Multidisciplinary Action Project Report

On
ANALYSIS OF HR POLICIES AT
“JYOTI CNC AUTOMATION PVT. LTD”
Institute Code: 727
Institute Name:
B.H. GARDI COLLEGE OF ENGINEERING AND TECHNOLOGY

Under the Guidance of

Mr. Maulik vasani
(Assistant professor)
Offered By
Gujarat Technological University
Ahmedabad

Prepared by:
Chavda Saurabh (227270592006)
Halari Mansi (227270592014)
Jethva Janvi (227270592016)
Naliyapara Smit (227270592029)
Raiyani Harsh (227270592031)
MBA (Semester - III)
October 2023

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Company/ organization certificate

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 Student’s Declaration

We hereby declared that the multiple action project report on “ANALYSIS OF HR POLICIES” in
JYOTI CNC AUTOMATION PVT. LTD. is a result of my own and our indebtedness to other work
publications, and reference, if any, have been duly acknowledged. If any has been duly
acknowledged. If we have been found guilty of coping from any other report or published
information and showing it as our original work, or extending the plagiarism limit, we understand that
we shall be liable and punishable by the university, which may include being declared ‘Fail’ in MAP
examination or any other punishment which the university may decide.

Enrolment no. Name Signature

227270592006 CHAVDA SAURABH RAMJIBHAI
227270592014 HALARI MANSI BHAVESHBHAI
227270592016 JETHVA JANVI SANJAYNHAI
227270592029 NALIYAPRA SMIT NARESHBHAI
227270592032 RAIYANI HARSH SURESHBHAI

Place: Rajkot Date:

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 CERTIFICATE OF EXAMINER

This is to certify that the project work embodied in this report entitled ANALYSIS OF HR
POLICIES AT“JYOTI CNC AUTOMATION PVT. LTD”was carried out by CHAVDA SAURABH
RAMJIBHAI (227270592006) HALARI MANSI BHAVESHBHAI (227270592014) JETHVA
JANVI (227270592016) NALIYAPRA SMIT NARESHBHAI (227270592029) RAIYANI HARSH
RAIYANI (227270592032) of “B.H. GARDI COLLEGE OF ENGINEERING AND
TECHNOLOGY”, institute code: 727.

The report is approved / not approved.

Comments of External Examiner:

The report is for the partial fulfilment of the award of the degree of Master of Business
Administration offered by Gujarat Technological University.

-------------------------
(Examiner’s sign.)
Name of examiner:
External examiner’s institute name:
External examiner’s institute code:
Date: Place: Rajkot
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PLAGIARISM REPORT

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INSTITUTE CERTIFICATE

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 ACKNOWLEDGEMENT

This report is an outstanding prospect to convey my gratefulness to those many people whose timely
help and guidance went a long way in finishing this project work from commencement to
achievement.

I would like to express my sincere thanks to Yashin Dodhiya For giving me an opportunity to
explore the practical knowledge practiced by the company.

I am very glad to work with the organization as a trainee. I am grateful to HR Department of Jyoti
CNC Automation Ltd. for helping me to get the information and an invaluable experience.

Last but not the least would like to thank my friends, family members and all those people who
helped me for the completion and deeper understanding of the concept of performance appraisal.

To make any project successful, guidance and references are key. Without them, the project will not
succeed. Our director, Jay Maheta Sir. And my project guide, Assistant Maulik Vasani Sirdeserve our
sincere thanks.

Last but not least, I would like to acknowledge all of our colleagues and friends who contributed
directly or indirectly to the report.
Thank you 

"No one who achieves success does so without acknowledging the help of other. The wise and
confident acknowledge this help with gratitude."

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 INDEX
SR. NO PARTICULARS PAGE NO.
1 Introduction 11
1.1 History and Development of unit 12
1.2 Company Profile 13
1.3 Size & Form of organization 14
1.4 Mission & Vision 15
1.5 Organization Structure 17
1.6 Product and Manufacturing Process 18
1.7 Employer Services 27
1.8 Contribution to Unit to Industry 29
1.9 Social Responsibility 30
2 Marketing Information 31
2.1 Structure of Marketing Department 32
2.2 Product Life Cycle 33
2.3 Sales Promotion 34
2.4 Advertisement 35
2.5 4 P’s 36
3 Human Resource Management Information 37
3.1 Structure of Human Resource Management Department 38
3.2 Recruitment, Selection & Induction Process 39
3.3 Training & Management Development Programme 42
3.4 Wages & Salary Administration 44
3.5 Employee Welfare in Jyoti CNC 45
4 Financial Information 46
4.1 Introduction of Financial Department 46
4.2 Structure of Financial Department 47
4.3 Sources of Funds 48
5 Swot Analysis 50
6 ABOUT THE TOPIC 51
7 BENEFITS OF HR POLICIES 53

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8 PRINCIPLES OF HR POLICY 54
9 OBJECTIVE OF THE STUDY 55
10 SCOPE OF STUDY 56
11 RESEARCH METHODOLOGY 57
12 HR POLICIES IN JYOTI CNC AUTOMATION PVT. 60
LTD.
13 Data Analysis 79
14 STATISTICAL ANALYSIS 90
15 CONCLUSION 92
16 BIBLIOGRAPHY 93
17 ANNEXURES 94

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 1.Introduction

JYOTI CNC AUTOMATION PVT.LTD., is a special purpose machine manufacturing group and is
specialized in exclusive designing, developing, manufacturing, marketing and servicing sophisticated
CNC Machines.

JYOTI CNC AUTOMATION PVT. LTD., is largest manufactures of CNC machines for diamond
processing, Textile industry, Bearing industries, Automobile industries, Die & Mould manufacturers.
JYOTI CNC AUTOMATION PVT. LTD., is an Indian company located at Metoda GIDC
(GUJARAT) was incorporated in 1989 and now has become a leader in the field of CNC technology
and marching towards global ventures under the inspirational leadership of Mr. Parakramsinh G.
Jadeja, the owner of JYOTI CNC AUTOMATION PVT.LTD.,

It is the JYOTI’s policy that “You” always comes first and the prime concern is “your” complete
satisfaction.

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 1.1 History and Development of unit

“A generation which ignores history has not past and no future” – Robert A. Heinlein

The Jyoti promoters, Mr. P.G. and Mr. S.L. Jadeja, have been in the machine tool industry since
1989. They have been operating this business, which includes CNC machine manufacture, in Jyoti
since 2002.Motivated by a goal to transform the business into a collaborative technological temple,
the company has expanded significantly from producing gear boxes for other machines to creating
precise all-geared head lathe machines and, eventually, complex CNC machines. Jyoti has been a
leader in the development of novel manufacturing procedures thanks to its constant process
improvement efforts and quick adoption of cutting-edge technology.

Turn the Tech-Aware Mentality Into Reality

The personnel and prestigious clients of Jyoti, who embrace and revere the newest technology, hold
the establishment in high regard as "A Temple of Technology."

In an effort to further materialize the technologically astute mindset, Jyoti began creating and
producing amazing machines such as CNC Turn Mill Centers, CNC Oval Turning Machines, and
CNC Vertical Machining Centers.

Jyoti takes great pride in the fact that its technological shift was predestined to revolutionize the
Indian industry. The company motto has always represented this feature.

"Advancing Technology, Encouraging Life"

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 1.2 Company Profile

Name of Company Jyoti CNC Automation Ltd.

Year of Establishment 1989

Industry Address G-506, G.I.D.C. Lodhika, Village:
Metoda, Rajkot - 360 021.
Registered Office Address G-506, G.I.D.C. Lodhika, Village:
Metoda, Rajkot - 360 021.
Contact Number 02827 – 235100, 235101
Fax Number 02827 – 235100, 235101
Website www.jyoti.com
Email Address [email protected]
Form of company Limited Company
Name of Promoters Parakramsinh G. Jadeja
Sahadevsinh L. Jadeja

Number of Employee 1600

Banks IDBI, SBI, Corporation Bank
Product of Company CNC Machines
Accounting Year 1 April to 31 March
Total Area In Sq. Feet 36000 Square meters
Turn Over 400 Crore.

