HR POLICIES AND MODULES

FOR NEETEE APPARELS

INTRODUCTION
The Neetee Human Resources Policy Manual
offers comprehensive details about its Human Resource
policies, procedures and forms.
provides supervisors and staff with access to uniform
information in order to assure equitable and consistent
application of the policies.
Neetee HR policies are to be approved, published

and distributed by the consent of the managers.

RESEARCH METHODOLOGY
Developing an understanding of Human Resource System by study
Collection of secondary data
Developing an Objective
Meeting with the HR Manager
Understanding the Need for Study
Formulating the new system
Testing and Implementation of the new system
Generating the result

OBJECTIVE
The Human Resources Policy Manual is designed to

serve the following needs:

To provide access to pertinent resources necessary for
successful employment;
To foster communication and promote understanding between
staff and their supervisors;
To assist in the development of sound and consistent human
resource practices and resources within the company.

NEED FOR A NEW SYSTEM

After discussions and deliberations with the senior HR
officials at Neetee we observed the following:
Existing policies were not documented for some of the
modules like training and performance appraisal.
The distribution of funds between various incentives and
programs were not documented.
NO policy for distribution of funds as rewrds.
The existing HR system of Neetee Apparel was an informal
one.
The 360 Appraisal they once performed, didnt work
effectively.
We felt there was a need for a new formal management system
for the employees to develop the quality of workforce to make
them the enablers for organizational growth and development.

FORMULATING THE NEW SYSTEM

After the deliberations and feedback from the officials of the human

resource management department of NEETEE Apparel, a review of

the existing system was done. The issues and concerns were
identified.
A review of the secondary data was done by exploring the existent
feedback systems in national and international garment production
and export firms.
Formulating options for the following with aim of improving the
current system such as:
o

Format of Appraisal form

Formulating a uniform system of monetary incentives on all the levels of

working class

Evaluation parameters for allocating grade points to the employees for the
given feedback

Deliberations with our faculty (Dr. Suruchi Mittar) to shortlist the

system amongst the given options.

Feedback from the higher authorities of NEETEE Clothing on the
short listed system.

THE NEW SYSTEM

SELECTION AND INTERVIEW POLICIES

Identify vacancy and evaluate need
Recruitments provide opportunities to departments to align staff skill sets to
initiatives and goals, and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the right person for the
role and team.
Replacement
When attrition occurs, replacing the role is typically the logical step to take.
Develop Position Description
It is used to develop interview questions, interview evaluations and reference
check questions.
Identify Duties and Responsibilities
General Information
Position Purpose
Essential Functions
Minimum Requirements
Preferred Qualifications

SELECTION AND INTERVIEW POLICIES

Interview

It is the opportunity for the employer and prospective employee to

learn more about each other and validate information provided by
both.

Selection

The best candidate for the position was chosen based on

qualifications

Reference Checks

The purpose of a reference check is to obtain information about a

candidates behavior and work performance from prior employers
that could be critical to your decision, regardless of their skills,
knowledge, and abilities.

Finalize Recruitment

Upon completion of the recruitment process the offer to the selected

finalist is made.

INDUCTION POLICY
OBJECTIVE
This process is designed to provide new entrants with relevant
Information required to align the Individual goals with the
organizational goals.
SCOPE
Covers all the new entrants joining the organization.
DURATION OF INDUCTION PROGRAM
For about 2 hours (depending up on the size of the group/
discussions).
INDUCTION PROGRAM HANDLED BY
HR Representative/Welfare Officer conducts the induction
program.

INDUCTION FEEDBACK FORM

Introduction
Compensation is a systematic approach to providing

monetary & non monetary value to employees in exchange

for work performed.
Compensation may be defined as money received in
performance of work and many kinds of benefits that an
organization provides to their employees.

Total Compensation
Employee Satisfaction

Rewards

Benefits

Bonus

Health Plans

Salary Increases

Retirement Plans

Promotions

Vacation/ time off

Salary

Equity Offerings
Awards

Pay

Recognition

Overtime (if in non-exempt

New job assignments

classification)

Paid Training
Working Hours

Compensation component

compensation

monetary

direct

Non monetary

indirect

Neetee Apparels compensation policy

This policy sets out the general approach to

remuneration. The company may vary this approach if

the particular circumstances of the issue require it. Any
decision to vary the approach will be made at an
appropriate level and will be communicated to the
affected employee

Salary Description- Neetee Apparels

Pay Grade Classification

Employees classification
Pay Grade E includes:
FINISHING INCHARGE
MACHINE MAINTENANCE INCHARGE
QA EXECUTIVE
SUPERVISOR

Pay Grade D includes:

ASST. SYSTEM ADMINISTRATOR
Q.A EXECUTIVE
PRODUCTION INCHARGE
STORE INCHARGE(FABRICS)
ASSISTANT MANAGER MAINTENENCE
ASSISTANT MANAGER PERSONNEL
ASST. MANAGER CUTTING
MERCHANDISER

Pay Grade C includes:

SOFTWARE DEVELOPER
MANGER PRODUCTION/I.E

Pay Grade B includes:

HR MANAGER
WET PROCESS MANAGER
QUALITY MANAGER

Pay Grade A includes:

IT HEAD
FABRIC HEAD
G.M. PRODUCTION

Closing words
After market surveys we found that the

salaries given by neetee clothing are quite

competitive with the local market.
The policies of Compensation and reward
was not documented so there was so much of
confusion among employees and new joinees
that is why qualified and talented people were
hesitating to join neetee clothing.
Now after proper classification of paygrades
and documentation of compensation policy
company will be benefited in following ways:

 Updating/ changing policies will be much easier

Calculation of CTC(cost to company) for each

employees will be quite accurate

Making increment policies or revision policies will
also be easy
Employees also will have fair knowledge of their

salary structure and employers will be able to attract

and retain the right employees.

