A SUMMER INTERNSHIP PROJECT

REPORT
ON
HR POLICIES AND IMPLEMENTATION OF SKYCRAPER CLINICAL RESEARCH SOLUTIONS PVT. LTD.

SUBMITTED TOWARDS PARTIAL FULFILLMENT OF

Master of Business Administration

(Affiliated To Dr. A.P.J. Abdul Kalam Technical University, Lucknow, Uttar Pradesh, )

ACADEMIC SESSION
2022-23

Submitted to Submitted By
Dr. Preeti Nair Pradeepti Mishra
Ass. Prof Roll no.-2101080700025
RSMT MBA-3RD Semester

RAJARSHI SCHOOL OF MANAGEMENT & TECHNOLOGY, VARANASI

 CERTIFICATE
It is certified that the project work entitled “HR POLICIES AND IMPLEMENTATION
OF SKYCRAPER CLINICAL RESEARCH SOLUTIONS PVT. LTD.” done by
Pradeepti Mishra to be submitted to Rajarshi School Of Management And
Technology, Varanasi affiliated to Dr. A P J Abdul Kalam Technical University,
Lucknow for the Partial fulfillment of requirement for award of the degree of Master of
Business Administration has been carried out under my guidance and supervision. This
project is not submitted to any other University for receiving any diploma or degree.

Date:
__________________________

Dr. Preeti Nair

RSMT
lOMoAR cPSD| 21760912

lOMoAR cPSD| 21760912

 ACKNOWLEDGEMENT

The internship opportunity I had with SkyCraper Clinical Research Solutions was a great
chance for learning and professional development. Therefore, I consider myself as a
fortunate individual as I was provided with an opportunity to be a part of it. I am also grateful
for having a chance to meet so many wonderful people and professionals who led me though
this internship tenure.

I would like to take this opportunity to express my deepest gratitude and special thanks to
Mr. Chintan Sheth, Head Clinical Operations at SkyCraper Clinical Research Solutions, who
in spite of being extraordinarily busy with his duties, took out his time to hear, guide,
motivate and keep me on the right path during the whole span of my internship in the
esteemed organization.

I express my deepest thanks to Dr..Preeti Nair, Faculty at Rajarshi School Of Management

and Technology, for taking part in useful decision making & giving necessary advices and
guidance during different phases of my summer internship program.

I perceive as this opportunity as a big milestone in my career development. I will strive to

use gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objective
 Preface

As MBA degree require equal attention practical as well as theoretical aspect of the business,
various problems are to be dealt with in these courses, that is why research programs are
there to give deep as well as thorough knowledge of the subjects.

I have attempted to live up these requisites while preparing this report. Industrial Training is
a part of professional courses. With the help of Industrial Training we can able to understand
the work undertaken in a company.

In today’s competitive world, employee’s performance plays a very important role in the
growth of a particular concern. The employee must have the theoretical and practical
knowledge of the work, they are required to perform. The theoretical knowledge can be
gained in educational institution but for the practical knowledge training is required, so
training acquaints the employees with the real situation of the work and helps him in the
faultless accomplishment of the work. So this project includes all the detailed aspect of
training required for employees.

Success of an organization depends largely on successful handling of its human resources.

Employee Training and motivation are vital tools for individual & organizational
development training not only motivates the employees, but also prepares them for future
needs of the company.

This project report has been prepared keeping in mind the organizational needs pertaining to
the marketing strategy to sales employees. It describes the principles of training programmes
and guidelines adopted in SkyCraper Clinical Research Solutions which was developed,
conducted & evaluated for imparting training to its employees and developing them for
making more effective whilst in job & their life.
 Declaration
I PRDEEPTI MISHRA, hereby declare that the research work presented in this project report entitled “HR POLICIES AND
IMPLEMENTATION OF SKYCRAPER CLINICAL RESEARCH SOLUTIONS”. For the fulfillment of the award of Master in
Business Administration from Dr. A.P.J. Abdul Kalam Technical University, Lucknow is based on my work during the summer
training in the “SKYCRAPER CLINICAL RESEARCH SOLUTIONS “. The project embodies the result of original work and
studies carried out by me and the contents of the project do not form the basis for the award of any other degree to
me or to anybody else.

Date: lOMoAR cPSD| 21760912

PRADEEPTI MISHRA
 EXECUTIVE SUMMARY

My internship at SkyCraper Clinical Research Solutions 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.

