A

Project Report On
HR Planning and Policies with special reference to World Health Partners (NGO) New Delhi.

By
Gaurav Kumar Sharma

Under the guidance of

Prof. Swati Yeole

Report Submitted To
Pune University

In Partial Fulfillment of the requirement For the award of the degree of Master in Personnel Management (MPM)

Through
Institute of Business Management and Research (IBMR) Chinchwad, Pune 411019

Serial no.
1 2 3 4 5 6 7 8 9 10 11 12 13 (A)

Contents
Executive Summary Objective of the study Scope of the study Company profile Theoretical Background Research Methodology Data Collection Data Analysis & Interpretation Findings & Observation Suggestions Limitations Conclusion Bibliography Annexure

Page no.

ACKNOWLEDGEMENT

With immenseness pleasure, I Gaurav Kumar Sharma would like to present this report, HR Planning and Policies with special reference to World Health Partners New Delhi Region which would not have been possible without the goodwill and support of the people around, as a student of Institute of business management and research (IBMR), Chinchwad, Pune 19. I would like to express my sincere thanks to all those who helped me during my HR internship research. I would like to thank Dr. Asha Pachpande, Secretary ASM group of Institutes for encouraging us throughout our SIP and providing necessary inputs. I extend my sincere thanks to Ms. Swati Yeole internal guide, Mr. Shailesh Sharma as my external guide for having spared their valuable time with me and for all the guidance given in executing the project as per my requirement. Last but not the least, I would like to record deepest sense of gratitude to my friends for their support and constant encouragement. However, I accept the sole responsibility for any possible error of omission and would be extremely grateful to the readers of this project report if they bring such mistakes to my notice.

Gaurav Kumar Sharma

Declaration
I Gaurav Kumar Sharma, student of Master in Personnel Management (MPM) in Institute Of Management And Research (IBMR) Chinchwad, Pune 19. As we know that summer internship program is the part of our curriculum, so it is a very important for us and I got an opportunity to work for World Health Partners at New Delhi region. It was great Pleasure to work with such esteemed organization.

I hereby, declare that this project entitled, HR Planning And Policies with special reference to World Health Partners New Delhi Region submitted in partial fulfilment for the award of the degree of master in personnel management, is the bonafide record and no part of this project has been submitted by me, for any other degree, diploma or for any other title.

Date:-

Gaurav Kumar Sharma

PREFACE
As a course of curriculum of M.P.M.it is a required to do summer project and training .Training is considered to be essential as it interface with real condition and happenings in the organization. I feel really proud having completed my training at World Health Partners (NGO), which is a well known organization, in the field of non government organization. HR Planning and Policies with special reference to World Health Partners in New Delhi region.

An attempt has been made by me to provide all relevant and important details regarding. The topic is to support the theoretical aspect with concrete research evidence. This will helpful to clear the dust surrounding the various aspects of the topic.

Executive Summary
Training is considered to be essential as it interacts with the happening in the organization. It is a matter of pride to have training in World Health Partners New Delhi. This project covers the topic HR Planning and Policies. The project work was basically carried with a view to study and analyzes the HR planning, policies evaluated the employees satisfaction regarding various HR planning and policies consequently enlisted some recommendation to improve the same on the companys part. For the purpose of data collection a questionnaire was prepared targeting 65 employees of World Health Partners. Interview method was also required at the place where it was required. Data was analyzed in depth by using appropriate research tools. Analysis part is followed by some findings about the research. The conclusion is made on the basis of the study and also the limitations and measures that should be adopted are mentioned. The objective of the study is that to getting some practical knowledge in the area of personnel management and HR as well as to study the planning and policies of the company that how it does work for the poor people. Through the internship I got that the topic has some scope like Study of the employee satisfaction and related to organizational policies can also be utilized to improve the satisfaction level in employees by various departments and as well as It covers HR policy, which is utilized in the company. When we talk about company profile then it simply known that it was founded in 2008 by current WHP President, Gopi Gopalakrishnan. Prior to WHP, Gopi founded and managed the Janani Program in collaboration with WHPs current core management team. WHP was founded out of the Janani model with the goal of better serving the rural poor through a broader base of services, an enhanced product delivery platform, and the incorporation of new technologies. Janani has won national and international acclaim for its innovative and creative management, and currently delivers 20% of the family planning products in the Indian state of Bihar. I have also explained theoretical background in which I explained the policies of the company regarding the tour & travelling policy, recreational facilities, retirement benefit, manpower planning and hours of working. I have also done the data analysis & interpretation in that I found the employees perception regarding the companys policies and planning at the staff level employees within the organization.

But in the findings and observation I found actual data from the staff level employees because some employees were satisfied while some employees were not satisfied from the companys policy. In the suggestions I gave some important suggestion which could be beneficiaries for the company such as Induction practice not only should be well provided but also to each and every employees it should be. Some behavioral training should also be provided by the company to their employees from which they can perform well and they will also give more output to the company. If they are performing well then they should need motivation. The reward and recognition should also provided by the company because if the staff level employees will get the reward then they will be more appreciated from their work and give 100% output to the company.