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 1.3 SIZE & FORM OF ORGANIZATION

SIZE OF THE ORGANIZATION:

The classification based on the basis of size is identified in terms of capital investment. There are
mainly three kinds of industry,

Small Scale Industry

Medium Scale Industry
Large Scale Industry

And “Jyoti CNC Automation Ltd.” Is one of the large scale industries because to start this unit the
capital investment was enormous?

In the long run of the economic prosperity of a nation depend upon the development of large scale
industry and basis industries. It has made possible to place Indian on the industrial map of the world.
It is one of the great achievements.

FORM OF ORGANIZATION:

Under the title of joint stock Company there are mainly two kind, they are

Privet limited company

Public limited company
And the Jyoti CNC Automation Ltd. Is a Ltd. Company

This type of enterprise is able to contribute significantly in increasing the export foreign exchange.

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 1.4 Mission & Vision
Mission:

Our goal is to improve human comfort and quality of life by driving technological advancements in
the machine tool industry.

Aspires to always be regarded as the main source of economic and cultural contributions to society.

Committed to using scientific innovation and expertise to advance technology.

Makes everyone who is in contact with us happy.

To create the ideal workplace and aim to be the company that people want to work for.

To encourage those who are interested in technology education and awareness.

Vision:

By 2025, be among the top 10 producers of machine tools worldwide.

We See JYOTI in As-

Being present in all of the world's principal engineering centres.

Humbly helping to build a developed country by technology innovation, serving 25% of the home
market, and setting up Technology Centres in 15 important cities.

Establishing a Machine Tool Academy and supporting technical education.

Creating energy-efficient solutions that promote environmental friendliness.

All of our business partners, including the team members, regard us as the organization that they
would most like to deal with.

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Enabling everyone on the team to benefit from improved living standards for a longer, happier, and
healthier life.

Creating a work environment that fosters passion, creativity and optimism with fun, respect and pride
for all individuals.

Being exceptionally customer centric, delighting all our customers by all means and action.

Deeply admired brand among the machine tool fraternity.

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 1.5 ORGANIZATION STRUCTURE

Board of
Directors

Chief Managing General

Director Manager

Human
Production Finance
Marketing Resource
Department Department
Management

Manager Manager Manager Manager

Assistant Assistant Assistant Assistant

Manager Manager Manager Manager

Supervisor Sales Executive Executive Account Officer

Accounting
Worker Executive Time Keeper
Executive

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 1.6 PRODUCT AND MANUFACTURING PROCESS

Production is the process where raw material is converted into finished goods. All the process is
differing to each product production means creation of utilities and covers all the activities of
procurement, allocation and utilization of resources such as energy material etc. Production means to
get the things from the nature and make some process on it and use for human beings.

Man is made to doing various processes in the secure of the product. A product is things through
which human wants are satisfied. A product is passing from various processes is known as a
production. It is the heart of the activity of company. If production of any company is not fast and
good then the growth of company will restrict profit margin depends on production.

According to Henry Fayal, “Production is process by which the goods and services are created for
human bars.”

In the company department which is producing the product it is called manage this department is
called a production manager.

Raw Materials

Raw materials are the basic components of a product. Raw material cost is the major cost in the
overall cost of the product. Single CNC machine is an assemble of more than 500 components. 80%
parts which used in CNC machine is manufacturing in the unit and 60% of them are imported from:
Germany, Japan, U.S., Taiwan, Switzerland, U.K.

Jyoti CNC Automation gets the raw materials from local market as well as from national and
international market. They buy raw materials from India only. But if need arises they import raw
materials from other countries also.

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Machinery

Machine Shop:

A top of the line setup of milling machines from Jyoti CNC, DMG, Mitsui Seiki, Nicolas Correa.

Equipped with features like high speed spindles, auto pallet changers, auto tool changers, universal
machining head, etc.

Provides facilities to produce precise components at high productivity.

A setup of in-house built high productive CNC Turn-Mill Centres and CNC Turning Centres.

Accomplishes the need of self-sufficient in-house capacity and capability for precision component
manufacturing.

Foundry:

Fully integrated mechanized moulding loop line with sand reclamation plant and induction furnaces.
Jyoti understood that the raw-materials for the machine is an important factor to the lift of the
machine, so jyoti decided to have its own captive foundry.

Foundry is totally mechanized with the production of 1000 tons per month. It is well equipped with
fully mechanized FETTLING Division.

Graded quality casting is produced with mechanized fast loop moulding technique supplied by
Omega, U.K.

Casting is also produced with resin bonded 2 parts Moulding system. For melting Jyoti has installed 3
tons capacity induction Furnace. Foundry is also supported by the least chemical and physical testing
facility.

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Sheet Metal:

The machineries adopted by Jyoti are the world’s latest technologies. Sheet Metal is equipped with
very precise and versatile machinery producing precision sheet metal components.
Sheet metal Department is work to make machine Guard & cover in Laser Cutting Machine &
Bending Machine & welding facility.
A modern metal forming facility equipped with CNC laser cutting system, CNC sheet bending
machine and robot welding solution.

Paint Shop:

Jyoti has established its own paint shop which is fully automated and it comprises of 7 tank pre-
treatment process followed by CED primer coating and conveyor zed backing with powder coating
booths. There are 4 powder coating booths in line of different colour.

Fully automated seven tank pre-treatment process followed by CED (Cathode Electro Deposition)
primer coating and conveyorised baking with powder coating booths, State of the art CED facility
with highest capacity transporter in the country –3 MT.

Assembly:

Temperature controlled facility with 90 assembly stations

Well laid out plant designed for higher workmen comfort and productivity.

Production Process:

“Jyoti CNC Automation Pvt. Ltd.” Is engaged in manufacturer of CNC machine. The main function
of the company is to make CNC Machine production process must be sound and speedy. Any
disturbance in production process May being big circumstances.
The manufacturing process of Jyoti is as follow:
There are 500 different types of parts are used in manufacturing process but some of the main parts
which are used in process are as follow:

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Spindle Process:

Turning before forging

Forging
Annealing
Rough Turning & Boring
Toughening
Finish Turning
Pre-girding
Drilling, Tapping, Debarring & Threading
Gas Nit riding
Centre Grinding
Centre Correction
Finish Grinding

Front Sealing Cover:

Rough Turning
Finish Turning
Drilling
Blackening

Cartridge:
Rough Turning
Finish Turning
Drilling & Tapping
Grinding

Heat stock body:

Milling
Boring
Drilling & Tapping
Painting

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Saddle:
Machining
Drilling & Tapping
Painting

Surface:
Machining
Drilling & Tapping

Tail Stock Sleeve:

Rough Turning
Toughing
Finish Turning
Drilling, Tapping & Key way
Gas Nit riding
Finish Grinding
Drilling
Blackening

Cartridge:
Rough Turning
Finish Turning
Drilling & Tapping
Grinding

Heat stock body:

Milling
Boring
Drilling & Tapping
Painting

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Saddle:
Machining
Drilling & Tapping
Painting

Surface:
Machining
Drilling & Tapping

Tail Stock Sleeve:

Rough Turning
Toughing
Finish Turning
Drilling, Tapping & Key way
Gas Nit riding
Finish Grinding

Tail Stock sear:

Machining
Drilling & Tapping
Painting

Tail Stock Body:

Milling
Boring
Drilling & Tapping
Painting

Box Stand:
Rough Machining
Machining
Drilling & Tapping
Painting

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Uncover Body:
Milling
Boring
Drilling & Tapping
Painting
They are producing 200 CNC machine in a month and they want to improve product capacity. They
are having 700 worker and employees for this.

