A PROJECT REPORT

ON
HR POLICIES AND PRACTICES
OF
JK LAKSHMI CEMENT

Submitted of partial fulfillment of the requirements for the award of the degree.
Of
MASTER MANAGEMENT STUDIES
Of
SRI SRI UNIVERSITY (MBA)
By
Ms. AMRITA DAS
Roll No. - FMS-MBA-2019-21-074
SRI SRI UNIVERSITY
CUTTACK
 CERTIFICATES

This is to certify that the project work entitled HR POLICIES AND

PRACTICES(JK LAKSHMI CEMENT) is a bonafide work carried
out by Ms. AMRITA DAS (FMS-MBA-2019-21-074), in partial
fulfilment of the requirement for the award of degrees of MASTER
OF BUSINESS ADMINSTRATION (MBA) by the SRI SRI
UNIVERSITY, CUTTACK under our guidance and supervision.
The result embodied in this report has not been submitted to any other
university or institute for the award of any degree or diploma.
Organizational Guide: Name: Mr. Debadatta Sahu

Designation: Regional head marketing sales

Address: Bhubaneswar

Signature:

Name: Amrita Das

Roll No: FMS-MBA-2019-21-074

 DECLARATION

This to certify that the work reported in the present project entitled
“HR POLICIES AND PRACTICES”(JK LAKSHMI CEMENT)” is
a record of work done by us in SRI SRI University, Cuttack. The
reports are based on the project work done entirely by us and not
copied from any other source.
 ACKNOWLEDGEMENT

I would like to express my sincere gratitude and indebtedness

to Mr. DEBADATTA SAHU (REGIONAL HEAD in JK
LAKSHMI CEMENT) for his valuable suggestions and
interest throughout the course of this project and for allowing
me to use the required resources.
I am also thankful to DR. P.SRINIVAS SUBBARAO (Dean)
for providing excellent infrastructure and a nice atmosphere
for completing this project successfully.
Finally, I would like to take this opportunity to thank my
family for their support through the work. I sincerely
acknowledge and thank all those who gave directly or
indirectly their support in completion of this work.
 EXECUTIVE SUMMARY
The project is mainly based on hr policies and practices in JK LAKSHMI cement
the study has identified various HRM practices like Employee involvement,
Employee training and development and welfare, pay roll systems and safety
measures etc and the present study has identified that according to employees
performance and satisfaction all the HRM practices are effective. Managing
human resource is very challenging as compared with managing technology
whereas organisation performance is influenced by a efficient HRM practices it
gives a positive results like increasing employees commitment, maintenance
and reduced employee turnover. HRM practices refer to organizational
activities directed at managing the unite of human resources and ensuring the
resources are employed towards fulfilment of organizational goals. The project
is aimed to cover maximum knowledge of hr policies in the organisation.

I have started my summer internship program at jk lakshmi cement. This is the

consulting firm in Bhubaneswar. I have done my Internship there for the 3
months and got the topic for my Project Report. The topic was given by the
Regional head of the company. His name was Debadatta Sahu who really gives
me great confidence to do the work at jk lakshmi cement.
He gives me relevant company information for preparing my project as well.
 TABLE OF CONTENTS
1. Title Page
2. Certificate
3. Declaration
4. Acknowledgement
5. Executive Summary
6. Table Contents
7. Introduction
8. Literature Review
9. HR Policy and Practices
10. Company Profile
11. Research Methodology
12. Data Interpretation
13. Conclusion
14. Bibliography
CHAPTER 1
 INTRODUCTION OF THE COMPANY

JK organisation were founded over 125 years ago is an eminent group having
multi business, multi product and multi location operations .jk organisation is
one of the top industrial houses in terms of sales and assets in India. Jk
organisation strives to maintain the highest standards by adopting the latest
technology by periodical up gradation of production facilities and their human
resources through professionally designed training and development
programs within the world whereas jk lakshmi cement is a prominent brand of
jk organisation jk lakshmi cement a renowned and well established name in
the Indian cement industry for over 3 decades has aformidable presence in
north ,west and east india cement markets and an annual turnover of over RS
3300 crores .it is the first cement producer of northern India to be awarded an
ISO 9001 certificate and accredited by NABL( Department of science and
Technology, Government of India ) for its lab quality management systems.
CHAPTER 2
 LITERATURE REVIEW

