ETHIRAJ COLLEGE FOR WOMEN

(Autonomous), Chennai – 600 008

DEPARTMENT OF MBA

SUMMER INTERNSHIP REPORT

NAME OF THE STUDENT : ANUSHA.M

REGISTER NUMBER : 2013323036004
SUBJECT CODE : MBA18/21/SIP
BATCH : 2020-2022

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SUMMER INTERNSHIP PROGRAMME

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3
Dr Mrs.D.GOMATHY, B.Sc, MBA, PGDLA, M.Phil, Ph.D.
Head of the Department,
Department of Master of Business Administration
Ethiraj College for Women,
Chennai- 600008.

CERTIFICATE

This is to certify that work done by ANUSHA.M, M.B.A, student of Ethiraj

College For Women, bearing registration number of 2013323036004, had done
her project work entitled “A QUALITATIVE STUDY ON HR POLICIES
AND BENEFITS OF JAMNA AUTO INDUSTRIES” in partial fulfillment
of the requirement for the degree of Master of Business Administration has
worked to the best of my knowledge is her original work.

Date:

Dr. Mrs.D.Gomathy
(Head of the Department)

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 DECLARATION

I ANUSHA.M, student of Master of Business Administration, M.B.A, Ethiraj

College For Women (autonomous) hereby declare that the Project titled A
QUALITATIVE STUDY ON HR POLICIES AND BENEFITS OF JAMNA
AUTO INDUSTRIES in partial fulfillment of MASTER OF BUSINESS
ADMINISTRATION degree is my original work.

Date:
Place: Chennai

(Signature of the candidate)

( ANUSHA.M)

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 ACKNOWLEDGEMENT

First and foremost, I thank the Almighty god for showering his blessings upon
helping me throughout the project and in completing my work successfully.

I express my sincere thanks to Ms. S. KOTHAI, M.Sc., M.phil., Ph.D,

Principal of Ethiraj College for women (Autonomous) for providing us with
this opportunity to enhance my knowledge by doing this Internship.

I take this opportunity to express my deep sense of gratitude to

Mrs.D.GOMATHY, B.Sc., MBA, M.Phil, PGDLA., Ph.D., Head of the
Department of Master of administration (MBA) department for her valuable
guidance in this endeavor.

I also thank my sincere thanks to Mr.DEEPAK (Hr Manager) JAMNA

AUTO INDUSTRIES for accepting my request and providing me the
opportunity to do my internship in their esteemed organization.

I had finally completed this term paper with great enthusiasm and
determination, all the time spent on my project and discuss ideas as well to
make worth the time and effort spent on this internship. Last but not the least I
would also like to thank my parents and my friends who helped to complete this
internship.

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 TABLE OF CONTENTS
CHAPTER CONTENTS PAGE NO.
1 SYNOPSIS 09

2 INTRODUCTION 11

3 INDUSTRY PROFILE 13

4 COMPANY PROFILE 15

5 THEORETICAL BACKGROUND 20

6 REVIEW OF LITERATURE 25

7 RESEARCH METHODOLOGY 29

8 DATA ANALYSIS AND INTERPRETATION 32

9 FINDINGS 40

10 SUGGESTION 42

11 CONCLUSION 44

12 BIBLIOGRAPHY 45

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 LIST OF CHARTS & TABLES

S.NO TITLE PAGE NO

7.1 Showing gender of respondents 32
7.2. showing age group of respondents 32
7.3 Showing experience of the respondents 33
7.4 Showing the respondents for the define position, 34
candidate’s specifications in the recruitment
process.
7.5 Showing rate given to the HR department’s 34
performance in recruitment and selection
7.6 Showing whether HR provides an adequate 35
pool of quality applicants.
7.7 Showing organization do proper Job Analysis 36
before Selection Process begins
7.8 Showing whether the Job Responsibilities and Job 36
Description are clearly defined to the candidates
appearing for selection process.
7.9 Showing whether the organization prefers referred 37
candidates.
7.10 Showing whether the organization do employee 38
verification before and after selection.