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 Product Profile

Jyoti CNC Automation Pvt. Ltd. Is producing many different types of machinery in their factory.
Product which are as under:

1 Axis Turning Centres.

Machine Models:
DX-60, DX-200/3A, DX-200/3B, DX-200/4A, DX-200/4B, DX-200/7A, DX-200/7B, DX-200/12A,
DX-200/12B

2 Axis Vertical Turning Centres.

Machine Models:
VTL-500
VTL-750

3 Axis Turn Mill Centres.

Machine Models:
TMC-500/1000A, TMC-500/1000B, TMC-500/1000C, TMC-500/1250A, TMC-500/1250B, TMC-
500/1250C, TMC-500/2000A, TMC-500/2000B, TMC-500/2000C, TMC-750/1250A, TMC-
750/1250B, TMC-750/3000A, TMC-750/3000B

4 Axis Vertical Milling Machines

Machine Models:
Mill Tap-10, Mill Tap-20
PX-10, PX-20, PX-30, PX-40
RX-10, RX-20

5 Axis Large Vertical Milling Machines

Machine Models:
VMC-1570, VMC-1580, VMC-1870, VMC-1880
NX-2215, NX-3215, NX-3222, NX-4222

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6 High Precision Vertical Machining Centres
Machine Models:
K Mill 8
K Mill 10

7 Axis Horizontal Machining Centres

Machine Models:
HX-500, HX-510, HX-600, HX-610
HSX-860, HSX-1080, HSX-1210
These are main product of Jyoti CNC Automation Pvt. Ltd. I –sec is specially designed for an
aluminium pastor oval turning.

Quality Control:

Quality means Some Special Characteristic of things, person etc. Here Jyoti is produce the industrial
produce. So, there must be quality affected the product. If the quality is good, the things will be more
sales.

In any types of company life, Still, Iron Food Product, Chemical Industries, Services etc. There is
must be checking for their product. In all company has quality checking department. Here Jyoti has
its own quality checking department. Also company has ISO 9001:2008 certificate. Each and every
parts of machine is being checked by control panel.

If any part is reject it will be take different side. Also they have latest equipment and experienced
person. They believe in quality not quantity.

The management standards and practices are certified with an international certification of ISO 9001:
2008.

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Product and Manufacturing Structure
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The organization structure of JYOTI CNC AUTOMATION PVT. LTD. is as follows:

Production In
charge

Quality control
Department

Inspector
Workshop Incharge

Assistants Assistants

Technical staff Workers

1.7 EMPLOYER SERVICES

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Each and every worker is soul and heart of every industry. Workers introduce every new change. The
industries can reach at the top of level in industrial world because of workers so industries are try to
satisfied their needs by giving them different types of incentives & bonus.

In “Jyoti CNC Automation Ltd.” There are some benefits are provided by the company to its workers
there are given as under:

Staff Bus Facility

“Jyoti CNC Automation Ltd.” Is located at Metoda G.I.D.C. and it is15 km., far from the Rajkot and
most of the workers of the company are coming from Rajkot company provides bus facility to the
workers who are living in Rajkot without any fees.

Bonus Facility

Generally all companies gives bonus facility to their workers “Jyoti CNC Automation LTD.”
Provides bonus on every year at the rate of 20% of the profit.

Canteen Facility:

As we know that “Jyoti CNC Automation LTD.” is far from the city area so many workers are not
able to bring food with them for solve this problem of workers “Jyoti CNC Automation LTD.”
Provide canteen facilities. They provide tea, coffee, breakfast & lunch.

Medical Facility:

As we know that there is small risk on workers in manufacturing department. So company must have
their own medical room. “Jyoti CNC Automation LTD.” has its own medical room for workers. If
any kind of accident held at that time workers can get the best medicine and the best treatment on free
facility from the firm. They also provide medical allowance.

Loan Facility:

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“Jyoti CNC Automation LTD.” has also provided loan facility to its employees in any kind of
uncertain circumstances.

1.8 CONTRIBUTION TO UNIT TO INDUSTRY

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The virtue of our commitment to making a sincere and aggressive contribution to our mission,
"MAKE IN INDIA,"

The country's economy is showing signs of a firm and tangible rebound throughout the industrial
spectrum. It appears that the declining GDP, rising CAD, slowing industrial production, inflation,
crude prices, etc., will all soon become history! The nation is now in the hands of proactive, capable,
and upbeat people.

Our determination to really and actively support our goal of "MAKE IN INDIA" would undoubtedly
quicken our country's transition from a developing to a developed state.

Let the phenomenal success of "MADE IN INDIA" be sparked by our machine tool industry.

1.9 Social Responsibility

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Jyoti well understands its responsibility towards the society and it does reflect by activities initiated
and ran here.

Jyoti has always come forward with best of its efforts to help the society in the time of natural
calamities like Tsunami, Earth quake etc.

Jyoti co-sponsors 59th National Basketball Championship at Surat, 31st December.’08 onwards

Jyoti extended backbone supported to Rotary Club for establishment of a mini hospital in G.I.D.C.
itself to facilitate immediate medical aids to workers of G.I.D.C. We often arrange activities like
Blood donation camps etc.

Jyoti developed the technological centres in Chennai and Rajkot as part of its social obligation, and it
has also bought land for the third centre to be built in Pune. In order to close the gap between the
academic curriculum and real-world application, Jyoti invites the next generation of engineers and
management trainees to visit and experience the real-world workplace through in-house trainings.

As part of her social obligation, Jyoti once more sponsored Sweety Patel, a nine-year-old girl, to
compete in the 2007 World School Chess Championship in Greece. To her pride, Sweety Patel won
the match against competitors from over 42 countries. Jyoti has taken on the duty of giving her
professional instruction in Russian coach and a stay at Russia.

In addition, Jyoti frequently supports a range of technical and management events for the institutes
located in and around Rajkot. One example of a CSR success story is the sponsorship of the national
robotic competition "Vibrant 2006," the national technical paper presentation competition
"Mechanger 2007" for engineering students at VVP Engineering College, and a seminar on "Brand
Management" for management professionals and students.

2 MARKETING INFORMATION

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Human wants are unlimited and repetitive in nature. Business activities aim at acquiring of wealth
through converting it into demand. Producing product and services accordingly and making it
available for exchange for satisfaction of human wants. One important and powerful function.
According to some thinkers this function of exchange can be termed as marketing. Generally, the
purchase and sale of commodities are taken to mean marketing. But marketing is not only purchase
and sale of commodities. It is something more.

“Marketing is the social and managerial process by which individuals and groups obtain what they
need and want through creating, offering and exchanging products of values with others” - Philip
Kotler.

2.1 STRUCTURE OF MARKETING DEPARTMENT

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 Marketing
Department

Manager

Assistant
Manager

Sales
Executive

Executive

2.2 PRODUCT LIFE CYCLE

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Even when a product is widely available, it is still in the planning stages of its life cycle. The product
lifecycle consists of four primary stages, which are as follows:

• Introduction: As previously said, the goal is to introduce and raise awareness of a new product on
the market.

• Growth: this is the point at which the product has been successfully introduced and where customer
feedback is being used to improve the product and its marketing, leading to an increase in sales.

• Maturity: at this point, the product has reached the pinnacle of its market penetration and is very
competitive. To stay ahead of the competition, effective marketing initiatives and exclusive deals are
required.

• Decline: This stage of the cycle occurs when a product is no longer in demand. It may have been
superseded in the market or its presence may no longer be necessary. In order to continue operating,
the firm must take the product off the market and concentrate on creating a substitute.

