A Project Report On HR Practices and Policies at Amararaja Batteries Limited

HR PRACTICES AND POLICIES
CHAPTER -1
INTRODUCTION
HRM ( Human resources management) refers to practices and policies framed for the
management of human resources in an organization, including recruiting, screening , rewarding
and appraising. ” For any business to run one needs four M ‘s, namely Man , Money, Machine
and Material . Managing other three resources other than men , are easy to handle. Men are very
difficult to handle because no two human beings are similar in all way. Handling humans is more
important for any business because human being have crucial potential that may be very
profitable for the business . And these potential can be developed to an unlimited extent if they
are provided with proper environment . Proficient HR management consulting can enhance the
efficiency of business houses and result in considerable savings , in terms of both time and
money . HR consulting supports businesses in refinement their human resource processes .
General HR policies :
• Manpower Planning
• Recruitment & Selection
• Compensation Structure
• Leave Policy
• Induction and Placement
• Coordination
• Employees Issues
• HR Audit
• Training
• Performance appraisal
• Motivation
• Transfers
• Labor welfare
CREC -TIRUPATI Page 1

General HR Practices :
• Safe , Healthy & Happy Workplace
• Open Book Management Style
• Performance Linked Bonuses
• 360 - Degree Performance Management Feedback System
• Fair Evaluation System for Employees
• Knowledge Sharing
• Highlight Performers
• Open House Discussions & Feedback Mechanisms
• Reward Ceremonies
• Delight Employees with the Unexpected

INDUSTRY PROFILE
A battery, which is actually an electric cell, is a device that produces electricity from a chemical
reaction. The chemical energy contained in the active materials is converted into electrical
energy by means of electrochemical oxidation-reduction reactions. Strictly speaking, a battery
consists of two or more cells connected in series or parallel, but the term is generally used for a
single cell. A cell consists of a negative electrode; an electrolyte, which conducts ions; a
separator, also an ion conductor; and a positive electrode.
TIMELINE OF BATTERY HISTORY
 1748 - Benjamin Franklin first coined the term "battery" to describe an array of charged
glass plates.
 1780 to 1786 - Luigi Galvani demonstrated what we now understand to be the electrical
basis of nerve impulses and provided the cornerstone of research for later inventors like
Volta.
 1800 - Alessandro Volta invented the voltaic pile and discovered the first practical
method of generating electricity. Constructed of alternating discs of zinc and copper with
pieces of cardboard soaked in brine between the metals, the voltic pile produced electrical
current. The metallic conducting arc was used to carry the electricity over a greater
distance. Alessandro Volta's voltaic pile was the first "wet cell battery" that produced a
reliable, steady current of electricity.
 1836 - Englishman, John F. Daniel invented the Daniel Cell that used two electrolytes:
copper sulfate and zinc sulfate. The Daniel Cell was somewhat safer and less corrosive
then the Volta cell.
 1839 - William Robert Grove developed the first fuel cell, which produced electrical by
combining hydrogen and oxygen.

 1839 to 1842 - Inventors created improvements to batteries that used liquid electrodes to
produce electricity. Bunsen (1842) and Grove (1839) invented the most successful.
 1859 - French inventor, Gaston Plante developed the first practical storage lead-acid
battery that could be recharged (secondary battery). This type of battery is primarily used
in cars today.
 1866 - French engineer, Georges Leclanche patented the carbon-zinc wet cell battery
called the Leclanche cell. According to The History of Batteries: "George Leclanche's
original cell was assembled in a porous pot. The positive electrode consisted of crushed
manganese dioxide with a little carbon mixed in. The negative pole was a zinc rod. The
cathode was packed into the pot, and a carbon rod was inserted to act as a currency
collector. The anode or zinc rod and the pot were then immersed in an ammonium
chloride solution. The liquid acted as the electrolyte, readily seeping through the porous
cup and making contact with the cathode material. The liquid acted as the electrolyte,
readily seeping through the porous cup and making contact with the cathode material."
 1868 - Twenty thousand of Georges Leclanche's cells were now being used with
telegraph equipment.
 1881 - J.A. Thiebaut patented the first battery with both the negative electrode and porous
pot placed in a zinc cup.
 1881 - Carl Gassner invented the first commercially successful dry cell battery (zinc-
carbon cell).
 1899 - Waldmar Jungner invented the first nickel-cadmium rechargeable battery.
 1901 - Thomas Alva Edison invented the alkaline storage battery.
 1949 - Lew Urry invented the small alkaline battery.
 1954 - Gerald Pearson, Calvin Fuller and Daryl Chapin invented the first solar battery.
HOW A BATTERY WORKS?
When you place the key in your car's ignition and turn the ignition switch to "ON" a signal is
sent to the car's battery. Upon receiving this signal the car battery takes energy that it has been
strong in chemical form and releases it as electricity. This electric power is used to crank the
engine. The battery also releases energy to power the car's lights and others accessories. It is the

only device, which can store electrical energy in the form of chemical energy, and hence it is
called as a storage battery.
Sealed Maintenance Free (SMF) Batteries:
Sealed Maintenance Free (SMF) batteries technologies are leading the battery industry in the
recent year in automobile and industrial sector around the globe.
SMF batteries come under the rechargeable battery category so it can be use a number of times
in the life of a battery. SMF batteries are more economical than nickel cadmium batteries. These
batteries are more compact than the west type batteries. It can be used at any position, these
batteries are very popular for portable power requirements and space constraint applications.
Value Regulated Lead Acid (VRLA) Batteries

