A

FIELD WORK REPORT

ON

“HUMAN RESOURCE FUNCTIONING & LABOUR WELFARE

AMENITIES
AT
“REALABLE AUTOTECH Pvt. Ltd, NASHIK”
Submitted to

Savitribai Phule Pune University

In the Partial Fulfilment of the Course

“MASTER IN BUSINESS ADMINISTRATION-HUMAN

RESOURCE DEVELOPMENT’’
Submitted By

MISS. KARANJKAR POOJA RAJENDRA

Under the Guidance of

Prof. .RAYATE SIR

M.V.P.’S

INSTITUTE OF MANAGEMENT AND RESEARCH TECHONOLOGY,

NASHIK (YEAR 2019-2020)

1
 ACKNOWLEDGEMENT
I express my foremost thanks to the almighty for his blessings in helping me to complete my
project work successfully.

Out of the privilege of being the student of Institute of Management Research and Technology,
Nashik, I would like to thank our Director Dr. D. K. Mukhedkar Sir who granted me this
opportunity.

I express my sincere thanks to my project guide Prof. Dr. Rayate Sir for his motivation, guidance
and for her extremely useful and effective suggestions.

I would also like to convey my special thanks to MISS Anagha gugal .extending her cooperation
to me by providing necessary information & timely help.

I have immense pleasure in thanking all the staffs, who have given me their help and a source of
great support throughout my project.

I owe my gratitude to all the respondents who have given me the necessary information for
carrying out my project successfully.

Last but not the least I would like to thank my parents and friends who were the source of
encouragement and support for the successful completion of my project.

Date: Sign

Place: Nashik Name: Miss KARANJKAR POOJA

RAJENDRA
 DECLARATION BY STUDENT

I Miss KARANJKAR POOJA RAJJENJDRA student of INSTITUTE OF

MANAGEMENT AND RESEARCH TECHONOLOGY, NASHIK hereby declare that this
field work on “HUMAN RESOURCE FUNCTIONING & LABOUR WELFARE
AMENITIES “in partial fulfilment of Master of Business Administration (MBA) degree
course of Savitribai Phule University of Pune is my own work and submitted by me under the
guidance of Prof. RAYATE SIR.

I also declare that the present work has not been submitted by me to any other University for the
fulfilment of any degree or diploma.

I have prepared this report independently and I have gathered all the relevant information
personally. I have prepared this project for MBA curriculum 2019-2020

Date: / /2020 Sign:

Place: Nashik Name: Miss KARANJKAR POOJA RAJENDRA

 DECLARATION BY GUIDE

This is to certify that Miss. KARANJKAR POOJA RAJENDRA has completed the field work
on “HUMAN RESOURCE FUNCTIONING & LABOUR WELFARE AMINITIES” under
my guidance and supervision and has submitted the report as per the norms laid by Savitribai
Phule University, Pune. The material that has been obtained from the source is duly
acknowledged in the report. It is further certified that the work on its part has not been submitted
to any other university for examination under my supervision. I consider this work for the award
of the degree of masters of business of administration, in the partial fulfilment of the curriculum.

Date: / /2019 Sign:

Place: Nashik Name: Prof. RAYATE SIR

 INDEX OF CHAPTERS
SR.NO CONTENTS PAGE
NO.
1 INTRODUCTION
1.1 Object of fieldwork 7
1.2 Selection of the organization 8
1.3 Objectives of fieldwork 9
1.4 Scope of the study 10
1.5 Limitations of the study 11
1.6 Rational of the study 12

2 RESEARCH METHODOLOGY
2.1 Research - definition & types 14
2.2 Sampling Design 16
2.3 Sources of Collection of data 18
2.4 Research Design 25
3 COMPANY PROFILE
3.1 History, milestone of organization 27
3.2 Organizations / Departmental Chart / Structure 32
3.3 Product & service of organization 44

4 LITERATURE REVIEWs
4.1 Topic under study & its meaning & important 52
4.2 Statutory & Non-statutory Labour welfare amenities 55
under Factories Act,1948

5 ANALYSIS OF DATA
5.1 Presentation of information 70
5.2 Analysis & Interpretation of data 75
5.3 HR 78

6 CONCLUSION, RECOMMENDATION’S & SUGGESTIONS

6.1 Findings of the study 81
6.2 Conclusion of study 82
6.3 Recommendations & suggestion of study 84

Annexure :-
1) Questionnaire
2) Bibliography 85
 List of tables and figures

TABLE/FIGUER NAME PAGE NO

NO
TABLE NO. 2.1 Research table 26

CHART NO. 3.2 Departmental Chart 33

FIG NO 3.3 Milestone 37

 CHAPTER 1

INTRODUCTION
1.1 Object of fieldwork

The primary educational objectives behind this field work is to make the students familiar with
working environment and to help to make students understand the ways in which theoretical
aspects can be applied into practice.

The individual object of fieldwork is to work effectively, efficiently using his/her creativity as
well as knowledge for self-development. The organizational perspective is to generate new ideas
through fresh talents and utilizing their knowledge for implementing future strength. In addition
to this some of the other objects of the fieldwork are as follows-

1. The main aim of the fieldwork study gives us a good opportunity to understand the
multidimensional and dynamic aspect of human resource management functions.
2. To get frequented with real organizational perceptions and challenges.
3. The corporate value of an organization
4. Many departments and work culture develop in the various departments.
5. Gives us an opportunity for a practical, real world, experience for the purpose of developing direct
leadership, programming, and administrative skills sufficient for entry into a professional career.
1.2 Selection of the topic
Selection of the topic is very important task while preparing field work report. One ought to
choose a topic which is closely related to or conductive to the working of the industries in
particular.

The concept of labour welfare and its direct impact on production and organization effectiveness
lured me to take this topic for special study in this field work.

If we look in to the Indian scenario labour welfare, it is seen that the emphasis on this important
faculty was placed only after the Second World War which provoked government to inline and
promote various welfare activities among the working class. This is the center around which the
very existence of industries revolves. We to have chosen this topic for this field work report.
1.3 Objectives of fieldwork

1) To study the various functions of HRM and Labour Welfare amenities as pre
Factories Act 1948.
2) To study history and milestone, strategy indented and various product and
services of Reliable Autotech Pvt. Ltd Nashik.
3) To study organization structure and departmental structure and existing strength
of employees at various position at Reliable Autotech Pvt. Ltd Nashik.
4) To study the various Statutory and Non statutory Labour Welfare amenities.
5) To study the various functions of HR practices like Recruitment, training and
Development , wages and salary administration, industrial relation etc.
6) To study the various schemes, PF, ESI, and BONUS etc.
7) To study the various activities of human resource practice concern with employee
engagement.
8) Analysis of data and suggest the remedial measures.
 1.4Scope of fieldwork

 The scope of the study is to understand various HR functioning facilities provided by the company and its impact on
the morale of the employees it covers seeing the physical facilities existing in the organization for his benefits of
employee
 The field work report study provided an opportunity to the students to know and get aware about practical knowledge
of human resource department
 It helps to build up self confidence among the student and motivate them to ready to accept the challenges of new era of
globalization to face in future.
 This study plays a vital role as a base of self –confidence and generating the skill of mind of students.
 This study helps for get in touch with the various people working in the organization and to know the working culture
of any organization as well.
 This study is very much helpful to the students to work on spot where real functioning of human resource department is
carried out and makes them capable to become efficient personnel managers in future.
 To understand the related sets of attitudes, belief and assumptions along with the action and practices involved by the
organization in Nashik for community development.
1.5 Limitations of fieldwork

1. The topic under study is very vast and the provided time was comparatively less
so it was not possible to cover all the aspects of the topic under study.

