HR Policies

Group 1

Name

Roll nos

THEORY

Dashmesh Gupta

19

THEORY

Nitish Kakkar

23

CROMPTON GREAVES

Jagdish Singh
Nandrey

31

CROMPTON GREAVES

Tanvi Acharya

CROMPTON GREAVES

Himanshu Rawat

37

CROMPTON GREAVES

Rohan Chauhan

NTPC

Ashutosh Dubey

13

NTPC

Asmita Govardhane

18

What is a

Policy?

 a documented set of broad

guidelines,
formulated after an analysis
of all internal and external
factors
that can affect a firm's
objectives, operations, and
plans.

 Formulated by the firm's

board of directors,
corporate policy lays down
the firm's response to known
and knowable situations and
circumstances.

 It also determines the

formulation & implementation
of strategy, and directs and
restricts the plans, decisions,
and actions of the firm's
officers in achievement of its
objectives.

Why are

Policies
Important?

 HR policies are tied to

employment law.
To avoid non-compliance and
penalties from the
government, employers must
adhere to HR policies.
Employees must play their
part by complying with them

 Communicate values and

expectations for how things
are done at your organization
Keep the organization in
compliance with legislation
and provide protection
against employment claims

 Document and implement best

practices appropriate to the
organization
Support consistent treatment
of staff, fairness and
transparency
Help management to make
decisions that are consistent,
uniform and predictable

 Protect individuals and the

organization from the
pressures of expediency.

Types of

Policies

 Originated policies: Made

by top management
Appealed policies: made
on request to handle certain
situations, or if certain
aspects are missing in the
main policy

 Imposed policies: Imposed

by Govt & Legal authorities.
General policies: Do not
relate to any issue, may
represent the priorities of Top
management

 Specific Policies: Related to

specific issues like promotion,
recruitment, etc.
Implied Policy:the action of
a decision-maker, consciously
or unconsciously, depends
upon their own guidelines,
prejudices and whims.

What Are the Basic

HR Policies
that Should Be Included in a Policy
Manual?

 Abrief description of your

companythat includes your
company's legal name
IntroductoryHR Policy
Statement that includes
an"employment at
will"statement that says the
employment relationship may be
ended at any time by either the
business or the employee

 An establishedprobationary
periodthat new employees
must successfully complete
before they are considered
"permanent" (sometimes this
probationary period must be
completed before new
employees are eligible for
benefits)

 Performance Evaluations and

Compensationinformationwhen salary reviews/increases
are considered
Alist of benefitsyou provide to
your employees
Alist of holidays
A statement of your vacation
policy

 A statement on how you handle

time off for illness or injury (sick
time)
A list showing examples of
reasons for which you can and
mayterminatesomeone's
services

 A statement that the

business has the right to
conduct drug/alcohol
testsfor current employees
and all persons who have
been offered a position with
the business

 A statement about acceptable and

unacceptable uses of your
business' electronic
equipment/computers and that the
business has theright to review
all employee electronic media
Aconfidentiality,non-disclosure,
intellectual property agreement
that all employees must sign and
agree to at the time they are hired

 Anon-compete agreementto be
signed at the time of hire for
employees who will be engaged in
sales and/or in the creation of
proprietary products or who have
access to proprietary or customer
information, or are in sales.

Company 1

HRM Deals with

Interviewed
Sanjay Jorapur
Global Human Resources Leader - CG
Age: 45 years
Experience of more than 19 years
Previously with Honeywell & Schindler

HR Values

Raising
Performance
Discouraging
Mediocrity

Performanc
e
Excellence

Nurturing
Atmosphere of
Fairness
Helping people to
grown in
professional and
personal life

Enhancing
capabilities
Updated of skills
and knowledge
On job training

Leading
Edge
Knowledge

Insights
Manpower Gathered
Planning
Succession Planning
Turnover

Retirement age and terms and benefits after

retirement (EPF, Gratuity)

Recruitment
Selection of candidates
Online candidate profile
By Corporate office thru campus visit

Training and Development

Happens in controlled environment and on job(Nasik)
Corporate training done in Mumbai

 Performance management
Motivation
Star worker / Staff of the month, Bonus
Group Activities (Every 26 Jan they play games)

Performance
Quarterly performance reviews

Promotion
Based on Experience

Staff Relation
Securing staff commitment
Economics incentives, Adequate Training
Respect Employee as individual

Dispute resolvment & addressing grievance

Informing peoples evolved in conflicts about rules and
regulation
Try to create win-win situation

 Management Information's System

Targets and indicators
Reduce Gender bias, Employee turnover

HR management performance and measures

Quality, Timeliness, Absenteeism, Adherence to Policies

Welfare and health facilities

Medical checkups
Gym and recreation center

Management Development Center

Facility
Gurukul, Chanakya & Nalanda for group interactions
Library
Emergency Medical service provided by Centers in- house doctor

Challenges Faced by HRM

Diversity

Resistant
to Change

Age
Geographical Change in
Location
workplace
Gender
Change in
Technology

Rules and Strikes

Regulations Increase in
Political
party
Laws

Pay
Change in
Working
Conditions

Company 2

HR Policy in Ground

HR Structure at NTPC
HR Vision
To enable our people to be a family of
committed world class professionals.

People before Plant Load

Factor(PLF)
Be Committed

Pillars of HR in NTPC

HR Departments at NTPC
ER

Rajbhas
ha

IE

Law

ED

EB

PR

CSR

HR
M

ES

An Interview With

Mr. Ajay Bajpai

ED NTPC, Bilaspur, Chhattisgarh
Experience: More than 25 years.
Both as Engineer in Plant and
Manager in Head office.

Contents of Interview
Recruitme
nt process

Training
and
Developm
ent

Intervie
w

Performan
ce and
Appraisal

Employee
Welfare

Recruitment

Training and
Development

Performance and
Appraisal

Employee Welfare
Policies