Human Resource ensure that all the

employees working in or outside the
organization premises are safe,
happy and motivated enough to
achieve organization objective
effectively and
efficiently.
Managing human resource plays a key role for organisational success .
Human Resource need to ensure that all the employees are working in or
outside the organisation are safe, happy and motivate enough to achieve
organisation objective efficiently and effectiveness. HRM is involved to ensure
that the employees are given adequate trainings to perform their present job
and gain satisfaction, compensation and benefits are also provided by the
organisation to fulfil the monitory expectation of employees ,performance
evaluation and appraisals is another domain of HRM in which employee is
evaluated on their job performance ,if they don’t performed as expected then
the employee is given more training .There are many more hr policy and
practices these study include employee training and development , Employee
involvement, pay system and financial incentives, Employee security.
OBJECTIVE OF THE STUDY

The aim of current research is to gain a practical knowledge about the impact
of success and the importance of showing how HRM practices are measure on
effectiveness of employees satisfaction and performance. Here in jk lakshmi
cement i got a knowledge of hr policy and how a hr person act in working
environment.
The objective of the study as follows-
 To measure the effectiveness of employees performance with reference
to selected HRM practices.
 To measure the effectiveness of employees satisfaction with reference
to selected HRM practices.
 To suggest ways and means for improvement of HRM practices in the
organisation.
 To understand the work culture in the organisation.
SCOPE OF THE STUDY

The study aims at development of hr practices in jk lakshmi cement .The aim

of current research is to clarify the variables impact of recognizing the
importance of showing how HRD contributes towards employee development
and effectiveness which will help the organisation towards success.

The key points of my research study are-

 To understand the hr policy including training and
development ,Employee involvement ,pay system and financial
incentives ,Employee security.
 To suggest ways for improvement of hr practices in the
organisation.
CHAPTER 3
 HR POLICY AND PRACTICES

INTRODUCTION:
Human Resource management is management function that helps in
managing recruitment, selection, training and development of members of an
organisation .Human Resources Management is that part of management
concerned with people at work and helps to solve their problems and built a
good relationship within the organisation.

DEFINATION:
Hr policies are vital tool which is used to solve conflicts in an organisation.
human resource management policy provide human resources advices for
organisation specific human related issues. It is a function of the company
which deals with concerns that are related to the staff of the company in terms
of hiring,compensation ,performance, safety measures etc an human resource
management enables the workforce of an organization to contribute
efficiently and effectively towards overall achievement of company goals
.human resource policy are the guidelines for making decision on the matters
relating to management of human resource. Hr policy also indicates the line of
action or the attitude the management is likely to adopt in future towards its
personnel and their problems.
OBJECTIVE OF HUMAN RESOURCE MANAGEMENT:
Human resources management objectives are four fold that are societal,
organizational, functional and personal.

a) Societal objectives: To ensure that the organisation became

socially responsible. It maximizes the negative impact of societal
demands on the organisation.

b) Organizational objectives: To determine the role of HRM in

organisational effectiveness. its purpose is to serve the organisation.

c) Functional objectives: Hr department service must fit into the

organizational needs and to maintain department in organisational
effectiveness.

d) Personal objectives: To assist employees achieving their individual

goals and to give maximum contribution to the organization. it is
achieved when the employees are fully satisfied and motivated towards
their goals.

FUNCTIONS OF HRM:
The functions performed by managers are common to all organization. The
function performed the management can be classified into 2 categories

i. Managerial functions
ii. Operative functions
Managerial functions: The human resource manager is a part of the
management of the enterprise. The basic managerial functions are Planning,
organizing, staffing, directing, controlling.

a) Planning: The function that assesses the management environment

to set future objectives and map out activities necessary to achieve
those objectives. Planning provides the basis for effective and most
economical action in the future. A manger must plan ahead to done the
work through its subordinates.

b) Organizing: The management function that determines how the

firm’s human, financial, physical, informational and technical resources
are arranged and coordinated to perform tasks to achieve desired goals.
Organizing is Determining and defining the activities required for the
achievement of planned goals and Grouping the activities into logical
and convenient units.

c) Staffing: It means the process of filling all positions in the organization

with adequate and qualified personnel. A hr manager has to recruit,
train, place, promote and retire the personnel of the organization at
proper time and in proper manner. The hr department is all about
staffing.

d) Directing: The management function that energizes to contribute

their best individually and in cooperation with other people .It means to
guide ,supervise, motivate and lead people in an organisation. The
human resource manager can motivate in an organisation by motivating
through career planning, salary administration, ensuring employee
morale etc.

e) Controlling: The management function that measures performance,

compares it to objectives, implements necessary changes, and monitors
 progress. It means checking actual performance with the agreed
standard that has planned to satisfy the satisfactory performance. It
involves performance appraisal, critical examination of hr records and
statistics and hr audit.

