policy.
 To analyse the importance of employee policy.

RESEARCH METHODOLOGY

Research Design:

This research is descriptive. In descriptive research we have sufficient data on the

concept and research material. Because many researchers have done the same
concept. Therefore, there is nothing new this concept while I am going to study. I have
used questionnaire method for collecting the data. I have formed same questionnaire
for workers & staff members.

Methodology

a) Sample Size : 50
b) Instrument Used: Questionnaire.
c) Sample Technique: Random Sampling.

Sources of Data

 Primary Data - Questionnaire.

 Secondary Data – books, websites, internet.

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For the purpose of this research primary data as well as secondary data both are
used. This is because data is collected using different types of approaches, mediums
etc.

LIMITATIONS OF THE STUDY

 The duration of the project was short, so the scope of
more in-depth evaluation was not possible.
 The research has been attempted to understand the
policy for employee in the organisation.
 Some of the information given may be reliable.
 The analysis and interpretation are based on the
sampling techniques, which have in built assumption
and limitation.

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 CHAPTER-2
INDUSTRY PROFILE AND COMPANY PROFILE

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INDUSTRY PROFILE

What is education and learning sector?

The education industry is expanding rapidly and its many businesses are eager for
new talent, including experienced professionals and enthusiastic individuals just
entering the workforce. The education industry can be described as the collection of
organizations and businesses that provide products and services aimed at enhancing
the quality of education in society. Read more to gain a complete overview of the
education industry.

The education industry consists of schools, colleges, universities, and various

private institutions. The education industry provides its students with the
knowledge and skills to adapt to a continually changing working world. The
industry consists of an expanding array of organizations that strive to provide
lifelong learning to its customers. The education sector can be broadly classified as
primary education, secondary education, higher education, and vocational
education. The Education industry is crucial to the workforce capability of all
other industries, but it also faces unique workforce development challenges of its
own. With its responsibility for skilling the current workforce and preparing
future generations for work and life, the Education industry is subject to intense
public and political scrutiny and to frequent waves of policy change and review.

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Organizations in the education sector include traditional colleges and universities
as well as companies focused on training and development for clients that range
from an individual learner to global corporations to online content delivery. As a
whole, the industry is responsible for training individuals of all ages to learn new
skills, obtain meaningful employment, and help accelerate the economic growth,
by delivering education in traditional classroom settings or via online training over
the Internet.

The education industry also includes ancillary education services, such as after-
school tutoring, charter schools, special or alternative education, educational
content suppliers, and the professional development of administrators and
teachers. This section contains articles that help learn more about this sector and
understand its unique dynamics, opportunities, and challenges.

The education industry must adapt to the challenges of containing costs, differing
views on standardized learning, competing for students, and adapting to changing
economic needs. Industry players adopt unique strategies to overcome these
challenges by forming education partnerships, adapting to new technologies, and
developing customized and personalized learning programs. This section also
discusses these challenges and provides a framework to adapt to these challenges.

The targeted audience for this section are consulting houses, teachers, students
and learners, education industry investors, and all size companies that sell
products or services to education players; organizations looking for knowledge
and key business information in the education industry and players interested in
content development for this sector.

Developing Nations – A Huge Market:

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The two biggest economies India and China present huge opportunities for the
Education Industry. Take the example of India alone where the education market
constitutes of people with a median age of 25 years, has a target base of over 550
million people below the age of 25 years. This means that the number of people in
India needing primary and secondary education alone exceeds the entire
population of the USA. Since these students will be seeking higher education in
India over the next decade it illustrates the sheer size of the Indian education
market.

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 COMPANY PROFILE

YOURSTHATSENIOR is a one-stop solution to prepare for interviews and apply for your
dream job. You will get guidance and skills training through a systematic and
elucidated medium. We strive to enable seniors/industry leaders to share their
impactful, practical knowledge with aspiring new blood.

Yoursthatsenior aspires to provide guidance and skills through systematic and elucidated
medium to undermine the unemployability of Indian youth in 44,000 non rated colleges i.e.
tier 2 or below colleges in India. We strive to enable seniors/ industry leaders to share their
impactful practical knowledge to aspiring new bloods especially from tier 2 or below cities to
succeed with flying colors on our exclusive community. Our platform will provide a one stop
360° solution to prepare and qualify for their dream job. We will train/handhold the
candidate for getting shortlisted in a job by providing them the right intrapersonal and soft
skills. We will enable special support/assistance to Specially abled students in developing
social and life skills for better opportunity/employability with additional guidance by specially
abled mentors.