VRLA batteries are leak proof, spill-proof and explosion-restraint and having life duration of 15-
20 years. These batteries withstand the environmental conditions due to high technology, in built
in the batteries. Each cell is housed in a power coated steel tray making them convenient to
transport and installation, so transit damages 2r<;; minimized in case of these batteries.
Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid (VRLA) batteries
technology are leading the battery industry in the recent years in automobile and industrial
battery sector around the globe VRLA batteries have become the preferred choice in various
applications such as uninterrupted power supply, emergency lights, security systems and
weighing scales.
Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid (VRLA) technologies
are leading the battery industry in the recent years in the preferred choice in various applications
such as uninterrupted power supply, emergency lights, security systems and weighing scales.
Recycling Batteries
Battery acid is recycled by neutralizing it into water of converting it to sodium soleplate for
laundry detergent, glass and textile manufacturing.
Cleaning the battery cases, meeting the plastic and reforming it into uniform pellets recycle
plastic. Lead, which makes up 50% of every battery, is method, poured into slabs and purified.

CLASSIFICATION OF BATTERIES
Batteries are broadly classified into two segments like,

1. Automotive Batteries
2. Industrial Batteries
Automotive Batteries
Apart from mopeds all other automobiles sector need storage battery. So automotive batteries
area playing pre-dominant role in the automobile market. Original equipment in market is as low
at 5-6% O.E segment has the advantage of securing continuous orders and enquires. This
manufactures to stream line production facilities, plan production schedules and attain certain
level of operational efficiency.
At the beginning plans were made for large electricity stores in the electric power supply. For
instance W. Thompson drew up a plan to supply the city of buffalo with electricity from the
Niagara falls. It was to be generated as 80000 volts and supplies to buffalo via a battery with
40000 cells. Tapping of groups of 50 cells was to provide households with 100 volts power
supply.
In 1881 salon for a patent for a procedure in which the paste was applied to perforated plate
rather than smooth plate. He thus achieved significantly better bonding fanfares. Sell on used
anti monides as the materials. At the same time volkmar developed a similar procedure in which
he used a lead grid. Thus the grid plate was invented, which was soon to be tested and applied in
a ranged of variants. Also in 1881 c. Bush applied for a patent for a large surface lead electrode
with a ribbed surface. This was the large surface plates steels common today.
Around 1890 Thomas alwa Edison began perfecting batteries as a way of powering his new
invention of the phonograph. It took him nearly twenty years of perfect the alkaline storage
battery. But by 1909 he was selling to power sub marines and electrical vehicles too. The nickel
iron cell was used for heavy industrial applications his batteries even powered the first self
starting model fords in 1912.

Industrial Batteries
The Industrial Battery segment comprises of two main categories. One comprises of the
"Stationery Segment" and the second relating to "Motive Power and Electric Vehicles". The
Motive Power and the Electric Vehicle segment comprising of "Telecom, Railways and Power
Industries have registered a growth in excess of 20%1 and this trend is likely to continue in the
next 5 years.
The Industrial Segment is highly technological intensive and access to high quality world-class
technology is an important factor and is vital for brand reference. The total demand for the
industrial battery segment is met by indigenous production with a small saves of about 10% by
imports. The demand for industrial batteries has grown slowly and steadily.
All for as industrial batteries are concerned the evolving consciousness among Corporate and
Government departments regarding environment factors will result in a shift towards pollution-
free technology. There has been a preferential shift in this segment from the Conventional Lead
batteries to sealed maintenance-free batteries (SMF). The bull of battery industry admits that the
sales are fallen but at the same time they are expecting larger orders especially from telecom
industry, which gets going. Due to strong customers like telecom, railways and electricity
boards, the industrial batteries are on prosperous scale.
The following are the major manufacturers in battery industry in India,
 Exide Industries
 Standard Batteries
 Amco Batteries
 Tudor India
 Amara Raja Batteries Ltd.
 Hyderabad Batteries Ltd.
Characteristics of VRLA batteries

DMF batteries are comes under the rechargeable battery category so it can used a number of

times in the life of a battery. SMF batteries are more economical than nickel cadmium batteries.
These batteries are more compact than the wet type batteries. It can be used at any position: these
batteries are very popular for portable power requirements and space constraint applications.
VRLA batteries are leak proof, spill-proof and explosion resistant and having life duration of 15-
20 years. These batteries withstand the environmental conditions due to high technology in built
in the batteries. Each cell is housed in a power coated steel tray making them convenient to
transportation and installation, so transit damages are minimized in the case of these batteries.
Prospects of SMF/VRLA batteries in India

The following factors are influencing the demand for VRLA technology batteries.
 Entry to multinational in Telecom industry.

 DOT's policy decision to upgrade the overall technology base.
 Constraints in the use of conventional battery in radio paging and cellular segments.
Due to project expansion in Telecom & Railways, the demands for VRLA batteries are greater
than other industrial batteries.
Telecom
The Government's policy to increase the capacity from 10 million to 21 million lines by 2000
increased the demand for storage batteries considerably the value added services like radio
paging and cellular will increase the demand for storage batteries in future considerably.
Railways
In Railways, the demand estimate is based on the annual coach production this comes to 2500
numbers by Railways itself and 1000 numbers more by various other segments, replacement
demand and annual requirement for railways electrification.
Power Sector
In this sector, the estimated 90 private power projects which are expected to produce 40,000MV
with an approximate capital outlay of Rs.l,40,000 crores would keep the industry's future
brighter in the coming years.