TRAINING AND DEVELOPMENT

The Companys training & development policy has been

developed in line with the company's overall vision and

strategy.
It reflects a belief in the need to develop all permanent and
temporary employees
The Company

thinks of its workforce as an asset as well as a cost

believes that all its employees have the potential to grow, both in
their work role and personally
believes that responsibility for training and development should be
shared between the Company and its employees.
wants to empower its staff members to take some ownership of their
own development, with support from their managers and the
Company as a whole.

PERFORMANCE APPRAISAL
We have developed a new system integrating the

360 Appraisal and the self appraisal.

A Performance Appraisal form is developed.
A combined rating form is also developed to
calculate the performance ratings of all employees
and to compare them.
A performance management system was also
developed.

CRITERIA FOR PERFORMANCE APPRAISAL

EVALUATION
The formula for evaluation is:

Aggregated Points Acquired= [{(Points Acquired through

peers and seniors /12)*4)+ Points Acquired from self}/5]
If Aggregate Points Acquired

>80 = employee is eligible to promotion

79-51= employee needs training
50-35 = employee needs training and counseling
34-20 = employee should be given a warning

If an employee is eligible to promotion, he/she has to

submit a report of his/her past achievements in the

company to the HR Department who will further
scrutinize if the person is eligible or not.

FORMAT OF THE PERFORMANCE APPRAISAL FORM

FORMAT OF THE EVALUATION FORM

Objective of Incentives
To prepare a toolkit for strategic renumeration

planning that reflects the companys organisational

culture and pay which encourages employee
motivation and retention.
To ensure employee satisfaction keeping the
companys finances and assets in mind.
To flourish the interpersonal relationships of
employees with each other and with their
employers and incharges.

WHY INCENTIVES?
Mutual Rewards

The employee feels valued and motivated and is therefore more productive and
committed.
The company reaps the benefits of a motivated, focused and loyal employee.

Increased motivation

motivate employees by offering rewards for reaching targets and company

goals.
Most inspiring for the employee is that the company cares enough to offer
these incentives.

Reduced Absenteeism
Promote Teamwork

Incentive Programs promote teamwork and foster an environment that is

conducive to success.
Employees working towards rewards or targets will pull together to achieve
desired results.
Teamwork increases efficiency and creates harmony within the workplace.

CORPORATE SOCIAL RESPONSIBILITY

The following are the policies that are either pre-existing

or present a scope of being adopted into Neetee

Clothings framework:

Code of Conduct
Training in nearby villages
5% of the allotted revenue could be used for Research and
Development by the R&D department for innovations that are
sustainable and eco-friendly;
Healthcare facilities
Environment friendly practices should be implemented such as
recycling and reusing of materials that can be put to use.
Neetee clothing could help out by helping out in relief initiatives,
donations or fund collection.
Education sponsorship can be provided for the children of employees
or alternatively accumulation

CORPORATE SOCIAL RESPONSIBILITY

The following are the policies that are either pre-existing or

present a scope of being adopted into Neetee Clothings

framework:

Appropriate job opportunities can be provided for physically challenged

people, which are befitting their abilities.
Retirement benefits should be provided to employees who have
completed their tenure in the company.
Women Empowerment can be achieved by improving the socioeconomic status and ensuring health and well-being of women in the
company.
Building of factory units or employing or uplifting subordinate services
from units that are situated in economically backward zones so that the
region gets developed and civic amenities such as schools and hospitals
are constructed and established.
Setting up of libraries and open convenience services that can be
accessed via local communities can be initiated to strengthen ties with
the local inhabitants/residents of the region.

GRIEVANCES
It sets out the Company's rules and procedures for

dealing with grievances, dismissals and disciplinary

matters.
They apply to all employees of the Company and
incorporate the requirements laid down by statute.
The rules and procedures are non-contractual, i.e.
they do not form part of the terms and conditions of
the employment and the Company reserves the right,
where it considers it necessary to do so, to depart
from them.

EMPLOYEE RETENTION POLICY

Employees want to know they are being treated fairly, receiving the

highest compensation possible and being appreciated by their employers.

Small businesses must cultivate a positive workplace with an eye toward

developing engaging new hire orientation programs,

creating above-average compensation and benefits packages,
ensuring top-of-the-line communication
building a teamwork-oriented attitude among employees

Businesses that work toward such goals will likely experience higher

employee retention rates than those that do not.

People work for their supervisor. Their pay cheque may say "XYZ
Company", but their primary work relationship is with their supervisor.
If the supervisors have the knowledge, training and sensitivity to work
effectively with people on an individual level, you'll probably get the
bonding you need to retain employees.