Professional Documents
Culture Documents
Arihant City Bhiwandi (HR Policy)
Arihant City Bhiwandi (HR Policy)
Arihant City Bhiwandi (HR Policy)
ON
Submitted by:
BHARTI PATIL
MMS (HR)
(Roll No.6122)
Research Guide:
2015-2017
1
DECLARATION
I hereby declare that the Summer Internship Project Report done on HUMAN
RESOURCE PLOICY IN ARIHANT ENTERPRISES submitted in the partial
fulfillment for the requirement of the degree of Masters of Management Studies at
Swayam Siddhi College of Management & Research, University of Mumbai,
during the year 2015 -2017, is an authentic work and has not been submitted to any
other University/Institute for award of any degree/diploma.
Place: Mumbai
Date:
2
[Approved by AICTE, Affiliated to University of Mumbai & Govt. of Maharashtra DTE Code MB 3133]
Sonadevi Compound, Near Octroi Naka, Kalyan Bhiwandi Road, Temghar, Bhiwandi, Dist Thane-
421302 . Ph. No 910255248257. Website: www.sscmrmba.in
CERTIFICATE
This is to certify that Ms. Bharti Pandharinath Patil Roll No.6122, student of
first year Master of Management Studies (MMS/MBA) of SWAYAM SIDDHI
COLLEGE OF MANAGEMENT & RESEARCH has successfully completed
the summer project work titled HUMAN RESOURCE PLOICY IN ARIHANT
ENTERPRISES
Date: / / 2016
3
Signature of The Project Guide Director
4
Arihant Enterprises
ACKNOWLEDGEMENT
Preapairing of this nature is an arduous task and I was fortune enough to get
support from large number of person to whom I shall always remain grateful. At
the beginning, I would like to thank almighty GOD for his shower of blessings.
The desire of completing this dissertation was given a way by my guide prof.
TRUPTI PAGARE.
With immense pleasure I would like to express my sincere thanks & gratitude to
pro, faculty member and project guide, for having given me this rare privilege of
working under him and completing this project. Last but not the least would like to
thank my friends, family members and all those people who helped me for the
completion this project.
Place: Mumbai
5
Date:
INDEX
1. CHAPTER:1
EXECUTIVE SUMMARY 1,2
OBJECTIVE OF THE STUDY 3
SCOPE OF THE STUDY 3
2 CHAPTER:1
INTRODUCTION TO REAL ESTATE 4,5
ABOUT THE TOPIC (HUMAN 6
RESOURCE POLICIES)
3 CHAPTER-3
INTRODUCTION ARIHANT CITY 7
VISION AND MISSION 8
COMPANY PHILOSOPHY
9
QUALITY CERTIFICATION
PRODUCT AND SERVICES 10
PROJECT SNAPSHOT 10
COMPANY PROFILE
13
AMENITIES FOR ARIHANT CITY
UNITS DETAIL & FLOOR PLAN 15
BUYER GUIED 17
WHY BHIWANDI
21
WHY ARIHANT CITY
23
6
24
26
4 CHAPTER-4
HUMAN RESOURCE POLICY IN ARIHANT 30
ENTERPRISES
4.1 TYPES OF HUMAN RESOURCE POLICY 31to37
4.2 BENEFITS OF HR POLICIES 38
4.3 DEVELOPING HR POLICIES 39
4.4 ADVANTAGES OF HR POLICIES 41
5 CHAPTER-5
LITERATURE REVIEW 44
6 CHAPTER-6
RESEARCH METROLOGY 46
FINDING 47
CONCLUSION 53
SUGGESTIONS 54
ANNEXURES (QUESTIONNAIRES) 56
BIBLIOGRAPHY 60
7
FIGURE NO FIGURE NAME PAGE NO
FIGURE 2.1 REAL ESTATE 4
FIGURE 3.1 7
ARIHANT CITY
FIGURE 3.2 VISION 8
8
LIST OF FIGURESLIST OF TABLES
9
CHAPTER NO: 1
EXECUTIVE SUMMARY
INTRODUCTION OF PROJECT
This project is about the HR Policies in Arihant enterprises. 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.
1. Responsibility and obligation to customers;
10
2. Fair competition
3. Fair transaction
Basic ethics
Completion of duty
Self-development
Fairness in performance
Avoid of conflict with company intest
11
OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the amendments made in the HR Policies of Arihant Enterprises. Since
the time of incorporation.