The demand of VRLA batteries is increasing due to its performance over conventional batteries.
So it is more acceptable to consumers. There appears to be a considerable potential for
electrically operated material handling equipment and related vehicle besides the privatization of
technology. It is expected to generate wider market for sophisticated batteries. The Railways will
continue to generate demand for various applications. The power sector is also opening up a
setting up of generating stations will give a boost to demand levels. The demand is OEM
segments will grow time with the growing automation in industries.
The domestic storage battery industry is in the process of transcending the past limitations in the
technology front and the new sophisticated battery will be introduced in future threat from the
overseas supplies do not at the current moment appeal to be significant.
Storage Batteries
In the storage battery industry, some new units have come up. The latest development in this
field is maintenance free rechargeable storage battery. These are also known as Value Regulated
Lead Acid (VRLA) or Sealed Maintenance Free (SMF) batteries. Improvement of technology in
this industry is benefiting customers.
Value Regulated Lead Acid Batteries
In the recent years in automobiles industry and battery sector around the globe VRLA batteries
have become the preferred choice in various applications such as uninterrupted power supply,
emergency lights, security systems and weighting scales. VRLA batteries are leak- proof,
explosion resistant and having life duration of 15-20 years. These batteries withstand the
environment conditions due to high technology, in built in the batteries. Each cell is housed in
power coated steel tray making them convenient to transport and installation. So transits
damages are minimized in case of these batteries.

COMPANY PROFILE
Amara Raja Batteries Limited (ARBL), is a member company of Amara Raja group which
comprises the following other companies.
1. Amara Raja power systems Pvt. Ltd., (ARPSPL), Karakambadi, Tirupathi.

2. Mangal precision products Pvt. Ltd, - MPP 1, Karakambadi, Tirupathi.
3. Mangal precision products Pvt. Ltd, - MPP2, Petamitta Village, Chittoor.
4. Amara Raja Electronics Pvt. Ltd, (AEPL), Diguvamagham, Chittoor.
5. Galla Foods Pvt. Ltd, (GEPL), T. Rangampet, Puthalapattu, Chittoor.
Table 1.1: Board of Directors of ARBL
Mr. U.V. Warulu Scientist
Dr. Upendranath Naimmlagadda NRI
Mr. P. Lakshman Rao Chartered Accountant
Mr. Arthur F. Nening. Jr. Johnson Controls Inc. USA
Mr. Douglas C. Brown Johnson Controls Inc. USA
Mr. James T. Luke Johnson Controls Inc. USA
Mr. Jayadev Galla Managing Director
Mr. Ramachandra Naidu. Galla Chairman and Executive Director

AMARA RAJA BATTERIES LIMITED
Overview
Amara Raja Batteries Ltd, (ARBL) is the largest manufacturer of Standby Valve Regulated Lead
Acid (VRLA) batteries in the Indian Ocean Rim comprising the area ranging from Africa and the
Middle East to South East Asia. Based in Hyderabad, with a fully integrated manufacturing unit
at Tirupati, Amara Raja Batteries has reached a position of leadership in a very short span.
ARBL is the largest supplier of stand-by batteries to core Indian utilities such as Indian
Railways, BSNL, and Power Generating stations, MTNL, VSNL, ITI and HTL. Major MNCs
like ABB, Alcatel, Ericsson, Fujitsu, Lucent, Motorola, Nokia, APC and Siemens are among
ARBL’s clientele.
Amara Raja is part of a global supply alliance that includes Johnson Controls Inc., USA, and JC
Batteries in Germany. This alliance supplies batteries to every major auto manufacturer in the
world including General Motors, Ford, Daimler Chrysler, Toyota, Volvo, Hyundai, Maruti,
Nissan, Honda, Volkswagen and Fiat among others.
Industrial Batteries
Amara Raja pioneered the application of VRLA battery technology in India with the launch of
Power stack a high integrity, long life battery designed to take care of critical standby
applications for sectors such as telecommunications, railways, power generation and distribution,
defence, and the oil and gas offshore. The success of this technology led to its application in
new areas such as motive power, UPS and solar energy. The only maintenance-free valve
regulated lead acid (MF-VRLA) batteries available in India in their respective segments; these
batteries have several unique features that give them an edge over conventional batteries. The
recent success is the launch of Power Sleek Front Terminal Access (FTA) batteries for
telecom applications.

Automotive Batteries
ARBL has prestigious OE clients like Ford, Daimler Chrysler, General Motors, Ashok Leyland,
Hindustan Motors, Tata Motors, Mahindra & Mahindra, Fiat, Honda, Maruti and Hyundai... The
company entered the replacement battery segment with the launch of AMARON Hi-lifer auto
batteries in January 2000 and the recent success was the launch of AMARON PRO BIKE
TM
RIDER , the only 60 month warranty batteries for Two-Wheelers alongside the prestigious
PRO, GO, FLO range for automotive applications with the highest Cold Cranking Amperage and
Reserve Capacity. These are the first zero-maintenance, high performance and long life batteries
in its category and have become the benchmark for quality and reliability in their respective
fields.
Manufacturing Facility
Amara Raja’s plant is located in Karakambadi, a village 12 km from the temple town of Tirupati.
The existing facility is ISO9001, QS9000 and TS 16949 certified by RWTUV Germany. The
plant is part of the most completely integrated battery manufacturing facility in India with all
critical components, including plastics sourced in-house from existing facilities on-site. This
gives Amara Raja complete control over inventory and product quality.
Battery Excellence Centre

To cater to ever changing customer needs, Amara Raja has also built a Battery Excellence Centre
– the first of its kind in Asia. This research and engineering centre has been conceived as a
completely self-sufficient facility with a full range of testing equipment. The centre incorporates
all the latest gadgetry for battery performance evaluation, design and life testing and also has
capabilities for application engineering, vehicle systems study, simulations and computer-aided
design including a full calibration laboratory on site.
As a result, Amara Raja is uniquely placed to offer substantial benefits on sizing of batteries and
electrical systems to its industrial and OEM customers and will be able to effect valuable
improvements in product performance and manufacturing techniques. Furthermore, this centre
will not only serve the needs of the domestic market, but also be a resource for alliance research
and development projects.