Website
http://www.yoursthatsenior.com
Industry
E-Learning Providers
Company size
2-10 employees
Headquarters
New Delhi, Delhi
Type
Privately Held
Founded
2021

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Specialties
Interview Skills, Resume Building, Personality Development, Soft Skills Development,
Company Specific Training, Mock Interview, mentorship, and job preperation

Mission
It has always been to bridge the gap between academic and industry, ensuring that students
are not just equipped with theoretical knowledge, but are also well-prepared to excel in the
professional world. With this partnership, we are taking a giant leap towards realizing this
vision.

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 CHAPTER-3

DATA ANALYSIS AND INTERPRETATION

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Data Analysis
It is the process of inspecting, cleansing, transforming and modeling data with

the goal of discovering useful information, informing conclusions, and

supporting decision making.

The purpose of data analysis is to extract useful information

from the data and taking the decision based upon the data analysis.

Interpretation
It refers to the task of drawing inferences from the collected facts after an

analytical and/or experimental study. In fact, it is a search for broader meaning of

research findings.

This chapter speaks to the result of the study from the factual investigation led on the
gathered information.

he analysis of the recruitment procedures and methods is fairly adequate and

elaborated by the HR department of English Heritage. The analysis of the recruitment

methods in the organization came to the point where I saw that fairness is sometimes

not done with the employee while the positioning of the job ifs invalid and amount

of thinking and preference is not given in appropriate manner.

4. Analysis of Selection Procedures

The analysis of the selection methods is given below in the form of a chart which

29
I analyzed while researching on the organizations selection methods, the best thing

seen in this procedure was the detailed and thorough search on the candidate and

efficiency of the HR personnel’s to consult the relevant department

A formal way of selection is used. It is to be stated here that this is a formal way

of selection as well, but in my findings and analysis I found that sometimes the

boundaries have to be crossed and the methods and ways have to be amended for the

best to secure.

5. Analysis of the Challenges Faced by HR Departments of the Two Organizations

According to the findings through the interview’s there were some common chal-

lenges faced by the HR team’s in both the organization’s, which have been discussed

below.

6. Staff and Management Relations

One of the internal challenges faced by the HR department is the relationship

between the staff and management. The union and the management have to run good

terms for either of them to be secure.

7. Current Trends

The current new trends coming up in the HR field is also one the internal challenge

to be faced, the new duties, environment, skills, future needs and current issues
related

to the staff.

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8. Conflict Management

The conflicts between the staff itself and conflicts between the management and

staff is a great issue internally which has to seen through and the diversification

should tendered to its minimum state to produce the best of the results.

9. Diverse Workforce

The diverse workforce or people from different cultures and understanding are

also an external problem or challenge faced by the HR department which has to

resolve within its limits so no one gets disturbed.

10. Skilled Workforce

This is also one of the external challenge faced by HR, the trained workforce is not

normally hired up in low levels other than the high levels with a substantial amount

of experience. The unskilled or untrained workforce also becomes a challenge for

the HR to tackle with, which is presumed to be taken up by the line manager to fulfil.

1-Respondents working in the organisation.

Table 3.1
Gender Percentage (%)
Male 58%
Female 42%

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 42%

58%

Male Female

Figure 3.1

Figure 3.1 shows the number of respondents working in the organisation. According to
the data collected 58% of respondents working in the organisation are male whereas
42% are female.

2- Types of employees in the organisation.

Table 3.2
Types Percentage (%)

Manager 13%
Interns 35%
Workers 31%
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 Others 21%

13%
21%

35%

31%

Manager Interns Workers Other

Figure 3.2

Figure 3.2 shows the types of employees working in the organisation. According to the
data collected 13% of respondents working in the organisation are manager of
different departments, 35% are interns, 31% are workers and rest 21% include clerical
staff.

3-Activities performed by the organization for motivating the employees.

Table 3.6
Activities Percentage (%)
Promotion 58%
Transfer 6%
Job rotation 18%
Bonus 18%

33
 18%

18%

58%

6%

Promotion Transfer Job Rotation Bonus

Figure 3.6

Figure 3.6 shows the activities performed by the organisation for motivating the
employees. According to the data collected, 58% responses are for promotion, 6% say
transfer, 18% say job rotation and rest 18% say bonus.

4-Policies implement for employees with their work.

Table 3.7
Responses Percentage (%)
Yes 51%
No 26%
Can’t say 23%

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 23%

51%

26%

yes no can't say

Figure 3.7

Figure 3.7 shows the whether employees are satisfied with their work or not.
According to the data collected, 51% of respondents are satisfied with their work,
whereas 26% are not and rest 23% can’t say anything about it.

5--Responses on the structured interview panel.

Table 3.12
Responses Percentage (%)
Yes 84%
No 16%

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 16%

84%

Yes No

Figure 3.12

Figure 3.12 shows whether there is a structured interview panel system or not.
According to the data collected, 84% respondents say it is there whereas 16%
respondents say it is not.