MANAGERIAL FUNCTIONS

Planning organizing staffing Directing controlling

Operative functions: Operative functions are performed by the human

resource manager continuously and regularly. They are related to
procurement, development, compensation, integration and maintenance of
personnel of the organization etc.

Some of the operative function are described below-

a) Procurement of human resource: The first operative function

of the human resource department is the employment of proper kinds
and number of persons necessary to achieve the objectives of the
organisation. This involves human resource planning, recruitment,
selection, placement, etc., of the personnel.
 b) Development: It is the duty of the management to train each
employee to develop technical skills for the job which he has been
employed and also develop to him for higher jobs in the organisation.

c) Compensation: This function is concerned with the determination of

adequate and equitable remuneration of the employees in the
organisation for their contribution to the organisational goals. The
personnel can be compensated both in terms of monetary as well as
non-monetary rewards.

d) Integration: HRM has to perform one more important function that is

integration of individual employee interest and business organization
interest. Employees are interested in higher wages and salaries, more
facilities, bonus, social security, less working hours, overtime wages, and
best working conditions.

IMPORTANCE OF HUMAN RESOURCE POLICIES:

 Clear thinking.
 Uniformity and consistency of administration.
 Orientation and training
 Team work and loyalty
 Better control
 Prompt decision making
 Sense of security

 Clear Thinking: Human resources policy help to clarify

management thinking about the basis needs of both the organisation as
well as the employees.
  Uniformity and consistency of administration: A policies
ensure inform and consistent to treatment to all employees throughout
the organisation.
 Orientation and Thinking: Human resource policies can be used
as guidelines for orientation and training of employees.
 Teamwork and Loyalty: A human resource policies enables
employees to have a clear picture of the organizational goals and help to
build employees morale and loyalty.
 Better control: Human resource policies serve as standards for
evaluating effectiveness of human resource policy.
 Prompt decision: Human resource policy serve as guide for making
decision on routine and repetitive issues.
 Sense of security: policies set patterns of behaviour which permit
employees to work more confidently.

TYPES OF HUMAN RESOURCE POLICIES

Human resources may be classified in several ways .on the basis of the source
policies are classified into originated, appealed and imposed and on the basis
of their scope it can be general . Human resources may be classified in several
ways .on the basis of the source policies are classified into originated, appealed
and imposed and on the basis of their scope it can be general or specific and
policies may be written or implicit.

HR POLICIES

Originated Appealed policies Imposed policies General policies Specific policies Written policies
policies
 a) Originated policies: These policies are established formally and
deliberately by top management. The policies stem from the declared
objective of the organization. These policies may be broad or specific
depending on the delegation of the authority within the organisation

b) Appealed policies: These policies are formulated on the request of

subordinates who want to know how to handle a situation. The appeal
moves upward in the vertical hierarchy of the organisation till a most
suitable decision is decided.

c) Imposed policies: An organisation accept these policies due to

pressure of external agencies like government, trade union etc

d) General policies: These policies do not relate to any specific issue

in particular. They represent the basic philosophy and priorities of top
management.

e) Specific policies: These policies relate to specific issues such as

staffing, compensation, collective bargaining, etc.

f) Written policies : These policies are inferred from the behaviour of

managers.

FORMULATION OF HR POLICIES
Identifying the needs Gathering Examining policies
information alternatives
v

Evaluating the policy Communicating the Getting approval

policy
SCOPE OF HR POLICIES
The scope of HR policy is to achieve organizational excellence by fostering a
culture of high performance and continuous improvement by encouraging a
diverse and vibrant work environment which promotes capability building,
openness, transparency, quality of work life, continuous learning, creativity
and innovation and involving people through empowerment dialogue
teamwork.

Some of the hr policies are discussed below:

 Work environment:

The organization works on and implements various schemes and measures to

ensure that the work environment provided helps the employees to achieve
more and more.

