A PROJECT REPORT

ON
Topic
“HR POLICIES AND ITS IMPLEMENTATION”
AT
“DEEPAK NITRITE LIMITED”

Submitted By
Name of Student – Shankar Lal
Roll No. – 0243MB22M141

Under the Guidance of

Pr. Vivek Couksey
H.O.D
Pr. Kamlesh Dhar Badgaiyan

Department of Management
Mekalsuta College of Management (M.P.)
2023-24
1
 PREFACE

Human resource management is concerned with people element in

management.Since every organization is made up of people, acquiring their services,
developing their skills/ motivating to high level of performances and ensuring that they
continue to maintain their commitments to the organization which are essential to
achieve organizational objectives. This project is meant to know the Human Resource
Policies in the organization.
The HR Policies are a tool to achieve employee satisfaction and thus highly motivated
employees. The main objective of various HR Policies is to increase efficiency by
increasing motivation and thus fulfill organizational goals and objectives. The
objective is to provide the reader with a framework of the HR PolicyManual and the
various objectives that the different policies aim to achieve. Themain focus was on the
managerial levels of employees in DEEPAK NITRITE LTD.

2
 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 for
giving me an opportunity to explore the practical knowledge practiced by the company.
This project could not been completed without the able guidance and support
and the faculty members. I am very glad to work with the organization as a trainee. I
am grateful to HR Department of DEEPAK NITRITE 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. Working on this project
has proved to be an enlightening experience for me.

Name- Shakar Lal

Branch - MBA 3rd Sem
(HR Finanace)

3
 DECLARATION

I, Shakar Lal, hereby declare that all the information furnished in this
PROJECT, is my original work containing authentic facts. This piece of work is Only
being submitted to Mekalsuta College Management of Dindori in the partial
fulfillment for the degree of Post Graduation Diploma in Business Management.

Name- Shakar Lal

Branch - MBA 3rd Sem
(HR Finanace)

4
Company Profile

5
 Tableof Contents

Serial Chapter Page

No No

1 Introduction
AboutTheOrganization 7
AboutTheTopic 24
ObjectiveandScopeofStudy 28

2 ResearchMethodology
30
MethodsofDataCollection 31
32
2.2 Sampling

2.3HypothesisandAboutQuestionnaire

3 HRPoliciesinDeepakNitriteLtd. 33

4 DataAnalysisandInterpretation 44

5 Conclusions 64

6 SuggestionsandRecommendations 65

7 Bibliography

6
 EXECUTIVESUMMARY
My internship at Deepak Nitrite Limited, Pune was a great exposure to the
industry. After going through my summer training, I had a firsthand experience
of how an industry as well as HR department functions.

INTRODUCTIONOFPROJECT
This project is about the HR Policies in Deepak Nitrite Limited. The HR
Policies inanorganization helps every individualto raise his/her potential in all
facets by helping him to be satisfied and secured about his present and future.

PROJECT TITLE
Thetitleofthe project is“HR Policies and Its Implementation in Deepak Nitrite
Limited”. As the name indicates it is the study of the HR Policies prevalent in
the organization.

ORGANISATION
Deepak Nitrite began with a vision to support the country’s drive towards self
sufficiency and import substitution in 1970. What began as a fully indigenous
sodium nitrite and sodium nitrate plant in Nandesari, Gujarat, has now grown
into a globally proactive company with a presence in over 20 countries ,
including USA, European Union & East European nations, Japan, ASEAN
countries, South Korea and South America. This has led to a paradigm shift
from low value bulk chemicals and intermediates to high value fine and
specialty chemicals based on our core expertise as well as lateral and vertical
integration of our existing products, exploring downstream derivatives.

With a strong focus on customer satisfaction, the company has set up Custom
Manufacturing services to meet specific needs of end users. Our capabilities
extend to the manufacture of high-value, specialty products either based on our
own end products or developed especially for our users.

DNL has been ranked amongst the top 500 Body corporate by Dun and
Bradstreet for the last three years.

7
INTRODUCTION

8
ABOUTTHE ORGANIZATION
Deepak Nitrite began with a vision to support the country’s drive towards self
sufficiency and import substitution in 1970. What began as a fully indigenous
sodium nitrite and sodium nitrate plant in Nandesari, Gujarat, has now grown
into a globally proactive company with a presence in over 20 countries ,
including USA, European Union & East European nations, Japan, ASEAN
countries, South Korea and South America. This has led to a paradigm shift
from low value bulk chemicals and intermediates to high value fine and
specialty chemicals based on our core expertise as well as lateral and vertical
integration of our existing products, exploring downstream derivatives.

With a strong focus on customer satisfaction, the company has set up Custom
Manufacturing services to meet specific needs of end users. Our capabilities
extend to the manufacture of high-value, specialty products either based on our
own end products or developed especially for our users.

DNL has been ranked amongst the top 500 Body corporates by Dun and
Bradstreet for the last three years.

Deepak Nitrite is a leading manufacturer of organic, inorganic, fine and

specialty chemicals and a world leader in 2, 4 and 2, 6 Xylidine. Working with
our partners, customers, we seek to find better ways to meet market demands,
using innovative processes and methods. Our people, our technologies and our
years of expertise unite to deliver superior products and services that improve
life.

Deepak Nitrite is the preferred business partner of chemical majors worldwide

in Pharma, Rubber, Colourants and Imaging chemicals. Headquartered at Pune,
we are a multi-division and multi-product company that has manufacturing
facilities at Nandesari, in Gujarat and at Pune, Roha and Taloja in Maharashtra
and Hyderabad in Andhra Pradesh, all of them complying with ISO 9001:2000
standards.

We are poised to take on the opportunities offered by globalization, increasing

shareholder value, improving opportunities for our employees, driving greater
innovation and seeking sustainable solutions for the world. We are a signatoryto
the Responsible Care initiative and are committed to ethical business practices.

9
VISION&MISSION

The purpose of all human activity is to make life better. DNL believes in
improving life through innovative science. Through innovations, we constantly
endeavor to bring better products and processes that bring greater value to
society

CorePurpose

"Improve Life Through Innovative Science"

Vision

o Wearearolemodelenterprise,respectedgloballyforexcellenceinquality and
innovation
o We enhance stakeholder value while adhering to the code of responsible
care and ethical values
o Weareanemployerofchoiceandpreferredbusinesspartnerworldwide

CorporateValues

DNL believes in honoring its commitment. integrit yandtransparencyarean integral

part of our relationship with customers, employees, society.