3. To incorporate the amendments in the base policy and prepare a final policy.
4. To design a HR Policy manual for the company with special emphasis on the
Managerial Service Conditions. `
SCOPE OF STUDY
1. In any organization human resource is the most important asset. In todays
current scenario.
2. To study real Estate
12
CHAPTER NO: 2
REAL ESTATE
Real estate is "property consisting of land and the buildings on it, along with
its natural resources such as crops, minerals or water; immovable property of this
nature; an interest vested in this (also) an item of real property, (more generally)
buildings or housing in general. Also: the business of real estate; the profession of
buying, selling, or renting land, buildings or housing.
Figure 2.1
13
Residences can be classified by, if, and how they are connected to neigh
bouring residences and land. Different types of housing tenure can be used for the
same physical type. For example, connected residents might be owned by a single
entity and leased out, or owned separately with an agreement covering the
relationship between units and common areas and concerns.
14
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
with workers.
15
CHAPTER NO: 3
ARIHANT CITY
Since our inception in 2005, we have been making each project a memorable part
of our city skyline. And we take pride not just in
building remarkable structures but also in a
reputation that is equally solid. And with every new
project, we have consciously worked towards being
more environments friendly. With over three to four
lakh sq. ft. of real estate development every year, we
have gone about doing our job with thoughtful
planning, marvelous architecture and meticulous
execution.
16
3.1OUR VISION
Arihant Group is a brand devoted to enabling and helping consumers fulfill 'the
best of world experiences' through offerings that appeal to their senses, imagination
and lifestyle. And by doing these we will strive to be the most desired realty brand
and ensure ultimate customer delight in whatever that we do.
We will achieve this by using the
best industry practices, excellent
management systems, latest in
building technology and offer
innovative and world class realty
solutions.
Quality with a class to the mass
quality we fallow the quality
standards to keep at pace with the
top notch companies around... class we are innovative and follow the state of the
Art architecture and design to
Figure 3.2
keep us abreast of the term players of the industry.
Mass: Though our work is quality with a classy look we try and make it
confortable and cost effective to the Mass We aim to deliver the top 24 products
to the Mass who has always wanted to live a hi-life style in their budget.
17
18
3.2COMPANY PHILOSOPHY
To us, our artists and our architects, the passion to deliver world class living is
what drives us. And just as we promise, the comforts and opulence of high life
from around the world is delivered in every ventures of ours. More than just
concrete, its this philosophy that holds all our constructions together. This is why
we take our inspiration to build life-spheres from not just one place, but the entire
world. By bringing together the comforts, luxuries and grandeur from the most
Lavish places across the globe, we recreate the experience of the high-life within
every home. Making each and every project a testimony to world class living.
Figure 3.3
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3.3Quality certification
20
MILESTONES
Arihant Group has always been a pioneer in thought, in beliefs, in action. The
company has been aggressive in pushing boundaries in not just property
development but in each of those spheres that build a lifestyle. We at Arihant
Group were the first to transform the landscapes of New Bhiwandi and Thane
regions into vibrant, ultra-modern and premium mixed & used townships with the
best of amenities and facilities within easy distance.
We were the first to create living spaces amidst greenery and not merely include
greenery in living spaces. Through emphasizing on interweaving living spaces with
a veritable wealth of nature, we have embodied a concern for bringing man closer
to nature in every walk of life. The beauty of Arihant City is testimony to our
corporate belief that to Your Dream...Our Commitment
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OUR TEAM
The companys ability to meet the special requirements of the real estate market
and clients stems from the strong foundations of professionalism. The groups
strength lies in its panel of dynamic, young, qualified and highly experienced
management and dedicated marketing professionals that takes care of the entire
activities keeping its main thrust on customer satisfaction, which is the main motto
of the company.
The marketing strategy is end and sales methodology employed by Arihant, has
resulted in a strong relationship with associates and channel partners who have
remain loyal to the company and has been instrumental in helping the company to
grow.
Arihant Group also has a dedicated customer care center that comprises of
experienced executives. A vast database of customers is maintained and customers
can call them up for enquiries, complaints, feedback, grievances.