 Pay systems and financial incentives:

A set of procedures and policies are designed for the benefit of the employees
in the plant. Continuous follow-up of the updating wage revisions and
implementing policies related to compensation is done.

Pay to Employees:
Compensation to employees includes payments made in cash or kind by a
company to or on behalf of all its employees. This data field is a sum total of
the following items:

 Salaries, bonus, contribution to provident fund and gratuities

 Staff welfare and training expenses
 Employee Stock Options (ESOP)
 Voluntary retirement scheme (VRS)
 Arrears paid, reimbursements and other expenses on employees
Retirement Benefits:
Retirement benefits to employees are provided for by means of provident
funds, superannuation, and gratuity and leave encashment. The gratuity and
leave encashment liability is determined based on an actual valuation as on the
balance sheet date. Compensation payable under Voluntary Retirement
Scheme is charged to profit and loss account in the year in which the liability is
incurred.

Employer to Pay Compensation:

In case a personal injury is caused to a workman by accident arising out of and

in the course of his employment, his employer is liable to pay compensation in
accordance with the provision of the Act within 30 days from the date when it
fell due otherwise he would also be liable to pay interest and penalty.

Financial Incentives:

 Compensation of Overtime work allowances for Non-management staff.

 Encouraging employees by giving family planning allowances.

 Providing adequate incentives for various aspects, E.g. Performance

based bonus, academic increments etc.

 Providing gold coins to the concern employees as a long service medals.

  Employee Training and Development :

The management has been conducting behavioural and technical orientation

for management and non - management staff. In order to develop their career,
concern authorities are taking initiatives for implementing these aspects.

Behavioural orientation:
These practices help the employees to build their career as well as it helps to
increase the organizational productivity. Updating these aspects also helps in
reinforcing the employees. It helps to build overall over all personality, which is
helpful for their career progression. Behavioural orientation is conducted for
all the employees which consists of:

 Interpersonal communication skills

 Quality of life workshop

 Providing support for acquiring academic qualifications

 Education leaves for non-management staff

 Identifying those employees, who are capable to teach and train other
employees.

 Other Soft skills training

Technical orientation:
An organizational career planning also gained importance with the change in
technology, human needs, values and aspirations, increase in organizational
size, complexity and number of openings at different levels. The ability of
organization to ensure optimum utilization of its human resources depends on
the extent to which t is able to meet the multiplicity of needs and aspiration of
its employees.
The skill development and training programs are implemented to help
employees:

 Safety training

 Computer skills training

 Enhancement of professional skills

 Updating of technical aspects

 Orientation on emerging trends and practices

Leadership Development process:

Leadership Development Process gained momentum during the past years
with a number of leadership initiatives for various levels. Competency
assessments were completed for functional and behavioural competencies for
all executives to track improvements in proficiency levels.

Workmen’s Further Education:

Some company has a scheme that they encourage their employees to equip
their higher studies and according to this if a employee has done higher course
then they will be awarded increments.

 Employee Benefits Scheme:

Employee benefits scheme is what the company is doing to maintain the work
life balance and happiness of the workers.
Benefit plans:
Retirement benefits in the form of Gratuity and Leave Encashment are
considered as defined benefit obligations and are provided for on the basis of
an actuarial valuation, using the Projected Unit Credit method, as at the date
of the Balance Sheet.
There are many benefits plans which can be defined as :

Provident fund:
The “Employees Provident Fund” act mandates that the employers are
required to make a contribution to the provident account an amount equal to
12-10% of their basic pay and dearness allowance. This is statutory
requirement essentially to save for the post-retirement life of employees. Any
amount that is contributed by the employer during the year to this account is
reported by the companies as contribution to provident fund. The Provident
Fund Contribution is made to trust administered by the trustees.

Gratuity:
It is a retirement benefit paid to an employee .It is linked to the number of
years of service deployed by the employee and is available upon separation.

There are many more scheme which are implemented in companies:

 Employee‘s family benefit scheme

 Accident insurance scheme
 Group savings linked insurance scheme
 Mediclaim insurance scheme
 Providing conveyance expenses
 Refer to corporate hospitals for employee‘s medical treatment
Safety programs:
There are many organisations where the management has to run various
safety programs for their employees.