2. Due to increasing work pressure and busy schedules it was difficult to get proper
feedback from the HR managers of the surveyed manufacturing organizations.

3. This information collected is mostly communicated with company’s

management. Staff may have presented only the strength of their company
profile without mentioning their negative aspects.

4. To complete the field work report on personal department organization at that

time, and appointment of personal managers was very important and which was
not get easily. It means the time is limitations of the study.
 1.6 Rationale of the fieldwork

The rational of the study is to evaluate the programme provided to the managerial and
supervisory staff of RELIABLE AUTOTECH PVT. LTD

The study was carried out on the effectiveness of the personnel department about how it
works what are its functions and which type of activities are being carried out by the department
for the benefit of not only the workers but also for the organization as a whole. The special
emphasis was made on study would provide the management valuable inputs regarding the
control and effectiveness of the personnel department, industrial relations and labour welfare
provisions. Study provided an opportunity to management to take any corrective action based
on result or recommendation. This study more focus on the case study and through which
grievance handling, industrial relation and disciplinary action can be understood and solve in
more peaceful manner.
 CHAPTER 2

RESEARCH
METHODOLOGY
2.1 Research Design
Research is the discovery of facts, development of facts and verification of facts. It is an
attempt to find practical solution to the problem with the help of scientific methods. The research
process involves defining and redefining of hypothesis formulation, organizing and evaluating
data, driving conclusions after a careful study. The two main sources of data in social science
research come from the inner world of library and the outside world of living profile. We may
call these two main sources simply the paper and profile, a wealth of usable information. It is
often uneconomical to spend time and energy to collect information. Under the general rubric of
documentary or paper sources we mostly consider historical records, diaries, biographies and
statistical records.

DEFINITION

“Research is the careful investigation or inquiry especially through search for new
facts in any branch of knowledge.”

RESEARCH DESIGN
A research design is type of blueprint prepared of various types of blueprints available for the
collection, measurement and analyses of data. A research design calls for developing the most
efficient plan of gathering the needed information. The design of research study is based on
purpose of the study. It is a specification of methods and procedure for acquiring the information
needed. It is overall pattern or a framework of project that stipulates what i information is to be
collected from which source and by what procedure

TYPES OF RESEARCH DESIGN

1. Exploratory research design :-

Exploratory research design means a research design in case of exploratory research studies are
also termed as formularize research studies. In an exploratory research the major emphasis is on
discovery of ideas and insights and hence while formulating research design, we should permit it
to be flexible enough, so that different aspect of phenomenon can be studied.
2. Descriptive research design-
Descriptive research design means research design in case of descriptive studies which is
concern with describing the characteristics of particular individual or of a group. Descriptive
study is fact finding in investigation with accurate interpretation it is the simplest type of
research. It is more specific than an exploratory research. As it focuses particular aspects or
dimensions of the problem being studied.

3. Qualitative research design-

Qualitative research includes “an array of interpretive techniques which seek to described
,decode, translate and otherwise comes to terms with the meaning not the frequency, of a certain
more or less naturally occurring phenomena in the social work”. At the data collection stage, the
array of techniques includes focus groups, individual in-depth interviews, case studies,
ethnography, grounded theory, action research and observation.

4. Quantitative research design-

Quantitative research attempts precise measurements of an unknown. In business research
quantitative methodology usually measures consumer behavior, knowledge, opinions or
attitudes. Such methodology answers the questions related to how much, how often, how many,
when and who.

5. Experimental research design-

The purpose of experimental research is to test a hypothesis causal relationship between
variables. For an experimental research, two groups are required and compared in terms of the
assured effects of the experimental variable. The validity of an experiment depends upon
equivalence between the control group and experimental group chosen. There are two ways of
assuring equivalence.
They are a) randomization
b) matching.
Hence, researcher has selected exploratory research type for study.

2.2 Sampling Design

Sampling techniques are especially useful in business research as many times large
amount of data are generated and researcher thinks of using a more measurable subsets of data
that they believe accurately the trends in the larger collection.
Sampling may be defined as the process of selection units (people, organization etc) from a
population of interest so that by examining the sample units, results may be generalized
about population. It helps to identify the target population to be considered for collection of
data.
Sampling is an essential part of all scientific procedure. It is well developed in field of
biology, physics, chemistry and social science research.

An important step before the data collection is sampling. Sampling is a process of

selecting a representative part of a population, studying it and there by drawing conclusions
about the population itself. Sampling is a very important aspect of research and due care has to
be taken to arrive at a right sample to be studied. It is an important concept that we practice even
in our routine life. Sampling involves selecting a relatively small number of elements from a
larger defined group of elements and expecting that the information gathered from the small
group will allow judgements to be made about the larger group.

DEFINITIONS OF SAMPLING :

“Sampling is the selection of a certain percentage of a group of items according to

a predetermined plan”.
Boards

“A sample as the name applies is a smaller representative of a large whole”.

Goode and Hutt

 TYPES OF SAMPLING METHODS:

1. Probability Sampling:
Probability sampling also known as random sampling or chance sampling is one in which
every unit in the population has a non-zero chance of being selected in the sample, and
this probability can be accurately determined.
A] Random Sampling:
Random sampling is the simplest and purest form of probability sampling. It is a
technique in which every unit in population has equal and known chance of being
included in sample.
B] Stratified Sampling:
In this method the heterogeneous population is divided into distinct, non-overlapping,
homogenous subgroups called “strata”, according to some important characteristics or
variable like income, education, age, etc., and then a random sample is selected from
within each subgroup.
C] Systematic Sampling:
Systematic sampling is used to select a specified number of records from a computer file.
D] Cluster Sampling:
This method divides the population into clusters at each stage and draws sample of
required size at each stage. Sampling is done in multistage.

2. Non-Probability Sampling:
Due to practical considerations, one often uses non-probability sampling even though it is
technically

A] Convenience Sampling: Convenience sampling is a method in which samples are

drawn at the convenience of the researcher or interviewer.

B] Judgement Sampling: In judgment sampling or purposive sampling participants are

Hence, Researcher has selected Non-Probability Purposive sampling method for the study.

2.3 Source of Collection Data

Methods of data collection

Data collection simply means gathering and selection of information which is most critically
used for the particular research or survey being carried out. It is the important aspect of any type
of research study.

In accurate data collection can impact the results of a study and ultimately can result into invalid
results.

