“Analysis of HR Policies with respect to SIS India Limited”
issue 3

“Analysis of HR Policies with respect to SIS India Limited”

1 Diksha Nagrare,  2 Dr. Swati Rahate

  1. Student, Department of Business Management, Jhulelal Institute of Technology.
  2. Associate Professor, Department of Business Management, Jhulelal Institute of Technology.

ABSTRACT

To study the HR policies in SIS India Limited. This research paper establish to identify the long term salary advance policy, to identify the short term salary advance policy, to identify working hours policy, to identify tours and travelling policy, to identify the welfare and mediclaim policy. Also to study the impact of these policy on employees. All the above mentioned human resources policies of our organization will help SIS to retain the employees and will led to feeling of job satisfaction among the employees.

These policies also will help in new recruitments and will help in achieving the organizational goal. The employee motivation is needed to be built up through constant attempts of the organization.

KEYWORDS

Human Resource management, Human Resource Policy, Impact of policy on employees.

INTRODUCTION

HR policies are defined as that body of principles and rules of conduct which govern the enterprise in its relationship with employees.

A policy is a guide for repetitive action in major areas of business. It is a statement of commonly accepted understanding of decision-making criteria. Policies are set up to achieve several benefits. By taking policy decisions on frequently recurring problems, the top management provides the guidelines to lower level managers.

 “HR policies may be defined as guidelines, procedures, codes and regulations adopted by management to guide workplace activities within acceptable limits, which are communicated through a summarized statement called policy statement and implemented through instructions referred to as policy directives.”

HR Policies – 6 Important policies in various HR Areas

Personnel policies must cover all areas of human resource management.

Usually policies are framed with regard to all functions of human resource management as stated below:

  1. Employment Policies:
  2. Transfer and Promotion Policies:
  3. Training and Development Policies:
  4. Compensation Policies:
  5. Integration and Human Relations Policies:
  6. Working Conditions and Welfare Policies:

There may be so many other personnel policies in addition to the above cited examples. The top management while designing personnel policies must take the human resource or personnel manager into confidence because he is the person who is mainly concerned with performing the human resource functions and implementation of human resource programs and policies.

OBJECTIVES OF STUDY

1. To understand the HR policies adopted by the SIS India Limited.

  • To identify long term salary advance policy adopted by SIS India Limited.
  • To identify short term salary advance policy adopted by SIS India Limited.
  • To identify working hours – Time, Attendance & Leave Management System of SIS India Limited.
  • To provide better employee health, safety, welfare facilities – GPA, Mediclaim & Other Benefits as per their standard policies.

1.To identify long term salary advance policy adopted by SIS India Limited.

Non Billing employees may request for long term salary advance as per given in below matrix. The amount will be recovered in maximum twenty four equal monthly installments (EMIs), which will be decided by the approving authority based on the request of the employee.

The advance will be applicable for those employees who have served uninterrupted services in SIS for at least 5 years and have not been involved in any financial lapses.

Process of Applying short term or long term advance :

An employee requiring a short term or long term salary advance will need to submit an application to his controlling officer, which shall be forwarded to Regional HRD Manager/ Executive in case of employee posted at region and branch.

Approval and Funding of Salary Advance :

For long term Salary Advance, a Loan Committee will be constituted which will review each Long Term Salary Advance application that meets basic requirement as per above matrix and their sole discretion.

Additional guidelines for salary advances :

No Long Term Salary Advance will be made unless approved by the competent authority and funds are available to be loaned.

Approval and Denial of request of salary advance is the sole discretion of approving authority and no challenges will be made further.

2. To identify short term salary advance policy adopted by SIS India Limited.

Purpose:

If an unusual financial crisis arises, regular employees posted at non billing position may request for salary advances.

Advances:

Short term salary advance

Long term salary advance

Short term salary advance

Request from non billing employees to draw short term salary advance shall be considered which will be recovered in equal installments (EMIs)

Eligibility is minimum at least one year of continuous service in SIS India Ltd and repay in maximum 12 installments.

Advance cannot be paid to a person who is not on duty for last two consecutive months or against whom any disciplinary proceedings are pending. Also there should be no previous advance application unsettled and there should be a gap of 6 months from completion of earlier advance.

Amount available for short term salary advance (For non billing)

The maximum amount may be disbursed for short term salary advance to a maximum amount as per the following guidelines in a month.

Region with below ten branches salary advance limit : Rs. 75000/-

Region with above ten branches salary advance limit  : Rs. 1,00,000/-

For Corporate Office Delhi, COA Mumbai, COA Banglore and Administrative Office Patna : 1,00,000/-

R&T Div. (Inclusive of CTA and All RTAs/RTCs) : 75000/-

3. To identify working hours – Time, Attendance & Leave Management System of SIS India Limited.

SIS Group has well defined time, attendance and leave management system – An App – Zing HR.

Biometric Attendance is mandatory for employees during both in and out time.

It is mandatory for employees of B level and employees of B to L level to maintain their tour and leave records in Zing HR.

Employees of B & L shall seek approval on official tour duty and leaves through an app Zing HR

Now an app – Zing HR used for biometric attendance, tour duty, leave purpose, training and practices, also consist of holiday list.

4. To provide better employee health, safety, welfare facilities – GPA, Mediclaim & Other Benefits as per their standard policies.