AMARA RAJA GROUP OF COMPANIES:
Amara Raja Electronics Ltd manufactures battery chargers, digital inverters and trickle
chargers and is a dominant player in the Home Inverter segment with the brand XENON and the
recently launched brand TRIBAL. Amara Raja Electronics is rapidly growing in the field of
Electronics Manufacturing Services (EMS), Engineering Design Services (EDS) Custom
Magnetic Solutions (CMS) and Consumer Electronics with its workforce mostly comprising of
women, who are constantly trained to newer & upcoming technologies to be in sync with global
threshold levels.
Amara Raja Power Systems Ltd., the first company to be established in the group offers
 Design and development of Power Electronic products
 Power electronics Systems Integration and testing
 Magnetics Manufacturing
Mangal Precision Products Ltd., situated in Chittoor district of Andhra Pradesh, India is
established in fabrication and manufacturing of advanced Sheet metal products and Fasteners,
Plastic Component and Compounds with technological support from, Nedschroef, Belgium.
Galla Foods Ltd: With a view to serving the farming community at large, Galla Foods was set
up as a 100% EOU in the year 2005, for export of finest Tropical Fresh Fruits, Vegetables, Puree
and Concentrates to global markets comprising Europe, USA, UK and Middle East, currently
being the largest exporter of mangoes to Japan. With the success as an EOU, Galla Foods Pvt
Ltd has forayed into the beverage segment in 2008 under the brand name Galla Thick Mango.
Amara Raja Infra Pvt. Ltd., With extensive experience in project execution and management
for all the world class manufacturing facilities and office infrastructure of the Amara Raja
Group, Amara Raja Infra Pvt Ltd was formed in 2008-09 with an aim to promote the internal
expertise with a focus on Industrial, Commercial, Residential, MEP, Power, Roads and Bridge
sectors.

Amara Raja Industrial Services Pvt. Ltd., established in 2009, is the integrated Facility &
Industrial Services provider with highly experienced work force. This company will be focusing
on common services and functionalities which support the core production. Our service expertise
is grouped to offer uniform services, better operational control and quality which will offer “one
stop” services ranging from Soft Services to Technical Services. It will bring in Systems and
processes to ensure quality services, higher operational efficiency while also striving to enhance
staff competency and quality of life.

FLOW CHART OF THE AMARA RAJA GROUP
AMARA RAJA
GROUP
Amara Raja Amara Raja Mangal Amara Raja

Batteries Ltd., Power Precision Electronics Ltd.
Industrial & Systems Ltd., Products Ltd. PCBs/ Home
Automotive Power Fasteners/ Investors/
Batteries, Electronics Connectors/ Battery
Sheet Metal Charges/ Trickle
Karakambadi Karakambadi Fabrication Charges
Karakambadi Diguvamagham
26% Galla
Family 26% JCI
48% Public
Galla Foods Ltd. Amara Raja Amara Raja

Tropical fruit purees & Infra pvt. Ltd. Industrial
concentrates/ fresh Infrastructure Services Pvt. Ltd
fruits & Vegetable/
fruit Beverage Karakambadi Karakambadi
Puthulapattu-
Chittoor

Corporate Social Responsibility
Amara Raja strongly believes that it needs to contribute to the development of society and
environment surrounding it. At Amara Raja, we believe in being a responsible leader, not only in
the markets in which we operate but also in the community we live and work, and to society at
large.
With a Mission "To transform our spheres of influence and to improve the quality of life by
building institutions that provide better access to better opportunities, goods and services to more
people all the time" and a Vision to offer Quality products/solutions and services by installing
manufacturing facilities in Rural India, Amara Raja is one of the fastest growing groups in Asia.

PRODUCT PROFILE
Products of battery division are:
Amara Raja Batteries product line includes -
Industrial products
1. Power Stack
2. Quanta
3. Brute
Automotive products
1. Amaron Hi-life
2. Hi - Way
3. Harvest
4. PRO
5. GO
6. Fresh
7. Optima
8. Shield
Black Batteries

Amaron Black, brought to you by Amara Raja Batteries Limited (ARBL), the largest
manufacturers of Stand-by VRLA Industrial Batteries in the Indian Ocean Rim and Johnson
Controls Inc, USA; the global leader in Interior experience, building efficiency and power
solutions. Long life - Thanks to the reformulated Advantage paste recipe. Maintenance Free -
High heat technology, premium silver alloys
Optima Batteries
The Optima range of batteries comes in three kinds: yellow top, blue top and red top.
Each kind has a specific application it is ideal for. The key feature of the Optima range is its
endurance and ability to withstand the rigors of the most extreme of applications. Optima
Yellow Top: Deep cycle batteries for extreme applications Optima Blue Top: For twice the life
of traditional marine and RV
Hi-way Truck Batteries

Amaron Hi-way truck batteries, brought to you by Amara Raja Batteries Limited
(ARBL), the largest manufacturers of Stand-by VRLA Industrial Batteries in the Indian Ocean
Rim and Johnson Controls Inc, USA; the global leader in Interior experience, building
efficiency and power solutions. Long life - A robust plate design and a ribbed container make
this the ideal long life battery for application
PRO Hi-life Batteries
Amaron PRO Hi-life batteries are made in a QS 9000, ISO 14001 & TS 16949 certified
plant using world class technology and stringent quality control parameters that make them last
long, really long. Some of the other features that add to making the Amaron PRO so good: longest
life, patented BIC vents for enhanced safety, the highest cranking power and a completely
unnecessary 60-month warranty.