22
3.5PROJECT SNAPSHOT
Location:
Temghar, Kalyan-Bhiwandi Road
23
Figure 3.7
24
3.6COMPANY PROFILE
25
With an entrepreneurial spirit, talent and a deep sense of commitment to
community Arihant Enterprises began a home building company located in
bhiwandi in 2008.
Figure 3.8
26
Arihant enterprises are a premier builder of dinstive home in some of the finest
location in bhiwandi and its nearby villages. Their reputation is built on providing
customers with quality craftsmanship, innovative design and second to none after
sales services. It is a reputation built bricks by briks home by home, in our single
family and condominium home development. With having and edge over the
residential projects its now it has also diversified in building commercial complex.
Quality, style, innovation and responsiveness to the needs of homebuyers are the
foundation upon which Arihant Enterprises have built our stellar reputations. We
call it The art of Home Building. Youll call it Home. Arihant Enterprises
have been actively involved in the areas of property developments and construction
for over 2 decades. Recognizing that families living in Mumbai do enjoy the citys
unique charm. Our client base of satisfied families continues continue to grow day.
27
3.7ARIHANT CITY OVERVIEW ABOUT PROJECT
Figure 3.9
28
High Speed Elevators Stretcher Lift.
External Paint Apex Acrylic.
Automatic Level Control System for Water Tank.
Fire Alarm System for Security Purpose.
24 Hrs. Water Supplies.
Provision for Gas Pipeline.
Drainage, Overhead and Underground Tanks, Water Pumps etc. as per
Municipal Rules.
M.S. Grill in all Windows.
Granite Platform for Kitchen.
Dado Work in Ceramic/ Alazed / Vitrified Tiles.
Arihant City - Amenities
Floorings
Balcony: Standard
29
Master Bedroom: Vitrified Tiles
Fittings
Toilets: CP
Others: Standard
Walls
Exterior: Waterproof
Interior: Standard
30
3.8UNITS DETAIL & FLOOR PLAN
31
The buildup aria available have a minimum area of 840 sq.ft, 915 sq.ft, 950 sq.ft,
1000 sqft, &1040 sq.ft 2 BHK and 1 BHK 550 sq.ft, 585 sq.ft, 600 sq.ft, 635 sq.ft,
685 sq.ft, 695 sq.ft & 710 sq.ft and priced for ready passesion Rs. 5500/-p.s.f. plus
Rs. 25/- floor rise from second floor and running construction Rs. 4500 /- p.s.f. to
Rs. 5000 /- p.s.f. as per work stage complete. There is a 20% premium on all
corner plots & garden touching / facing plots. The plot areas are given in the
enclosed layout plan. Each plot has a bungalow plan sanctioned on it. You can
book your plot by paying only 20% and balance as per payment schedule. A unique
feature is the well-furnished recreation center with a garden & a childrens park.
You are assured of clear & marketable title, as the building plan has already been
sanctioned by the BNCMC, Bhiwandi.
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3.9BUYER GUIED
HOME LOANS
You must be at least 21 years of age for the loan to be sanctioned. The loan must
terminate before or when you turn 65 years of age. You must be employed or self-
employed with a regular source of income.
LOAN AMOUNTS
A number of factors such as your income, age, number of dependents,
qualifications, assets and liabilities, income stability/ continuity of your
employment / business etc. are taken into account when assessing your repayment
capacity.
However, there are ways by which you can enhance your eligibility: If your spouse
is earning, add him/her as a co-applicant. The additional income shall be included
to enhance your loan amount. Incidentally, if there are any co-owners they must
necessarily be co-applicants. Providing additional security like bonds, fixed
deposits and LIC policies may also help to enhance eligibility. If so our loan officer
would provide you with the necessary details. However, the final amount to be
sanctioned will depend on your repayment capacity.
TAX BENEFITS
When buying a property with loans from banks & financial institutions, tax
authorities provide certain benefits and exemptions.
33
3.10WHY BHIWANDI
The Bhiwandi is fastest developing residential zone under Bhiwandi Nizampur City
Municipal Corporation.
Bhiwandi road is existing railway station which have access to western to western,
central and harbour routs, which shows its development potential in near future.
MMRDA has special plan for Bhiwandi route, i.e. 200 sq.feet Ring Road which will
connect to Thane GB Road.