Respect for Life: the company believes that life in all its forms must be
respected. We respect and value our people. Our employees are our value
creators whose efforts, creativity and bond we cherish. Our customers, who
reward us for our value creation and our stakeholders, who are committed to us
in our endeavor to improve life. We also recognize and respect our environment
and take every effort to preserve it.

10
VALUE STATEMENT
Integrity Weareopen,ethical,transparent&uncomprisinginourwork.

Setagoal,analyzethefactsandworkonalternativesandconclude
Decisiveness
them in fixed time frame.

We encourage group interaction and working together.

TeamSpirit
Unitedandcollectivedriveachievesthedesiredgoal.

Commitment Wekeepallpromisesmadewithinandoutsidethecompany.

We are concerned for our environment, society and employees

Caring
and work for their betterment.

Wearearole modelandbenchmark company forourproducts,

Excellence
services and business processes.

We nurture creativity and encourage application of knowledge

Innovation
and ideas in all facets of our business.

Customer Customer is uppermost in our mind.

Orientation We work to exceed his expectations

11
 QUALITYANDENVIORNMENT

At DNL quality is the keyword in every activity and a constant endeavour to

achieve standards of the highest levels has been an ongoing commitment from
the time of its inception as well as recognition and acknowledgement of this
devotion. This achievement has been set as a benchmark to go forward in
excellence.

For DNL it is an ongoing process to continuously explore new product

applications, competitive technologies and potential markets. DNL has scaled
this success with its trademark of commitment and quality.

The commitment towards this is apparent from the fact that DNL has a total
manpower of 85 persons supporting the Quality and Technical functions at its
various manufacturing facilities.

All its products are manufactured in accordance with the current acceptable
world standards. All its manufacturing facilities have been upgradedconforming
to the current ISO: 9001:2000 standard, from the earlier ISO: 9002:1994
standard, and are now certified by KPMG for ISO: 9001:2000 standard..

Themajorenvironmentalissuesaddressedare:

o Ongoing manufacturing processes are studied in detail with a view to

minimize generation of liquid/gaseous waste streams as a part of
continuous improvement.
o A specially constituted Pollution control Cell at our R&D centre is
actively engaged in developing technologies for environment protectionat
our manufacturing plants. Our Pollution Cell in fact also helps out smaller
industrial units that do not have capabilities and infrastructure for such
jobs. The efforts of our team are not aimed at just pollution minimization
but also to conserve energy, improve process yields and product quality.

The above practices help inachieving strict compliance withstatutorystandards

laid down by the regional Pollution Control Authorities for plant effluent and
emission quality.

12
 FACILITIES
DeepakNitrite Limited has five manufacturingfacilities atdifferent locations in
the Western part of India that have a logistic advantage being within six hours
from a major port.

The company manufactures Inorganic, Oraganic and Fine & Speciality

chemicals. There are two units inthe state of Gujarat and three units inthe state
ofMaharashtra. The InorganicChemicals areproducedat oneofthe facilities in
Gujarat while the Organic and Fine & Speciality chemicals are produced at the
other facilities. One of the facilities is devoted to the processes Hydrogenation
and Reductive Alkylation.

Each of the facilities has DCS controlled operations. The company's main
strengths are Nitration, Chlorination and Hydrogenation.

The company also has the technical capabilities to carry out the following
reactions at its plants.

1. AlkaliFusion-HighTemperatureFusionReactions
2. Alkylation–Hydrogenation
3. Amination–Nitration
4. Chloronation-0xidativeBromination
5. Diazotisation-Reductivealkylation
6. Esterification–Sulphonation
7. Acylation-HighPressure/TemperatureOxidations

The manufacturing facilities produce a range of chemicals that cater to a

spectrum of industries like Pharmaceuticals, Colourants, Agrochemicals,
Cosmetics, Water Treatment & Corrosion Prevention, Rubber and Refineries.
The facilities are equipped to handle bulk hazardous raw materials likeBenzene,
Toluene, Xylene, Ammonia, Concentrated Nitric Acid, Concentrated Sulphuric
Acid, Chlorine and Sulphur Trioxide.

Each manufacturing facility has a proper ETP to ensure that the COD and BOD
levels of the discharge are maintained as per the prescribed standards set by the
Pollution Control Boards.

13
 RESEARCHANDDEVELOPMENT
At Deepak Nitrite, R&D is the key to survival and growth, given that a fast
paced global environment results in ever changing customer needs and new
products and processes drain away competitiveness.

From mere quality issues, Deepak Nitrite has now moved into the field of
customized chemicals, newer technologies, expanding applications that satisfy
customers.

To that end we have a central R&D facility, the Deepak Research &
Development Centre (DRDC) at Pune that has been approved by the
Government of India., Dept. of Science & Technology. DRDC has a
sophisticated analytical laboratory and facilities for testing new technologiesand
new products.

A team of over 30 persons, including PhDs and Chemical Engineers are

supportedbyatechnicalservices group ofChemists/ChemicalEngineers atthe
manufacturing divisions. The Centre works closely with reputed universitiesand
research institutes of India like the University Institute of Chemical Technology
– Mumbai, National Chemical Laboratory - Pune and the Indian Institute of
Chemical Technology – Hyderabad.

Approved by the Government of India., Dept. ofScience & Technology, the

centre is primarily engaged in research and process development for new
products as well as optimization of the manufacturing processes for existing
products. The pilot plant of the company ensures solutions for extremely
demanding customers.

14
 BOARDOF DIRECTORS
ShriC.K.Mehta,Chairman

He is the founder oftheCompanyand is associated withitsince2ndMay1970, right

from the date of inception of the Company. He is a well known industrialist,
having 46 years of versatile experience in the Chemical Trade and Industry and
is also founder of Deepak Fertilisers and Petrochemicals Corporation Limited.
He is the Chairman of both the Companies.

ShriDeepakC.Mehta,ViceChairman&ManagingDirector

He is a Science Graduate closely associated with the Company since 23 years.

He is a Managing Director of the Company and successfully looking after dayto
day affairs of the Company from 1983.

ShriAjayC.Mehta,ManagingDirector

He is a Science Graduate with Honours and Master of Science (Chemical

Engineering) fromthe University of Texas, USA. He is actively associated with
the Company since 1984 and is a Managing Director of the Company from
1.12.1989.