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 SYNOPSIS
The human resources policies and procedures are regarded as the backbone of any
organization. These documents consists of all the details regarding the treatment,
which needs to be given to the employees in the organization and make provision of
assistance to the employees in acquiring an efficient understanding of the
organizational culture. The HR policies and procedures manual is compiled first and
thereafter an employee handbook is prepared in conjunction with the prevailing
policies and procedures as laid down in the earlier document. Such documents make
provision of clear description in terms of the benefits and incentives that need to be
given to the employees. Within the organization, it is necessary to ensure employees
implement their job duties in accordance to rules and policies and proper standards
need to be recognised within the working environment. In the case of occurrence of
issues, either on the part of the employers or employees, the HR manual is regarded
as one of the important sources to provide resolutions (HR Policies and Procedures
Manual, 2019).
The human resources, employed in various positions, such as, managers,
administrators, supervisors and so forth consult these documents from time to time,
before formulating procedures and orders. Through these documents, they are able
to acquire the details necessary in the effective implementation of organizational
policies and procedures to be followed. Furthermore, these documents can also
acquaint the employees in terms of the ways in which organizational policies and
procedures lead to progression and well-being. The employees may also generate
information in terms of ways such as, leaves sanction, different allowances,
insurance plans, anti-harassment rules, anti-drugs rules and so forth. The handbook
of the employees contain the information, pertaining to employment procedures of
the employees. The significance of HR policies and procedures is primarily
recognized in making provision of essential information to the employees, so they
are able to put into operation their job duties in an appropriate manner. In addition,
they are able to generate information in terms of departments, personnel,
organizational goals and so forth (HR Policies and Procedures Manual, 2019).

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 Chapter- 1
INTRODUCTION

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 INTRODUCTION

An efficient human resource management enables the workforce of an

organization to contribute efficiently and effectively towards the overall
achievement of a company's goals and objectives. Human Resource
Management is concerned with managing human resources in an organization
which involves recruitment, selection, induction, training and other related
processes. In order to achieve effective organizational objective, it is very
essential to recruit people with adequate skills, qualification and experience.
Recruitment and Selection process plays a major role in human resource
management that includes sourcing, testing, short listing and selecting the
suitable candidates for the vacant positions in an organization. The Recruitment
and Selection Process followed in this organization is pointed out in this study
which includes the sources of recruitment the organization make use of the
methods and techniques involved in the recruitment and selection procedure,
satisfaction level of employees towards recruitment and selection process,

Finding the appropriate way of encouraging qualified candidates to apply for

employment is extremely important when a firm needs to hire employees.
Source of recruitment can be broadly categorized into Internal Sources and
external sources where, Internal sources of recruitment refer to hiring
employees within the organization and External sources of recruitment refer to
hiring employees outside the organization. Recruitment is the process of
attracting individuals on a timely basis, in sufficient numbers, and with
appropriate qualifications, and encouraging them to apply for jobs with an
organization. Selection is the process of choosing from a group of applicants
the individual best suited for a particular position and organizing. The selection
of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives. It is one of the
important processes for an organization which helps in minimizing the losses
and thus maximizing the profits.

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 Chapter-2
INDUSTRY PROFILE

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 INDUSTRY PROFILE

In a modern context, the term 'IT' is commonly used to describe computers and
networks within a business environment. It refers to their applications in
generating, manipulating, storing, regaining, transmitting, handling, exchanging,
studying and securing all data or information in an electronic format IT is also
used as an umbrella term to cover television, telecommunication equipment,
software, commerce and the internet.

When thinking about IT you need to consider IT support within both your
personal and private life especially when it comes to the increasingly
sophisticated level of cyber crime we see every day. This is so that when you
are surfing the web on your computer or receiving an email, your personal and
business data is kept safe.

IT support also covers technical problems you may come across, ensuing you
are using the most up to date software and finding the best tools possible to
effectively complete tasks Humanity has been manipulating, storing, and
communicating information since the early Sumerians pioneered the written
word in ancient Mesopotamia, circa 3000 BC.

The term IT did not appear until the mid-20th century however when an influx
of early office technology appeared. The term was first published in the 958
Harvard Business Review when authors Harold J. Leavitt and Thomas C
Whistler said the new technology does not yet have a single established name
we shall call it Information Technology"

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IMPLICATIONS OF IT IN WORKPLACE:

No matter the size of a company, IT systems have had tangible and intangible
applications and implications across all areas of a business' operations.
Company communications, efficiency, mobility, culture have all been affected
by the introduction of information technology.
Businesses will either have an internal support team or outsource their IT to a
Managed Support Provider to manage their IT, ensuring they are working
effectively and fixing any problems that may arise.