2.3 SALES PROMOTION

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Sales promotion, a key ingredient in marketing campaigns, consist of a collection of incentive tools,
mostly short term, designed to stimulate quicker or greater purchase of particulars products or
services by consumers or the trade sales promotion is a important instrument in marketing to lubricant
the marketing efforts. Today, sale promotion is necessary and not merely a luxury of a fashion. It is
not expenditure, it is an investment that can pay rich dividend. It is an integral part of the marketing
efforts.

Sellers use incentive type promotions to attract new tiers, to reward loyal customers, and to increase
the repurchase rates of occasional users. Sales promotion of ten attract brand switchers, who are
primarily looking for low price, good value or premiums.

(1) Consumer promotion tools:-

The promotion planner should take into account the type for market, sales promotion objectives,
competitive conditions and each tool’s cost effectiveness. We can distinguish between manufacturer
promotions and retailer features advertising, retailer coupons and retailer contents or premiums. Sales
promotion tools that typically are not brand building include price-off packs, consumer premiums not
related to a product, contents and sweepstakes, consumer refund offers and trade allowances.

(2) Trade Promotion tools:-

Manufacturers use a number of trade promotion tools. Manufacturers award money to the trade (1) To
persuade the retailer or wholesaler to carry the brand, (2) to persuade the retailer or wholesaler to carry
more units than the normal amount, (3) to induce retailers to promote the brand by featuring, display, and
price reductions and (4) to stimulate retailers and their seller clerks to push the product. The growing
power of large retailers has increased their ability to demand trade promotion at the expense of consumer
promotion and advertising.

(3) Business and Sales force promotion tools:-

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Companies spend billions of dollars on business and sales force promotion tools. These tools are used to
gather business lead, impress and reward customers, and motivate the sales force together efforts.
Companies typically develop budgets for each business promotion tool that remain fairly constant from
year to year.

2.4 Advertisement
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“Advertisement is any paid from of non-personal presentation and promotion of ideas, goods or
services by an identified sponsor.”

Advertising is one of the most important parts of marketing department. Advertise can be a cost
effective way to disseminate messages, whether to build a brand preference or to whether to build a
brand preference or to educate people. Organizations handle advertising indifferent ways. In small
companies, advertising is handled by someone in the sales or marketing department, who works with
often set up its own department, whose manager reports to the vice president of marketing.

Objectives:-

The main object behind advertising is to inform the consumer about the company advertisement is
message of design to promote a product, services or idea by an identified sponsor.

The advertisement is the best source of increasing the sales of the company but if also gives basic and
essential information to its customer like how to use the product also about the introduce of the new
product in market, about to increase the quality. The advertising objectives must flow from prior
decisions on target market, brand positioning, and the marketing program.

Informative advertising aims to create brand awareness and knowledge of new products or new
features of existing products.

Persuasive advertising aims to create liking, preference, conviction ad purchase of a product or

service.

Reminder advertising aims to stimulate repeat purchase of products and services.

Reinforcement advertising aims to convince current purchasers that they made the right choice.

The advertising objective should emerge from a thorough analysis of the current marketing situation.
The department’s job is to propose a budget, develop strategy, approve advertising and campaigns
and handle direct mail advertising, dealer displays and other forms of advertising.

2.5 4 P’s
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Marketing Mix

Marketing is the set of marketing tools that firm uses to purchase its marketing objectives in the target
market. It consists of everything the firm can do to influence the demand for its product. The various
activities can be classified into four groups known as four Ps.
1. Product
2. Price
3. Place
4. Promotion

1. Product.

Jyoti CNC produces VMC, TMC and other types of CNC machines. Quality of products is excellent.
After selling, it provides services which are satisfactory to the customers.

2. Price.

Jyoti CNC decides prices according to competition, demand and cost. The price limit is minimum 20
lacks and maximum 7 crores according to type of machines.

3. Place. - Easy transport facilities

- Effective market is available.

- Cheap land and fairly developed land.
- Cheap labours are available.
- Jyoti CNC selects the site on the best of so many considerations.

4. Promotion.

Jyoti CNC’s promotion tools depend upon market and customers. It provides discount offer to the
customers also.

3. HUMAN RESOURCE MANAGEMENT INFORMATION

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Human capital is the greatest assets of a business enterprise. Personnel department is mainly
concerned with human being within the organization. Employees hold a key place in business. No
business enterprise can exist and function without employees. The main aim of personnel department
is to keep smooth relationship between the employees and employees in the organization.

The success of business enterprise depends to a large extent on the quality of its personnel. The
growth of business depends mainly on the willingness and ability of its employees when workers are
happy they give their best. It includes Managing Directors, Board of Directors, Honorary Persons,
Experts, Workers etc. liking, disliking and attitudes all of the above persons play an important part in
running the organizations and that is why human resources is important.

3.1 STRUCTURE OF HUMAN RESOURCE MANAGEMENT DEPARTMENT

39
 Human Resource
Management

Manager

Assistant
Manager

Executive

Time Keeper

3.2 RECRUITMENT, SELECTION & INDUCTION PROCESS

40
Recruitment:

Recruitment is the process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employee effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

The purpose of recruitment is to locate sources of manpower to meet job requirement and job
specifications. Recruitment has been regarded as the most important function of personnel
administration, because unless the right type of people are hired, even the best plans, organization
charts and control systems would not do much good. Flippo views recruitment both as ‘positive’ and
‘negative’ activity. He says! “It is a process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organization.”

There are mainly two sources of recruitment:

1) Internal Sources
2) External Sources

Internal sources means to select the required person from the company itself. These include personnel
already on the pay-roll of an organization. i.e. its present working force whenever any vacancy
occurs, somebody from within the organization is upgraded transferred, promoted or sometimes
demoted. Whole external sources means to recruitment the person from the outside the organization
through advertisement employees agencies, other professionals.

Jyoti CNC is mostly worked on internal sources. But they also sometimes use the external sources.
They adopted following policy:

1) Minimum Qualification
For staff Selection = Graduation

41
For production staff = I.T.I, Diploma, B.E.

2) Age limit
Minimum age limit is 20 and maximum is 58 years as per government rules.

3) Type of Lab our

→ Skilled
→ Experienced
→ Contractors
→ Administrative officer

Selection:

After applications of required number of employees are secured through different methods to
recruitment, selection process begins. The selection procedure is concerned with securing relevant
information about applicant. The objective of selection process is to determine whether an applicant
meets the qualifications for a specific job and to choose the applicant who is most likely to perform
well in that job.
In the personnel department of Jyoti CNC the following procedure is followed:

1) Publishing the Advertisement

2) Receiving application
3) Scrutinize the application
4) Sending call letters
5) Arranging the interview
6) Re-interview (If required)
7) Final selection
8) Required Training & Development skill
9) Negotiable deal
10) Appointment letter
11) Appointment

After going through all the above steps the company gets the best person for required job.

42
Induction Process:

Induction is welcoming process. The idea is to welcome newcomer make him feel at home and
generate in him a feeling that this is own job and company. Induction means to introduce the
candidate about the company when the appointed candidate reports for joining the duty. He is not
well aware with the company the departmental head will introduce to colleagues in the department
besides giving him full information about the job as well as company.

3.3 training & management development programme

43
Training is process of learning as sequence of programmed behaviour training increases the
knowledge and skill of employees. It is accepted for any job in an organization by training.

Development is a related process. It covers not only those activities which improve job performance
but also those which bring about growth of the personality help individuals in the progress towards
maturity and actualization of their potential capacities so that they become not only good employees
but better men and women.