Objective of the study:

The following objectives are as follows: To get practical knowledge in the area of personnel management and HR.

To study and analyze HR planning, policies and its HRD functions.

To assess the employees satisfaction regarding various HR planning and policies.

To understand the HR policy, which are the followed in the company?

To find out the ways to improve on job safety measures.

Scope of the Study:

To have clear and correct understanding of HR planning and policies regarding recruitment, selection, retention and separation of the employees. Study of the employee satisfaction and related to organizational policies can also be utilized to improve the satisfaction level in employees by various departments. To have a correct and apt policies structure for the organization to understand the employed recruitment and reframe the policies beneficial for both organization and employees. To see whether these policies is regarded as device to overcome specific problem. In a global scenario its one of the HR challenges to proper implementation of various organization policies and understanding of employee thinking is very important. The survey helps us to understand both effectively. It covers HR policy, which is utilized in the company.

It helps to give information about the HR activity.

Company Profile

WORLD HEALTH PARTNERS:

Mission
World Health Partners (WHP) is an international nonprofit organization that provides health and reproductive health services in low-income countries by harnessing local market forces to work for the poor. Leveraging existing social and economic infrastructure, we utilize the latest advances in communication, diagnostic and medical technology to establish large scale, costeffective health service networks. We focus on serving rural and other especially vulnerable communities.

Vision
WHP brings the benefits of modern health and reproductive health care to those most in need.

History:Background
WHP was founded in 2008 by current WHP President, Gopi Gopalakrishnan. Prior to WHP, Gopi founded and managed the Janani Program in collaboration with WHPs current core management team. WHP was founded out of the Janani model with the goal of better serving the rural poor through a broader base of services, an enhanced product delivery platform, and the incorporation of new technologies. Janani has won national and international acclaim for its innovative and creative management, and currently delivers 20% of the family planning products in the Indian state of Bihar. Implementation

In November 2008, WHP launched an 18-month pilot program in Uttar Pradesh (UP). The UP pilot successfully delivered family planning and health services beyond the programs expectations, thereby providing initial evidence supporting WHPs model. Incorporating lessons learned from UP and with support from the Bill & Melinda Gates Foundation, WHP expanded into the neighboring state of Bihar in the beginning of 2011. In addition to activities in India, WHP intends to expand operations to other countries in fulfillment of their mission to serve the rural poor on scale.

Our Team
WHP is a young organization, yet is staffed by a team that has extensive experience implementing social marketing and franchising programs in low-resource settings. The WHP infrastructure is characterized by a small central management team that works with local teams that are outsourced to distribute products, train providers, monitor activities, etc. Gopi Gopalakrishnan President & Founder Karen Pak Oppenheimer MS, MPH Vice President Anna Stratis, MD Chief Medical Officer

Prachi Shukla General Manager

Andrei Sinioukov Director of Partnerships and development Chandra Shekhar Joshi Deputy General Manager (Field & Operations) Akhilesh Kumar Sharma Deputy General Manager (Field & Operations) Navin Kumar Agarwal Team Leader

Nagesh Kumar Choudhary Deputy General Manager (Finance) Tafsirul Mazahir Deputy General Manager (Monitoring & Evaluation) Kamal Talreja Manager (Technical)

Our Board Martha Campbell, PhD President, CEO & Founder Venture Strategies for Health and Development

Gopi Gopalakrishnan President & Founder World Health Partners

Philip D Harvey President & Founder DKT International Indian Governing Board Dr Shanti Ghosh MBBS, DCH, DTM&H Maternal and Child Health Expert

Dr. Indrani Gupta Health Economist

Syeda Askari Imam Advertising and Communications Expert

Rajiv Lochan Misra Indian Administrative Service (retd.) Health Policy and Systems Expert

Our Partners WHP serves as a bridge between the private sector, all levels of government, and other stakeholders.

OUR PROBLEMS:-

ISOLATED RURAL COMMUNITIES

Lots of people live in hard to reach places. When they get sick, the closest doctor might be tens of miles away.

GOVERNMENTS NEED SUPPORT

The government functions as a monopoly which is always a difficult system to administer for delivering quality of services to clients, even if increased funding becomes available.

NGOS UNSUSTAINIBILITY

Relying on grants and donors is not a sustainable model for success, and NGOs tend to have reservations when it comes to working with the private sector, even if thats where most resources are available.

WEAK INFRASTRUCTURE

Existing supply chains are inefficient and unreliable. The inefficiency and disorganization drive up costs and means that essential products and services have a hard time reaching remote, rural areas where people have the most dire needs.

Our solutions
So, how does WHP address these challenges?

TELEMEDICINE

When a local health provider cant treat a patient, patients can connect with a city doctor through an audio- or audiovisualenabled remote medical diagnostic device on a computer or cellphone.

INFRASTRUCTURE

A franchised system enables us to leverage the right resources for the right need. Local resources are used for their social relationships, while communication technologies are used to connect rural patients and providers to higher-skilled doctors.