Various safety programs are discussed below

1. Risk assessment analysis(RSA):

The management has to implement the risk assessment analysis at all its
plants. It is the determination of quantitative or qualitative value of risk related
to concrete situation and a recognized organizational hazard. The ways to
conduct RSA are :

Job safety analysis:

Job Safety Analysis (JSA) is one of the risk assessment tools used to identify
and control workplace hazards. A JSA is a second tier risk assessment with the
aim of preventing personal injury to a person, or their colleagues, and any
other person.

Hazard operability study :

A hazard operability study is a structured and systematic examination of a
planned or existing process or operation in order to identify and evaluate
problems that may represent risks to personnel or equipment, or prevent
efficient operation; it is carried out by a suitably experienced multi-disciplinary
team during a set of meetings.

Fault tree analysis:

This analysis method is mainly used to understand how systems can fail, to
identify the best ways to reduce risk or to determine event rates of a safety
accident.
 2. Risk control measures :
These measures are implemented to be assured that the risk involved in the
processes doesn‘t harm the employees in any manner. The following are some
of them:

Elimination:
The departmental heads conduct various surveys amongst the employees in
order to get feedback that how the activities involving high amount of risk can
be eliminated.

Substitution:
The activities involving high amount of risk are tried to be converted in a
manner that the level of risks can get reduced.

Engineering control:
This technique monitors the level of sound involved in a particular process.
Effective steps are taken so as to see that the sound level remains safe for the
employees working on that particular machine or process.

Administration control:

If an employee is not able to work on any particular process or machine due to

any health related problem, than he must be transferred to some other
process.

Use of personal protective equipments:

Some companies takes proper care with regard to provision of effective

personal protective equipments to the employees.
 3. Safety Committee :
The members of the safety committee include representatives from
management as well as workers. It carries out periodic assessment of the
plants. Any corrective or preventive measures related to safety issues are
forwarded to the concerned departments.

4. Safety Audit :
A cross functional team is appointed to conduct the safety audit of the plants,
which consists of representatives from all the departments.

5. Safety Training :
The management and safety committee together have inculcated various types
of safety trainings, that involves induction trainings for new employees, need
based safety training, screening of safety films, mock drills and tool box talks.

6. Emergency preparedness plan:

An emergency preparedness plan is well drafted and circulated to all the
departments. Appropriate personal protective equipment, fire-fighting
equipment is kept at right locations so that these are easily accessible at the
time of emergency.
Chapter 4
 COMPANY PROFILE
ABOUT US:
Jk lakshmi cement started in 1982 has modern and fully computerized
integrated cements plants. It is a well established name in Indian cement
industry . with the use of technology and the state of art plant with latest
machinery the company is going from strength to strength. The operating
parameters of the company are at par with international standards. It is also
the first cement producer of northern India to be awarded ISO9001 certificate
and is accredited by NABL for its lab quality management system . jk lakshmi
cement has a wide product portfolio catering to varied construction
requirements with cement grades like OPC 43,blended cement and etc.

VISION:
 To be a profitably growing, innovative & caring Company.
 To become a significantly relevant player in the mind of consumers.

MISSION :
 Achieve growth in Sales & Profit, higher than comparable sized players.
 Achieve Operational Excellence.
 Be a workplace of choice-Attract, Retain and Grow Talent Pool of change
leaders.
 Create superior value for the customer through Premium Products &
Brand Positioning.
 Continuously enhance shareholders' wealth and be a preferred portfolio
among investors.
 Be a Socially Responsible Corporate Citizen.

CORE VALUES :
 Caring for people.
 Integrity including intellectual honesty, openness, fairness & trust.
 Commitment to excellence.
RECENT TRENDS OF JK LAKSHMI CEMENT
 

 The Company has implemented a robust internal control system in

place. An independent Internal Audit Department carries out extensive
audits throughout the year covering all areas of Company's significant
operations.

 The Risk Management Committee has been formed in the Company that
monitors and carries out periodical reviews of the robustness of the Risk
Management framework.

 SAP and ERP systems have connected all the plants, sales offices and
head office resulting into seamless data & information flow, which helps
the employees to share the information easily.

 The company has been awarded the HR Excellence Award from CII in the
year 2012.

 Employees are being advised to fill their morning routines, or lunch

breaks with physical activity, as a result they tend to be more engaged
and energetic on the job

 Flexible work timings are being provided to the employees so that they
can cater to their personal issues too.

 Workshops on stress management have been started for all the

employees at all levels.