SHIELD BATTERIES
The new Amaron Shield, with an unheard of 24 months warranty. A product of Amara
Raja Batteries Ltd. (ABRL), Amaron Shield is a result of a partnership between the Amara Raja
Group and Johnson Controls Inc, USA, the global leader in Interior experience, building
efficiency and power solutions. Long life - The robust plate design and a ribbed container
provide extra strength and improved resista
Customers:
ARBL has prestigious Original Equipment Manufacture (OEM) clients like Ford,
General Motors, Daewoo Motors, Mercedes-Benz, Daimler Chrysler, Maruthi Udyog Ltd,
Premier Auto Ltd and recently acquired a referential supplier alliance with Ashok Leyland,
Hindustan Motors. The company entered the replacement battery segment with the launch of
Amaron Hi-life auto batteries.
Major Competitors:
 Exide
 Prestolite

 Amco
 Numeric
 American power conversion and
PLANT PROFILE AND PHILOSOPHY
The factory is spread over an area of 150 acres with a current built - up area of 44,000
sq. mts. The present capacity is 5, 75,000 nos.
ARBL got ISO 9001 certificate in the year 1997 as ARBL assured quality through out
the whole cycle from design through production, installation and servicing. It also depicts the
efficiency with which the operation are being carried on as it could obtain this certificate in
such a short span of five years after commencing the operations in 1992-93.
Conventional Chargers
Application(s):
Power process Industries
Power Generating Stations
Power Transmission
Oil & Natural gas plants
Sub-stations
Sea-shore platforms
Switch Mode Rectifiers (SMR)

Quality Policy:
Our aim is to achieve customer satisfaction through the collective commitment of our
employees in design, manufacture and marketing of reliable power systems, batteries, allied
products and services.
Culture & Environment:
Amara Raja is putting in place a number of HRD initiatives to foster a spirit of

togetherness and a culture of meritocracy. Involving employees at all levels in building
organizational support plans and in evolving vision for the organization.
Benchmark pollution control measures, energy conservation measures, waste reduction

schemes, massive greenbelt development programs, employee health monitoring and industrial
safety programs have already helped us take our environment management program further.
Amara Raja has now secured the ISO-14001 certification in the year 2002 (evidence of
our concern for the world around us and in which our children will live).Organizations Network
is spread all over the India:
Its Corporate Operations Office is situated at Chennai; other Marketing Offices &
Customer Support Centers are at
North: New Delhi, Chandigarh, Ghaziabad, Lucknow, Jaipur etc.,
West: Mumbai, Pune, Ahmedabad, Indore, Nagpur etc.,
South: Chennai, Bangalore, Hyderabad, Cochin, Coimbater, Vijayawada
East: Kolkata, Bhubaneswar, Gauhati, Patna, Ranchi etc.,

Core Values
Work with integrity
Customer satisfaction
Effective employee selection, employee development, motivation & recognition

Improvement & innovation in every element of our business Awards:
 "The Spirit of Excellence" - Award by Academy of Fine Arts, Tirupati.

 "Best Entrepreneur of the year 1998" - Award by Hyderabad Management
Association, Hyderabad.
 "All Round Performance in Industrial Activity including Promotion/Expansion
 Effort" in state for the year 1997-98 - Award by Federation of Andhra Pradesh
 "Industrial Economist Business Excellence Award" - 1999 - Award by the
Industrial Economist, Chennai.
 "Excellence Award" - by "Institute of Economic Studies (IES)", New Delhi on
the 29th April 1999 at New Delhi.
 "Udyog Rattan Award" - BY Institute of Economic Studies, New Delhi.
 "Excellence in Environment Management" - By Andhra Pradesh Pollution
Control Board, Chittoor on 5th June 2002 at Hyderabad

CHAPTER-2
REVIEW OF LITERATURE
The current research will be aimed at determining the HR Practices and Policies at Amararaja
Batteries Limited. The research will be focused on the following major issues.
a) To study the significance of HR Practices and policies.
b) To study the system development at Amararaja Batteries Limited.
c) To measure the factors related to HR Practices and Policies.
d) To study the employee relation and executive response for Practices and Policies
in Amararaja Batteries Limited.
Human resource policies are systems of codified decisions, established by an organization, to

support administrative personnel functions, performance management, employee relations and
resource planning.
Each company has a different set of circumstances, and so develops an individual set of human
resource policies.
The establishment of policies can help an organization demonstrate, both internally and
externally, that it meets requirements for diversity, ethics and training as well as its commitments
in relation to regulation and corporate governance. For example, in order to dismiss an employee
in accordance with employment law requirements, amongst other considerations, it will normally
be necessary to meet provisions within employment contracts and collective bargaining
agreements. The establishment of an HR Policy which sets out obligations, standards of
behavior and document displinary procedures, is now the standard approach to meeting these
obligations.
Developing the HR Policies
HR policies provide an organization with a mechanism to manage risk by staying up to date with
current trends in employment standards and legislation.