HOLISTIC

Our network provides comprehensive health care. We require providers to deliver preventive services at a regulated, affordable price. In return, the provider is admitted into our certified network with access to resources that lead to higher incomes.

SCALABLE & SUSTAINABLE

Because our network is built on the already available resources and infrastructure of each local community, we can easily scale up and offer services at a much lower cost.

REGULATION

Mandatory training and services regulation for all providers in our network mean that we know our patients receive quality and affordable care.

BIHAR BACKGROUND:The 5-year Bihar project began in 2012 and aims to improve disease management through largescale, private sector engagement. Our goal is to both provide general health and family planning services and increase detection, diagnosis and treatment of: tuberculosis, visceral leishmaniasis (VL), and childhood pneumonia and diarrhea, by 15 to 20 percent. 100 Million People 3rd Most Populous State 85% Live in rural communities 55% Live Below the poverty line 180,000 TB cases per year Highly preventable 200,000 kala azar (VL) cases/year Deadly but very curable 85/1000 under-5 mortality rate An exceptionally high rate

GOALS
14,050 SkyCare rural Providers 1,250 SkyHealth Centers 12,000 SkyMed Pharmacies

60 Franchised Diagnostic Centers

Uttar pradesh background:WHPs pilot program spans three districts, covering an estimated 3.6 million people, 2 million of whom reside in rural and remote villages. The franchise network provides comprehensive health services, but focuses on delivering family planning products and services to the rural poor. The major lesson learned during this pilot is that rural clients are willing to adopt family planning if services are provided close to home. 200 Million People Most populous State 80% Live in rural communities 40% Live below the poverty line 31% Routine immunization coverage 24% Unmet need for family planning

Future:Growth & Collaboration:The WHP model is designed to be replicated within and beyond India. Key program areas that WHP will focus on through collaboration and innovation include: TECHNOLOGY DEVELOPMENT Low-cost technologies that circumvent infrastructure challenges and connect people to health services. IMPACT MEASUREMENT Metrics to better understand and measure our impact. BUSINESS DEVELOPMENT & PROGRAM PARTNERSHIPS Build partnerships to help us replicate and expand to other low resource regions, particularly Sub-Saharan Africa.

THEORTICAL BACKGROUND: HR POLICIES WHAT IS HR POLICIES?

A policy is a verbal, written, or implied overall guide setting up boundary that supply the general limit and direction in which managerial action will take place. A policy is basically statement, either expressed or implied, of those principals and rules that are set up by executives leadership as guide and constant for the organization thought and action. Its principal purpose is to enable executive summary leadership to relate properly the organizations work to its objectives. A policy is a definition of common purpose for organization components or the company as a whole in matters where, in the interest of achieving both components and overall company objectives, it is desirable that those responsible for implementation exercise direction and good judgment in appraising and deciding among alternate course of action. It becomes a part that policies provide a mean for caring out that management process and as consequences, assets in decision making; perhaps same statement can be made about objectives. Certainly there are similarities, both policies and objectives can be idealistic or realistic, general or specific, flexible or inflexible, qualitative or quantitative, broad or narrow in scope. But there is a distinct difference. While objectives can be set by individual for himself, a policy is unique to organization and institution, since it is being formulated only by top management. As such, it is a directive. Therefore, the setting of objectives permitted greater participation in members of an organization, and their use can result in stronger motivation. Beyond the essentials fact that objective determines What and policies explain How there is second basic difference the time element. An objective established today is not intended to be reached today, but at a specific point in future, consequently it is effective for a specific period. A policy formulated today is effective and thereafter, until it is replaced with revised policy or declared invalid.

Need and importance of policies:HR policies are concerned with those decisions, which have a major and long term effect on the employment of people in the organization and on the relationship, which exist between in management and staff. HR policies exist to support the achievement of the business strategy. This support should be both proactive and reactive. A proactive approach will identify the human resource strength of the organization so that business strategies can be utilized and developed. Reactive in those decisions can be taken in the form of resource development, reward and employee relation, and motivation or commitment strategies. The importance attached to managing corporate culture. And it emphasis on the importance of commitment and mutuality.

Types of Policies:
A business enterprise may have the following kinds of policies:

1) Functional Policies :Policies may be set up in the key areas of the enterprise like personnel, finance, purchase, production, marketing, and quality. Such policies are known as functional policies.

2) Internal Policies:Internal policies include those initiated by managers at various levels to guide the subordinate. Such policies are closely related to organizational objectives. The differ in their nature and scope depending upon the level of management were they have been formulated. They can be sub-classified in to 2 categories. a. General policy:- It affects the middle level manager and is more specific than a basic policy. It used mainly by the middle level managers. b. Departmental policy:- It is highly specific in nature and is applicable at the lowest level of the management to provide a guide in day to day activities.

3) External Policies:External or imposed include those policies arising to meet the various pressures and requests of forces outside the enterprise such as government, trade unions and trade associations.

4) Appealed Policies:Such policies are formulated on the basis of the suggestions and complaints received from the employees. This happens when the subject-matter of a suggestion or complaints is exceptional in nature and is not covered by the existing policies. Such policies are sometimes incomplete. So it is better to replace them by the original policies.