ShriShrenikKasturbhai

He is a well known Industrialist and a MBA from Harvard University. He is a

financial expert and a person upholding the highest virtues. He provided
exemplary leadership as the Chairman of the Company for a period of 27 years.
He is associated with the Lalbhai group of Companies for past many years.

ShriM. R. B.Punja

Former Chairman and Managing Director of the Industrial Development Bank

ofIndia (IDBI), a premier financial institution of the Country, he possesses rich
experience in the field of Finance and Management.

ShriA.K.Dasgupta

He is a Science Graduate along with Bachelor of Chemical Engineering having

rich experience in the field of Chemicals and is responsible for producing
various resins and chemicals for the first time in India. He has been associated
with the Company since 1978.

15
ShriHasmukhShah

He is Ex-Chairman and Managing Director of Indian Petrochemicals

Corporation Limited. He has also held various important positions like Joint
Secretarytothe Prime MinisterofIndia, SecretaryofPostand TelegraphBoard,
Chairman of Gujarat Industrial Investment Corporation, Vice Chairman of GE
Capital (India), Chairman of Gujarat Industrial Research & Development
Agency and Gujarat Ecology Commission. Shri Shah has made significant
contribution in social, cultural and rural development activities like leprosy
eradication,water managementconservationand managementofman-madeand
other natural heritage. He has also contributed significantly in the academic and
research areas. He is holding the office of Chairman in National Institute of
Design and Gujarat Institute of Desert Ecology and is an active member on the
Board of several Companies. He has joined the Company w.e.f. 21/10/2003.

ShriNimeshKampani

He is a chartered Accountant. He has built up 25 years strong domesticfranchise

for the JM Financial Group in India. Shri Kampani who is arguablythe oldest
investment banker in the country, has in a career spanning the last three
decades, been involved in the development of the capital markets in India and
advised many Corporates on restructuring , merger and acquisitions and
providing complete financial solutions tailor-made for their capital raising
needs. He has served on various committees of Securities and Exchange Board
of India (SEBI) and was a member of the Bhagwati Committee on SEBI
regulation for Substantial Acquisition of Shares and takeovers. He has also
served as a Chairman and member of the Financial Services Committee and
National Council of the Confederation of Indian Industry (CII). He has joined
the Company w.e.f. 21/10/2003.

ShriSudhinChoksey

Shri Sudhin Choksey is a Chartered Accountant having vast experience in the

fieldof Finance. He is aManagingDirectorofGRUH Finance Limited andalso a
Director and member of Audit Committee of Gujarat State Financial Services
Limited. He has joined the Company w.e.f. 30/03/2005.

16
ShriBergisDesai

Shri Berjis Desai is a Solicitor and a Managing Partner of M/s. J. Sagar &
Associates, a renowned firm of Solicitors & Advocates. He has extensive
experience as an arbitrator and counsel in the field of Corporate Laws and also
in international commercial & domestic arbitration. He has also worked as a
journalist with a leading Indian daily and continues to be a columnist in the
Indian newspapers. He is a member of American Arbitration Association, The
Bombay Incorporated Law Society and an Arbitrator at The London Court of
International Arbitration

Dr.RichardH. Rupp

Dr. Rupp is Ph. D. Chemistry (with distinction) from University of Karlsruhe,

Germany and has done his program for Executive Development, IMD at
Lausanne, Switzerland. Dr. Rupp has held various top level positions in leading
multinational companies such as Hoechst AG, Germany, Lonza, Switzerland
and Allessachemie,Germany. His focushasbeeninthe fieldofpharmaceuticals and
fine chemicals. Dr. Rupp's experience encompasses a mix of scientific, technical
as well as managerial roles. He is well acquainted with the US, European and
Asian markets, especially the Indian sub-continent by virtue ofhis earlier tenure
as R&D Director, Hoechst India Ltd. (1984 - 1988). Presently, Dr. Rupp is
associated with Acoris Research Limited as President.

ShriSudhirMankad

Shri Sudhir Mankad has done MA in History from Delhi University and
Diploma in Development Studies from Cambridge University. He was in the
Indian Administrative Services (IAS) from 1971 to 2007. He has held various
importantpositions inGovernmentofIndia including varioustoplevelpositions
inGovernment ofGujarat as PrincipalSecretary, Finance Department, Principal
Secretary, Education Department, MD Gujarat Alkalis and Chemicals Ltd.,Joint
MD, Gujarat Industrial Investment Corporation, and Director of Higher
Education. He had also been the Chairman of Gujarat Industrial Power
Company Ltd. and Gujarat Maritime Board (GMB) in past.

Presently, he is a Chairman of Gujarat Institute of Desert Ecology and a

Member of High Power Expert Committee on Urban Development,Government
of India. He has joined the Company w.e.f. 13th May, 2009.

17
 ACHIEVEMENTS
DNL has many a firsts to its credit and these have been earned through its
constant endeavour for identification of products that are required by the end
userindustries.DNL'sR&Dcentre inPune aimstoprovidespecializedproducts that
add value and enhance every aspect of life.

Mentionedherearesomeofthecompany'sachievements:

o SirP.C.RAYAwardforthe BestChemicalManufacturingUnitinIndia
o Awarded the "EXPORT HOUSE" status by the Govt. of India in 1998and
is in force till date.
o The Federation of Indian Chambers of Commerce and Industry (FICCI)
award was presented, by the then Prime Minister of India, Mr. I. K.
Gujral, to the then Vice-Chairman of DNL Mr. C. K. Mehta 1997-98.
o The company won the Certificate of Merit, at the "ENVIROTECH '93",
for sustainable development for adopting environment friendly practices
'in house' for the treatment and disposal of the effluent generated at its
various manufacturing facilities, from the CHEMTECH Foundation,
India. The company is one of the first to display the figures of the
pollution emitted at the gate of each of its manufacturing facilities on a
daily basis.