COMMUNICATION:

Employees are no longer limited to inter-office written mail or phone calls.

Electronic mail (e-mail) allows for the instant communication of information
without interrupting the recipient. Modern digital communication tools such as
e-mail also allow for quick and clear communication with customers and
clients, a particularly useful commodity in a world where people now want
things instantly. Tools such as websites also allow customers to interact with a
business out of usual office opening hours, offering a place to provide
feedback, testimonials, or to order products and services. Additionally, live chat
services allow instant messages to be sent between co-workers, businesses and
consumers.

EFFICIENCY:

Information technology increases workflow efficiency. By utilizing technology

such as e-mail and faster hardware such as laptops and tablets, businesses save
time and increase productivity. Digital filing conserves office space and
reduces annual paper and print costs, with any alterations able to be made
immediately, at the click of a button. By connecting all of these systems
together, working life is made easier, quicker, and more efficient, saving time
and money.

Microsoft 365 is an integrated solution, bringing together the best-in-class

productivity of Microsoft 365 Business Standard (formerly Office 365) with
advanced security and device management capabilities. Using Microsoft Teams

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within 365 as an example, it allows your team to communicate and collaborate
in real-time, from anywhere at any time and on any device.

MOBILITY:

The original computers of decades past required whole teams of people to

operate them simultaneously, making them costly and completely immobile.
Information technology today can be transported at will due to a drastic
reduction in the size of devices. They can also be operated by one person. This
increases productivity by allowing staff to work from any location, away from
office distractions. The ability to work anywhere can attract employees to a
company by reducing travel costs.

Aside from the mobility benefits to employees, a business can directly profit
from the movement brought about by IT. An organization can establish a global
presence very easily and at a fraction of the cost by ascertaining small offices in
several countries and keeping them connected by storing data in the Cloud.
They can also utilize modern functions such as video conferencing to enable
staff to communicate as if they were in the same room. IT enables for growth
and expansion, quickly, and brings even more benefits.

CULTURE:

IT can vastly improve company culture. If file sharing technology is utilized

then employees can work collaboratively, get to know each other and improve
the general feel of a business, from anywhere around the world. Additionally,
employees do not have to wait for other members of staff to send them work, as
work can be shared instantly using modern IT systems, removing inter-staff
hostilities, reducing inefficiencies and frustrations.

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 Chapter-3
COMPANY PROFILE

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 COMPANY PROFILE:
ABOUT JAMNA AUTO INDUSTRIES:

I have worked as HR intern in JAMNA auto industries for the duration of one
month from 09-06-2021 to 09-07-2021.

Jamna Auto industries limited is India’s largest, and amongst world’s third
largest, manufacturer of tapered leaf springs and parabolic springs for
automobiles.
It has been a trusted and preferred supplier of Leaf and Parabolic Springs to all
major CV manufacturers for over 50 years.
The Company is fast expanding its presence in new-generation products, like air
suspension and lift axle. Jamna has been a pioneer in leaf and parabolic springs
in India.
The company has tied up with Ridewell Corporation of USA to bring the latest
technology in Air Suspension system to provide world class ride comfort for
buses.
The company sells springs under the "JAI" brand in the After Market and its
products command premium.
The Company's vision is to become a global leader in Automobile Suspension
Solutions.
The Company has entered into Technology Transfer and Technical Assistance
Agreement with Tinsley Bridge Limited, UK for transfer of Extralite Spring
Technology and Special Steel Technology to the Company.
The Company pursues a policy of continued technical excellence to deliver
high quality products, assemblies and services to customers.

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 The Company's reflection on Quality Standards is the coveted recognition to
highest Quality Management System Standards for the Automotive Sector-
ISO/TS16949:2009 - ISO 9001:2008
The company has nine strategically located manufacturing facilities at
Yamuna Nagar, Malanpur, Jamshedpur, Pune, Chennai, Pillaipakkam, Hosure
and pant Nagar, Lucknow
The company pursues a policy of continued technical excellence to deliver
high quality products, assembles and service to customers.