5) Stated or Explicit policies:Such policies are usually in writing and form a part of enterprise manual. They are definite and generally rigid.

6) Unstated or Implied policies:These policies are not recorded in writing even though they are followed at every level. Sometimes they are not stated orally but are infrared from the behavior of the manager. Thats why they are known as a implied policies. An implied policy is generally fixable in nature.

What are the risks if you dont have current and relevant HR Policies and Procedures?

Ever wondered why you need HR Policies and Procedures? Why are they necessary and will they restrict your management of employees? What if you dont have well written, up to date, communicated and relevant HR Policies and Procedures that fit with your culture and strategy? When was the last time you reviewed your organizations HR Policies and Procedures? Does the thought of the cost and time to pull together your HR Policies fill you with dread?

These are just some of the many questions being faced by employers who are afraid of getting caught up in red tape or legal suits especially if their business has grown so rapidly from a small to medium business and they have been so busy doing the doing that they havent had time to think about how theyll look after more employees. A number of clients weve met recently have had the same dilemma and sheepishly admit their HR policies are dusty files that sit on a shelf and dont get looked at, are out of date, or are filed on various PCs written by past managers who left some time ago. If this sounds like you, dont worry. Youre not alone, and like many managers weve talked to, sitting down and writing or updating policies is often at the bottom of a lengthy to-do list. Next time well discuss what the HR policies should contain and tips for what they should look like, but for now, lets look at why organizations should have HR Policies and Procedures and why they are vital for managers to set boundaries for their most important asset their people!

Why should organizations have HR Policies and Procedures?

Well-written HR Policies and Procedures allow employees to understand what the rules are of working for the organization. Some call it a guide or a framework to govern employee relations. HR Policies and Procedures help managers and employees understand whats expected and prevent misunderstandings about how to behave and how things are done within the organization.

Benefits of the HR policies are as follows: Recruitment and Employment

Advertising for and hiring employees is a core HR function. Human resources policies that include what goes into the recruitment and selection process inform employees of the companys expectations and procedures. This is particularly useful if an employee wants to refer a job applicant to your company. Rehires and Promotions Human resources policies explain the companys stance on rehires and promotions. This includes the grounds for rehiring a terminated worker and the process for moving up in the company. Typically, employees who leave the company in good standing are eligible for rehire, and employees who have performed satisfactorily or above expectations receive promotions. These policies include what employees need to do to be considered in these instances.

Compensation and Evaluations

Human resources staffers use a combination of job analysis techniques and market surveys to determine the amount to compensate an employee while remaining competitive within the workforce. Further, the department establishes policies that address the evaluation and management of employee performance. While the policies do not state the amount employees receive, they do state that employees are compensated according to their skills, efforts and scope of responsibilities. This informs employees of the basis for compensation.

Training and Development

HR policies include provisions for training and professional development so employees know the resources that are available to them. These policies also help reassure new employees, as well as those who have been given added responsibilities, that assistance is available.

Employee Issues
HR policies inform employees about how to handle problems at work. Whether the issue involves coworkers, management or the work itself, employees want to know that they have someone they can share their concerns with in private. The policy outlines the chain of command in handling problems, such as the employee approaching her supervisor or manager first, or going directly to HR.

Company Rules
HR policy manuals outline internal policies and the companys code of ethics. This includes items such as dress code, professionalism, vacation time, personal and sick time, holidays, workplace safety, discrimination, and how to interact with co-workers and customers. Ethics is particularly important because it tends to vary from person to person. By outlining what constitutes good behavior in your company, employees know whats expected of them.

Labor Law Application

Labor laws are vast and complex. Human resources policies include posting a breakdown of laws so employees understand how the laws apply to them. Policies dealing with minimum wage, overtime, record-keeping, employee benefits and breaks clarify what employees are entitled to and how to do their part to ensure timely paychecks, such as submitting time cards to the payroll department on time.

Grounds for Termination

HR policies state the grounds for which an employee can be terminated. Explaining grounds for termination helps protect the company if from retribution if an employee was fired for violating policies clearly stated in the company manual.

THE POLICIES OF THE COMPANY:Policy No.1:- Manpower planning Policy Purpose

To identify the current and future manpower needs To have a proper utilization of workforce which can help save money now, and as you plan for your companys future. To recruit quality manpower at all levels in terms of knowledge, skills, attitude and character without any discrimination on the basis of age, sex, religion, nationality or caste. To operate an economically flourishing business, so there exist consistent level of work and equal opportunity to grow. To increase work productivity.

Policy Guidelines
It is the policy of our organization, which is to establish and adhere to standard manpower planning procedures. This guide is a brief summary of the key points central to conducting a successful manpower plan.

HR Role
The HR plays a huge role in the process development of Manpower planning. HR is in a position to make decisions, in coordination to organizational goals and development. Other department heads / Managers may offer recommendations for resolution.