Two basic methods of data collection are:

1) Primary method
2) Secondary method

1) Primary method:
In this method you collect the data yourself using methods such as interviews and
questionnaires the key point here is that the data you collect is unique to you and your
research.

The methods of collection primary data include:

 Questionnaire
 Interviews
 Focus group interviews
 Observations
 Case-studies
 Critical incidents
 Portfolios.
The primary data which is generated by the above methods may be qualitative in nature (usually
in the form of words) or quantitative (usually in the form of numbers or where you can make
counts of words used.)

Questionnaire:

Questionnaire is a popular means of collection of data, but the difficult to design and often
require many rewrites before an acceptable questionnaire is produced

Advantages:

 Can be posted, email or faxed.

 Can cover a large numbers of people or organization.
 Wide geographic coverage.
 Relatively cheap.
 Avoids embarrassment on the part of the respondent.
 Respondent can consider responses
 No interviews bias.

There are different types of questionnaire

 Paper-pencil–-questionnaire: they can be sent large number of people and saves

the researcher time and money. People are more truthful while responding to the
questionnaire regarding controversial issues in particular due to the fact that their
responses are anonymous.
 Web based questionnaire: a new and inevitable growing methodology is the use of
internet based research. This would mean receiving an email on which you would
click on an address that would take you to a secure web site to fill in a
questionnaire. This type of research is often quicker and less detailed.
2) Secondary method

This method in which the data is collected from the past studies carried out.

The information contained in it is already used by some other researcher. This is the
method of taking references and collecting data from the data source that have been already used.
Some of the examples of secondary source are:

 Reports of the research carried out in past

 Journals
 Magazines
 Books
 Internet

Hence, researcher has selected Primary method (Questionnaire) , Secondary method (books,
internet etc.)

Type of data analysis:

There are two types of methods of data analysis:

1) Quantitative method of data collection

2) Qualitative method of data collection

Quantitative method of data analysis:

The type of information contained is numerical data. Such type of data is analyzed with the help
of statistical tools such as mean, median, mode, standard deviation, frequency etc.

1) Mean: it is the average score of the sample.

2) Median: it is the score half way between high and low score.
 3) Mode: the average response given most often.
4) Standard deviation: the distance from the mean, in which 66% of responses can be found
out

Qualitative method of data analysis

If most of the data is collected with the help of individual interviews, focus groups interviews,
open ended questions, or case studies than data analysis become qualitative. This type of data is
in the form of words which is analyzed, sorted, and organized in the right manner.

Methods of primary data collection

Primary sources refer to original events, documents and articles.

Example: newspaper articles, photographs, and diaries. These are the works that are analyzed
and interpreted to create secondary sources. These are three methods of the collecting primary
data.

These three methods are as follows:

1. Observation method: In observation method, the information is sought by way of

investigator’s own direct observation without asking from the respondent. The main
advantage of this method is that it is free from subjective biasness, as it is free from
respondent’s willingness. It is, however, an expensive and time consuming method.
Moreover, the information provided by this method is very limited and some of the more
busy people like executives may not be accessible to direct observation.

2. Questionnaire method: In this method a questionnaire is mailed to the person

concerned with a request to answer the questions and return the questionnaire.
This method is most extensively applied in various researches of human and
economic geography.
 3. Interview method: (a) In the personal interviews the interviewer asks questions gen-
erally in a face to face contact. Through interview method more and reliable information
may be obtained. Personal information can be obtained easily under this method. It is,
however, a very expensive and time consuming method, especially when large and
widely spread geographical sample is taken. Certain types of respondents, such as
officials, executives or people of high income groups, may not be easily accessible. In
this method, the respondent may give wrong and imaginary information. For effective
interview there should be a good rapport with respondents which is often very difficult to
develop. For a good result the interviewer’s approach should be friendly, courteous,
conversational and unbiased for which a proper training is required.

Methods of secondary data collection

Data from a secondary source is any data which has been collected by another researcher,
whether it is a group of people or just one person. The data may have originally been used for a
different type of research, but you can manipulate it to fit you research, instead of using it was
intended to be used.

1. Library work:

This technique requires going through written text that have already done similar work
and utilizing their researches for our operations.

2. Internet:

Using online resources through internet is common for all in now-a-days. Lots of
information can be collected through various website.

3. Telephone:
 This is a very common and simple method. The researcher only needs to have contact
numbers of sources from where he wants to take information. Telephone method gives quick
responses

2.4 Analysis of data & interpretation

Analysis of data may be defined as “ a process under which the relationships or differences
supporting or conflicting with the original or new hypothesis, should be subjected to statistical
tests of significance, to determine with what validity the data can be said to indicate any
conclusion”.

Interpretation is establishing continuity in research through linking the results of a given study
with those of another and the establishment of same relationship with the collected data.
Interpretation is the device through which, the factors that have been observed by the researcher
in the course of the study can be better understood.

Data preparation includes, editing, coding, classification process

Editing, classification, coding and tabulation are the important stages in research. It is at this
stage that mass of data collected during the survey is processed, with a view to reducing them to
manageable proportions. In other words, data processing which encompasses, editing, coding,
classification and tabulation, is the intermediary stage between collection of data and analysis
and interpretation of data. Thus, these are the three crucial stages in the processing of social
survey data.

There are some general common sense recommendations to follow when presenting data.

The presentation should be as simple as possible. Avoid the trap of adding to much information.
It is not the aim to include all the information you have but only a summary of the essential
feature
You are typing to illustrate. A good rule of thumb is to only present one idea or to have only one
purpose for each graph or chart you create.

The presentation should be self-explanatory. A chart or graph is not serving its purpose if the
reader cannot comprehend the legends or has to refer to the text in order to understand it. There
is a careful balance between too much information which makes the graph or chart too
complicated and too little information that makes the chart difficult to comprehend or worse
misleading.

The title should be clear and concise indicating what? When..? and where..? the data ,codes,
legends and label should be clear and concise, following standard formats is possible.

The use of footnotes is advised to explain essential features of the data that are critical for the
correct interpretation of the graph or chart.

Data analysis is the process of developing answers to questions through the examination and
interpretation of data. The basic steps in the analytic process consist of identifying issues,
determining the availability of suitable data, deciding on which methods are appropriate for
answering the questions of interest, applying the methods and evacuating, summarizing and
communicating the results.

Analysis is placing the collected data in some order or format so that the data acquires a
meaning. Raw data becomes information only when it is placed in a meaningful form.
Interpretation involves drawing conclusions from the gather data.

Analysis and interpretation of data are the most crucial aspects of research. It is considered to be
highly skilled and technical jobs, which should be carried out only by the researcher, or under his
close supervision. The analysis of data requires on the part of the researcher a thorough
knowledge about the data, judgment, skill, ability of generation and familiarity with the
background, objects and hypothesis of the study.

Analytical results underscore the usefulness of data sources by shedding light on relevant issues.
Some statistics Canada program depend on analytical output as a major data product because, for
confidentiality reasons, it is not possible to release the micro data to the public. Data analysis
also
Plays a key role in data quality assessment by pointing to data quality problems in a given
survey. Analysis can thus influence future improvements to the survey process.