HR POLICIES AND PROCEDURES
This factsheet gives introductory guidance. It:

 Highlights the main policies and procedures that organizations need to consider
 Looks at formatting a policy and sources of information
Introducing HR policies and procedures gives organizations the opportunity to offer a fair and
consistent approach to managing their staff. For more on why HR policies are introduced, see
our factsheet HR policies and procedures: why introduce them?
11 Policy or practice areas those are crucial to effective people management and development:
 Recruitment and selection
 Training and learning/development
 Career opportunities
 Communication
 Employee involvement
 Team working
 Performance appraisal
 Pay satisfaction
 Job security
 job challenge/job autonomy
 Work-life balance.
Not all policies and procedures will be relevant to all organizations, and some policies are
required by law while others are to promote good practice.
Formatting a policy
Policies should be written in plain English, so that they are user-friendly and easily understood
by all employees.
The culture of the organization and the complexity of the policies will dictate the format. Options
include:
 separate manager and employee manuals

 all policies available on an intranet

 key policies on notice boards.
Policies should also indicate who to go to with queries about the content and who is responsible
for updating and reviewing them.

CHAPTER-3
RESEARCH METHODOLOGY
4.1. Research instrument
Instrument used for this research in structured questionnaire.
4.2. Data collection methods
Sources of data: The data collection is done in both primary and secondary data.
4.2.1. Primary data
In collecting primary data a questionnaire was designed for the collection of the
information from the employees.
4.2.2. Secondary data
Secondary data for the study have been obtained from the textbook and organization
records, journals, magazines, and various authors of HRD etc.
4.3 Sampling methodology

1.3.1. Sampling frame: The sampling frame for the study consists of all employees in
the organization.
1.3.2. Sample size: Sample size consists of 100 employees.
1.3.3. Sampling method: Random sampling method.
4.4 Tools for analysis
The tools used for analysis are:
4.4.1. Statistical tools used:
The design tool used to analyze the data is percentage method
4.4.2. Percentage method:
The method is very simple to analyze the data. The sample size may be large. To analyze
such large size of data, we can change into percentages.
Data analysis method:
The collected data was tabulated and analyzed using percentage analysis.

OBJECTIVES OF THE STUDY

1. To study the HR practices and Policies of the company.
2. To study the amendments made in the HR Policies of Amararaja batteries Ltd, since
the time of incorporation.
3. To study the effectiveness of various HRM practices at Amararaja Barreries Ltd.

SCOPE OF THE STUDY

In any organization human resource is the most important asset. In today’s current
scenario, Amararaja batteries Ltd. is a very large manufacturer and marketer of batteries. As
most of the company’s overall performance depends on its employee’s performance which
depends largely on the HR PRACTICES & POLICIES of the organization. So the project
has wide scope to help the company to perform well in today’s global competition. The
core of the project lies in analyzing and assessing the organization and to design an HR
PRACTICES AND POLICIES manually for the organization.

NEED FOR THE STUDY
HR policies and practices allow an organization to be with employees on:
1. The nature of the organization.

2. What they should expect from the company.
3. What company expect of them.
4. How policies and procedures work at your company.
5. What is acceptable and unacceptable behaviour.
Hence the above points are the need for this study.

LIMITATION OF THE STUDY
a) The time limit to complete the project was less.

b) The information provided by the company is not very specified and clear.
c) Analysis of primary data is done on the assumption that the answers given by the
respondents are true and correct.

CHAPTER -4
DATA ANALYSIS AND INTERPRETATION
1. How long you are working in the organization?
Table: 1
YEARS WORKING IN THE PERCENTAGE

ORGANIZATION
0-2 YEARS 6 6%
2-5 YEARS 16 16%
5-10 YEARS 30 30%
MORE THAN 10 48 48%
YEARS
TOTAL 100 100%
Graph: 1
working in the organisation

6%
16%
0-2 years
48% 2-5 yrs

5-10 yrs
>10 years
30%
Interpretation:
From the chart that 48 employees are working for more than 10 years. Even no of employees
working between 5-10 years are 30. This shows that most of the employees are satisfied with
their job. The attrition rate of the company is very low. This indicates that employee are satisfied

2. Are you comfortable with the working environment?
Table: 2
WORK ON NUMBER OF PERCENTAGE

ENVIRONMENT RESPONDENT
GOOD 50 50%
SATISFIED 40 40%
BAD 10 10%
TOTAL 100 100%
Graph: 2
number of respondent
60
50
50
40
40
30
number of respondent
20
10
10
0
good satisfied bad
Interpretation:
50% of employee express as a good environment remain. From the remaining 50% about 40%
says a satisfactory job environment only about 10% feels bad working environment is there.

3. What are the various sources of recruitment in your organization?
Table: 3
OPTION SOURCE PERCENTAGE
INTERNAL 26 26%
EXTERNAL 16 16%
BOTH 58 58%
TOTAL 100 100%
Graph: 3
source
26%
internal
external
both
58%
16%
Interpretation:
About 58% of recruitment through both internal and external source and 26% of recruitment
through internal source and 16% of recruitment through external source.

4. Whether the employees are satisfied with the health, safety, welfare facilities
provided by the Company?
Table: 4
OPTION NO OF RESPONDENT PERCENTAGE
SATISFIED 76 76%
DISSATISFIED 24 24%
TOTAL 100 100%
Graph: 4
No.of respondent
80 76
70
60
50
40
no of respondent
30 24
20
10
0
satisfied dissatisfied
Interpretation:
It shows that 76% are satisfied and 24% 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.