18
 MILESTONES
In a short span of 30 years DNL has steadily climbed the steps of excellenceand
is continuing in its efforts to reach the top and be the best. Mentioned here are
some of its milestones:

Beyond2000DiversificationandConsolidationinrelatedproduct areas
AcquiredAryanPestocidesLtd,DASDAbusinessof Vasant
Chemicals Ltd.
1996 Catalytic Hydrogenation plant commissioned
1993 MeritCertificatefromCHEMTECHFoundation
1991 Nitro Aromatics plant commissioned
1984 DNLacquiresDyestuffandIntermediates Unit
1982 DNLPromotesDeepakFertilizers&Petrochem.Ltd.
1974 P.C. Rayaward
1972 SodiumNitritePlantcommissioned
1971 DNLwent Public
1970 DNLPromoted

19
 DNLPRODUCTRANGE
With years of expertise, a track record of innovation and indigenous
development, Deepak Nitrite produces a spectrum of chemicals. We cater to a
widerangeofindustries includingColourants, Agrochemicals,Pharmaceuticals,
Rubber, Speciality & Fine chemicals and have the world’s largest chemical
companies as our customers.

Deepak Nitrite is the world leader in 2, 4 Xylidine and 2, 6 Xylidine and the
second largest producer of DASDA.We also manufacture a wide range of
intermediates for use in industrial explosives, paints, cosmetics, lubricants,
polymers, optical brighteners, photographic chemicals, petroleum additives,
specialty fibres and water treatment chemicals.

ClickheretoviewtheDNL"ChemistryofGrowth"chart.

Productsmanufacturedaretailormadeaspertheneedsandspecific requirements of
the customer.

Inorganic&PerformanceChemicals
CASReg.
PRODUCT SYNONYM
No.
SodiumNitrite Filmerine,Erinitrit [7632-00-0]

SodiumNitrate NitricAcidsodiumsalt,Sodaniter,Nitrateof [7631-99-4]

soda
o-Nitrocumene 2-Nitrocumene [6526-72-3]
DNPT(Blovel) Dinitrosopentamethylenetetramine(Blovel) [101-25-7]
Fine&SpecialityChemicals
CASReg.
PRODUCT SYNONYM
No.
MMDPA 4-Methoxy-2MethylDiPhenylAmine [41317-15-1]
MethoxyamineHCl O-Methylhydroxylaminehydrochloride [593-56-6]

SMIA Z-2-Methoxyimino-2-(furyl-2-yl)aceticacid, [97148-39-5]

ammoniumsalt
EthoxyAmineBase O-Ethylhydroxylamine [624-86-2]
Resorcinol 1,3-Dihydroxybenzene [108-46-3]
1,3CHD 1,3Cyclohexanedione [504-02-9]
4-HydroxyCarbazole 4-HydroxyCarbazole [52662-39-8]
DASDA 4,4Diaminostilbene2,2Disulphonic Acid {81-11-8}
PNTSA ParaNitroTolueneOrtho Sulphonic Acid [121-03-9]

20
DNSDA 4,4Dinitrostilbene2,2Disulphonic Acid [3709-43-1]
DEMAPCrstalline N,N-Diethyl-m-aminophenol [91-68-9]
DEMAPKetoAcids 4-(Diethylamino)salicylaldehyde [17754-90-4]
Acetaldehydeoxime Acetaldoxime [107-29-9]
OrganicChemicals

PRODUCT SYNONYM CASReg.

No.
2EHN 2 EthylHexylNitrate(2EHN) [27247-96-7]
2,3-Xylidine 2,3-Dimethylaniline [87-59-2]
2,4-Xylidine 2,4-Dimethylaniline [95-68-1]
2,5-Xylidine 2,5-Dimethylaniline [95-78-3]
2,6-Xylidine 2,6-Dimethylaniline [87-62-7]
3,4-Xylidine 3,4-Dimethylaniline [95-64-7]
3-Nitro-o-xylene 3-NOX,2,3-Dimethylnitrobenzene [83-41-0]
4-Nitro-o-xylene 4-NOX,3,4-Dimethylnitrobenzene [99-51-4]
PC p-Cumidine,4-Isopropylaniline [99-88-7]
p-Nitrocumene 1-(1-methylethyl)-4-nitro-benzene [1817-47-6]
MCB Monochlorobenzene [108-90-7]
ONCB o-Nitrochlorobenzene,2-Nitrochlorobenzene [88-73-3]
PNCB p-Nitrochlorobenzene,4-Nitrochlorobenzene [100-00-5]
MNCB m-Nitrochlorobenzene,3-Nitrochlorobenzene [121-73-3]
ODCB o-Dichlorobenzene [95-50-01]
PDCB p-Dichlorobenzene [106-46-7]
2,5DCNB 2,5-Dichloronitrobenzene [89-61-2]
2,4DNCB 2,4-Dinitrochlorobenzene [97-00-7]
ONT o-Nitrotoluene,2-Nitrotoluene [88-72-2]
PNT P-Nitrotoluene,4-Nitrotoluene [99-99-0]
MNT m-Nitrotoluene,3-Methylnitrobenzene [99-08-1]
OT o-Toluidine,2-Toluidine [95-53-4]
PT P-Toluidine,4-Toluidine [106-49-0]
MT m-Toluidine,3-Aminotoluene [108-44-1]
OTBase 3,3-DimethylBenzidine [119-93-7]
PNA p-Nitroaniline,4,-Nitroaniline [100-01-6]
2,4,5TCA 2,4,5TrichloroAniline [636-30-6]
OnDemandProduct Range
PRODUCT SYNONYM CAS Reg.No.
Acetoxime Acetoneoxime [127-06-0]
AlkaliBlue PigmentBlue61 [1324-76-1]