WORKING WITH JAI:

The work culture at JAI is based on the fundamental conviction that

employees are its most important asset. Respect and genuine concern for each
employee in the organization is the basic principle on which the organization
functions. We believe that by giving mutual respect, recognition, trust, open
communication, transparency and opportunities for growth, employees will
perform to their fullest potential and will be sincere, dedicated and committed
to their jobs. JAI had made formal arrangements for employee participation
through employee stock ownership plans (ESOPs).

JAI pays significant attention to the Welfare Administration, Working

Conditions, Health & Safty Measures etc. as these are some of the factors that
are necessary for creating the right kind of work environment. However, it
doesn't stop here. Factors such as Rewards, Recognition, Training &
Development, Empowerment and Growth Opportunities, are integral part of
ongoing development of human resources.

Jamna Auto strives to enhance not only the efficiency of its operations, but
also the overall quality of its work environment and its contribution to society
as a whole.

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 Chapter-4
THEORETICAL
FRAMEWORK

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 THEORETICAL BACKGROUND:

Human Resource Management, otherwise known as HRM or HR for short, is

the function of people management within an organization. HR is responsible
for facilitating the overall goals of the organization through effective
administration of human capital — focusing on employees as the company's
most important asset.

Recruitment is the first step in building an organization's human capital. At a

high level, the goals are to locate and hire the best candidates, on time, and on
budget.

HUMAN RESOURCE POLICIES

A policy is a predetermined course of action established to guide the performance

of work towards accepted objectives. It is type of a standing plan that serves to
guide subordinates in the execution of their task

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. Human resource policies are statements of human resource objectives of an
organization and provide a broad framework within which decisions on human
resource matters can be made without reference to higher authorities. Human
resource policies lay down the criteria for decision making in the field of human
resource management.

According to Yoder, “Human Resource or labour or industrial relations policy

provides guidelines for a wide variety of employment relationships in the
organization. These guidelines identify the organizations intentions in recruitment,
selection promotion, development, compensation, motivation and otherwise leading
and directing people in the working organization. Human resource policies serve as
a road map for managers.

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 TYPES OF HUMAN RESOURCE POLICIES IN PRIVATE SECTOR

SPECIFIC
APPEALED
POLICIES
POLICIES
IMPOSED WRITTEN
POLICIES OR
IMPLICIT
ORIGINATED GENERAL PO
POLICIES POLICIES

ORIGINATED POLICIES:
These policies are established formally and deliberately by top management.
Senior executives initiate such policies to guide their subordinates.

APPEALED POLICIES:
These policies are formulated on requests of subordinates who want to know
how to handle some situations. The need for such a policy arises because the
particular case is not covered by the earlier policies.

IMPOSED POLICIES:
An organization accepts these polices due to pressure of external agencies like
government, trade association, trade union, etc for example the policy that
nobody below the age of fourteen years will be employed is adopted due to
factories Act.

GENERAL POLICIES:
These polices do not relate to any specific issue in particular. Rather than they
represent the basic philosophy and priorities of top management. For example
encouraging workers to participate in decision making at all levels is a general
policy.

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SPECIFIC POLICIES:
These polices relate to specific issue like staffing compensation, collective
bargaining, etc. All specific policies must conform to the broad pattern laid
down by the general policies.

WRITTEN OR IMPLICIT POLICIES:

These policies are inferred from the behavior of mangers. For example in the
absence of anything in writing, promotion policy of an eEnterprise can be
inferred from the way promotions have been made.

PURPOSE OF HR 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 of its
employees. 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.[5] The establishment of an HR Policy which sets out obligations,
standards of behavior, and documents disciplinary procedures, is now the standard
approach to meeting these obligations. HR policies provide frameworks within
which consistent decisions are made and promote equity in the way in which people
are treated.[6]
HR policies can also be very effective at supporting and building the
desired organizational culture.[7][8] For example, recruitment and retention policies
might outline the way the organization values a flexible workforce, compensation
policies might support this by offering a 48/52 pay option where employees can
take an extra four weeks holidays per year and receive less pay across the year.
In actuality, policies and procedures serve a number of purposes:[9]

1. They provide clear communication between the organization and their

employees regarding their condition of employment.
2. They form a basis for treating all employees fairly and equally.
3. They are a set of guidelines for supervisors and managers.
4. They create a basis for developing the employee handbook.