Data analysis is essential for understanding results from surveys, administrative sources and pilot
studies; for providing information on data gaps; for designing and redesigning survey for
planning new statistical activities and for formulating quality objectives

Research Table

Type of research Exploratory

Sampling unit & Nashik (Industrial Area)
Population REAIABLE AUTOTECH
PTV.LTD.
Sampling Method Non- probability Purposive
Sample size 1
Collection of Data Primary (questionnaire)
and secondary (books)
Analysis of data Percentage / average
Type of questionnaire Open ended and close
ended, structured
questionnaire

Table no. 2.1

CHAPTER 3
COMPANY
PROFILE
3.1 History, Milestone of Organization:
Reliable Autotech Pvt. Ltd
Address: RELIABLE AUTOTECH PVT. LTD
F79180, Ambad MIDC,
Nashik, Maharashtra, India 422 010

Contact No: 0253-6689-9944

Date of Visit: 27-2-2020

Email: Purchase
[email protected]

Marketing
[email protected]

Sales
[email protected]
Reliable Autotech Pvt. Ltd

Company Profile

Reliable is a sheet-metal based engineering and manufacturing company catering to the

automotive, farm equipment, electrical goods and construction equipment sectors. Our core
strengths lie in the designing and manufacturing of sheet-metal components, stamping dies,
welding fixtures, high-tonnage components and welded assemblies for off-road, on-road
vehicles, tractors and earthmovers.

We provide an end-to-end solution starting from prototyping, design and manufacture of dies,
fixtures and gauges, stamping components, setting up welded assembly cells / lines, powder
coating or E-coating, remote warehousing and supplying just-in-time to OEMs in the domestic
and overseas markets.
Our team of professionals is continually meeting the challenge of creating solutions that exceed
the automotive industry’s ever-changing demands. We have the depth and breadth of expertise in
the successful application of customized, engineered and special purpose sheet-metal based
aggregates.

We are a 34-year old privately-held company with a team of over 1000 employees at 8 locations
across 4 states in cities i.e. Nashik, Chakan, Chennai, Sanand & Pithampur.
Our 2 core strategic business verticals are:

 Automotive Components
 Dies and Fixtures

As a result of our diverse skills of production, procurement and process management along with
our commitment to on-time delivery and superior quality, Reliable has caught the attention of
world players in the automotive sector.

In 1984, three enterprising engineers – Rajendra Bagwe, Devendra Bapat and Amol Chitnis –
after a few years of industrial experience, decided to make it on their own and set up their first
industrial venture by the name of “Reliable Engineers” to manufacture pressed components
mainly for the automobile industry. In 1989, its constitution was changed and Reliable
Technocrats Pvt. Ltd. (RTPL) was formed.
Until 1998, Mahindra and Mahindra was RTPL’s largest customer and had the potential of
offering a sizeable business for the larger pressed components. However, RTPL had power
presses of only up to 150 tons and hence could not tap into this large market. Space was another
major constraint. To realize these new opportunities, Reliable Autotech Pvt. Ltd. (RAPL) was
created. RAPL manufactured heavy pressed parts, components for Mahindra and Mahindra such
as front and rear doors, brake parts, brackets.
In 2003, RAPL ventured into the Farm Equipment sector by manufacturing the front axle
assembly nd hood assembly for the tractor division of Mahindra and Mahindra. RAPL further
expanded its business horizons and undertook export of valve components to Fischer Control,
USA.

In 2004, after gaining knowledge of the intricacies of export trade, RAPL set-up a dedicated
export unit equipped with power presses from 40 tons to 160 tons capacity, a CNC machining
facility, welding robots, CNC Coordinate Measuring Machine. The set-up, today, caters to
OEMs in USA, UK and Europe and has been granted “One Star Export House” status by DGFT,
Pune based on its export performance of previous years.
With the business volumes growing, space remained a big constraint at both plants. In 2006-07,
RAPL acquired the adjacent plots at both units and augmented its production capacity
substantially.

At the same time, RAPL decided that it was prudent to undertake further future expansions at
Pune. The city becoming a major hub for auto components with the presence of vehicle
manufacturers such as Tata Motors, Bajaj Auto, Mahindra Navistar Automotive, Volkswagen,
Bentley Components.
RAPL acquired a 10 acre plot in MIDC Chakan, Pune and dedicated a part of the area to setup a
state of the art tool room facility. The facility commenced commercial operations in June 2007.
In 2007, Reliable Techno-designs Pvt. Ltd. (RTDPL) was formed to provide computer-aided
designs of tools and dies along with other engineering services. In October 2008, the production
facility with heavy tonnage presses, welding robots became operational by manufacturing and
assembling fenders and hoods for John Deere, Pune.

In 2012, RTPL & RTDPL were merged with RAPL and the former group started operating as a
single entity Reliable Autotech Pvt. Ltd. In the same year, RAPL added a new plant in
Chennai for assembly and supply of clutch and brake pedals to Renault.

In 2014, Reliable has established a new manufacturing setup in Sanand GIDC, 30 Km away
from Ahmadabad City, Gujarat State. This plant will cater to the automobile OEMs in the
western region. It has equipped with 1250 Ton Transfer press and 630 Ton progressive Press
facility at this location.
 3.2 DEPARTMENT CHART

HR Department

HR Head

Mr. RAKESH JANGLE

Talent Talent Industrial

Administration Payroll
Acquisition Development Relation

Chart no. 3.2

OUR CUSTOMER
Since 1984, Reliable has been serving a wide variety of customers. Well established names of
the industry prefer to work with us because of our record of consistently delivering high quality
products, on time and at competitive prices.

Developing long-term relationships is an integral part of our business. From Fortune 500
companies to small businesses, our clients have come to expect the best from us.

The following partial client list is representative of the scope of businesses served by
Reliable:
Domestic Customers
 Overseas Customer

Die Shop

Our design capabilities are complemented by the Die shop infrastructure offering a wide range of
flexibility and variations through the use of precision controlled VMCs from Okuma, Hartford,
SNK & N Correa. We also house a Fitting and Finishing shop along with a Tryout shop and
Inspection facility.

Our die manufacturing facility also includes several CNC milling machines, a 50-ton die-
spotting press, die-welding machine, and industrial deep freezer, pneumatic hand tool, 15 and
25-ton cranes.