21
 Oxybenzone,2hydroxy-4-
Benzophenone-3 [131-57-7]
methoxybenzophenone
Benzotriazole 1,2,3-Benzotriazole, 1H-Benzotriazole [95-14-7]
Beta-Resorcylicacid 2,4-DihydroxybenzoicAcid [89-86-1]
6-Amino-m-toluenesulfonicacid,
4B acid [88-44-8]
6-Amino-3-toluenesulphonicacid
Blue3G Nitrate salt [73570-52-2]
Zincsalt [33203-82-6]
Benzene-1,3-disulphonicaciddisodiumsalt,
BDSA-DSS [831-59-4]
Benzene-m-disulphonic acid disodium salt
DHBP 2,4-Dihydroxybenzophenone [131-56-6]
DMMAP Dimethyl-m-aminophenol, [99-07-0]
3-Dimethylaminophenol
GC(Guanidine carbonate) Guanidiniumcarbonate [593-85-1]
Hydroxylamine free base HA Base [7803-49-8]
Hydroxylamine HCl HAHCl, Hydroxylamine hydrochloride [5470-11-1]
Hydroxylamine sulphate HAS, Oxammonium sulphate [10039-54-0]
HAOSA Hydroxylamine O-Sulphonic Acid [2950-43-8]
InkBlue AcidBlue93,Anilineblue [66687-07-8]
MAP m-Aminophenol,3-Aminophenol [591-27-5]
MCA m-Chloroaniline,3--Chloroaniline [108-42-9]
MEHQ MonomethyletherofHydroquinone [150-76-5]
MEKO Methylethylketoxime,MEKOxime [96-29-7]
MIBKO Methylisobutylketoxime,MIBKoxime [96-29-7]
N-O-Alkylated
N,O-Alkylated-HA
Hydroxylamines
N-AlkylatedAminophenols N-Alkylated-MAP
NEMT N-Ethyl-m-toluidine,N-Ethyl-3-toluidine [102-27-2]
NEOT N-Ethy-o-toluidine,N-Ethyl-2-toluidine [94-68-8]
OA o-Anisidine,2-Anisidine [90-04-0]
o-Nitroanisole 2-Methoxynitrobenzene [91-23-6]
O Toluidine 5 Sulfonic Acid O Toluidine 5 Sulfonic Acid [98-33-9]
OPDA o-Phenylenediamine,2-Phenylenediamine [95-54-5]
OCA o-Chloroaniliner,2-Chloroaniline [95-51-2]
PCA p-Chloroaniline,4-Chloroaniline [106-47-8]
PANA Phenyl-alpha-naphthylamine [90-30-2]
Pararosanilinehydrochloride BasicRed 9,C.I.42500 [569-61-9]
RhodamineB Base SolventRed49 [509-34-2]
MBA m-BromoAnisole [2398-27-0]

22
PBA p-Bromo Anisole [104-92-7]
2,5DCA 2,5DichloroAniline(2,5DCA) [95-82-9]
3,4DCA 3,4DichloroAniline [95-76-1]
3,3DCBH 3,3DichloroBenzidineHydrochloride [612-83-9]
2ChloroP.Phenylene
2Chloro P.PhenyleneDiamine [6219-71-2]
Diamine
4 NADAPSA 4Nitro 4Aminophenylamine2Sulfonic Acid[91-29-2]
Substituted keto acids
MixXylidine

Regularlypurchaseditems:

o AlphaNaphthylAmine o Formaldehyde
o Ammonia o Hexamine
o AmmoniumNitrate o Hydrogen
o Aniline Oil o MetanallicAcid
o Benzene o Meta Cresol
o CausticPotash o Meta Xylene
o CausticSoda Lye o Methanol
o CausticSoda Flakes o PotassiumCarbonate
o Chlorine o SulphuricAcid
o ConcentratedNitricacid o SulphurDioxide
o Cumene o SulphurTrioxide
o DiluteNitric acid o Toluene
o EthylChloride o Urea

23
 STRUCTUREOFHRDEPARTMENT

NITIN V ASALKAR
SR.MANAGERHR&
ADMINISTRATION

D.R. SAWANT J.G. GUJARATHI

ASST.MANAGER-HR ASST. MANGER-
ADMINISTRATION

24
 ABOUTTHETOPIC
HUMAN RESOURCE POLICIES
Human Resource Policies refers to principles and rules of conduct which
“formulate, redefine, break into details and decide a number of actions” that
govern the relationship with employees in the attainment of the organization
objectives.

HRPoliciescoverthe following:

1. Policyofhiringpeoplewithduerespecttofactors likereservations, sex,

marital status, and the like.
2. Policy on terms and conditions of employment-compensation
policy and methods, hours of work, overtime, promotion, transfer,
lay-off and the like.
3. Policy with regard medical assistance-sickness benefits, ESI and
company medical benefits.
4. Policyregardinghousing,transport,uniformandallowances.
5. Policy regarding training and development-need for, methods of,
and frequency of training and development.
6. Policy regarding industrial relations, trade-union recognition,
collective bargaining, grievance procedure, participative
management and communication with workers.

25
FORMULATINGPOLICIES

Therearefiveprincipalsourcesfordeterminingthecontentandmeaningof policies:

1. Pastpracticeintheorganization.

2. Prevailingpracticeinrivalcompanies.

3. Attitudes and philosophy of founders of the company as also its directors

and the top management.

4. Attitudesandphilosophyofmiddleandlowermanagement.

5. The knowledge and experience gained from handling countless personnel

problems on day to day basis.

26
BENEFITSOFHRPOLICIES
Organizations should have personnel policies as they ensure the following
benefits:
a. The work involved in formulating policies requires that the management
give deep thought to the basic needs of both the organization and the
employees. The management must examine its basic convictions as well
as give full consideration to the prevailing practices in otherorganizations.
b. Established policies ensure consistent treatment of all personnel
throughout the organization. Favoritism and discrimination are, thereby,
minimized.
c. Continuity of action is assured even though top management personnel
change. The CEO of a company may possess a very sound personnel
management philosophy. He/she may carry the policies of the
organization in his/her head, and he she may apply them in an entirelyfair
manner. But what happens when he/she retires? The tenure of office
ofnay manager is finite. But the organizationcontinues. Policies promote
stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of
fairplayandjusticeandwheretheyhelppeople growwithintheorganization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup
conflicts.

27
PRINCIPLESOFHRPOLICY

1. Principle of individual development to offer full and equalopportunities

to every employee to realize his/her full potential.

2. Principle of scientific selection to select the right person for the rightjob.

3. Principle of free flow of communication to keep all channels of

communication open and encourage upward, downward, horizontal,
formal and informal communication.

4. Principle of participationto associate employee representatives at every

level of decision-making.

5. Principle of fair remuneration to pay fair and equitable wages and

salaries commensurating with jobs.

6. Principleofincentivetorecognizeandrewardgoodperformance.

7. Principle of dignity of labour to treat every job and every job holder
with dignity and respect.

8. Principle of labour management co-operation to promote cordial

industrial relations.

9. Principle of team spirit to promote co-operation and team spirit among

employees.

10. Principle of contribution to national prosperity to provide a higher

purpose ofwork to allemployees and to contribute to nationalprosperity.

28
OBJECTIVESOFSTUDY
1. TostudytheHRPoliciesofthecompany.
2. TostudytheamendmentsmadeintheHRPoliciesofDeepaknitriteLtd. since the
time of incorporation.
3. Toincorporatetheamendmentsinthebasepolicyandprepareafinalpolicy.
4. Todesigna HRPolicymanualforthecompanywithspecialemphasis onthe
“Managerial Service Conditions”.