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 5. They establish a basis for regularly reviewing possible changes
affecting employees.
6. They form a context for supervisor training programs and employee
orientation programs.
In developing HR policies, there should be clear and consistent statement of the
organization's policies regarding all conditions of employment and procedures for
their equal and fair implementation. In order to fulfill this objective, policies and
procedures should be:[10]

 Clear and specific, but provide enough flexibility to meet changing

conditions.
 Comply with all appropriate law and regulation.
 Consistent amongst one another and reflect an overall true and fair view
approach to all employees.
HR policies are developed by making decisions and taking actions on the day-to-
day problems of the organization. The process of developing HR policies involves
the assessment of the following factors:[11]

1. Identify the purpose and objectives which the organization wishes to

attain regarding its Human Resources department.
2. Analysis of all the factors under which the organization's HR policy
will be operating.
3. Examining the possible alternatives in each area which the HR policy
statement is necessary.
4. Implementation of the policy through the development of a procedure
to support the policy.
5. Communication of the policy and procedures adapted to the entire
organization.
6. Auditing the policy so as to reveal the necessary areas requiring
change.

7. Continuous revaluation and revision of policy to meet the

current needs of the organization.

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 Chapter-5
REVIEW OF LITERATURE

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 ARTICLE
 
Name of the Author: Ronald J. Burke; Cary L. Cooper
Title: Reinventing Human Resources Management: Challenges of Hr policies
SOURCE: http://EzineArticles.com/?expert=Jerome_Balada

OBJECTIVE:
To study the influence to the directions on how Hr policies is done in any organization.

SUMMARY:

Some organizations called Hr policies." But there is consensus among

credentialed HR Practitioners on how to best put in place the most effective
recruitment and hiring process to help accomplishing the goals of the
organization.
The author has called from his many years of experience doing HR recruitment
and hiring work to suggest steps that he believes would be helpful to those
interested in having formal recruitment and hiring process in place. On the over-
all, the following steps are followed when one would like to put in place a
formal recruitment and hiring process:

1) First, define and clarify the strategy of the organization related to

Human Resource (HR) management. This strategy has to come from the
top-level leaders and managers of the organization, following the size.

2) Depending on the size of the organization there has to be someone

responsible to take charge for recruitment and hiring activities in the
organization. He will also be empowered to make decisions related
recruitment and hiring. This person has to be a direct report of the CEO and
the Chief HR Executive in the meantime.

3) Assign who else will be involved in the recruitment and hiring process.
This can be a standing committee of leaders and managers or a separate group.

4) Come up with “organizational chart," the job descriptions, and the pay
scale and its different grades.

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5) The responsible person who is empowered to do recruitment and hiring
will have to identify the vacancies, or the jobs that have not been filled up, or
without incumbents.

6) The Chief HR Executive will decide how the vacancies will be filled up.
From the most critical positions that have to be filled up to the less critical one.
This can be done by using in-house recruitment or by posting an online or print
advertisement or by hiring a professional recruiter.

7) The group referred to in number "3" will then be tasked to accept

applications. He / She will have to read, evaluate and study all applications
received within a certain time frame. It's suggested to consider candidates
who are most qualified and ready to do the job at once. From these
applications received, a tentative short list will be made. In case of in-house
recruitment, a tentative short-list will have to be drawn up. This list will be
made up of the applicants to be considered for interview.

8) The recruiter will then have to start getting in touch with the tentative
shortlisted candidates by fixing a schedule for an initial interview with each one
of the candidates, or a group interview.

9) Conduct the initial interview. During the interview date, the candidates will
fill up application form if you have one to "get to know each other" the first
time with the purpose of feeling out each other if both parties can work
together in the organization.

10) The recruiter will then have to decide who among the candidates are
worth taking a more serious look by using certain tools like Psychological
testing

11) Come up with a definite short list for final interview.