Our Tryout shop houses 500-ton mechanical presses, moving bolsters, tonnage monitoring
devices and PLC control and inspection facility offering three-axes CMM and hardness and
material property-testing equipment.
MILESTONE ACHIEVED BY COMPANY

FIG NO. 3.3

3.3 PRODUCT& SERVICES OF ORGANIZATION

3.1 Seat Plate

3.2 Brake Pedal Assembly with Accelerator

3.3 Brake Pedal Assembly

3.4 Brake Pedal Assembly Auto Transmission

3.5 Bracket

3.6 Cam-Shaft
3.7 Door-Beam

3.8 Tractor Pedal Assembly

3.9 Tractor Brake Pedal Assembly
 3.10 Holder Bracket

3.11-Match Assembly
 3.13 Hood Assembly
3.12Fender
3.14 Chassis Second 3.15 Chassis

3.16 Door Assembly 3.17 Door Assembly

secondary

CHAPTER 4
45
 LITERATURE
REVIEW

4.1 Topic under study, Definitions & functions of

HRM
MEANING OF HRM

Human Resource Management is the process of recruitment, selection of employee, providing

proper orientation and induction, providing proper training and the developing skills, assessment
of employee (performance of appraisal), providing proper compensation and benefits,
motivating, maintaining proper relations with labour and with trade unions, maintaining
employee’s safety, welfare and health by complying with labour laws of concern state or
country.
DEFINITIONS

• HRM is the process of analyzing and managing organizations human resources

needs ensure satisfaction of its strategic objectives.
• The process of hiring and developing employees so that they become more valuable to
the organization.
• Human Resource Management includes conducting job analyses, planning personnel
needs, recruiting the right people for the job, orienting and training, managing
wages and salaries, providing benefits and incentives, evaluating performance,
resolving disputes, and communicating with all employees at all levels.

Importance of Human Resource Management

An organization cannot build a good team of working professionals without good Human
Resources. The key functions of the Human Resources Management (HRM) team include
recruiting people, training them, performance appraisals, motivating employees as well as
workplace communication, workplace safety, and much more. The beneficial effects of these
functions are discussed here:

Recruitment and Training

This is one of the major responsibilities of the human resource team. The HR managers come up
with plans and strategies for hiring the right kind of people. They design the criteria which is best
suited for a specific job description. Their other tasks related to recruitment include formulating
the obligations of an employee and the scope of tasks assigned to him or her. Based on these two
factors, the contract of an employee with the company is prepared. When needed, they also
provide training to the employees according to the requirements of the organization. Thus, the
staff members get the opportunity to sharpen their existing skills or develop specialized skills
which in turn, will help them to take up some new roles.
Performance Appraisals

HRM encourages the people working in an organization, to work according to their potential and
gives them suggestions that can help them to bring about improvement in it. The team
communicates with the staff individually from time to time and provides all the necessary
information regarding their performances and also defines their respective roles. This is
beneficial as it enables them to form an outline of their anticipated goals in much clearer terms
and thereby, helps them execute the goals with best possible efforts. Performance appraisals,
when taken on a regular basis, motivate the employees.

Maintaining Work Atmosphere

This is a vital aspect of HRM because the performance of an individual in an organization is

largely driven by the work atmosphere or work culture that prevails at the workplace. A good
working condition is one of the benefits that the employees can expect from an efficient human
resource team. A safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff member’s job satisfaction as well.

Managing Disputes

In an organization, there are several issues on which disputes may arise between the employees
and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the
human resource department which acts as a consultant and mediator to sort out those issues in an
effective manner. They first hear the grievances of the employees. Then they come up with
suitable solutions to sort them out. In other words, they take timely action and prevent things
from going out of hands.

Developing Public Relations

3
The responsibility of establishing good public relations lies with the HRM to a great extent. They
Organize business meetings, seminars and various official gatherings on behalf of the company
in order to build up relationships with other business sectors. Sometimes, the HR department
plays an active role in preparing the business and marketing plans for the organization too.

Any organization, without a proper setup for HRM is bound to suffer from serious problems
while managing its regular activities. For this reason, today, companies must put a lot of effort
and energy into setting up a strong and effective HRM.

4.2 VARIOUS STATUTORY & NON-STATUTORY

LABOUR WELFARE ACTIVITIES AS PER
FACTORIES ACT, 1948
 Labour welfare amenities and statutory welfare amenities

1. Washing Facility (Sec.42)

In every factory: (a) adequate and suitable facilities for washing shall be provided and
maintained for the use of the workers therein; (b) separate and adequately screened
facilities shall be provided for the use of male and female workers; (c) such facilities
shall be conveniently accessible and shall be kept clean.

2. Facilities for Storing and Drying Clothing (Sec.43)

 The State Government may, in respect of any factory or class or description of factories,
make rules requiring the provisions therein of suitable places for keeping clothing not
worn during working hours and for the drying of wet clothing.

3. Facilities for Sitting (Sec.44)

In every factory, suitable arrangements for sitting shall be provided and maintained for
all workers obliged to work in a standing position, in order that they may take advantage
of any opportunities for rest which may occur in the course of their work.

4. First-Aid Appliances (Sec.45):

There shall in every factory be provided and maintained so as to be readily accessible
during all working hours first-aid boxes or cupboards equipped with the prescribed
contents, and the number of such boxes or cupboards to be provided and maintained shall
not be less than one for every one hundred and fifty workers ordinarily employed at any
one time in the factory

5. Canteens (Sec.46)

The State Government may make rules requiring that in any specified factory wherein more
than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be
provided and maintained by the occupier for the use of the workers.

6. Shelters, Rest Rooms and Lunch Rooms (Sec.47)

In every factory wherein more than one hundred and fifty workers are ordinarily employed,
adequate and suitable shelters of rest rooms and a suitable lunch room, with provision for
drinking water, where workers can eat meals brought by them, shall be provided and maintained
for the use of the workers.

7. Crèches (Sec.48)
In every factory wherein more than 30 women workers are ordinarily employed, there shall be
provided and maintained a suitable room or rooms for the use of children under the gage of six
years of such women.

8. Welfare Officers (Sec.49)

In every factory wherein five hundred or more workers are ordinarily employed, the occupier
shall employ in the factory such number of welfare officers as may be prescribed.

These are the statutory welfare Amenities according to sec 42 to 49.

 Non-Statutory Labour Welfare Amenities or Facilities:-

A) Educational Facilities:-Educational Facilities for the workers and their children are
provided in the form of provision of schools, regarding rooms, libraries, financial
assistance etc.
The education to worker’s families, especially to their children is essential as it is an
investment in training the workforce of the future.
B) Transport Facilities: -The rapid growth of Industrial Estates and workshops outside the
cities has made3 commuting a problem for workers. To commute means to travel
regularly by a train, a bus, a car or so on to and from one’s work.
C) Medical Facilities: -Medical facilities are provided in varying degrees by large
establishments to their workers either in their own hospitals or by making necessary
arrangements with well-established medical institutions.
D) Family Planning:-Considering the importance of family planning, C.L.W.
recommended that family planning programme should be made part and parcel of the
labour welfare activities. It also suggested that centers and State Governments’ family
run by the employer.
E) Distress Relief and Cash Benefits:- This is one of the non-statutory welfare benefits
and some employers give more importance to these benefits. They are called excreta
payments in case of death of a worker, injuries caused to workmen, marriages etc.
 F) Housing Facilities :- Considering the importance of housing and necessity or improving
housing conditions of industrial workers, the Indian Industrial Commission and Royal
Commission suggested various measures in that respect.
G) Grain Shop Facilities through Consumer Co-Operative Societies:-These societies
provide to their members food grains and other essential goods at fair and reasonable
prices. Many employers voluntarily provide assistance to these activities by participating
in share capital, providing loans and grants.
H) Recreational Facilities: - These facilities are important as they provide an opportunity to
workers to enjoy their lives and reduce fatigue. Such facilities are provided in the form of
music, dance, drama, recreational halls and various cultural activities by employers for
the wellbeing of their workers.