SCOPEOFSTUDY
1. In any organization human resource is the most important asset. In
today’s current scenario, Deepak Nitrite Ltd. is a very large manufacturer
and marketer of chemical.

2. As mostofthecompany’soverallperformancedependsonitsemployee’s
performance which depends largely on the HR POLICIES of the
organization.

3. So the project has wide scope to help the company to perform well in
today’s global competition.

4. The core of the project lies in analyzing and assessing the organization
and to design an HR POLICY manual for the organization.

29
RESEARCHMETHODOLOGY

30
RESEARCHMETHODOLOGY

1. METHODOFDATACOLLECTION

The researcher has chosen the questionnaire methods of data collection due to
limited time in hand. While designing data-collection procedure, adequate
safeguards against bias and unreliability must be ensured. Researcher has
examined the collected data for completeness, comprehensibility, consistently
and reliability.

Researcher has also gathered secondary data which have already been collected
and analyzed by someone else. He got various information from journals,
historical documents, magazines and reports prepared by the other researchers.
For the present piece of research the investigator has used the following
methods:
Questionnaire
Interview
Observation

2. SAMPLESIZE

Here,researcherhastaken30asthesamplesize.

3. HYPOTHESISOFPROJECT

 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 Deepak Nitrite Ltd. makes the employees
enthusiastic towards work. 

4. ABOUTTHEQUESTIONNAIRE

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 methodofdatacollectiondueto lowcostincurred, it is free frombiasofthe
interviewer and respondent have adequate time.

31
 HR POLICIES
INDEEPAKNITRITE
LIMITED

32
OBJECTIVES

InreviewingthepurposeofHR Policies at DeepakNitrite Ltd., theorganization

stated that the HR Policies has been a key part of the management process for
the effective utilization of human resource. The company aims to fulfill the
following objectives through its HR Policies:

 Ensure a high degree of selectivity in recruitment so as to secure super

achievers and nurture them to excel in their performance.

 Impart such induction, orientation and training as to match the individual

to the task and inculcate a high sense of organizational loyalty.

 Provide facilities for all round of growth of individual by training in and

outside the organization, reorientation, lateral mobility and self-
development through self-motivation.

 Groom every individual to realize his potential in all facets while

contributing to attain higher organizational and personal goals.

 Build teams and foster team-work as the primary instrument in all

activities.

 Recognize worthy contributions in time and appropriately, so as to

maintaina high levelof employee motivationand morale. Appraisals and
promotions shall be ethical and impartial.

 Implement equitable, scientific and objective system of rewards,

incentives and control.

 Contributetowardshealthandwelfareofemployees.

MANAGEMENTREVIEW:

Management review meeting is held every six months at the Group Review.
Meet is conducted from time to time to ensure the suitability, adequacy and
effectiveness of the HR Policies.

33
CORRECTIVEACTIONFORNONCONFORMANCE:

 Nonconformance tothepolicies mentioned isreviewed bytheGroup HR

Cell, respective CEO and HR Head of the company. The review will
suggest remedial measures to avoid repetition of the non conformance
through elimination of the root causes for the same.

 Board of Directors is kept informed of the review and action plans

decided to avoid the non conformance in the ensuing monthly meeting.

DOCUMENTANDDATACONTROL:

 Documents and data aregeneratedby theCorp. HRin theform of hard

copies or electronic medium.

 Documentsarereviewedandapproved foradequacybyCorp. HRpriorto

issue.

ThevariousproceduresthatformtheHRPolicyoftheOrganizationare:

1. Recruitmentandselectionofmanpower
2. InductionandPlacement
3. Job Rotation
4. Performanceappraisal
5. Counseling
6. CareerPlanning
7. Successionplanning
8. EmployeetrainingandDevelopment
9. HumanResourceInformationManagementSystem
10. RetirementPlanning
11. Job Enrichment
12. ExitInterviews

A brief preview ofthe above mentioned policies and the various objectives that
these policies aim to achieve are given in the subsequent chapters.

Due to high level of secrecy maintained in the organization, the policies

givenbelow are according to my understanding and interpretation of the subject.

34
1. RECRUITMENTPOLICY

 In Deepak Group, recruitment and selection of personnel is

explicitly based on the criteria of their knowledge, skills and
attitudes, so as to secure super achievers and nurture them to excel
in their performance.
 Allfreshcandidates areabsorbedonlyafter satisfactorycompletion of
appropriate training.
 AlldirectrecruitmentisthroughtheHRdepartment.
 Detailed selection procedures as decided from time to time are
adhered to without any compromise.
 Above procedures shall undergo continuous refinement through
evaluation and feedback.

2. INDUCTIONANDPLACEMENTPOLICY

 At Deepak Group, new recruits imparted such induction,

orientation, training and placement so as to individuals to the task
and inculcate a high sense of organizational loyalty.
 The HRD Department and the concerned heads of parent
departments prepare a well-structured Induction Program to
acquaint the new recruits with the people, organizational structure,
and interface between different departments, functions and culture
of the organization.
 The Induction Program is formulated to suit the position of the
candidate and necessary to be provided to him.

3. JOBROTATIONPOLICY

 At Deepak Group, facilities are provided for all-round growth of

individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher
responsibilities.

 Systematic Job Rotation fromtime to time shall have a revitalizing

effect on the individual as well as the organization.

 All promotions to the level of HODs will be considered only when

an individual has undergone rotation through at least 2 sections.

35
4. PERFORMANCEAPPRAISALPOLICY

 Performance Appraisal grooms every individual to realize his

potential in all facets by helping to identify and achieve his
personal goals within the framework of organizational objectives.

 Appraisals shall be ethical and impartial so as to recognize worthy

contributions appropriately and in time in order to maintain a high
level of employee motivation and morale.

 The Performance Appraisal Systems aims at integration of

individual and organizational goals.

5. COUNSELLING

Counseling sessions, which are conducted by HR Department OR

Professional Counselor OR Performance Appraiser, are available to all
the employees in order to fulfill the following objectives:

 Toenhanceemployees’competenceandjobsatisfaction.
 Toprepareemployeesforfutureresponsibilities.
 Toestablishabetterworkingrelationshipbetweenthesuperiorand
subordinate.
 Toenableemployeestocopewithpersonalproblems.