12) If nobody qualifies, or no one can be included in the shortlist, then the
recruiter can repeat step number "6," or study other recruitment options. Or
announce for referrals of applicants from other employees in the organization.
Or put on hold the recruitment process, and continue at a more appropriate
time.
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13) If there's a strong shortlist, the recruiter can proceed with the hiring process
with approval and finality by the. The CEO will make his / her decision
depending on the recommendations of the Chief HR executive and the
members of the group referred to in number "3"

14) Make a job offer. Confirm if the candidate will accept the offer. If there's a
negotiation on the compensation package, then this has to be clarified and
completed first. Have the hiree submit the required legal documents to be able
to start working with the organization. Agree on which date to start with the
job.

15) Make sure the desk or place of work has been cleaned out and ready for
the next employee a day or two before the start of employment. Prepare all the
tools, office supplies that will be used by the new hiree.

16) Announce the name and relevant job details of the new hired with the rest
of the organization to ensure that everyone has been told about changes that
may be brought about by the joining of anew hired.

17)Make sure you have someone to spend at least two hours with the new
hired on the first day of on the job. Or even spend lunch time or break time
with the new hired, as soon as possible. This can be either the direct
supervisor, or even one of the other employees of the organization. He /She
buddies up with the new hired to better explain about the culture of the
organization.

RELEVANCE TO THE PROJECT:

This article helps to understand the steps of HR policies and benefits that
would be helpful in making a company’s efficiency, development and profit.
It helps in assessing the employees for their integration & retention and also
influences the existing employees & the organization's performance.

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 CHAPTER-6

RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY:
Research Design:
Research design refers to the framework of market research methods and
techniques that are chosen by a researcher. The design that is chosen by the
researchers allow them to utilize the methods that are suitable for the study and
to set up their studies successfully in the future as well.

Research Type:
Descriptive research design is a type of research design that aims to obtain
information to systematically describe a phenomenon, situation, or population.
In descriptive studies, the research must be able to define clearly, where he/she
wants to measure and must find adequate methods for measuring it along with a
clear cut definition of population

Data Collection:
Data collection is defined as the procedure of collecting, measuring and
analyzing accurate insights for research using standard validated techniques. A
researcher can evaluate their hypothesis on the basis of collected data.

Primary Data:
Primary data is a type of data that is collected by researchers directly from main
sources through surveys and primary data are usually collected from the source
—where the data originally originates from and are regarded as the best kind of
data in research.

Secondary Data:
Secondary data is the data that has already been collected through primary
sources and made readily available for researchers to use for their own research.
Hence the necessary information is collected through the company websites.

Sampling Instruments:
The sampling Instruments used for this study is questionnaire, A questionnaire
is a research instrument consisting of a series of questions for the purpose of
gathering information from respondents. Questionnaires provide a relatively
cheap, quick and efficient way of obtaining large amounts of information from a
large sample of people.
Sample Size:

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 Sample size refers to the number of participants or observations included in a
study. The Sample Size used in this study is 30.

Sampling Area:
The research conducted at the Statistical software solutions, Chennai.

Time Period:
The period of this study is 45 days.

Tool Used:
The tool used for this analysis is Percentage analysis.

Percentage Analysis:
It refers to a special kind of rates, percentage are used in making comparison
between two or more series of data. A percentage is used to determine
relationship between the series and presented pictorially by war of pie charts in
order to have better quality.

Formula:
Percentage = No of respondents × 100
Total no of respondents
Need of the study:
The need of the study is to analyze the recruitment and selection process in
Alobin Technologies,Chennai. The need of this study to review the recruitment
process and overall employee performance ,to find out the effectiveness of the
recruitment process at the Alobin technologies and to know about the various
methodology of recruitment procedures and employee performance. This study
helps in finding out the feedback of the employees about their performance &
recruitment process followed in the organization.

Scope of the study:

The scope of the study includes the proper utilization of human resource
planning and to identify the areas where there is a need for the improvement in
the procedure and also helps in identifying the sources and methods utilize for
the employee performance and recruitment process.