INTRODUCTION OF PROJECT
This project is about the HR Policies in SkyCraper Clinical Research Solutions. The HR
Policies in an organization helps every individual to raise his/her potential in all facets by
helping him to be satisfied and secured about his present and future.

PROJECT TITLE
The title of the project is “HR Policies and Its Implementation in SkyCraper Clinical
Research Solutions. As the name indicates it is the study of the HR Policies prevalent in the
organization.

ORGANISATION

SkyCraper is a Site Management Organization, which has remained committed to providing quality and client-
driven services. We share the same goals as our clients and will continue to provide the very highest level of
professional services to deliver true value to them with Quality and Transparency. Services provided by
SkyCraper speak about the all-round expertise they have in efficiently managing a clinical trial.

SkyCraper acts as a common Platform between Principle Investigator and Study Sponsor /CROs for successful
execution of Clinical Trials. It has been established to meet the ever-growing performance and quality
expectations at the level of clinical trial services. SkyCraper is an Organization of excellence, which provides a
step ahead towards brighter future for the upcoming clinical research & clinical trials in India.

SkyCraper is the fastest growing research coordinating organization in Gujarat, India.

We are known for

 Quality and punctual in service

 Support PI/Sub-I in patient recruitment and retention
 Dedicated, well trained (protocol and ICH GCP) and experienced site team for project management
 Site Initiation, Site Development, Interim monitoring, close out visits, Patient Compliance etc.
 Back up team always available SkyCraper is an Organization of excellence, which provides a step ahead towards
brighter future for the upcoming clinical research in India
 OBJECTIVES OF THE STUDY

My internship with SkyCraper Clinical Research Solutions has provide me great exposure of corporate culture and has
strengthen me to survive in this competitive environment of corporate world.

The purpose behind the study is to Know-

1) To know the new HR policies of the company that are followed by the employees .

2) To know the effects of this sudden change in situation on employees of the company.

3) To know whether the employees are satisfied by the changes made by the company in the policies

4) To know the steps taken by the company to maintain the safe working environment for the employees

5) To know the work from home policy of the company

Another objective behind making this project report is to provide detailed analysis of the work done by me in the organization
and to provide a detail of things that I have learned there.

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

HR Policies cover the following:

 Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like.
 Policy on terms and conditions of employment-compensation policy and methods, hours of work,
overtime, promotion, transfer, lay-off and the like.
 Policy with regard medical assistance-sickness benefits, ESI and company medical benefits.
 Policy regarding housing, transport, uniform and allowances.
 Policy regarding training and development-need for, methods of, and frequency of training and
development.
 Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure,
participative management and communication with workers.

SCOPE OF STUDY
 In any organization human resource is the most important asset. In today’s current scenario, Columbia Asia Hospital is
a very large manufacturer and marketer of chemical.

 As most of the company’s overall performance depends on its employee’s performance which depends largely on the
HR POLICIES of the organization.

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

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

Need of the study:

1) The purpose of this study is to know the response of SkyCraper Clinical Research Solutions towards this
global emergency.

2) This study will align the dynamism of HR practices and survival strategies for a sustainable future of the
company.
3) As the organization mainly depends on the people, so it is important for us to know how they are

affected by the sudden change in working environment.

4) It is important for us to know the activities carried out by the company to ensure the employee safety in
this difficult time.
INTRODUCTION
Introduction:

Human resource policies are continuing guidelines on the approach of which an organization

intends to adopt in managing its people. They represent specific guidelines to HR managers on

various matters concerning employment and state the intent of the organization on different

aspects of Human Resource management such as recruitment, promotion, compensation,

training, selections etc. They therefore serve as a reference point when human resources

management practices are being developed or when decisions are being made about an

organization’s workforce.

A good HR policy provides generalized guidance on the approach adopted by the organization,

and therefore its employees, concerning various aspects of employment. A procedure spells

out precisely what action should be taken in line with the policies.

Each organization has a different set of circumstances and so develops an individual set of

human resource policies. The location an organization operates in will also dictate the content

of their policies.