Social Securities :-
Overview of employee provident fund

1. What is employee provident fund?

A provident fund is created with a purpose of providing financial security and stability to elderly
people. Generally one contributes in these funds when one starts as employee; the contributions
are made on a regular basis (monthly in most cases). Its purpose is to help employees save a
fraction of their salary every month, to be used in an event that the employee is temporarily or no
longer fit to work or at retirement. The investments made by a number of people / employees are
pooled together and invested by a trust.

Employee Provident Fund (EPF) is implemented by the employees Provident Fund

Organization (EPFO) of India. An establishment with 20 or more workers working in any one of
the 180+ industries given here should register with EPFO. Typically 12% of the Basic, DA, and
cash value of food allowances has to be contributed to the EPF account. EPFO is
a statutory body of the Indian Government under Labour and Employment Ministry. It is one of
the largest social security organizations in the world in terms of members and volume of
financial transactions undertaken.

2. What is ESIC?

Employees' State Insurance (abbreviated as ESI) is a self-financing social security and health
insurance scheme for Indian workers. This fund is managed by the Employees' State Insurance
Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act 1948. ESIC
is an autonomous corporation by a statutory creation under Ministry of Labour and
Employment, Government of India

3. ESI Act

Employees' State Insurance Corporation (ESIC), established by ESI Act, is an autonomous

corporation under Ministry of Labour and Employment, Government of India. As it is a legal
entity, the corporation can raise loans and take measures for discharging such loans with
previous sanction of the central government and it can acquire both movable and immovable
property and all incomes from the property shall vest with the corporations. The corporation can
set up hospitals either independently or in collaboration with state government or other private
entities, but most of the dispensaries and hospitals is run by concerned state governments.

4. Benefits of ESI

For all employees earning 15000 (US$220) or less per month as wages, the employer contributes
4.75 percent and employee contribute 1.75 percent, total share 6.5 per cent. This fund is managed
by the ESI Corporation (ESIC) according to rules and regulations stipulated there in the ESI Act
1948, which oversees the provision of medical and cash benefits to the employees and their
family. ESI scheme is a type of social security scheme for employees in the organized sector.

The employees registered under the scheme are entitled to medical treatment for themselves and
their dependents, unemployment cash benefit in certain contingencies and maternity benefit in
Case of women employees. In case of employment-related disablement or death, there is
provision for a disablement benefit and a family pension respectively. Outpatient medical
facilities are available in 1,398 ESI dispensaries and through 1,678 private medical practitioners.
Inpatient care is available in 145 ESI hospitals and 42 hospital annexes with a total of 19,387
beds. In addition, several state government hospitals also have beds for exclusive use of ESI
Beneficiaries. Cash benefits can be availed in any of 783 ESI centers throughout India.

5. WHAT IS BONUS?

1.The Payment of Bonus Act, 1965 provides for the payment of bonus to persons employed
in certain establishments, employing 20 or more persons, on the basis of profits or on the
basis of production or productivity and matters connected therewith.

2.The minimum bonus of 8.33% is payable by every industry and establishment under
Section 10 of the Act. The maximum bonus including productivity linked bonus that can be
paid in any accounting year shall not exceed 20% of the salary/wage of an employee under
the Section 31 A of the Act.

 Industrial Relation in Organization

Industrial relations has become one of the most delicate and complex problems of modern
industrial society. Industrial progress is impossible without cooperation of labors and
harmonious relationships. Therefore, it is in the interest of all to create and maintain good
relations between employees (labor) and employers (management).

A. Concept of Industrial Relations:

The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. “Industry”
refers to “any productive activity in which an individual (or a group of individuals) is (are)
engaged”. By “relations” we mean “the relationships that exist within the industry between the
employer and his workmen.”.

The term industrial relations explains the relationship between employees and management
which stem directly or indirectly from union-employer relationship.

Definitions:
The term ‘industrial relations’ has been variously defined. J.T. Dunlop defines industrial
relations as “the complex interrelations among managers, workers and agencies of the
governments”.
According to Dale Yoder “industrial relations is the process of management dealing with
one or more unions with a view to negotiate and subsequently administer collective
bargaining agreement or labour contract”.
The HR Employee Relations Manager directs the organization's employee relations function.
They develop employee relations policies and ensure consistent application of company policies
and procedures. In addition, they are responsible for employee dispute resolution procedures,
performing internal audits, and taking appropriate action to correct any employee relations
issues.

The School of Industrial and Labor Relations at Cornell University was the world's first school
for college-level study in HR located in Ithaca, New York, USA. ILR (Industrial and Labor
Relations) specializes in the fields of human resource management, labor relations, and dispute
resolution.
The Center for Human Resources at the University of Pennsylvania was founded in 1921. The
Center's mission is to foster research on the strategic role of HR management in such areas as
employment, labor relations, public policy, diversity, and training and education. The Center
supports its mission through research, regular meetings, information bulletins, and conferences
and public forums.

B. Importance of Industrial Relations:

The healthy industrial relations are key to the progress and success. Their significance may be
discussed as under –

 Uninterrupted production – The most important benefit of industrial relations is that

this ensures continuity of production. This means, continuous employment for all from
manager to workers. The resources are fully utilized, resulting in the maximum possible
production. There is uninterrupted flow of income for all. Smooth running of an
industry is of vital importance for several other industries; to other industries if the
products are
 Intermediaries or inputs; to exporters if these are export goods; to consumers and
workers, if these are goods of mass consumption.

 Reduction in Industrial Disputes – Good industrial relations reduces the industrial

disputes. Disputes are reflections of the failure of basic human urges or motivations to
secure adequate satisfaction or expression which are fully cured by good industrial
relations. Strikes, lockouts, go-slow tactics, gherao and grievances are some of the
reflections of industrial unrest which do not spring up in an atmosphere of industrial
peace. It helps promoting co-operation and increasing production.

 High morale – Good industrial relations improve the morale of the employees.
Employees work with great zeal with the feeling in mind that the interest of employer
and employees is one and the same, i.e. to increase production. Every worker feels that
he is a co-owner of the gains of industry. The employer in his turn must realize that the
gains of industry are not for him along but they should be shared equally and generously
with his workers. In other words, complete unity of thought and action is the main
achievement of industrial peace. It increases the place of workers in the society and their
ego is satisfied. It naturally affects production because mighty co-operative efforts alone
can produce great results.

 Mental Revolution – The main object of industrial relation is a complete mental

revolution of workers and employees. The industrial peace lies ultimately in a
transformed outlook on the part of both. It is the business of leadership in the ranks of
workers, employees and Government to work out a new relationship in consonance with
a spirit of true democracy. Both should think themselves as partners of the industry and
the role of workers in such a partnership should be recognized. On the other hand,
workers must recognize employer’s authority. It will naturally have impact on production
because they recognize the interest of each other.