6. CAREERPLANNINGPOLICY

 Career Planning system in Deepak Group is aimed at developing

people of the right caliber to meet present and future needs of the
organization. It shall be an essential ingredient for Succession
Planning.
 The mandatory factors to be considered prior to career planning
shall be:

a. Theorganization’slongandshorttermplans.
b. Manpowerskillsrequiredtowardsimplementingtheseplans.
c. Attrition rate of people with high potential, above average and
average caliber.
d. Recruitment through internal and external sources at all
levelsand its ratio as appropriate to the organization.
e. Thenumberofpeoplerecruitedandtrainedeveryyear.

36
7. SUCCESSIONPLANNINGPOLICY

HODs and above identify successors, primary and secondary, to his

positionatthe timeofannualappraisal. Thisis reviewedeveryyearalong with
the annual appraisal.

8. TRAININGANDDEVELOPMENTPOLICY

 At Deepak Group, training and development activities strive to

ensure continuous growth of organization by nurturing the
strengths of the employees and providing the environment and
opportunity for every individual to realize his/her potential.
 The policy aims at broadening the outlook of the individuals and
bridging the gap betweenactual performance and the performance
necessary to deliver results.
 Facilities are provided to all individuals towards self development
and all round growth through training.
 HR Department identifies average performers and provide special
training.

9. HUMANRESOURCEINFORMATIONMANAGEMENTSYSTEM

 HumanResourceInformationManagementSystems(HRIMS) aims
at:
a. Providing accurate information about employees to
management for decision making.
b. Eliminatingduplicationofefforts.
c. Offering quick and easy access to human resource information
at random as well as in regular report form.

 The system has two layers of security. Access to the system is

through keying in the valid combination of username andpassword.
Permission to access certain programs is restricted to identify key
personnel.

 An integrated employee database is maintained and continuously

updated with information from personnel at regular intervals
regarding biographical data, work experience, qualifications,
appraisal, training and career paths.

37
 10. RETIREMENTPLANNING

 At Deepak Group, retirement of all individuals is aided through

planned programs by HR Department so as to lessen the
associated misgivings and anxiety.

11. JOBENRICHMENT

 Deepak Group follows a people centered approach to job

enrichment with a view to enhance the performance of the
employee, leading to higher job satisfaction.

12. EXITINTERVIEWS

 The organization has a regular turnover of employees due to

various reasons such as retirement, voluntary retirement, and
resignation etc. from time to time. Feedback is obtained from the
employee on occasions of separation from the organization. Such
feedback on matters that effect well being of the people is useful
in improving the organization in respect of HR Policies and
practices.

The HR Policy Manual (or Managerial Service condition Manual) wasdesigned

in order to facilitate the mangers in gathering the information regarding the
various service conditions that are offered by the organization. This manual
includes the service conditions which are most frequently asked for. The various
services conditions included are:

1. ProvidentFund
2. Gratuity
3. PrivilegeLeave
4. SuperannuationScheme
5. MedicalReimbursement&Hospitalization
6. DentalPolicy
7. GroupAccidentInsuranceScheme
8. HousingLoanScheme
9. VehicleLoanScheme
10. PhonePolicy
11. LeaveTravelAssistance(LTA)
12. LocalConveyanceRules
13. TransferPolicy
14. HRRPolicyforAreaOfficeManagers

38
15. CanteenService
16. CashPayments&AdvanceSettlements
17. PerformanceExcellenceScheme
18. PerformanceexcellenceForm
19. ParivarSurakshaYojna
20. PolicyforGetTogetherofEmployees
21. NoticePeriodforManagerialEmployees
22. ConveyanceReimbursementforInterviewCandidates
23. CarPolicy
24. PostRetrialBenefits
25. InlandTravelRules
26. ForeignTravelRules
27. ApplicationforHousingLoan
28. ApplicationforCarLoan
29. Applicationfor2-wheeler Loan
30. Applicationfor2-wheeler(wards)Loan

39
 DATA ANALYSIS
AND
INTERPRETATION

40
A. RECRUITMENTANDSELECTION

1. Are yousatisfiedwiththeexternalrecruitmentsourcesperformed inyour

organization.

Externalrecruitmentsources

18%

agree
disagree

82%

INTERPRETATION: Regarding external recruitment sources 82%

employees are satisfied or agree whereas 18% are not satisfied which
is performed in the organization. Therefore, the employees are
satisfied by recruitment process.

41
 2. Are yousatisfiedwiththe monetaryreward givenonbringingacandidate on
board?

Monetaryreward

26%

agree
disagree

74%

INTERPRETATION: Regarding monetary reward given onbringing on board

74% of employees are satisfied and 26% are not satisfied.

42
 3. Areyousatisfiedwiththebackgroundchecksconductforemployees.

Backgroudchecks

22%

Agree
Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.

43
4. Are yousatisfiedwiththemonetarylimitsgiventoyoufortheexpenses?

Expenses

21%

Agree
Disagree

79%

INTERPRETATION: Regarding monetary limits provided to employees for

their expenses 79% of the employees are satisfied and 21% of the employeesare
not satisfied.

44
 B. INDUCTION

1. Theinductionprogrammeofyourorganizationisinformaltype.

Inductionprogramme

18%

Agree
Disagree

82%

INTERPRETATION: Regarding induction programme which is conducted in

the organization, 82% of the employees are satisfied whereas 18% of the
employees are not satisfied.

45
 2. Theinductionofyourorganizationcoversorganizational
structure and policies.

Induction

10%

Agree
Disagree

90%

INTERPRETATION: Regarding induction of organization, 90% of the

employees are satisfied and 10% of the employees are not satisfied. It means
that most of the employees are benefited.

46
 C. TRAININGANDDEVELPOMENT

a. ForEmployeeperformanceisthetrainingneedanalyzedinyour
organization

Employeeperformance

24%

Agree
Disagree

76%

INTERPRETATION: Regarding employee performance, 76% of employees

are satisfied whereas 24% of employees are not satisfied. It means that most of
the employees get affected from this evaluation.

47
 b. AreyousatisfiedwiththeClassroommethodadoptedbyyourorganization
to train the employees?

Classroommethod

27%

Agree
Disagree

73%

INTERPRETATION: Regarding Classroom method, 73% of the employees

are satisfied whereas 27% of the employees are not satisfied. It means most of
the employees get affected but some of the employees want training and
development programmes to train employees.