Jyoti uses following methods of training:

1) On the Job:-

Under this method, a new employee is put on a machine or a job under the guidance of an instructor.
It is a simple and inexpensive method of training worker. An experienced employee or a special
instructor supervises his work, guides him and gives him overall training. No special organization for
training workers is to be created. He is given training about handling the machines and using the
tools, the method of performing his job etc. He is then asked to operate the machine. If he finds any
difficulty, the instructor or the senior worker solves it. In this training method they give job
instruction. Job rotation, coaching, appreciation, versatile and organization training etc.
We can say it is the best way to give the training to the personnel by the company.

2) Off the Job:-

Off the job training considers lectures, conference, case studies, role playing, audio-visual and
discussion etc.

“Off the job training” simply means that training is not part of everyday job activity. The actual
location may be in the company class-rooms or in places which are owned by the company, or in
universities or associations which have no connection with the company.
In “Jyoti CNC Automation Ltd.” Workers training is given mostly on the job so that not only
employee but also management came to under the problem and can take corrective action to avoid it.
But sometimes company gives training to worker off the job. Company has its own class room to
provide training.

44
3.4 Wages & Salary Administration

It is essential to give wages and salary to workers and employees for their contribution in production
process finally achieving of goal. It is advisable to have good and management of wages and salary
because through good salary system workers need and satisfaction are autocratically encourage to do
their best for company.

Management staff gets salary from Rs. 3,000/- to Rs. 5,000/- the company also provides 10%
provident fund and 12.5% bonus.

(1) Standard of Wages:-

Basic + D.A. + Allowances

(2) Rate of Wages:-

(a) Skilled worker Rs. 322.60 as per day

(Basic Rs. 293 + V.D.A. Rs. 29.60 = Total Wages Rs. 322.60)
(b) Semi Skilled worker Rs. 313.60 as per day
(Basic Rs. 284 + V.D.A. Rs. 29.60 = Total Wages Rs. 313.60)
(c) Unskilled worker Rs. 305.60 as per day
(Basic Rs. 276 + V.D.A. Rs. 29.60 = Total Wages Rs. 305.60)

(3) Term of Payment:-

This unit has adapted to monthly payment system.

Advance Wages Salary System: -

Drawing is also allowed to worker drawing is given on the date 22nd wages generally paid on the
10th date month.
3.5 EMPLOYEE WELFARE IN JYOTI CNC

45
 1.
Provident
Fund
10. 2.
Leave Gratuity
Facility Fund

9. 3.
Insurances
Facility Loan

Employee
Welfare

8.
4.
Bonus,
Free
Incentives,
Uniform
Gifts

7. 5.
Traveling
Orchard Expenses
6.
Canteen
Facility

4. FINANCIAL INFORMATION
46
 4.1 INTRODUCTION & ORGANIZATION STRUCTURE OF FINANCIAL STRUCTURE

“Financial Management is concerned mainly with such matters as how a business unit raises its
finance and how it makes use of it efficiency”. - Hogland.

To put it plainly, it refers to generating sufficient capital at the lowest possible expense and using it
wisely to commercial ventures. It is mostly focused on the company's financial issues.
The finance department is responsible for a wide range of tasks, including keeping enough cash on
hand to pay capital and revenue-related costs.

The ease with which funds may be obtained to operate the firm and to expand it when necessary are
key factors in evaluating the effectiveness of financial management.

The ABCs of Money Management

Counting on Financial Requirements.

Obtaining Monetary Resources.
Distributing cash in a business.
Overseeing the Distribution of Resources.
Examining the Fund Performance.
Accounting and Management Reporting.

4.2 STRUCTURE OF FINANCIAL DEPARTMENT

47
 Finance
Department

Manager

Assistant
Manager

Account
Officer

Accounting
Executive

4.3 SOURCES OF FUNDS

48
No business can live without funds. Throughout the life of a business, money is needed continuously.
Firms raise money mainly to meet the following three types of need:

To start a business as initial expenditure.

To fund continuous business activities and money flowing
To expand the business.

In general, a business may have two major sources of funds which are needed for its business
operations. They are internal sources of funds and external sources of funds.

Sources of Funds

Internal Sources

Profit Depreciation

Sales of Assets

External Sources

Long Term Share

Capital

Short Term
Overdraft, Leasing
etc.

49
 5. SWOT ANALYSIS

“After gaining an enjoy in the customer home, smart market aim for space in customers here too.”

To rich at customer here “Jyoti” is doing SWOT analysis so that they can add value of the customer’s
feedback is the breakfast of any firm or company.

SWOT means,

S: Strength
W: Weakness
O: Opportunity
T: Treat

Strength:

• Jyoti has No. 1 in Technology.

• Jyoti is providing spurious quality “Good Quality is the key to success.

Weakness:

• Weakness is the stepping stone for the Jyoti is always rights.

50
Opportunity:

• “Jyoti CNC Automation Ltd.” has many opportunity to expanding itself on the national &
international level.

Treats:

• In today competitive there is always risk; in business you can take risk.
• Competitors are increasing day by day.

6. ABOUT THE TOPIC

Human resource policies are codes of conduct and guiding principles that "formulate, redefine, break
into details and decide a number of actions" that control how employees interact with one another in
order to achieve organizational goals.

HR Policies cover the following:

A. A policy of recruiting individuals taking into account their reservations, sex, marital status,
and other relevant considerations.
B. Terms and conditions of employment, including techniques and policies for remuneration,
work hours, overtime, promotions, transfers, layoffs, and similar issues.
C. Company medical benefits, ESI, and medical assistance-sickness benefits policy.

D. Housing, transportation, uniform, and allowance policies.

E. Training and development policy: requirements, approaches, and frequency of training and
development.
F. Industrial relations policy that covers grievance procedures, collective bargaining, trade union
recognition, participatory management, and worker communication.

51
FORMULATING POLICIES

The following five main sources are used to interpret policies and determine their meaning:

Previous procedures inside the company.

Standard procedure in competing businesses.

Views and ideologies of the company's founders, directors, and senior management.
Views and ideologies of intermediate and lower management.
The wisdom and expertise acquired through daily management of many personnel issues.

52
 7. BENEFITS OF HR POLICIES

Personnel rules are important for organizations because they guarantee the following benefits:

The process of creating policies necessitates that management carefully consider the fundamental
requirements of the company and its workforce. The management has to reevaluate its core beliefs
and carefully analyse the methods that are currently being used in other companies.

Well-defined protocols guarantee uniform handling of all staff members across the whole enterprise.
As a result, bias and favouritism are reduced.

Action will not stop even if senior management staff changes. A company's chief executive officer
could have excellent personnel management principles. He or she is free to implement the
organization's policies fairly and to carry those policies about in their minds. What occurs, though,
after he or she retires? Any manager's term in office is limited. However, the organization is still in
place. Stability is promoted by policies.

Policies act as performance benchmarks. One way to assess how effectively members of the
organization are living up to their professional aspirations is to compare actual results with the policy.

53
Good policies foster loyalty and motivation among workers. This is particularly true when rules
support employee development inside the company and uphold long-standing ideals of fairness and
fair play.

Good policies aid in the resolution of interpersonal, intragroup, and intrapersonal disputes.

8. PRINCIPLES OF HR POLICY

The individual development principle states that each employee should have complete and equal
opportunity to reach their full potential.

Using the scientific selection principle, the best candidate for the position is chosen.

The free flow of communication principle calls for maintaining open lines of communication and
promoting formal, informal, upward, downward, and horizontal contact.

Participation principle for employee representatives at all decision-making levels.

The idea of fair recompense states that salaries and earnings should be reasonable and commensurate
with the work.

The idea behind incentives is to reward and acknowledge excellent work.

The dignity of labour principle states that all jobs and their holders should be treated with respect and
dignity.

54
The cooperative labour-management principle aims to foster friendly working relationships.

Employee cooperation and team spirit are encouraged by the team spirit principle.