Metro Railway Corporation has announced plans to connect the Thane - Kalyan line
through Bhiwandi.
MMRDA also given contract to Supreme Infrastructure to construct the 3 Fly overs on
NH-3 and expansion of NH-3 road, work in progress.
Bhiwandi is slowly gaining ground and getting noticed on the realty map of Mumbai also
is conveniently connected to Kalyan, Thane, Mumbai, and Nasik & Pune.
34
3.11 WHY ARIHANT CITY
MMRDA proposed 200 sq.ft. Ring road touch to Arihant City project.
Bhiwandi Road Railway Station distance from Arihant City approx 4.5 k.m.
Kalyan Railway Station distance from Arihant City approx 7.00 k.m.
Bhiwandi state transport Bus depot distance from Arihant City approx 2.5 k.m.
35
English Medium School available in Bhiwandi
Presidency School
Podar International School
Oswal Vidhyalaya and Junior College
Leo International School.
KME English Medium Highschool
Swami Vivekanand Highschool
Global English School
Glory English Highschool
36
CARRIER
WHY ARIHANT CITY
The Companys culture and philosophy is engineered to attract and retain the best
minds in the industry. With our best practices and work ethos, it aims to be the
37
preferred employer in the industry. With an open work
environment which aids communication and feedback into the
system, it has helped the company to create inordinate work
dynamics.
We are always in search of the right talent. Our people being our biggest asset we
ensure that the talent we hire is with the right attitude and aptitude. We encourage
diversity in the work force and believe in building strong partnership to create a
better future for the employees and the company.
You can send your resume to hr@arihantcity.in and we shall get in touch with you.
38
CHAPTER: 4
HUMAN RESOURCE POLICIES
39
4.1 THE VARIOUS PROCEDURES THAT FORM THE HR
POLICY OF THE ORGANIZATION ARE:
40
1. RECRUITMENT POLICY
In Arihant Enterprise, 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.
41
3. JOB ROTATION POLICY
At Arihant Enterprise, 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 2 sections.
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.
42
6. CAREER PLANNING POLICY
Career planning system in Arihant Enterprise 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:
The organizations long and short term plans. Manpower skills required
towards implementing these plans. Attrition rate of people with high
potential, above average and average caliber. Recruitment through
internal and external sources at all levels and its ratio as appropriate to
the organization.
The number of people recruited and trained every year.
43
8. TRAINING AND DEVELOPMENT POLICY
At Arihant Enterprise, 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 provides special training.
44
10. RETIREMENT PLANNING
45
Vehicle Loan Scheme
Leave Travel Assistance (LTA)
Canteen Service
Cash Payments & Advance Settlements
Performance Excellence Scheme
Performance excellence Form
Notice Period for Managerial Employees
46
4.2BENEFITS 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 head of a company may possess a very sound personnel management
philosophy. He may carry the policies of the organization in his head, and he she
may apply them in an entirely fair manner. But what happens when he 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 organization are living up to
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.
47
4.3DEVELOPING HR POLICIES
o Clear and specific, but provide enough flexibility to meet the changing
conditions.
o Agree with one another and reflect an overall true and fair view approach to
all employees.
The HR policies are developed by making decisions and taking actions on the day-
to-day problems of the organization. The Process on developing HR policies
involved the assessment of the following factors: [9]
1. Identify the purpose and objectives which the organization wish to attain
regarding to its Human Resources department.
2. Analysis of all the factors under which the organization's HR policy will be
operating.
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5. Communication of the policy and procedures adapted to the entire
organization.
49
4.4ADVANTAGES OF HR POLICIES
2. It ensures long term welfare of employees and makes for good employee
relationship as favoritism and discrimination are reduced. Well-established
policies ensure uniform and consistent treatment of all employees
throughout the organization.
4. It ensures prompt action for taking decisions because the policies serve as
standards to be followed. They prevent the wastage of time and energy
involved in repeated analyses for solving problems of a similar nature.
50
WHY DEVELOP AN HR POLICY?
51
HOW DO THEY HELP?