 Reduced Wastage – Good industrial relations are maintained on the basis of cooperation
and recognition of each other. It will help increase production. Wastage of man, material
and machines are reduced to the minimum and thus national interest is protected.

Thus, it is evident that good industrial relations is the basis of higher production with minimum
cost and higher profits. It also results in increased efficiency of workers. New and new projects
may be introduced for the welfare of the workers and to promote the morale of the people at
work. An economy organized for planned production and distribution, aiming at the realization
of social justice and welfare of the massage can function effectively only in an atmosphere of
industrial peace. If the twin objectives of rapid national development and increased social justice
are to be achieved, there must be harmonious relationship between management and labor.

C. Objectives of Industrial Relations:

The main objectives of industrial relations system are:-
1. To safeguard the interest of labor and management by securing the highest level of
mutual understanding and good-will among all those sections in the industry which
participate in the process of production.
2. To avoid industrial conflict or strife and develop harmonious relations, which are an
essential factor in the productivity of workers and the industrial progress of a country.
3. To raise productivity to a higher level in an era of full employment by lessening the
tendency to high turnover and frequency absenteeism.
4. To establish and promote the growth of an industrial democracy based on labor
partnership in the sharing of profits and of managerial decisions, so that ban individuals
personality may grow its full stature for the benefit of the industry and of the country as
well.
5. To eliminate or minimize the number of strikes, lockouts and gheraos by providing
reasonable wages, improved living and working conditions, said fringe benefits.
6. To improve the economic conditions of workers in the existing state of industrial
managements and political government.
7. Socialization of industries by making the state itself a major employer
8. Vesting of a proprietary interest of the workers in the industries in which they are
employed.

CHAPTER 5
 ANALYSIS OF
DATA

5.1 Presentation of Information

1. INTRODUCTION

Name of the organization : Reliable Autotech Pvt. Ltd.

Year of Establishment 1985

General Inform about the organization: Registered in 2009, Reliable Autotech Pvt. Ltd. has
gained immense expertise in supplying & trading of automotive skin components, door panels,
fenders etc. The supplier company is located in Nashik, Maharashtra and is one of the leading
sellers of listed products. Buy automotive skin components, door panels, fenders in bulk from us
for the best quality products and service.

Address : RELIABLE AUTOTECH PVT. LTD

F 79180, Ambad MIDC, Nashik, Maharashtra, India
422 010

Telephone No : 0253-6689944
Name of Group : Reliable

Nature of production : Manufacturing Plants

Area of Marketing : Sheet Metal Component Manufacturer

 Achievement of the Co. : ISO/9000
Name of personnel manager : Mr. Rakish Jangle
Qualification : M.B.A HR

Total Numbers of Workers Employed In:-

a) Production Department : 317 employees
b) Engineering Department : 20 employees
c) Technological & Quality Control : 30 employees
d) Service Department : 10 employees
e) Any other department : NO
f) Operation : 200

Total Number of Highly Skilled Workers

1) Skilled = 382
2) Unskilled = 0
3) Trainees = 25
Trade = NA Apprentices = 09 Fitter = 5 Welder = 15
(Under the Apprentices Act
-1961) Grinder -15
Tool and Die Maker: 10
Instruments: 10
Mechanic: Electrician : 15
Electrician: 10
Boiler attendant: NA
Stipend part and Duration: 12 months [1 yrs]

Co s Trainees Total No. Stipend pain & Duration Specify the number staffing
pattern
Staffing pattern 19
Administrative staff No : 5
Personal & Admin Department : 15
Account Department : 16
Stores Department : 14
Production Department : 35
Engineering Department : 13
Marketing department : 6
IT AND SAP :8

2. LABOUR WELFARE
1. Washing facilities:
Yes, organization is providing washing facilities. .They are made available to the employees as
per the provision of Factories act 1948. In this facility the employees can wash their hands,
uniform.
2.Storing and drying of clothes:
Yes, storing and drying facilities are made available to the employees as per the provision of
factories act 1948. In this facility, the employees can dry their uniform after their shift if they get
wet during the work.
3.Sitting Facility:
Yes, organization is providing sitting facilities to the employees as per the provision of Factories
act 1948.Two types of sitting facilities are provided in the organization as big cabin and salary
grade (SG), where workers can sit and rest during the working hours.
4.First-aid:
First aid facility is provided in the organization. The first aid box is updated timely so as to meet
the emergency requirement of the accident.
5. Canteen:
Yes, organization is providing canteen for the worker because there are more than 250 workers in
the organization.
6.Crèches:
Crèches are not provided as the women employees.
7.Welfare Officer:
Yes, organization is providing welfare officer as per the provision of factories Act 1948.
8. Safety Officer:
Yes, there is safety officer in the organization to see the safety measures in the organization are
running properly or not. As per the provision of factories Act 1948

B} Voluntary welfare amenities:

Cultural programs:
a} Occasion: Ganesh festival, Independence Day celebration, Republic Day, Dussehra & Diwali

b} Social functions: Yes, organization is celebrating Women’s day in the organization

c} Sports: CRICKET and CARROM AND CHESS competitions are been held within the organization

d} Contribution from employees for picnic: NO

e} Any other voluntary amenities: Individual Accident policy , Medical policy are been
provided by the organization to the workers

f} Social Security:
1. Provident fund scheme: Yes, as per PF act 1956 Provident Fund (EPF) is implemented by the
employees Provident Fund Organization (EPFO) of India. An establishment with 20 or more
workers working in any one of the 180+ industries given here should register with EPFO.
Typically 12% of the Basic, DA, and cash value of food allowances have to be contributed to the
EPF account. EPFO is a statutory body of the Indian Government under Labour and
Employment Ministry. It is one of the largest social security organizations in the world in terms
of members and volume of financial transactions undertaken.
2.Family pension scheme : Yes, as per act the family pension scheme is been provided to the
employees of the organization
3.Gratuity: Yes, as per act (Gratuity act 1972) An Act to provide for a scheme for the payment
of gratuity to employees engaged in organization.

4. ESIC: Yes, as per act for all employees earning 15000 (US$220) or less per month as wages,
the employer contributes 4.75 percent and employee contributes 1.75 percent, total share 6.5 per
cent. This fund is managed by the ESI Corporation (ESIC) according to rules and regulations
stipulated there in the ESI Act 1948, which oversees the provision of medical and cash benefits
to the employees and their family. ESI scheme is a type of social security scheme for employees
in the organized sector.

g} Canteen facility
Nature of canteen: The canteens are been ruined by the contractor
No. of canteen worker: 4
Facilities to the canteen worker: applicable to contract workers

h} Housing Facility : No, the organization does not provide any housing facility to the works

i}Loan Schemes
What are the various loan schemes provided?
A. Provident fund- No
B. Co-Op credit society - No
C. Company’s scheme – Yes , there are company’s scheme

j} Establishment of quality circle: Yes

k} ESIC schemes:

a) What is E.S.I schemes –

The E.S.I is to provide the medical benefits and wages benefits from ESIC[ social security and
health insurance scheme for workers

b) Benefits under the schemes

 The benefits of the scheme are as follows
1. Medical Benefits

2. Pension Benefits

3. Wages Benefits

4. Funeral Benefits

5. Unemployment Benefits

6. Dependent Benefits

c) Eligibility to become member—

Gross salary of workers should be less than 21000 or less then Rs 21000
d) Contribution
1. Employee: 1.75% of the wages

2. Employer: 4.75% of the wages paid or payable in respect of the employees in

every wage period.