5. Are you satisfied with recruitment process of your company?
Table: 5
OPTION NO OF RESPONDENT PERCENTAGE
YES 65 65%
NO 35 35%
TOTAL 100 100%
Graph: 5
No.of respondent
35%
yes
no
65%
Interpretation:
About 65% of employee are satisfied with recruitment process in the company and 35% were not
satisfied with the recruitment process in the company.

6. Are you satisfied with your organization salary increment policy?
Table: 6
OPTION NO.OF RESPONDENT PERCENTAGE
YES 47 47%
NO 23 23%
CAN'T SAY 30 30%

TOTAL 100 100%
Graph: 6
no.of respondent
30%
47%
yes
no
can't say
23%
Interpretation:
About 47% employees satisfied with the salary increment policy, 23% employees not satisfied
with salary increment policy and 30% can’t say anything.

7. Are you satisfied training procedure given in the organization?
Table: 7
YES 68 68%
NO 32 32%
TOTAL 100 100%
Graph: 7
no.of respondent
68
70
60
50
40 32
no.of respondent
30
20
10
0
yes no
Interpretation:
About 68% of employee are satisfied training procedure given in the organization and 32% of
employees are not satisfied.

8. To what extent do trainings help you to be more productive?
Table: 8
Help of training No. of respondents Percentage(%)

Satisfied 69 69%
Highly satisfied 24 24%
Dissatisfied 4 4%
None of the above 3 3%
Total 100 100%
Graph: 8
Help of training
80%
69%
70%
60%
50%
40%
Percentage(%)
30% 24%
20%
10% 4% 3%
0%
Satisfied Highly satisfied Dissatisfied None of the
above
Interpretation:
From the above graph it is found that 69% of employees satisfied to be more productive,
and 24% of employees were highly satisfied to be more productive, and 4% were dissatisfied.

9. Are you getting regular training in your company?
Table: 9
OPTION NO. OF RESPONDENT PERCENTAGE
YES 62 62%
NO 38 38%
TOTAL 100 100%
Graph: 9
no.of respondent
38%
yes
no
62%
Interpretation:
About 62% of employees getting regular training and 38% are not getting regular training.

10. Does the present performance appraisal meet your career advancement?
Table: 10

YES 67 67%
NO 6 6%
CAN'T SAY 27 27%
TOTAL 100 100%
Graph: 10
no.of respondent
27%
yes
no
6% can't say
67%
Interpretation:
About 67% of employee says ‘yes’, 6% of employee says ‘no’ and 27% of employee says can’t
say. So that present performance appraisal is used in the organization for charting their career
planning.

11. How are training generally delivered to you?
Table: 11
Types No. of respondents Percentage(%)

On the job 23 23%
Off the job 11 11%
Both 66 66%
Total 100 100%
Graph: 11
Types
70% 66%
60%
50%
40%
30% Percentage(%)
23%
20%
11%
10%
0%
On the job Off the job Both
Interpretation:
From the above graph it is found that the 66% employees are participated in both the
training methods, and 23% employees are participated in on the job training, and rest of the
employees are participated in off the job training.

12. On an average how many days do you attended training programs in one year?
Table: 12
No of days No. of respondents Percentage(%)

3days 43 43%
4-6days 27 27%
7-10days 16 16%
Above 10days 14 14%
Total 100 100%
Graph: 12
No. of days
50%
45% 43%
40%
35%
30% 27%
25%
Percentage(%)
20% 16%
14%
15%
10%
5%
0%
3days 4-6days 7-10days Above 10days
Interpretation:
From the above graph it is found that 43% of employees attend the training program only
three days in one year, and 27% employees attend the program 4-6days in a year, 16% of
employees attend the program 7-10days and 14% are attend above 10 days in one year.

13. How well are trainings organized in your organization?
Table: 13
Organization No. of respondents Percentage(%)

Excellent 28 28%
Good 61 61%
Average 4 4%
Needs lot of improvement 7 7%
Total 100 100%
Graph: 13
Organization
70%
61%
60%
50%
40%
28%
30% Percentage(%)
20%
10% 7%
4%
0%
Excellent Good Average Needs lot of
improvement
Interpretation:
From the above graph it is found that 61% of employees says good about training
organized in the organization, and 28% of employees says excellent about training organized in
the organization, for 4% employees it is average and 7% says that it should improve.

14. What are the barriers to training in your organization?
Table: 14
Barriers No. of respondents Percentage(%)

Lack of time 49 49%
Lack of interest 32 32%
Lack of support from superiors 19 19%
Total 100 100%
Graph: 14
Barriers
60%
49%
50%
40%
32%
30%
Percentage(%)
19%
20%
10%
0%
Lack of time Lack of interest Lack of support
from superiors
Interpretation:
From the above graph it is found that 49% of employees says that the main barrier for
training is lack of time, and 32% of employees says that lack of interest is barrier for training
program in the organization and for 19% employees lack of support from superiors.

CHAPTER-5
FINDINGS
1. 48% of employees are working more than 10 years, and 30% are more than 5years.
It is found that the attrition rate is very.
2. 90% of employees are comfortable with working environment.
3. It is found that 58% of employees recruit through both the sources and internal
sources 26% and external sources 16%.
4. About 76% of employees satisfied with the health, safety, welfare provided by the
company,24% were dissatisfied.
5. 47% of employees are satisfied with salary increment policy, 23% are not satisfied,
and 30% didn’t give any response.
6. 68% of employees are satisfied with the training programmes and 32% are not
satisfied.
7. 67% of employees satisfied with present performance appraisal and 33% are not
satisfied.
8. Most of the employees satisfied with training programs.