Documentation
At all stages of Manpower Planning process, it is the responsibility of the Chair of the panel to ensure that notes are kept detailing, with the reason for projecting manpower with their respected duties and responsibilities. These notes could be called upon as evidence of the fairness of any process, either through an internal assessment or to support an external investigation. The notes should therefore be relevant to, and necessary for the process itself. It should be noted that employees. would normally be entitled to have access to the positions open for recruitment, for the subsequent months as decided by the Chair Panel. All records must be handed to HRD by the Chair of the panel.

Policy No.2:- Performance Appraisal Policy

Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and "feed" the business planning, personnel infrastructure, and position succession planning and development process. A performance appraisal policy should meet certain requirements:

Employees must feel there is a direct relationship between their work and the rewards they receive Goals established by managers and supervisors, with the employee, must be clear Employees must feel that the performance appraisal policy is fair, accurate, and consistently applied. It should establish individual training requirements for career and succession planning

Performance appraisals should be positive experiences, fostering positive relationships between management and staff - not something that is looked upon with fear and resentment, or is used to handle disciplinary issues. HR can assist you in developing a performance appraisal policy, a procedural process, the required documentation, and assist in the needs analysis to identify areas for performance improvement, that:

Communicates organizational goals and their relationship to the individual Measures the degree to which an employee's performance reached the established objectives and performance factors Recognizes the employee's contribution Clarifies expectations and actions to improve performance Allows the employee to express opinions regarding performance related issues, in a non-threatening environment Obtains mutual agreement on necessary actions Plans growth and development opportunities for the employee Establishes objectives and standards for the next evaluation period

Policy No. 3:-Tour and Travel Policy

1) Purpose: This document ensures that employee travel is consistent with the business objectives of the Widget Corporation. It also ensures fair and equitable treatment of employees by defining procedures for authorized business travel and guidelines for expense reimbursement. 2) Overview: A critical balance must be sought when requesting travel. This is the company's need for cost effectiveness and the employee's need for quality services and support. Employee travel should be via the lowest cost alternative, consistent with good business practices. Neither luxury, nor sub-standard modes of transportation and accommodations should be used. Employee travel and the expenses associated with it, will be authorized only in circumstances which are clearly consistent with the mission of the company. It will be the responsibility of each company manager to ensure that all employee travel meets this objective and that reimbursement made only for actual, reasonable business expenses in connection with authorized travel as defined in this document. In order to maintain control over expenditures, any expense submitted which does not comply with the guidelines of this procedure will not be reimbursed, unless a accompanied by a valid exception by management. Expense reports must be submitted in a timely manner. All travel must be requested using the official company "Travel Authorization Form" (hereafter referred to as a T/A.), signed by the appropriate department manager. Subsequent to approval; travel arrangements, including airfare, rental car, lodging and planning of meetings can be co-ordinate through the appropriate departmental support staff. The company will use a travel management firm to facilitate the procurement of travel. The designated travel firm will provide travel management reports. The rationale behind using a single travel firm is that management reports providing a central data base of: savings analysis, cost allocation regarding air, car and hotel expenditures, is valuable information. If there are a multiple booking sources, this data cannot be complete. All reservations will be made through the company authorized travel management firm:

Policy No. 4:- Hours of work (Staff/Officers/Managers)

1: Actual hours of work and weeks off days shall be as may be declared and in force from time to time. 2: The normal weekly hours of work for employees shall not exceed 48 hours. 3: If exigencies of work so deemed, the management may required all or any number of employees to work beyond normal working hours in or outside the establishment on working days or on weekly off/paid holidays. 4: In normal circumstances, no employees will be allowed to work on holidays and beyond office hours. 5: In emergency or due to exigency of work, the head of department shall advise the individual employee and written intimation to that effect (Extra work permission) shall be handed over to security and a copy to personnel department for staying late/ working on weekly off/paid holidays. The duration of extra working hours and the justification need to be mentioned on the form. Location Office timing Weekly holidays G.K.II ( New Delhi) 9:00AM 6:00PM Sunday

Research methodology:
Research methodology is a way to systematically solve the research problem. Thus research methodology not only involve research methods but also consider the logic behind the methods we use in the context of our research study why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated either by the researcher himself for by others. An ideal research methodology includes a series of activities or steps known as research process which is necessary to carry out research. This include Formulating the research problem To know the policies and practices in a company and to find out that the policies in the company is smooth running of the organization. Review Literature a. Review concepts and theories. b. Review previous research and findings.

Sample size I have taken the sample size of 65.

Collecting the data The data is collected by many ways like conducting interviews, filling questionnaires etc.

Data Collection:
Any kind of research include two types of data i,e. 1) Primary data 2) Secondary data 1) Primary data: These are that which is collected a fresh and for the first time and thus happen to be original in nature. One can obtain primary data either through observation or through direct communication with the respondents in one form or the other or through interview. Thus primary data can be collected by a) Observation method b) Interview method c) Questionnaire method In the given research the primary data was collected by the observation method. The questionnaire method is also used under which various questionnaire are asked to the respondents and answers are analyzed and interpreted using graphs, tables and charts. 2) Secondary data: These are that data which can be collected by: a) Internet method b) Magazines method c) News papers d) Journals.