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 CHAPTER-7
DATA ANALYSIS AND INTREPRETATION

31
DATA ANALYSIS AN D INTREPRETATION

PERSENTAGE ANALYISIS:
CHART 7.1 showing gender of respondents:

Table 7.1: Showing the gender of the respondents

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE
RESPONDANTS
1. MALE 33 75.8
2. FEMALE 24.2

INTERPRETATION:
From the above table, it can be inferred that 75.8 % of the respondents are Male
and 24.2% of the respondents are female

CHART 7.2 showing age group of respondents:

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Table 7.2 showing age group of respondents:
S.NO PARTICULARS TOTAL NO.OF PERCENTAGE
RESPONDANTS
1. 20-30 33 78.8
2. 31-40 18.2
3. 41-50 3
50 above -

INTERPRETATION:

From the above table, it can be inferred that 78.8 % of the respondents are at the
age group of 20-30 and 18.2% of the respondents are at the age group of 31-40
and 3% are at the gae group of 41-50.

CHART 7.3 showing experience of the respondents:

TABLE: 7.3 showing experience of the respondents:

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. 0-5 33 81.8
2. 5-10 18.2
3. 10-15 -
15 above -

INTERPRETATION:

33
From the above table, it can be inferred that 81.8% of the respondents are below
5 years of experience and 18.2% of the respondents are between 5-10 years of
experience.

CHART 7.4 showing the respondents for the define position, candidate’s
specifications in the recruitment process.

TABLE : 7.4 showing the respondents for the define position, candidate’s
specifications in the recruitment process.

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. YES 33 84.8
2. NO 15.2

INTERPRETATION:
From the above table, it can be inferred that 96.7% of the respondents have
answered yes for the defining candidate position, requirements in the
recruitment process and 3.2% for answering it as no for the define candidate
position, requirements in the recruitment process.

CHART 7.5 showing rate given to the HR department’s performance in

recruitment and selection

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TABLE: 7.5 showing rate of interest given to the HR department’s
performance in recruitment and selection

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. Poor 33 -
2. adequate 60.6
3. excellent 39.4

INTERPRETATION:
From the above table, it can be inferred that 60.6% of the respondents have
agreed that rate of interest given to the HR department’s performance in
recruitment and selection is adequate and 39.4% has given excellent for it.

CHART 7.6 showing whether HR provides an adequate pool of quality

applicants.

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TABLE: 7.6 showing whether HR provides an adequate pool of quality
applicants.

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. yes 33 63.6
2. no 36.4

INTERPRETATION:
From the above table, it can be inferred that 63.6% of the respondents have
said yes and 36.4% have said no, that whether the hr is provides an adequate
pool of quality applicants.

CHART 7.7 showing organization do proper Job Analysis before

Selection Process begins

TABLE: 7.7 showing organization do proper Job Analysis before

Selection Process begins

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. yes 33 66.7
2. no 33.3

INTERPRETATION:

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From the above table, it can be inferred that 66.7% of the respondents have said
yes and 33.3% have said no, that the organization do proper Job Analysis
before Selection Process begins.
CHART 7.8 showing whether the Job Responsibilities and Job Description
are clearly defined to the candidates appearing for selection process.

TABLE: 7.8 showing whether the Job Responsibilities and Job Description
are clearly defined to the candidates appearing for selection process.

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. yes 33 63.6
2. no 36.4

INTERPRETATION:

From the above table, it can be inferred that 63.6% of the respondents have said
yes and 36.4% have said no, that the Job Responsibilities and Job Description
are clearly defined to the candidates appearing for selection process.

CHART 7.9 showing whether the organization prefers referred candidates.

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TABLE: 7.9 showing whether the organization prefers referred candidates.
S.NO PARTICULARS TOTAL NO.OF PERCENTAGE
RESPONDANTS
1. yes 33 66.7
2. no 33.3

INTERPRETATION:
From the above table, it can be inferred that 66.6% of the respondents have said
yes and 33.3% have said no, whether the organization prefers referred
candidates.

CHART: 7.10 showing whether the organization do employee verification

before and after selection.

TABLE: 7.10 showing whether the organization do employee verification

before and after selection.

S.NO PARTICULARS TOTAL NO.OF PERCENTAGE

RESPONDANTS
1. yes 33 57.6
2. no 42.4

INTERPRETATION:

From the above table, it can be inferred that 57.6% of the respondents have said
yes and 42.4% have said no that whether the organization do employee
verification before and after selection.