The principle of contributing to national prosperity aims to provide all workers a greater reason for
working and to make a positive impact on the country.

9. OBJECTIVE OF THE STUDY

• To review the company's HR policies.

• To review the changes made to Jyoti Automation PVT. LTD.'s HR policies since the
company's establishment.
• To draft a final policy and incorporate the revisions into the basic policy.
• To create a company-wide HR policy handbook with a focus on "Managerial Service
Conditions."

55
 10. SCOPE OF STUDY

Human resources are the most valuable resource in any firm. Jyoti CNC Automation Pvt. Ltd. is a
major chemical maker and marketer in the contemporary environment.

Since employee performance is mostly determined by the HR POLICIES of the firm, the performance
of its employees affects the entire success of the business.

Thus, the project's scope is broad enough to support the company's performance in the current global
competition.

The primary focus of the project is to analyse and evaluate the company and create an HR POLICY
handbook for it.

56
RESEARCH METHODOLOGY

57
 11. RESEARCH METHODOLOGY

METHOD OF DATA COLLECTION

Due to time constraints, the researcher choose the questionnaire technique of data collecting.
Adequate protections against bias and unreliability must be guaranteed while developing the data-
collection process. The obtained data has been reviewed by the researcher for consistency,
completeness, comprehensibility, and dependability.

Additionally, secondary data that has previously been obtained and examined by another person has
been gathered by researchers. He obtained a variety of material from periodicals, historical records,
journals, and papers written by other scholars. The researcher employed the following techniques for
this particular study:

QUESTIONNAIRES
Interview
Observation

SAMPLE SIZE
Here, researcher has taken 56 as the sample size.

58
 HYPOTHESIS OF PROJECT

Human Resource Policies provided by the organization of employees works as an agent for the
growth of employees and also motivates the employees to perform well i.e. employee performance
and satisfaction is the valuable outcome of sound of HR Policies of the organization.
The various HR Policies in Jyoti Cnc Automation Pvt. Ltd. makes the employees enthusiastic towards
work.

59
 ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a request to answer the
questions and return the questionnaire. The questionnaire consisted of a number of questions printed
or typed in a definite order. The HR Manager has to answer the questions on their own. The
researcher has chosen this method of data collection due to low cost incurred, it is free from bias of
the interviewer and respondent have adequate time.

60
 HR POLICIES IN
JYOTI CNC AUTOMATION
PVT. LTD.

61
SUCCESSION PLANNING POLICY

During the yearly appraisal, HODs and above designate primary and secondary successors to their
positions. Every year, this is examined in conjunction with the yearly appraisal.

TRAINING AND DEVELOPMENT POLICY

The goal of training and development initiatives at Jyoti Cnc Automation Pvt. Ltd. Group is to guarantee
the organization's ongoing success by fostering employee strengths and offering a setting and chances
that allow each person to reach their full potential.
The policy is to increase people's perspective and close the performance gap between what is required to
get outcomes and what is actually performed.
Every person has access to resources for training that promotes self-development and overall progress.

The HR department assigns extra training to ordinary performers.

HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

The purpose of Human Resource Information managers Systems (HRIMS) is to give managers
precise personnel data so they may make informed decisions. removing the need to duplicate efforts.
providing quick and simple access to data about human resources both on a regular basis and at
random.

There are two security tiers in the system. In order to access the system, one must enter a valid login
and password. Access to certain programs is limited in order to identify critical persons.

An integrated employee database is kept up to date with information from staff members on a regular
basis about their credentials, job history, evaluation, training, and career plans.

62
RETIREMENT PLANNING

All employees of JYOTI CNC AUTOMATION PVT LTD. receive retirement assistance through HR
Department-planned initiatives, reducing related concerns and anxiety.

JOB ENRICHMENT

In order to improve employee performance and increase job happiness, JYOTI CNC AUTOMATION
PVT LTD. takes a people-centered approach to job enrichment.

EXIT INTERVIEWS

Employees leave the company on a regular basis for a variety of reasons, including voluntary
retirement, retirement, and resignation. On instances when an employee leaves the company,
feedback is sought from them. Feedback like this on issues affecting people's well-being helps the
firm improve its HR policies and procedures.

The Managerial Service Condition Manual, also known as the HR Policy Manual, was created to
make it easier for managers to obtain information on the many service conditions that the company
provides. The most commonly requested service conditions are included in this guidebook. Among
the several service requirements listed are:

Provident Fund
Gratuity
Privilege Leave
Superannuation Scheme
Medical Reimbursement & Hospitalization
Dental Policy
Group Accident Insurance Scheme
Housing Loan Scheme
Vehicle Loan Scheme 10.Phone Policy
Leave Travel Assistance (LTA)
Local Conveyance Rules
63
Transfer Policy
HRR Policy for Area Office Managers
Canteen Service
Cash Payments &Advance
Settlements
Performance Excellence Scheme Performance excellence Form
Parivar Suraksha Yojna
Policy for Get Together of Employees
Notice Period for Managerial Employees
Conveyance Reimbursement for Interview Candidates 23.Car Policy
Post Retrial Benefits
Application for 2-wheelerLoan
Application for 2-wheeler (wards) Loan

64
65
66
 OBJECTIVES

Jyoti CNC Automation Pvt. Ltd. reviewed the goal of its HR policies and said that they have been an
important component of the management process for the efficient use of human resources. Through
its HR policies, the corporation hopes to achieve the following goals:

Maintain a high level of selectivity in hiring to find high performers and develop them into
exceptional performers.

Give an induction, orientation, and training that will help the person fit the job and develop a strong
feeling of commitment to the business.

Provide resources to support an individual's full development through self-motivated self-

improvement, lateral mobility, reorientation, and training both inside and outside the company.

Encourage each person to reach his full ability in all areas while helping the group and the individual
reach greater objectives.

Create teams and emphasize teamwork as the main tool for all of your tasks.

It is important to promptly and correctly acknowledge deserving efforts in order to keep staff morale
and motivation strong. Promotions and appraisals must be fair and unbiased.

Establish a fair, unbiased, and scientific system of incentives, rewards, and control.

Make a contribution to the wellbeing and health of your staff.

MANAGEMENT REVIEW:

The Group Review has a management review meeting every six months. To make sure the HR
Policies are appropriate, sufficient, and effective, meetings are held periodically.

67
CORRECTIVE ACTION FOR NON CONFORMANCE:

The Group HR Cell, the relevant CEO, and the HR Head of the firm evaluate any non-compliance
with the stated rules. After identifying and removing the underlying reasons of the non-conformance,
the review will recommend corrective actions to prevent it from happening again.

The evaluation process is communicated to the Board of Directors, and at the subsequent monthly
meeting, action plans are voted upon to prevent non-conformance.

DOCUMENT AND DATA CONTROL:

Documents and data are generated by the Corp. HR in the form of hard copies or electronic medium.
Documents are reviewed and approved for adequacy by Corp. HR prior to issue.

The various procedures that form the HR Policy of the Organization are:

Recruitment and selection of manpower

Induction and Placement
Job Rotation
Performance appraisal
Counselling
Career Planning
Succession planning
Employee training and Development
Human Resource Information Management System 10.Retirement Planning
Job Enrichment
Exit Interviews

The next chapters provide a brief overview of the aforementioned policies as well as the many goals
they seek to accomplish.

Owing to the organization's high degree of secrecy, the policies listed below reflect my knowledge
and interpretation of the matter.

68
RECRUITMENT POLICY

At Jyoti CNC Automation Pvt. Ltd., hiring and selecting employees is clearly focused on their
knowledge, abilities, and attitudes in order to find super achievers and develop them to perform at the
highest level.
Only after completing the necessary training satisfactorily are all new applicants accepted.
The HR department handles all direct hiring.
Extensive selection protocols as determined periodically are strictly followed.
The aforementioned techniques will be continuously improved through assessment and input.