DATA ANALYSIS:
Q.1:- Does the company provide induction for new employees? (A) Yes ( ) (B) No ( )

particulars Yes No Total

No. of employees 63 2 65

`percentage 97% 3% 100%

Does the company provide induction?

3%

Yes No 97%

Interpretation:- Here I found that from the total sample size(65) of the employees 63
employees (97%) said yes the company provides the induction program but remaining 2 employees (3%) said that the company does not provide induction program.

Q.2: Who participates in delivering induction? (A) HR department ( ) (B) Related department ( (C) Both department ( )

particulars HR department Related department Both department Total

No. of employees 56 6 3 65

`percentage 86% 9% 5% 100%

Who participates in delivering induction?

5%

9%

HR department Related department 86% Both department

Interpretation:- In this question I saw that there are 65 sample size out of 160 staff level
employees. From which 56 employees (86%) said that HR department provides the induction program but some employees 6 (9%) are those who did say that the related department provides the induction program but 3 employees (5%) told me that both department provides the induction program.

Q.3:- Are you satisfy with all the policies of world health partners? (A) Yes ( ) (B) No ( ) (C) Partially ( )

particulars Yes No Partially Total

No. of employees 46 17 2 65

`percentage 71% 26% 3% 100%

Are you satisfy with all the policies of world health partners?
3% 26% Yes No 71% Partially

Interpretation:- When I asked to the employees about the policies of the company that
they are satisfy with the policies then 46 employees (71%) did say yes we are satisfied with its policies but in which some employees 17 (26%) are those who said that no we are not satisfied with its policies but remaining employees 2 (3%) did say that yes we are satisfied with its policies but some extent.

Q.4:- How does the company recognize the need for the training? (A) Though Questionnaire ( ) (B) Performance ( ) (C)Reference ( )
particulars

Though Questionnaire Performance Reference

Total

No. of employees 17 46 2 65

`percentage 26% 71% 3% 100%

How does the company recognize the need for the training?
3% 26% Through questionnaire Through performance 71% Reference

Interpretation:-Here I found that the company recognize the training need through the
questionnaire 17 employees (26%) said so as but most of the employees 46 (71%) said that the company does recognize training need through our performance if our performance is not good then the company provides training in that particular field and at last 2 (3%) employees are those who replied to me that we get the training through the references that we should need training.

Q.5:- What type of training is conducted by you? (A) Outdoor ( ) (B) Classroom training (C) On the job training ( ) (D) Apprentice training (F) online training ( )
particulars No. of employees 6 23 26 7 3 65 `percentage 9% 35% 40% 11% 5% 100%

( (

) )

Outdoor Classroom On the job Apprentice Online

Total

What type of training is conducted by you?

5%

11%

9% Outdoor 35% Classroom training On the job training

40%

Apprentice training online training

Interpretation:- Here I got that 6 employees (9%) get the outdoor training while 23
employees (35%) get the classroom training and on the other hand 26 employees (40%) get the on the job training while 7 employees (11%) get the apprentice training and remaining 3 employees (5%) get the online training in the company.

Q.6:- What is the module duration for training program? (A) 1-3 days ( ) (B) 3-6 days (C) More than one week ( ) (D) within 2 week

( (

) )

particulars

1-3 days 3-6 days More than one week within 2 week
Total

No. of employees 13 20 17 15 65

`percentage 20% 31% 26% 23% 100%

What is the module duration for training program?

23% 20% 1-3 days 3-6 days 26% 31% More than one week within 2 week

Interpretation:- In this question I found that 13 employees (20%) are those employees
who done your training within 1-3 working days while 20 employees (31%) are those who done your training within 3-6 working days but on the other hand some employees 17 (26%) done your training project more than one week and remaining 15 employees (23%) are those who completed your training program within 2 week working time period.

Q.7: Does the company provide any profit sharing policy? (A) Share ( ) (B) Bonus (C) None ( )
particulars

Shares Bonus None

Total

No. of employees 13 17 35 65

`percentage 20% 26% 54% 100%

Does the company provide any profit sharing policy?

20%

54% 26%

Shares Bonus None

Interpretation:- Hereby I got information that employees were saying , we get the profit
sharing out of 65 sample size 13 employees (20%) were saying that we get the profit sharing through the shares but 17 employees (26%) were saying that we get the profit through bonus and remaining 35 employees (54%) said that we do not get the profit sharing from the company.

Q.8:- Does the organization provide any recreational activities? (A) Yes ( ) (B) No
particulars No. of employees 52 13 65

(
`percentage 80% 20% 100%

Yes No
Total

Does the organization provide any recreational activities?

20%

Yes No 80%

Interpretation:- Here I found that 52employees (80%) said yes we get the recreational
facilities but on the other hand remaining 13 employees (20%) said that no, we do not get the recreational facility from the company side.