The establishment of policies can help an organization demonstrate, both internally and

externally, that it meets requirements for diversity, ethics and training as well as its

commitments in relation to regulation and corporate governance of its employees. For example,

in order to dismiss an employee in accordance with employment law requirements, amongst

other considerations, it will normally be necessary to meet provisions within employment

contracts and collective bargaining agreements. The establishment of an HR Policy which sets

out obligations, standards of behavior, and documents disciplinary procedures, is now the

standard approach to meeting these obligations. HR policies provide frameworks within which

consistent decisions are made and promote equity in the way in which people are treated. HR

policies can also be very effective at supporting and building the desired organizational culture.
 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.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations, 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. Policy regarding housing, transport, uniform and allowances.
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.

FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization.

2. Prevailing practice in rival companies.
3. Attitudes and philosophy of founders of the company as also its directors and the top management.
4. Attitudes and philosophy of middle and lower management.
5. The knowledge and experience gained from handling countless personnel problems on day to day basis.

Some important functions of HR policies:

Human Resource (HR) policies are meant to provide frameworks for an organization, within

which consistent decisions can be made, and through which equity in the way people are

treated can be promoted. The implementation of strong HR policies can help an organization

demonstrate, both internally and externally, that it meets the requirements for diversity, ethics,

and training required in today’s workplace, and meets its commitments regarding regulation and

corporate governance of employees.

 HR policies set out obligations, standards of behaviour and document disciplinary

procedures (among many other things). Their specific function can vary widely, including

but not limited to:

 Providing clear communication between an organization and its employees regarding their condition
of employment
 Forming a basis for treating all employees fairly and equally.
 Setting and managing employee expectations.
 Establishing guidelines for supervisors and managers.
 Forming a basis for developing the employee handbook.
 Communicating the organization’s goals and values.
 Creating a basis for regularly reviewing possible changes that affect employees.
 Providing a ‘how-to’ on how to apply policies across all levels of an organization.
 Forming a context for various programs, such as supervisor training programs and employee
onboarding and orientation programs.
 Ensuring all policies are aligned to legal requirements and best practices.
 Creating a common and healthy working environment.
 Giving a clear picture of career growth in the organization.

Scope of HR policies:

Scope implies subject matter, the subject matter of human resource policies is as wide as the

scope of human resource management.

In most companies, policies are formulated regarding various functions of human resource

management which are as under:

1. Employment:

Policies concerning with recruitment, selection and separation of employees. These policies should provide
mandatory guidelines for:

(i) Qualifications – Minimum hiring qualifications.

(ii) Selection Devices – Dependence on various selection devices such as university degrees, tests, interviews,
reference checks, physical examination, etc.
(iii) Basis – Basis (length of service or efficiency) to be followed in discharging an employee. (iv) Sources –
Preferred sources of recruitment.
(v) Reservation – Reservation of seats for scheduled castes, scheduled tribes, handicapped persons, and ex
servicemen. (vi) Local Employment of local people and relations of existing staff.
(vii) Probation – Probation period.
(viii) Layoff – Layoff and retiring.

2. Training and Development:

(i) Attitude – Attitude towards training-whether it is regarded as a device to overcome specific

problems or as a continuing relationship between superior and subordinate.
(ii) Executive Development – Programmes of executive
development. (iii) Orientation – Orientation of new
employees.
(iv) Objectives – Objectives of training.
(v) Development – Opportunities for career
development. (vi) Training – Basis of
training.
(vii) Methods – Methods of training-on-the-job or off-the-job.

3. Transfers and Promotions:

(i) Rationale – Rationale of transfer.

(ii) Periodicity – Periodicity of transfer.
(iii) Promotion – Promotion from within or outside
the organization. (iv) Seniority – Seniority required
for promotion.
(v) Weightage – Relative weightage to seniority and
merit in promotion. (vi) Seniority – Seniority rights.
(vii) Channel – Channels of promotion.

4. Compensation:

(i) Evaluation – Job evaluation system.

(ii) Wages – Minimum wages
and salaries.
(iii) Mode – Method of wage
payment.
(iv) Profit Sharing – Profit sharing and
incentive plans.
(v) Non-monetary – Non-monetary
rewards.
(vi) Executive – Executive stock option plan.
(vii) Procedure – Procedure for getting payment.
(viii) Condition – Whether to pay prevailing or more than prevailing salary scales.

5. Working
Conditions:

(i)Time –
Working
hours.
(ii)Duration –
Shift work.
(iii) Breaks – Number and duration of
rest intervals.
(iv) Extras – Overtime work.
(v) Leave – Leave rules.
(vi) Safety – Safety rules and regulations.