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CHAPTER-8
FINDINGS

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FINDINGS:

 Most of the respondents are male gender (75.8 %) and females

are (24.2%)

 The majority of the employee’s experience belongs to the category below

5 years.

 About 95 % of the respondents answers that the position

objectives, requirements and candidates specification are clearly
defined in the company

 The majority of the respondents for the timeliness of doing

recruitment process by the HR departments are excellent in their
procedure

 The majority of the respondents answers that the HR train the

employees towards the best decision taken which gives the result of
95%

 The next survey is about the HR maintains an adequate pool of quality

applicants which gives results that 70 % respondents belongs to the
Yes category.

 About 65% of the respondents answer job responsibilities and job

description are clearly defined to candidates appearing for the
selection process.
 The next survey gives the result that organization prefers referred
candidates for which 70% of them have said yes and 30% has said no
to it.

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CHAPTER 09
SUGGESTIONS

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SUGGESTIONS:

I wish to suggest that the percentage of respondents who are agreeing to

the employee referrals denotes that the company has complete faith &
believe on the employees. Companies should also pay attention to
unsolicited applicants.

Suggestions are based on the important factor of analysis of the

recruitment and the general employee performance.

I wish to suggest that the percentage of respondents who are agreeing

to the internal recruitment denotes that they are satisfied with their jobs
as internal recruitment provides them the opportunity of career growth.
Companies should take care of those individuals who are supporting the
external recruitment as external recruitment brings additional cost for the
organization

The timeliness for the recruitment process in this company seems to be

delay or too long for the procedure, so the company can schedule the
recruitment process lively and quick.

The performance of employees after the appraisal concludes that the

improvement of the performance seems to be less among the staffs, so the
company uses various performance appraisals or to promote the position,
or to provide rewards.

I wish to suggest that the companies should pay attention to those

individuals who are against the favor of use of academic marks &
understand the reason why they are against the company’s recruitment
strategy.

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CHAPTER 10
CONCLUSION

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 CONCLUSION
HR policies and procedures are regarded as formal commitments that are focused
upon the ways in which employers deal with the employees. Within the
organizational structure, the members are assigned various job duties in accordance
to their educational qualifications, competencies and aptitude. It is apparent that
they need to generate adequate information in terms of implementation of job duties
satisfactorily. Apart from this, it is vital for them to acquire information in terms of
HR policies and procedures as well. Through these HR policies and procedures, the
members of the organization obtain proper guidance and direction. Within the
course of time, changes take place in HR policies and procedures. The various types
of human resources policies are, at-will employment, anti-harassment and non-
discrimination, employment classifications, leave and time off benefits, meals and
breaks, timekeeping and pay, safety and health, employee conduct, attendance and
punctuality, hiring forms, use of technologies and materials, handbook
acknowledgements, performance and discipline, management of resources, conflict
resolution methods and organizational expenses.

The areas in which HR policies and procedures are implemented within the
organization are, recruitment and selection, employment, training and development,
labour welfare, transfer and promotion, worker’s compensation, integration and
human relations, work management, performance appraisal, and administration.
Bringing about effective growth and development of the organization, satisfying
customer demands, enhancing its reputation within the marketplace are some of the
objectives of the organization. All the members of the organization are required to
dedicate themselves wholeheartedly towards the achievement of desired goals and
objectives. Therefore, in order to carry out their tasks and activities in a satisfactory
manner, it is necessary to upgrade their knowledge in terms of modern and
innovative methods as well as HR policies and procedures. The members of the
organization need to work in collaboration with each other in order to augment their
understanding and modifying HR policies and procedures. Finally, it can be stated
that they need to be beneficial to the members and organization as a whole.

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BIBLIOGRAPHY:
A QUALITATIVE STUDY ON HR POLICIES AND BENEFITS OF
JAMNA AUTO INDUSTRIES- DEEPAK

SOURCE: http://EzineArticles.com/?expert=Jerome_Balada

Research paper on HR policies and Benefits in JAMNA AUTO

INDUSTRIES.

Company’s Profile- https://www.jaispring.com/company-

profile.htm

Survey on the HR Policies and Benefits

https://docs.google.com/forms/d/1fHiiSW7kUSsNv3SxzW6Zpfqpvt
Ru7k_LkgkeYVy_hRc/edit- survey link.

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