Q.9:- Does the organization provide any retirement benefits? (A) Age Relaxation ( ) (B) Pension (C) Provident fund ( ) (D) Gratuity
particulars No. of employees 7 13 33 12 65

( (

) )

Age relaxation Pension Provident fund Gratuity

Total

`percentage 11% 20% 51% 18 100%

Does the organization provide any retirement benefits?

18% 11% 20%

Age Relaxation Pension Provident fund

51%

Gratuity

Interpretation:- Through this question I got that 7 employees (11%) did say that yes we
get the retirement benefit through the age relaxation while 13 employees (20%) are those who did say that I get the retirement benefit through pension scheme and on the other hand 33 employees (51%) said that we get the retirement benefit through the provident fund scheme and remaining 12 employees (18%) have told that yes we get the retirement benefit but we get through the gratuity fund scheme.

Q.10:- Does the organization adopt any on job safety measures? (A) Fire safety ( ) (B) Electric safety
particulars No. of employees 45 20 65

(
`percentage 69% 31% 100%

Fire safety Electricity safety

Total

Does the organization adopt any on job safety measures?

31%

Fire safety 69% Electric safety

Interpretation:- From this questionnaire I got the information that 45employees (69%)
said yes here is the company adopt fire safety and remaining 20 employees (31%) did say that electricity safety also is there in the company premises.

Q.11:- Which appreciation scheme is followed by the organization? (A) Incentives ( ) (B) Increments ( (C) Promotion ( )

particulars

Incentives Increments Promotions

Total

No. of employees 26 30 9 65

`percentage 40% 46% 14% 100%

Which appreciation scheme is followed by the organization?

14% 40% Incentives Increments 46% Promotion

Interpretation:- 26 employees (40%) have told to me that we get the appreciation

through the incentives from the company. And 30 employees (46%) did say that yes we get the appreciation from the company but through the increments within the company premises. And remaining only 9 employees (14%) are those who did say that of course we get the appreciation from the company but we get through the promotion.

Q.12:- Does your supervisor or employer take a personal interest in helping you to get ahead at your job? (A) Strongly agree ( ) (B) Agree ( ) (C) Neutral ( ) (D) strongly disagree ( )

particulars

Strongly agree
Agree

No. of employees 39 13 10 3 65

`percentage 60% 20% 15% 5% 100%

Neutral Strongly disagree

Total

Does your supervisor or employer take a personal interest in helping you to get ahead at your job?
15% 5% Strongly agree 20% 60% Agree Neutral strongly disagree

Interpretation:- Here I found the information that 39 employees (60%) strongly agree
and they said yes the supervisor or the personnel manager helps us to go ahead.13 employees (20%) did say that we agree with this that the supervisor or may be personnel manager helps us they were not fully confident. And 10 employees (15%) told me that we cannot say something because sometimes the supervisor or may be personnel manager helps us and sometimes does not help us. but out of 65 employees, 3 employees (5%) are those who did say that we do not agree with this that the supervisor or personnel manager helps to us to go ahead so they were totally disagree.

Q.13:- Does personnel department provides proper information whenever required? (A) Strongly agree ( ) (B) Agree ( ) (C) Neutral ( ) (D) strongly disagree ( )

particulars

Strongly agree
Agree

No. of employees 43 13 8 1 65

`percentage 66% 20% 12% 2% 100%

Neutral Strongly disagree

Total

Does personnel department provides proper information whenever required?

2% 12% 20% 66% Strongly agree Agree neutral Strongly disagree

Interpretation:- Here I found the conclusion that 43 employees (66%) strongly agree
and they said yes the personnel department helps us to providing the information.13 employees (20%) did say that we agree with this that the personnel department helps us in providing the information they were not fully confident. And 8 employees (12%) told me that we cannot say something because sometimes the personnel manager helps us and sometimes does not help us. but out of 65 employees, only 1 employees (2%) are those who did say that we do not agree with this that the supervisor or personnel manager helps to us to go ahead so they were totally strongly disagree.

Findings and Observation:

Through the questionnaire I found that the company provides the induction program to their employees within the organization and the HR department takes more involvement in this induction program. I got the information from the company related with the HR policies that most of the staff level employees were satisfied but on the other hand I got that some employees are those who are not satisfied.

One more finding I got that if the employees do not work perform well then company identified that what are the reason from which the employees are not performing well if the work performance is poor then the company provides training to them for improving his knowledge, skills, and attitudes. The company World Health Partners also provides the recreational facility as well as the retirement benefits to their employees for their future Endeavour and reduces his burden within the organization.

The company World Health Partners also gives an opportunity as a appreciation scheme to their employees through the incentives, increments and promotion of the employees within the organization to get the more outputs from lesser inputs and also provides safety equipments such as fire safety and electricity safety.

The employers means the personnel manager and might be supervisors also helps to their employees in providing the information and to go ahead in his future ife.

Limitations:
As the organization is big and most of the time the HR manager was busy with their work, thats why I got less time to collect and know about the organization, but though I tried to get most of the information required. Some of the respondent did not react favorably to the questionnaire.