6-EDUCATION WISE ANALYSIS OF EMPLOYEES:

SR.NO EDUCATION EMPLOYEES PERCENTAGE

1 Primary 03 06%
2 S.S.C/l.T.I 21 42%
3 H.S.C 14 28%
4 Graduate 12 24%
5 Post Graduate - -
TOTAL 50 100%

The tabular analysis and graph shows the level of education of the employees in the
factory. Out of 50 employees 42% of employees are S.C.C/I.T.I passed. 28% of
employees are H.S.C passed. 24% of employees are graduates and 0% of employees
are Post graduate. 06% of employees are found of only primary education. It is found

36
that majority of the employees are H.S.C & Graduates, when factory was established
there was lack of educated and skilled manpower

7- SKILL WISE ANALYSIS OF EMPLOYEES:-

SR.NO CATEGORY EMPLOYEES PERCENTAGE

1 Skilled 26 52%
2 Semiskilled 17 34%
3 Unskilled 07 14%
TOTAL 50 100%

The tabular analysis and graph shows the category wise analysis of
employees. The category of the employees is classified into three skilled,
semiskilled and unskilled.
Out of 50 employees 52% of employees are skilled, 34% of employees are
semiskilled, and 14% of employees are unskilled respectively. It indicates
majority of employees are skilled and well trained in their work. Factory
also conducts the training programmes to develop the skill of the
employees.

LENGTH OF THE SERVICE WISE ANALYSIS OF EMPLOYEES

SR.NO LENGTH OF SERVICE EMPLOYEES PERCENTAGE

1 0-10 Years 08 16%
2 10-20 Years 11 22%
3 20-30 Years 29 58%
4 30-Above 02 04%
TOTAL 50 100%

37
The tabular analysis & graph shows the length ofthe service of employees
in the factory out of 50 employees 58% of employees are working past from
the 20 years, 22% of the employees are working from the past 10 years
respectively. 16% of the employees are joined the factory recently before 5
years. 4% of employees have given their 30 years for the factory who have
come for the retirement from the factory. It indicate that majority of the
employees are senior employees in the factory. And few are newjoined.

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 CHAPTER – 4
FINDINGS, CONCLUSIONS AND SUGGESTIONS

Findings
 It has been found in the sample that majority of the respondents are male.
 Almost half candidates are fully skilled.
 Most of the respondents say employees should be motivated by promotion.
 Majority employee work for 20-30 years.
 Most of the respondents are satisfied with communication process.

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Suggestions
 Training program should be conducted for both personal as well as technical
development.
 Organization can motivate individual through proper counseling and guidance.
 To provide proper knowledge about all policies for the employee.
 More attention should be given to sourcing platform.

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CONCLUSION
 Employee policy is a key aspect for success of every enterprise, when
employee’s are comfortable in work place it will increase the performance.

 Policy for employees in any organization is of paramount importance to achieve

the targeted goals on a sustainable basis.

 It is noticed that right hiring is closely related to the feeling of effectiveness on

the job.

CHAPTER-5
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 REFERNCES/ BIBLIOGRAPHY
REFERENCES / BIBLIOGRAPHY

a) Human Resource Management, S.S.Khanka, 6th Edition, Himalaya Publication.

Websites
https://www.researchgate.net/publication/341656571_Employees
https://www.academia.edu/34254779/A_STUDY_OF_EMPLOYEE

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 CHAPTER – 6
APPENDIX

Questionnaire
1. Name _________________________________
Age ____________________
Gender ____________________________

2. Is there wage and salary policy in your organization?

a) YES
b) NO

3. HOW EFFECTIVE ARE THE POLICIES?

a) NOT AT ALL
b) SLIGHTLY
c) MODERATELY
d) EXTREMELY

4. How do you feel about the information you receive?

a) I can usually believe it.
b) I usually can’t believe it
c) I can almost always believe it
d) Others

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5. Who are the people enforcing these policies?
a) managers
b) supervisors
c) upper management
d) human resources

6. For motivating the employee what sorts of activities is performed by your o?

a) Promotion
b) Transfer
c) Job rotation
d) Bonus

7.have you witnessed any policy violation?

a) Yes
b) No
c) Can’t Say

7. In general, how satisfied are you with the company Hr policies?

a) Satisfied
b) Dissatisfied
c) Neutral

8. Do you feel the policies need to be updated?

a) Yes
b) no

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9.Do you have a structured interview panel in the system?
a) Yes
b) No

10.Organisation's HR executives are fully aware of the business needs and

strategies.
a) Fully agree
b) Agree
c) Partially agree
d) Fully disagree

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