6. Employee Services and Welfare:

 (i) Types – Types of services-housing, transportation, medical facilities, education of children,
group insurance, credit facilities, purchase of company’s products at discount, company stores,
social security, etc.
(ii) Finance – Financing of employee services.
(iii) Motivation –
Incentives to motivate.

7. Industrial Relations:

(i) Grievances – Handling of grievances.

(ii) Trade union – Recognition of trade union.
(iii) Suggestions –
Suggestions schemes.
(iv) Discipline – Discipline and conduct rules.
(v) Participation – Workers’ participation in management.
(vi) Journals – Employees’ news sheet and house journal.

BENEFITS OF HR POLICIES

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 other
organizations.
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 some 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 entirely fair manner. But what happens when he/she
retires? The tenure of office of nay manager is finite. But the organization continues. 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 fair play and justice and where
they help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and

equal opportunities to every employee to realize his/her full potential.

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

right job.
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 participation to 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. Principle of incentive to recognize and reward good performance.

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 of work to all employees and to contribute to national
prosperity.
 RESEARCH AND DEVELOPMENT

At Skycraper Clinical Research Solutions, 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, Skycraper Clinical Research Solutions 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 Skycraper Clinical Research Solutions at Ahmedabad that has
been approved by the Government of Gujarat., Dept. of Science & Technology. DRDC has a sophisticated
analytical laboratory and facilities for testing new technologies and new products.

A team of over 30 persons, including PhDs and Chemical Engineers are supported by a technical services
group of Chemists / Chemical Engineers at the manufacturing divisions. The Centre works closely with
reputed universities and research institutes of B. J. Medical College – Ahmedabad

Approved by the Government of Gujarat., Dept. of Science & Technology, the center 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.

ACHIVEMENT / MILESTONES
JUNE 2021 Highest recruitment sites for Orthopaedic indication in India

DECEMBER 2020 Expansion and MOU with the Best Ophthalmology Super Speciality Hospital in
Ahmedabad, Gujarat

Nov 2020 Nominated as the best performance site management organization with Quality & Transparency by
CRO & Global Sponsor

AUGUST 2020 Expansion and MOU with the Global CRO in Egypt

MARCH 2020 SkyCraper started Home base visits as per requirement, Our experience research staffs provide
patients home base visits with the same high quality, expert service they receive from the clinical trial site, just
in the comfort of their home due to Pandemic situation of COVID 19

NOVEMBER 2019 Expansion and MOU with the Paediatric and Pulmonology specific speciality hospital in
Ahmedabad, Gujarat

NOV 2019 Successfully registration of Institutional Ethics Committee - KD Hospital, Ahmedabad

25 JULY 2019 Successfully re-registration of institutional Ethics Committee - Civil Hospital, Ahmedabad

6 JULY 2019 Provide training on GCP and CT Regulation to IEC Members

JUNE 2019 Highest recruitment in Dermatology Trial in India

22 DEC 2018 Successfully completed CRO QA Audit

SEPTEMBER 2018 Highest recruitment sites for Psychiatry in India

31 JULY 2018 Provide training on GCP and CT Regulation to IEC Members

10 APR 2018 Successfully registration of Institutional Ethics Committee - NIMS Hospital, Ahmedabad

NOV 2017 We able to construct core Principal Investigator database

JUNE 2017 Highest recruitment sites for Dermatology and Ophthalmology in India

MARCH 2017 Company Incorporated

Company profile
 Company Profile

Skycraper Clinical Research Solutions Private Limited is a Private

incorporated on 24
March 2017. It is classified as Non-govt company and is registered at
Registrar of Companies, Ahmedabad. Its authorized share capital is Rs.
490,000 and its paid up capital is Rs. 60,000. It is involved in Research and
experimental development on natural sciences and engineering (NSE). [This
class includes systematic creative work in the fields of research and
development in natural sciences, medical sciences, agriculture and engineering
& technology.

SkyCraper is a Site Management Organization, which has remained committed

to providing quality and client-driven services. We share the same goals as our
clients and will continue to provide the very highest level of professional
services to deliver true value to them with Quality and Transparency. Services
provided by SkyCraper speak about the all-round expertise they have in
efficiently managing a clinical trial.

SkyCraper acts as a common Platform between Principle Investigator and

Study Sponsor CROs for successful execution of Clinical Trials. It has been
established to meet the ever- growing performance and quality expectations at
the level of clinical trial services.