SUGGESTIONS
1. Induction is must in every organization for all level of employees to make them well
known of the industry they are working in.
2. For all the programs the organization must follow feedback method to understand
the effectiveness of any practice in a better way.
3. External welfare activities could also be taken up by the organization
4. Practice of providing a brief presentation of the company and a booklet for rules and
regulations of company must be maintained so that the employee could go through
it whenever required.

CONCLUSION
At last I want to say that while recruitment and selection identify acceptable candidate, the
process still continue with induction program for the new employee, we can further fine tune the
fit between the candidate’s qualities and the organization’s desire. At last to conclude, I would
like to say that with enthusiasm that it was a great experience working with many experienced
people working at senior positions. Interacting and spending time with the people rich in learning
experience. The people were very cooperative and helpful and encouraging. It is an experience to
be cherished for a long time.

BIBLIOGRAPHY
Books
 PERSONNEL / HUMAN RESOURCE MANAGEMENT
o DECENZO & ROBBINS
 HUMAN RESOURCE MANAGEMENT
o GARY DESSLER
 PERSONNEL/ HUMAN RESOURCE MANAGEMENT
o ROBERT L MATHIS
o JOHN H. JACKSON
Websites: -
www.amararaja.in
www.google.com
www.projects99.com

QUESTIONNAIRE
1.How long you are working in the organization?
A) 0-2years B) 2-5years C)5-10years D) More than 10years
2.Are you comfortable with the working environment?
A) Good B) Satisfied C) Bad
3.What are the various sources of recruitment in your organization?
A) Internal B) External C) Both
4.Whether the employees are satisfied with the health, safety, welfare facilities provided by the
Company?
A) Satisfied B) Dissatisfied
5.Are you satisfied with recruitment process of your company?
A) Yes B) No
6.Are you satisfied with your organization salary increment policy?
A) Yes B) No C) Can’t say
7.Are you satisfied training procedure given in the organization?
A) Yes B) No
8.To what extent do trainings help you to be more productive?
A) Satisfied B) Highly satisfied C) Dissatisfied D) None of the above
9.Are you getting regular training in your company?
A) Yes B) No
10.Does the present performance appraisal meet your career advancement?
A) Yes B) No C) Can’t say
11.How are training generally delivered to you?
A) On the job B) Off the job C) Both

12.On an average how many days do you attended training programs in one year?
A) 3days B) 4-6days C) 7-10days D) Above 10days
13.How well are trainings organized in your organization?
A) Excellent B) Good C) Average D) Needs lot of improvement
14.What are the barriers to training in your organization?
A) Lack of time B) Lack of interest C) Lack of support from superiors

A Project Report On HR Practices and Policies at Amararaja Batteries Limited

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HR PRACTICES AND POLICIES

• Recruitment & Selection

• Induction and Placement

CREC -TIRUPATI Page 1

• Safe , Healthy & Happy Workplace

• Open Book Management Style

• Performance Linked Bonuses

• 360 - Degree Performance Management Feedback System

• Fair Evaluation System for Employees

• Open House Discussions & Feedback Mechanisms

• Delight Employees with the Unexpected

CREC -TIRUPATI Page 2

TIMELINE OF BATTERY HISTORY

CREC -TIRUPATI Page 3

HOW A BATTERY WORKS?

CREC -TIRUPATI Page 4

Value Regulated Lead Acid (VRLA) Batteries

CREC -TIRUPATI Page 5

Batteries are broadly classified into two segments like,

CREC -TIRUPATI Page 6

The following are the major manufacturers in battery industry in India,

Characteristics of VRLA batteries

CREC -TIRUPATI Page 7

Prospects of SMF/VRLA batteries in India

 Entry to multinational in Telecom industry.

CREC -TIRUPATI Page 8

Value Regulated Lead Acid Batteries

CREC -TIRUPATI Page 9

1. Amara Raja power systems Pvt. Ltd., (ARPSPL), Karakambadi, Tirupathi.

Table 1.1: Board of Directors of ARBL

Mr. U.V. Warulu Scientist

Dr. Upendranath Naimmlagadda NRI

Mr. P. Lakshman Rao Chartered Accountant

Mr. Arthur F. Nening. Jr. Johnson Controls Inc. USA

Mr. Douglas C. Brown Johnson Controls Inc. USA

Mr. James T. Luke Johnson Controls Inc. USA

Mr. Jayadev Galla Managing Director

Mr. Ramachandra Naidu. Galla Chairman and Executive Director

CREC -TIRUPATI Page 10

AMARA RAJA BATTERIES LIMITED

CREC -TIRUPATI Page 11

Battery Excellence Centre

CREC -TIRUPATI Page 12

AMARA RAJA GROUP OF COMPANIES:

CREC -TIRUPATI Page 13

CREC -TIRUPATI Page 14

FLOW CHART OF THE AMARA RAJA GROUP

Amara Raja Amara Raja Mangal Amara Raja

Galla Foods Ltd. Amara Raja Amara Raja

CREC -TIRUPATI Page 15

Corporate Social Responsibility

CREC -TIRUPATI Page 16

Products of battery division are:

Amara Raja Batteries product line includes -

CREC -TIRUPATI Page 17

Hi-way Truck Batteries

CREC -TIRUPATI Page 18

PRO Hi-life Batteries

CREC -TIRUPATI Page 19

CREC -TIRUPATI Page 20

PLANT PROFILE AND PHILOSOPHY

Power process Industries