INDUCTION AND PLACEMENT POLICY

New hires at JYOTI CNC AUTOMATION PVT LTD. get induction, orientation, training, and
placement in order to acclimate them to their tasks and foster a strong feeling of corporate loyalty.
A well-structured induction program is created by the HRD Department in collaboration with the
appropriate heads of parent departments to familiarize new hires with the organization's people,
functions, organizational structure, and interaction between other departments.
The Induction Program is designed to fit the candidate's role and is required to be given to him.

JOB ROTATION POLICY

JYOTI CNC AUTOMATION PVT LTD. offers amenities that promote lateral mobility and people'
overall development. This will improve their employability and prepare them to take on more
responsibility.

Periodic Systematic Job Rotation will periodically revitalize both the individual and the company.

Promotions to the rank of HOD will only be taken into consideration when a candidate has rotated
through at least two sections.

69
PERFORMANCE APPRAISAL POLICY

Performance appraisals assist each person in identifying and achieving their own goals within the
parameters of company objectives, enabling them to reach their full potential.

Ethics and objectivity must be upheld in appraisals in order to properly and promptly acknowledge
deserving contributions and preserve a high degree of employee motivation and morale.

The integration of individual and corporate goals is the purpose of the Performance Appraisal
Systems.

COUNSELLING

All workers have access to counselling sessions led by the HR department, a professional counsellor,
or a performance appraiser with the goal of achieving the following outcomes:

To improve workers' job happiness and competency.

To get workers ready for further responsibility.
To improve the working connection between the subordinate and superior.
To make it possible for workers to handle personal issues.

CAREER PLANNING POLICY

The goal of Jyoti CNC Automation Pvt. Ltd.'s career planning strategy is to create individuals of the
appropriate caliber to fulfill the organization's current and future demands. It is going to be a crucial
component of succession planning.
The following elements must be taken into account before career planning:

The short- and long-term plans of the organization.

Human resources are needed to carry out these plans.
Attrition rate for individuals with above average, average, and high potential.
Hiring from both external and internal sources at all levels, at a ratio that suits the organization. The
quantity of individuals hired and trained each year.

70
During the yearly appraisal, HODs and above designate primary and secondary successors to their
positions. Every year, this is examined in conjunction with the yearly appraisal.

TRAINING AND DEVELOPMENT POLICY

Training and development initiatives at JYOTI CNC AUTOMATION PVT LTD. aim to support the
organization's ongoing growth by highlighting staff members' talents and creating an atmosphere that
allows each person to reach their full potential.
The policy is to increase people's perspective and close the performance gap between what is required to
get outcomes and what is actually performed.
Every person has access to resources for training that promotes self-development and overall progress.
The HR department assigns extra training to ordinary performers.

HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

The purpose of Human Resource Information Management Systems (HRIMS) is to give management
accurate personnel information so they can make decisions.

Removing the need to duplicate efforts.

Providing quick and simple access to data about human resources both on a regular basis and at
random.

There are two security tiers in the system. In order to access the system, one must enter a valid login
and password. Access to certain programs is limited in order to identify critical persons.

An integrated employee database is kept up to date with information from staff members on a regular
basis about their credentials, job history, evaluation, training, and career plans.

RETIREMENT PLANNING

The HR Department of JYOTI CNC AUTOMATION PVT LTD. supports everyone's retirement
through organized activities to reduce worries and anxieties that come with it.
71
JOB ENRICHMENT

In order to improve employee performance and increase job happiness, JYOTI CNC AUTOMATION
PVT LTD. takes a people-centered approach to job enrichment.

EXIT INTERVIEWS
Employees leave the company on a regular basis for a variety of reasons, including voluntary
retirement, retirement, and resignation. On instances when an employee leaves the company,
feedback is sought from them. Feedback like this on issues affecting people's well-being helps the
firm improve its HR policies and procedures.

The Managerial Service Condition Manual, also known as the HR Policy Manual, was created to
make it easier for managers to obtain information on the many service conditions that the company
provides. The most commonly requested service conditions are included in this guidebook.

Among the several service requirements listed are:

Provident Fund
Superannuation Plan
Gratuity Leave with Privilege
Hospitalization & Medical Payment
Dental Plan
Group Accident Insurance Scheme
Housing Loan Scheme
Vehicle Loan Scheme

72
73
 Data Analysis

1. Name.
2. Age

18-25
74
25-35
35-45
45-55

Age

7%
20% A. 18-25
B. 25-35
29% C. 35-45
C. 35-45

45%

Interpretation:
Major Employee are between 25-35 age.

3. Gender

A. Female

75
B. Male

Gender

Female
39% Male

61%

Interpretation:
In a survey with 65 respondents, 39% were female and 61% were male.

How satisfied are you with your overall experience working at Jyoti CNC Automation Limited?

A. Very Satisfied
B. Satisfied

76
C. Neutral
D. Unsatisfied
E. Very Unsatisfied

How satisfied are you with your

overall experience working at Jyoti
CNC Automation Limited?
very Satisfied
Satisfied
2% Netural
14%
30% Unsatisfied
Very unsafisfied

25%

29%

Interpretation:
Regarding overall experience working of organization, 30% of the employees are very satisfied. 29%
satisfied and 2% of the employees are not Very Unsatisfied. It means that most of the employees are
satisfied.

Do you feel that your role and responsibilities align with your skills and expertise?
Yes
No
Maybe

77
 Do you feel that your role and re-
sponsibilities align with your skills
and expertise?

Yes
3% No
23% Maybe

74%

Interpretation:
Regarding role and responsibilities align with your skills and expertise at organization, 74% of the
employees are said yes. 23% employees said no. It means that most of the employees are satisfied.

How well do your immediate supervisors provide guidance and support?

Very Well
Well
Neutral

78
Poorly
Very poorly

How well do your immediate

supervisors provide guidance
and support?
A. Very well
B. Well
9% 16% C. Netural
D. Poorly
23% E. Very poorly

29%

23%

Interpretation:
Regarding supervisors provide guidance and support at organization, 16% of the employees are said
Very well, 29% employees are said Well. 9 % employees said Very poorly.

Are you satisfied with the opportunities for professional development and growth within Jyoti ?
A. Extremely Satisfied
B. Very Satisfied
C. Moderately Satisfied

79
D. Slightly Satisfied
E. Not Satisfied at All

Are you satisfied with the oppor-

tunities for professional devel-
opment and growth within
Jyoti ?
A. Extremely Satisfied
B. Very Satisfied
11% C. Moderately Satisfied
29% D. Slightly Satisfied
20% E. Not Satisfied at All

20% 21%

Interpretation:
Regarding satisfied with the opportunities for professional development and growth within at
organization, 28% of the employees are Extremely Satisfied, 11% employees are Not Satisfied at
All .

How would you rate the effectiveness of internal communication within the Jyoti ?
A. very effective
B. Effective

80
 C. Neutral
D. Ineffective
E. Very Ineffective

How would you rate the effec-

tiveness of internal communica-
tion within the Jyoti?
20
16
12 Column1
19 17
8
4 8 8
4
0
ve a l ve
ve ur ve
cti cti t ti ec
ti
ffe ffe e ec ff
e E .N e ff e
r y B. C In y In
. ve D. er
A E .V

Interpretation:
Regarding would you rate the effectiveness of internal communication within the organization, 19 %
of the employees are Very effective, 4% employees are Very Ineffective.

How supported do you feel in maintaining a healthy work-life balance at Jyoti?