3. RECRUITMENT & SELECTION

1. Sources of recruitment:

From institution/ College:

o Yes, Company is selected employee from collage /institution. The recruitment is been done
by the I.M.R.T Institute, Ashoka Business School, and also from Bhujbal Knowledge City
etc.

From Employment Exchange:

o Yes, there is employment exchange in the organization

From Internal/ Director Application:
o Yes, there is internal and directors application taken in the organization

From union:

o YES, there is recruitment & selection sources from union side

Others:

o Social Media , Employee ,Referral , Job portal

2. Specification of Basic Qualification:

1.For the workers

Education: ITI Age: 18 +

2.Clerical staff : There no:--

a) Minimum qualification: GRADUATION, TECHNICAL QUALIFICATION [BE]

b) Typing speed: [ - ]
c) Working experience: Depends on the nature of work
d) Computer Literacy: MS-CIT

3.Junior Officers:

Qualification: B.E. / DME

Experience: 3+ years

4.Senior Officers:

.Qualification : D.M.E/BE,

Experience: 2 to 3 years

3. Promotion policy:-
 Grounds considered for Promotion

a) KRA (key result area) performance in overall areas.

b) Behavior as well as technical.
c) Goals Achievement

Promotion policy within the company: Not yet Realized

4. WAGE & SALARY ADMINISTRATION

1. INCENTIVES PLANS:-

1. Financial Incentives :-

o Not, Applicable , the company is not realizing the internal information.

2. Non-monetary incentives:-

o Not Applicable , the company is not realizing the internal information

3. Suggestion scheme existing in an organization:-

o Yes
4. Recent Suggestion received:-

o In house newspaper stand making.

5. Whether award is given for the good suggestion:

o YES Timely award ceremony

PROMOTION & INCREMENT POLICY:-

 1. Procedure of giving Increment Promotion :-
The procedure of giving increment is as follows 1. Performance Appraisal Cycle is
April -March financial year

2. Increments are based on performance

3. Special Increment :- no there is not any special increment

5. TRAINING & DEVELOPMENT

I. In the organization
Yes, technical and behavior training as a categories to provide to employee
to increase their skill &knowledge
II. Outstation Training Facilities
- Yes, we arrange the outbound training for our employee’s plant or
department wise every year
-
III. Nature of Induction Program

a) To the workers-Safety , Induction to workers[ 1day]

b) To the staff Members – 1 or 2 days induction includes overall company
presentation &interaction with dept. heads
IV. Technical training to the workers-

a} Training for the from ITI

o Yes, On job Training and classroom training, to blue collar

employee and contract employee also

b} Training for supervisory staff, executive etc.

o Yes, this category comes under the WCA employee to enhance their skills and

knowledge organization provides them the training as per their needs of project,

product profile.
o c} Follow-up of training programmers:

o Yes, follow up system of cascading as well as follow up session after completion of training
.
 d)details of on the job and off the job training

o on the job training : by TPM activities

o Off the job training: includes classroom, workshop, outbound activities.

5.2 ANALYSIS & INTERPRETATION OF DATA

INDUSTRIAL RELATIONS
a) Application of Model of Standing Order:

Yes, organization follows Model of Standing Order

b) Procedure for grievance handling:

The organization has standard procedure

Procedure for Disciplinary actions:

. Yes, organization follows Model of Standing Order for disciplinary actions

.warning letter
Enquiries &legal disciplinary actions

Existence of trade union:

Yes

Name of the Trade -Union:

C2Union

Recognition:

Yes, Internal as well as external

Name of the trade unions:

There are 2 trade unions 1) Reliable Parivaar Employee Union
 2. (Cannot be disclosed)

Leaders of Trade Union:

(the names cannot be disclosed)

Collective Bargaining Agreement:-

Yes

Corporate Responsibility
As a responsible corporate citizen, Reliable is dedicated to protecting human health, natural
resources and the global environment. Our CSR initiatives aim at giving back to our stakeholders
at large by supporting worthy causes through financial assistance and employee volunteerism.
 CSR Policy

 Society
 Environment

At present we are actively involved in the working with the following charitable
organizations:

Vanvasi Kalyan Ashram

Vanvasi Kalyan Ashram has taken up over 500 developmental projects in tribal villages with aim
of helping tribal integrate into the mainstream of Indian society.

Prabodhini Trust

Prabodhini Trust is dedicated to the care of mentally challenged youth in Nashik by providing
them training, education and rehabilitation.

Indorewala ENT Institute

Indorewala ENT Institute regularly conducts free diagnostic and surgical camp for the
economically weak from remote areas and provides financial support for cochlear implants.

These are some of the initiatives we have been involved with in the past:

 Rotary Club of India

 National School for Blind Girls
 Kusumagraj Pratisthan
 Nashik Run Charitable Trust
 The Deaf Way Foundation
 CHAPTER 6

CONCLUSION,
RECOMMENDATION’S
& SUGGESTIONS
6.1 FINDINGS OF THE STUDY
• The welfare facilities are the most important facilities provided by the company to their
employees.

• Under statutory welfare facilities company provides following facilities according factories
act. The facilities are

Washing facility

Storing and drying

Sitting

First aid appliance (only first aid)

Canteen (only lunch room)

• The company provides following non-statutory welfare facilities

Medical facilities (ESI)

Celebration of Cargill day

Women’s day

Environment day

• Social function :
Tree plantation
Safety week
 6.2Conclusions of the study
 What research can conclude from this research is that the study of an organization is complex and
detailed study requires devotion and hard work.

 By studying the organization researcher come to know about its strength and weakness .also the
various initiative it takes to achieve its goals are seen.

 Manager told us actually functioning of the organization that has helped in knowing the
organization behavior.

 Hence, what can be concluded from this study of organization is that how an organization works .
 6.3 Recommendations & Suggestions
The suggestions are as follows:

1. Enhance the training programme in the organization regarding the motivation.

2. Create facility like extra morale welfare activities.

3. The washing area must be kept clean.

4. Start education schemes in company staff and their number.

5. Conduct the yoga workshop in organization.

6. Housing facilities must be provided to the employees especially for those who have migrated
for work

7. Have the occasional meeting regarding the problems of the workers.

8. Practice the monthly health check-up camps.

Bibliography
Sr. Name Of Title Of Book Edition Year Publication
No.
Author
1 P. Subarea Essential Of Human Fifth 2007 Himalaya
Resource Management.
2 S.P. Jain Industrial And Labour Law 2005 “Dhapatrai &
Co”
3 C. R. Kothari Research Methodology Second 2004 Vishwa

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