 Loud noise raises tension in the minds of employee. To tackle the same
problem the sound levels at all the plants are being monitored and
reduced.

 Face-to-face communication with the immediate boss helps in boosting

employee satisfaction. Every week the departmental head takes a
meeting with all the employees to share and discuss the problems being
faced by them.
  Tool box talks now also includes - Fatigue, shift work, personal
protective equipment, and Hazardous communication toolbox topics

ISSUES AND CHALLENGES FACED BY JK LAKSHMI

CEMENT:

 There is a lack of HR software that can be used throughout the company

with regard to the health and safety data with employee records, for
quick and easy retrieval and analysis.

 The gender ratio among the male and female employees is very low.

 The disciplinary process is very time consuming as it requires plenty of

evidence, and the HR department needs to obtain a number of
statements, records and other supporting data to resolve issues.

 The outsourced employees present at times do not meet the internal

standards and requirements, with regard to qualifications and trainings.
Chapter 5
RESEARCH METHODOLOGY
The methodology followed for conducting the study includes specification of
research design, sample design, sampling unit, sampling size, questionnaire
design, these are used to analyse the collected data.

TYPE OF STUDY:
The research design used for this study is descriptive type. Descriptive research
studies are those studies which are concerned with describing the
characteristics of particular individual or a group .In descriptive research it
deals with everything that can be counted or studied.

SAMPLING UNIT:
The study was conducted among the employees of jk lakshmi cement.

SAMPLING SIZE: 80
TYPES OF DATA AND SOURCES:
The data sources are primary and secondary.

PRIMARY DATA : primary data is the first hand data collected from the
employees. The method used for data collection was questionnaire method.
questionnaire method was adopted for completing the data collection in
research.

SECONDARY DATA : The data has been collected from company’s profile,
journal, websites and past record

Tools for analysis:

RANKING METHOD: A method of handling data which has the same observed
frequency occurring at two or more consecutive ranks .it consists of assigning
the average of ranks as the rank for the common frequency.
Chapter 6
 DATA ANALYSIS AND INTERPRETATION

The data were collected from the various respondents through

questionnaire were analyzed.

1. Overall how would you rate experience in your company?

Sales
0 1 2 3 4 5

7%

7%

27%

60%
2. How would you rate the working relationship you had with your
supervisor?

0 1 2 3 4 5

8%

33%

58%
3. How well did the job duties were given to match your knowledge?

0 1 2 3 4 5

13%
20%

67%
4. Do you think in your training programs there is a contribution of
career development?

0 1 2 3 4 5

13%
20%

13%

53%
5. Do you agree that your supervisor tries to understand your
problems?

0 1 2 3 4 5

7%
13%
7%

20%

53%
6. Are you satisfied with promotional opportunities?

0 1 2 3 4 5

7%
13%
7%
7%

20%

47%
7.Do you agree that your company is genuinely concerned about the safety of
its employees?

0 1 2 3 4 5

27%

33%

40%
8.Do you agree that your supervisor tries to understand your problems?

0 1 2 3 4 5

13% 13%

20%

53%
9.Do you feel free to express ideas and suggestions to your supervisor?

Sales
0 1 2 3 4 5

13%

27%

13%

47%
Chapter 7
KEY LEARNINGS FROM THE PROJECT:
 It was a very good experience to work and learn for 2 months as it was
my first step towards into corporate.
 I learned different hr policies of the organization which was unknown to
me before entering to corporate world.
 I also learned how values and culture of the organization impacts on
employee productivity.
 I also learnt a hr person should be polite, soft spoken and good in
handling people .

OBSERVATIONS AND FINDINGS:

 During the study of the project i observed different functions of hr
department. I got the knowledge about different types of hr policies
functioning in an organisation.
 I learnt about how and what types of facilities were given to employees.
 They emphasis on providing proper working environment to their
employees .so that the employees can work efficiently and smoothly.

RECOMMENDATION:
 The company should give compensation as per skills so that the
employees could do the efficient work.
 Organization must enhance work force motivation to improve
productivity.
 Training schedule is workout well here with proper planning
schedule.
 The employees goals are well studied and structured.
CONCLUSION:
This study was done to provide jk lakshmi cement’s a full insight into the
employee’s perception towards hr policies and practices in the organization.
After conducting a deep study it as found that the majority employees are
satisfied with the company hr policies and practices. And also the employees
got benefitted through it.
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