HR Policies also provide guidance in the following
highlighted areas:
o Ensures that the employees dedicate themselves to total quality and constant,
never ending improvement of the organization.
o Hiring people on the basis of skill, training, attitude, ability and character,
being oblivious to other discriminatory factors like age, color, sex, race,
creed, national origin, religion, political belief or disability that does not
prohibit performance of essential job functions.
o Pay all the employees according to their effort and contribution to the
success of the business.
o Operating an economically successful business so that a consistent level of
steady work is available.
o Review wages, employee benefits and working conditions constantly with
objectives of providing maximum benefits in these areas, consistent with
sound business practice.
o Provide paid vacations and holidays to all eligible employees. Provide
eligible employees with medical and other benefits.
o Develop competent people who understand and meet organization's
objectives and who accept ideas, suggestions and constructive criticism of
fellow employees with an open mind.
o Address complaints which may arise in everyday conduct of the business,
promptly in a practical way.
o Respect individual rights and treat all employees with courtesy and
consideration and help in maintaining mutual respect in the workplace
leading to an amicable
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CHAPTER-5
LITERATURE REVIEW
Human Resource Policy: Connecting Strategy with Real-world Practice
By Mike Fazey
Contemporary thought in HRM focuses very much on HR strategy, but
neglects the policy function as the vital link between strategy and practice.
The aim of this book is to provide students and practitioners with a
conceptual framework and practical guidelines to establish and maintain an
effective HR policy function. Part 1 looks at HR policy from a conceptual
perspective. What is it? Why do we need it? What influences the shape of
HR policies? This part also examines how policy connects with HR strategy
and HR practice, and also how it connects with broader management issues.
Part 2 focuses on processes - essentially how policies are conceived,
produced and introduced in organizations. The basic message in this part of
the book is that policy making needs to be systematic in order to make
policies dynamic and relevant. Part 2 also examines a number of policy
management issues and problems, and discusses how these can best be
addressed. Part 3 looks at the main types of HR policies that most
organizations need and discusses the various policy options that might be
included. The emphasis in this part of the book is on translating our
theoretical understanding of business and people management principles into
policies that give life to HR strategies and broader business strategies. Key
Features Connects the HR policy functions in the light of contemporary
strategic HR theory with real-world practices. Examines HR policy's
contribution to risk management, to organizational culture and change, to
organizational ethics, and to corporate social responsibility. Provides
guidelines and techniques for effective development, design,
53
implementation, management and review of policy. Discusses
policy options for all major HR functions. Provides learning activities
including discussion questions, case studies, policy analysis exercises and
policy writing exercises.
54
CHAPTER NO: 6
RESEARCH METHODOLOGY
Primary Data
Here the data has been collected through personal observations and discussions
with various department heads, and the employees in arihant enterprises.
Secondary Data
Secondary data was collected through company website and record. And also have
referred to magazines.
www.arihantcity.com
55
FINDING
56
DATA ANALYSIS AND INTERPRETATION
18%
agree
82%
57
B. TRAINING AND DEVELPOMENT
Q. For Employee performance is the training need analyzed in your Organization
Employee performance
agree
disagree
58
C. PERFORMANCE APPRAISAL
Q. Are you satisfied with the Balanced Scorecard method?
PERFORMANCE APPRAISAL
agree
disagree
59
D. LEAVE POLICY
Q. Are you satisfied with the privilege leave provided to you?
LEAVE POLICY
agree
disagree
60
E. PERSONAL ACCIDENT INSURANCE POLICY
Q. Are you satisfied with contingencies cover under Personal Accident Insurance
policy?
agree
disagree
61
CONCLUSION
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 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-
10 The employees do not receive the appropriate recognition and rewards for
their contributions and accomplishments.
1 The employees feel that they are not paid fairly for the contributions they
make to companys success.
1
62
SUGGESTIONS
63
reviews and information. And informative website with and easy contact
method such as form or email link can help you draw in new customers. Internet
search engine advertising can help you attract customers who are looking for
construction businesses consider setting up a Google Ad words account to target
internet searches.
Figure 6.1
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ANNEXURES
QUESTIONNAIRES
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
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
65
C Training and Development
D Performance Appraisal
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
66
1. Agree 2. Disagree
1. Agree 2. Disagree
I Personal Accident Insurance Policy
1 Are you satisfied with the services covered under this policy?
1. Agree 2. Disagree
67
BIBILOGRAPHY
http://www.arihantcity.com
www.google.com
www.scribed.com
www.wikipedia.com
www.ask.com
Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J.
Niehaus.
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