48
 c. Effectivenessoftrainingprogramin your Organization isevaluatedby
observing the post training performance of employees.

EffectivenessofTrainingprogram

32%

Agree
Disagree

68%

INTERPRETATION: Regarding effectiveness of training program, 68% ofthe

employees are satisfied whereas 32% of the employees are not satisfied. It
means that some of the employees want that evaluation of effectiveness of
training program should be done with some other method.

49
 D. PERFORMANCEAPPRAISAL

1. AreyousatisfiedwiththeBalancedScorecard method?

Balancescorecardmethod

8%

Agree
Disagree

92%

INTERPRETATION: Regarding Balance scorecard method, 92% of the

employees are satisfied whereas only 8% of the employees are not satisfied. It
means that most of the employees are benefited from this evaluation method.

50
 2. Areyousatisfiedwiththefeedbackgiventoyoubyorganization?

Feedback

28%

Agree
Disagree

72%

INTERPRETATION: Regarding feedback 72% ofthe employees are satisfied

whereas 28% of the employees are not satisfied. It means that some of the
employees get benefited but some are not.

51
 E. CAREERPROGRESSION

d. Areyousatisfiedwiththe mentorsystemfollowed for career

progression?

Mentorsystem

16%

Agree
Disagree

84%

INTERPRETATION: Regarding mentor system followed for career

progression, 84% of the employees get benefited and only 16% of the
employees are exempted.

52
 e. Areyousatisfiedwiththecompetenceanalysisandfeedbackfrom
manager?

Competenceanalysisandfeedback

22%

Agree
Disagree

78%

INTERPRETATION: Regarding competence analysis and feedback from

manager 78% of the employees are satisfied whereas 22% are not satisfied. It
means that some of the employees want feedback from other source.

53
 F. LEAVEPOLICY

1. Areyousatisfiedwiththeprivilege leaveprovidedtoyou?

Privilegeleave

17%

Agree
Disagree

83%

INTERPRETATION:Regardingprivilegeleaveprovidedtoemployees,83%
ofthe employees are satisfied whereas 17% ofthe employees are not satisfied.

54
 G. COMMUNICATIONANDDECISIONMAKINGPROCESS

1. Areyousatisfiedwiththeinformalcommunicationpattern?

Informalcommunicationpattern

13%

Agree
Disagree

87%

INTERPRETATION: Regarding informal communication pattern, 87% of the

employees are satisfied and 13% of the employees are not satisfied. It means
most of the employees are comfortable with this communication process.

55
 2. AreyousatisfiedwiththeopinionsurveyandDepartmentmeeting?

OpinionsurveyandDepartmentmeeting

24%

Agree
Disagree

76%

INTERPRETATION:Regardingopinionsurveyanddepartmentmeeting,76% of
the employees are satisfied and 24% of the employees are not satisfied.

56
 H. REWARDSANDRECOGNITION

1. Areyousatisfiedwiththemonetaryrewards?

MonetaryRewards

33%

Agree
Disagree

67%

INTERPRETATION:Regarding monetaryrewards,67%oftheemployeesare
satisfied whereas 33% of the employees are not satisfied. It means that some of
the employees want to implement non-monetary rewards in the organization.

57
 I. PERSONALACCIDENTINSURANCEPOLICY

1. AreyousatisfiedwithcontingenciescoverunderPersonalAccident
Insurance policy?

Contingencies

24%

Agree
Disagree

76%

INTERPRETATION: Regarding contingencies provided under this policy,

76%oftheemployeesaresatisfiedand24%oftheemployeesarenotsatisfied.

58
 J. MEDICLAIMPOLICY

1. AreyousatisfiedwiththeservicescoveredunderMediclaimpolicy?

Services

11%

Agree
Disagree

89%

INTERPRETATION:RegardingservicesprovidedunderMediclaimpolicy, 89%
of the employees are satisfied and 11% of the employees are not satisfied.

59
 CONCLUSION

Studyshowsthat

1. The Policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization,
reorientation, lateral mobility and self-development through self-
motivation.
2. The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
3. The Policy builds teams and foster team-work as the primary instrument
in all activities.
4. The Policy implements equitable, scientific and objective system of
rewards, incentives and control.
5. The Policy recognizes worth contributions in time and appropriately, soas
to maintain a high level of employee motivation and morale.
6. Theemployees agreeonthepartoftheirperformancethattheyknow what
is expected from them.
7. Theemployeesunderstandhowtheirworkgoalsrelatetocompany’s
goals.
8. Companyinspirestheemployees todotheirbestworkeveryday.
9. Theemployeesarenotsatisfiedwiththecommunicationanddecision-
making process as it leaks the information related to organization.
10. Theemployeesdonotreceivetheappropriate recognitionandrewards for
their contributions and accomplishments.
11. Theemployees feelthattheyarenotpaid fairlyforthecontributionsthey make
to company’s success.

60
 SUGGESTIONS&RECOMMENDATIONS

1. The Performance Appraisal of employee is evaluated on the basis of 360

degree feedback or 180 degree feedback.
2. The Organizationshould focus on mentorsystem intend to help
employees in their career progression.
3. TheOrganizationshouldconductPsychometrictestsforemployees.
4. TheTrainingshouldbe mandatoryforalllevelofemployees.
5. TheDepartmentsshoulddevelopconstructiveattitudetowardseach other.
6. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A flexible
rewardsystemshouldbeadoptedbyorganizationto improveemployee
motivation.
7. Amoretransparentand fullproofcommunicationsystemdeveloped in the
organization.
8. Replacingthelacunainthecurrentsystem.
9. Wagesandsalaryadministrationprocessshouldhavea morescientific
approach laying stress on equal wages for equal work done.

61
 BIBLIOGRAPHY

Books:
“Human Resource Management” by Ashwathapa.
“HumanResourceManagement”byMichaelArmstrong.
“HumanResourcePolicyAnalysis:OrganizationalApplications” byRichardJ.Niehaus.
Journals&Articles:

1. ArticlesbyT.V.RaoLearningSystems.
2. PoliciesofDeepakNitriteLtd.
3. DocumentsofDeepakNitriteLtd.

Websites:
www.deepaknitrite.comwww.
citehr.comwww.ask.comwww
.wikipedia.comwww.hrgroup.
comwww.ppspublishers.com

www.scribd.com

www.tvrls.com

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63