It is possible that recommendations made are not sufficiently exhaustive. It is possible that respondent might have tried to made consistency in the terms of their responses.

Interviewing of the employees in administrative block was not easy. They were reluctant to answer or even talk.

Suggestions:
As in the competitive world where the need for every organization to prove it the best and make an outstanding and remarkable progress is the need, no fact could be left ignored. Every organization must know the shortcomings and must try to go for building up the shortcomings. An ethical practice in any organization could only be achieved if the organization works for well being of its employees. Every organization must possess a basic structure and the organization must be enough to reward its outstanding performance and must appreciate the initiative works. According to the survey been conducted with various HR heads of various organizations here are few suggestions from their side: Induction practice Behavioral trainings Motivational tools Welfare activities Reward and recognition scheme

Induction practice: Induction is must in every organization for all level of employees to make them well known of the industry they are working in. The best ways to perform induction may be through Lectures Power point presentation prepared explaining companys policies. Manuals Diaries But the most adopted one is through personal induction. The induction program must follow a proper feedback from employees been put into the program which is again an ethical practice and is achieved by Induction scheduling Opinions from supervisors Feedback forms.

Behavioral training: Behavioral training is boon for any organization.

The organization could provide on the job training, which is quite common and most adopted. The organization may also go for outdoor training.

The job rotation could be preferred which could make the employee skilled is overall working of an organization. The organization may provide a basic training for first aid, and safety or fire safety training.

A proper feedback must be taken to grasp the extent the employees have versed themselves with knowledge

The proper feedback could be taken through Evaluation Questionnaire Feedback forms Submission of report through trainee Feedback through trainers.

Motivational Tools: Motivating for the work is inseparable to continue productivity. But work when itself serves as motivation then progress is inevitable. The organization must take great care to motivate its employees through various methods. Promotion may be one of the best motivational factors. promotional basis could be Work performance Qualification Performance evaluation Skill enhancement

 Organization may also provide fringe benefits such as Leave travelling allowances Medical Free transportation Employee state insurance ( ESI ) House lease Hospitalization.

Welfare Activities: The organization ma adopt welfare policies such as The organization must also possess a grievance handling committee. Exit interview must be adopted for employees who are leaving an organization to know the reason why one is leaving the organization.

Reward and recognition scheme: Rewarding the best work not only provide the candidate with appreciation but also provide enthusiasm to do better. A competitive spirit is also developed to perform the best. Some of the practices of rewarding the employees practiced in organization areo Award after completion of 10 years of service. o Yearly reward scheme. o Overall equipment efficiency reward. o Quality man of the year award. o Increments. o Promotions. o Incentives. o Monetary rewards. o Best man of the year. o Paid vacations to the foreign trip.

Conclusion:
Bonus facility provided by the organization is satisfactory. Hence, from analysis and observation it can be conducted that world health partners providing lot of beneficiary schemes to their employees. They have good management and employees relation.

Recreational facility provided by the organization is also satisfactory. The company has some weakness with respect to certain functionalities, but it has managed to have an impact in providing the best to its employees.

The company has some also other weaknesses that are some employees were not favor with the companys policies.

BIBILIOGRAPHY: Through Internet Through Journals Through Newspapers Through the Internal sources. Through the questionnaire method.

Q.1:- Does the company provide induction for new employees? (A) Yes ( ) (B) No (

Q.2:- Who participates in delivering induction? (A) HR department ( ) (B) Related department ( (C) Both department ( ) Q.3:- Are you satisfy with all the policies of world health partners? (A) Yes ( ) (B) No ( ) (C) Partially ( ) Q.4:- How does the company recognize the need for the training? (A) Though Questionnaire ( ) (B) Performance ( ) (C)Reference ( ) Q.5:- What type of training is conducted by you? (A) Outdoor ( ) (B) Classroom training (C) On the job training ( ) (D) Apprentice training (F) online training ( ) Q.6:- What is the module duration for training program? (A) 1-3 days ( ) (B) 3-6 days (C) More than one week ( ) (D) within 2 week Q.7:- Does the company provide any profit sharing policy? (A) Share ( ) (B) Bonus (C) None ( ) Q.8:- Does the organization provide any recreational activities? (A) Yes ( ) (B) No Q.9:- Does the organization provide any retirement benefits? (A) Age Relaxation ( ) (B) Pension (C) Provident fund ( ) (D) Gratuity Q.10:- Does the organization adopt any on job safety measures? (A) OH & Facility ( ) (B) Fire safety (C) Electric safety ( )

( (

) )

( (

) )

( (

) )

Q.11:- Which appreciation scheme is followed by the organization? (A) Incentives ( ) (B) Increments ( (C) Promotion ( ) (D) Appreciate publicly (

) )

Q.12:- Does your supervisor or employer take a personal interest in helping you to get ahead at your job? (A) Strongly agree ( ) (B) Agree ( ) (C) Neutral ( ) (D) strongly disagree ( ) Q.13:- Does personnel department provides proper information whenever required? (A) Strongly agree ( ) (B) Agree ( ) (C) Neutral ( ) (D) strongly disagree ( )