E1 – E6  à 2,00,000

M1 – M5 à 3,00,000

S1 – S2 à 3,00,000

L1 – L3 à 5,00,000

S3 – S4 à 5,00,000

SL1 – SL3 à5,00,000

RESEARCH METHODOLOGY

1. Data Collection:

Primary data-

The primary data are those, which are collected afresh and for the first time, and thus happen to be original in character. The data on the required information is collected from actual persons using the product/ services. This data is more suited for the objectives of the project. The data for the project report was collected first hand through my guide and HR of SIS India limited, Nagpur.

Secondary data

The data which have already been collected by someone else or taken from published or unpublished sources and which have been already been passed through the statistical process.

Secondary data is information that is already available somewhere whether it be in journal, on the internet, in a company records or, on a larger scale, in corporate government archives.

Tools Used And Mode Of Data Collection:

 The data was also collected from secondary sources like –

  • Annual report of SIS
  • Official record
  • Organization file
  • Internet

The study is based on Secondary data which includes:-

Secondary Data will be gathered from books and journals on Human Resources Management, data available in different companies’ websites, and other HRM websites.

Data Analysis & Interpretation:

The following Human Resources Management is highlighted in this project.

The main focus is given in this project report:

  1. Whether long term salary advance of the company is beneficial for the employee or not.
  2. Whether short term salary advance of the company is beneficial for the employee or not.
  3. Whether the company working hours is suitable for all employees or not, and working environment is good for female employees or not.
  4. Whether the employees are satisfied with the tour and travelling benefits by the company or not.
  5. Whether the employees are satisfied with the health, safety, welfare facility provided by the company or not.
  6. And there are so many other things which is not taken in this project due to time shortage and difficulty in collection of the data.

DATA ANALYSIS AND INTERPRETATION

Data Analysis and interpretation is conducted on 130 employees of Companies.

1.How long you are working in the organization?

Finding

From the chart that 29 employees are working for more than 10 years. The number of employees working between 5-10 years are 67. This shows that most of the employees are satisfied with their job. This indicates that employee are satisfied and their respondent were interviewed and it was found that employee to know while they are continuing in their company for more than 10 year and followed that they are overall satisfied.

2. Are you satisfied with the long term salary advance policy?

Findings:

It shows that 84.62% are satisfied because most of the employee in the organization consider that the salary advance policy is good, 8% of employee are not satisfied the organization salary increment policy because most of the employee is not agree what salary advance they had given is not up to the mark as per their profession and 10% of employee can’t say anything because they want to do the work what salary advance organization provide to the employee they are happy.

3. Are you satisfied with the short term salary advance policy?

Findings:

It shows that 84.62% are satisfied because most of the employee in the organization consider that the salary advance policy is good, 8% of employee are not satisfied the organization salary increment policy because most of the employee is not agree what salary advance they had given is not up to the mark as per their profession and 10% of employee can’t say anything because they want to do the work what salary advance organization provide to the employee they are happy.

4. Whether the company working hours is suitable for all employees or not, and working environment is good for female employees or not?

Finding

31% of employee express as a good environment remain. From the remaining 69% about 61% says a satisfactory job environment only about 8% feels bad working environment is there.

There are not satisfied with the way they are given the work. They feel there is the bias is there.

5. Whether the employees are satisfied with the health, safety, welfare facilities provided by the Company?

Finding

It shows that 92% are satisfied and 8% give a negative reply. After further interviewing the respondent that there has to be the further health check-up like cancer and other test health policy.

FINDINGS AND CONCLUSIONS:

FINDINGS OF STUDY:

The findings during the work carried out by me can be categorized into two

A) Positive findings:-

  1. A majority of employees feel that HR policies in their companies are Good and helpful.
  2. Most of the employees feel that the HR department is good.
  3. Almost all the employees are satisfied with the working culture and environment. Also its not group of employees but seems to have big SIS Family.
  4. Superiors are very supportive and helps their sub-ordinates in achieving their objectives
  5. The Long term & Short term salary advance helps employee in much extend.
  6. The mediclaim policy also helpful to employees and they are satisfied with it.

B) Negative findings:-

  1. Some employees were moderately or not much satisfied with the HR policy.
  2. Since rules and regulations are very dynamic, so most of the employees face difficulty to adjust with them.
  3. Most of the employees slowly understand the importance of work and some of the employees find difficult to operate the system or app related to policy.

CONCLUSION OF THE STUDY:

All the above mentioned human resources policies of our organization will help us to retain the employees and will led to feeling of job satisfaction among the employees.

These policies also will help in new recruitments and will help in achieving the organizational goal. The employee motivation is needed to be built up through constant attempts of the organization. The organization may adopt various methods for motivating the employees. It may be by providing recreational activities such as tours, picnics, family outings, annual days, sport days, functions, and parties.

Welfare activities to be undertaken by the organization may include various facilities such as uniform for the employees for whom HR department is responsible for its maintenance and providing it.

Also at SIS India Ltd. under the human resource department has enlarged my theoretical knowledge of masters of business administration in to some practical knowledge and made my education more complete and practical.

REFERENCES

Books:

  1. Personnel / human resource management By Decenzo & Robbins
  2. Human resource management By Gary Dessler

Websites:

  • www.businessmanagementideas.com
  • www.economicsdiscussion.net

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