A. Very Supported

81
B. Supported
C. Neutral
D. Unsupported
E. Very Unsupported

How supported do you feel in

maintaining a healthy work-life
balance at Jyoti?
18
15
12

6 5

d l d
te
d
rte ra rte te
d
or o e tu o or
pp pp .N up
p
pp
Su Su C ns su
y B. .U
n
Ver D r yU
A. . Ve
E

Interpretation:
About Healthy work-life balance at Jyoti, in that 18 Employees said Very Supported work life
balance of Jyoti CNC Automation Pvt. Ltd.

How likely are you to recommend this Jyoti as a great place to work to a friend or colleague?
A. Very Likely
B. Likely
C. Neutral

82
D. Unlikely
E. Very Unlikely

How likely are you to recommend

this Jyoti as a great place to work
to a friend or colleague?

18

15

12

A. Very Likely B. Likely C. Netural D. Unlikely E. Very Unlikely

Interpretation:
15 Employees likely are you to recommend this Jyoti as a great place to work to a friend or colleague.
4 Employees Very Unlikely to recommend this Jyoti as a great place to work to a friend or colleague.

Are you satisfied with below Policies?

Very Satisfied Satisfied Neutral Unsatisfied Very Unsatisfied

83
 Selection

Job allocation

Training and
Development

Salary and
Rewards

Role and
Responsibilities

Are you satisfied with below

Policies
32 33

20 18
17
10 13 13 13 13 12 10 9
7 9 7 7 6 7
5 6
2 3 4 4
on on
en
t ds es
ti
ati ar liti
l ec c pm ew ib
Se Al
lo lo R ns
b ve nd po
Jo De y a
R e s
an
d l ar d
ng Sa an
ni le
a i Ro
Tr

Very Satisfed Satisfied Netural

Unsatisfied Very unsatisfied
Interpretation:
In all over policies employees are Very Satisfied or Satisfied, in Salary and Rewards Employees are
neutral and Role and Responsibility employees are Unsatisfied.

14. Statistical Analysis

 Step 1
h1 (alternative hypothesis): Incorporating of in the basic policy has positively influenced the
overall of the company's human resources policy.
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 h0 (null hypothesis): The inclusion of in the basic policy does not have a significant impact on
the overall effectiveness and efficiency of the company's human resources policy.
 Step 2
Here, I have used chi-square test to the data for hypothesis testing
 Step 3
Appropriate α= 0.05
 Step 4
D= (c-1) (r-1)
= (5-1) (5-1)
= 4*4
= 16
Very Satisfied Neutral Unsatisfied Very Total
Satisfied Unsatisfied
Selection 23 7 10 5 2 56
Job allocation 9 33 7 3 4 56
Training and 13 17 13 7 6 56
Development
Salary and 13 6 20 13 4 56
Rewards
Role and 12 10 9 18 7 56
Responsibilities
Total 79 73 59 46 23 280

Oi Ej Oi - Ej (Oi - Ej)2 (Oi - Ej )2/Ej

32 15.8 6.2 262.44 16.61
9 15.8 6.8 46.24 2.93
13 15.8 2.8 7.84 0.50
13 15.8 2.8 7.8 0.91
12 15.8 3.8 14.44 3.96
7 14.6 7.6 57.76 23.19
33 14.6 8.4 338.56 0.39
17 14.6 2.4 5.76 5.07
6 14.6 8.6 73.96 1.50
10 14.6 4.6 21.16 0.27
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 10 11.8 1.8 3.24 1.95
7 11.8 4.8 23.04 0.122
13 11.8 1.2 1.44 5.70
20 11.8 8.2 67.24 0.66
9 11.8 2.8 7.89 1.92
5 9.2 4.2 17.64 4.18
3 9.2 6.2 38.44 0.53
7 9.2 2.2 4.84 1.57
13 9.2 3.8 14.44 8.42
18 9.2 8.8 77.44 1.47
2 4.6 2.6 6.76 0.08
4 4.6 0.6 0.36 0.43
6 4.6 1.4 1.96 0.08
4 4.6 0.6 0.36 0.43
7 4.6 2.4 5.76 0.08

 Eo-Ej2/Ei = 87.19
 Step: 7
Table Value < Calculated Value
26.2962<87.19
 Step 8
 The chi square test was conducted for testing the statistically significant the basic policy has
positively influenced the overall of the company's human resources policy. At 5% significant,
the calculated value is 87.19which is greater than table value 26.29 there for the alternative
hypothesis H1 is accepted and alternative hypothesis H0 is rejected.

15. CONCLUSION

Study shows that

 The company's policy offers opportunities for employees to grow holistically through internal
and external training, lateral mobility, reorientation, and self-motivation.

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  The Policy helps each person reach their full potential in all areas while helping the company
and themselves reach greater objectives.
 The Policy emphasizes teamwork as the main tool for all tasks and fosters teams.
 In order to sustain a high degree of employee motivation and morale, the Policy establishes a
fair, scientific, and objective system of rewards, incentives, and control. • The Policy
promptly and suitably acknowledges valuable contributions.
 Regarding their performance, the staff members concur that they are aware of what is
expected of them.
 Employees are aware of how the company's aims and their own work goals are related.
 The workplace encourages staff members to give their all each and every day.
 Because organizational information is leaked throughout the communication and decision-
making processes, the employees are dissatisfied.
 The workers are not given the proper credit and acknowledgment for their achievements and
services.
 The workers believe their compensation is unfair given the contributions they make to the
company's success.

16. BIBLIOGRAPHY
Books:

“Human Resource Management” by Ashwathapa. “Human Resource Management” by Michael

Armstrong.
“Human Resource Policy Analysis: Organizational Applications” by Richard J. Niehaus.

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Journals & Articles:

Articles by T.V.Rao Learning Systems.

Policies of Jyoti Cnc Automation Pvt. Ltd.
Documents of Jyoti Cnc Automation Pvt. Ltd.

Websites:

https://jyoti.co.in/
www.slideshare.net
https://docu.tips/
https://pdfcoffee.com/
www.citehr.com
https://zdocs.hu/
https://tallyfy.com/
www.indiamart.com
https://mbapediasa.wordpress.com/
https://docshare.tips/
https://jyoti.co.in/
www.ask.com
https://vdoc.pub/
www.coursehero.com
www.wikipedia.com
https://documents.mx/
www.hrgroup.com
www.ppspublishers.com
https://xdocs.net/
www.scribd.com
www.tvrls.com
www.ammonia-refrigeration-equipments.com
www.margaretjolly.com.au
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www.scribd.com
www.researchgate.net
www.eauc.hk
www.ijstm.com
www.mtwmag.com

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 17. ANNEXURES
1. Name

2. Gender
A) Female
B) Male

3. Age:
A) 18 to 25 years
B) 25 to 35
C) 35 to 45
D) 45 to 55

4. How satisfied are you with your overall experience working at Jyoti CNC
Automation Limited?
1. Very Satisfied
5. Very Unsatisfied

5. Do you feel that your role and responsibilities align with your skills and expertise?
Yes
No
Maybe

6. How well do your immediate supervisors provide guidance and support?

A. Very Well
B. Well
C. Neutral
D. Poorly
E. Very Poorly

7. Are you satisfied with the opportunities for professional development and growth
within Jyoti?
A) Extremely Satisfied

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 B) Very Satisfied
C) Moderately Satisfied
D) Slightly Satisfied
E) Not Satisfied at All

8. How would you rate the effectiveness of internal communication within the Jyoti?
1. Very Effective
5. Very Ineffective

9. How supported do you feel in maintaining a healthy work-life balance at Jyoti?

1. Very Supported
5. Not supported at all

10. How likely are you to recommend this Jyoti as a great place to work to a friend or
colleague?
1. Very Likely
5. Very Unlikely

11. Are you satisfied with bellow polices:

Very Satisfied Satisfied Neutral Unsatisfied Very Unsatisfied

Selection

Job allocation

Training and
Development

Salary and
Rewards

Role and
Responsibilities

91