SkyCraper is an Organization of excellence, which provides a step ahead

towards brighter future for the upcoming clinical research & clinical trials in
India. SkyCraper is the fastest growing research coordinating organization in
Gujarat, India.

 Efficient execution of operational activities & accurate and

consistent documentation.
 Due close interaction with the sites we establish a good relationship with
the investigator and other site staff which in return may help in easy
access to deep seated information eventually reduces the study timeline.
 Can speed up patient recruitment process as per the trial protocol
 We can also help in generation of high-quality data as well as its
tracking and management.
 The all helps in making the study cost effective

1-Why SkyCraper is so important?

• SkyCraper is Site Management Organization, a leading Indian

company in Clinical Research has a presence in clinical trials and healthcare
industry. Expertise to deliver best solutions "Towards Humanity" for
discovering new drugs in Clinical Research.
THERAPEUTIC AREAS
OUR THERAPEUTIC AREA ARE:

 DERMATOLOGY
 OPTHALMOLOGY
 PSYCHIATRY
 MEDICINE
 GASTROENTEROLOGY
 RHEUMATOLOGY
 ORTHOPAEDIC
 GENERAL SURGERY
 NEUROLOGY
 PULMONOLOGY
 HEMATO – ONCOLOGY
 UROLOGY
 GYNECOLOGY
 PAEDIATRIC
 DENTAL

Profile of an SLMGian
 Passion to win
 Self-believer
 Last mile driven
 Result oriented
 Transparent
 Team player

lOM oARcPSD |21760912

Service Line.

1-SITE IDENTIFICATION AND FEASIBILITY

One of the most important aspects of a clinical research is selecting optimal Clinical Study Site. The ability to
identify, engage and effectively work with experienced staff is key factor of Clinical Trial success. In addition,
Site Infrastructure / facility affect data quality and integrity.

At SkyCraper, we provide real time feasibility details with experienced Investigator / Site / Staff to achieve
target population / subject recruitment within timeline and fulfillment the expectation of CRO / Sponsor.

2- CLINICAL TRIAL MANAGEMENT WITH EXPERIENCED INVESTIGATOR AND STUDY

STAFF
Experienced Investigator and Study Staff play an important role for successfully completion of clinical trial at
site.

At SkyCraper, we provide experienced Investigator and Study Staff with knowledge about management of
Clinical Trial to achieve transparency and quality of data.

3-PATIENT RECRUITMENT AND RETENTION MANAGEMENT

Successful recruitment and retention of patient is known to be one of the most challenging aspects in clinical
trials. In India, Lack of patient education about clinical trial, patient’s fear for study procedure and side effects,
complex study design are the barrier for patient recruitment and retention in clinical trials.

At SkyCraper, we would be incredibly interested in a final report addressing the following areas: What
worked? What failed? Why? what would you do differently if given the opportunity? what are the bottom line
results?

4-TRAINING ON REGULATORY GUIDELINES AND STUDY SPECIFIC ESSENTIAL

DOCUMENTS
Team SkyCraper believe confidence to achieve goals comes from Consistent training so to start any process
we must be fully trained on it.

At SkyCraper, we have experienced staff strengthen the knowledge by come up with several training programs
on essential documents of Clinical Trials and BA / BE studies. We provide training to Healthcare/Hospitals,
Pharmaceutical Companies and Students in the field of Clinical Research on GCP and Clinical Trial
regulations.

5-ETHICS COMMITTEE REGISTRATION

For conduct of clinical trials, Ethics committee plays a vital role for review and approve clinical trial for
safeguarding rights, safety and well-being of research participant. Every Ethics Committee has to follow
accreditation process for registration of Ethics Committee in CDSCO and NABH.

At SkyCraper, Our expert and regulatory person prepare and review documents and file the documents to
CDSCO and NABH.

6-PATIENT SAFETY MANAGEMENT

Monitoring and management of patient safety during clinical trial is a critical component throughout the drug
development life cycle.

At Skycraper, Our experience research staff adhere to the protocol treatment plan in delivering care. They
observe, evaluate, manage and document all effects of treatment, including the reporting of adverse events or
serious adverse events.
Executive Leadership Team:

Vishvas Nareschandra Solanki

Director

Chintan Nareshchndra Sheth

Director/Clinical Head HR

Kishan Vyas
Director/VP

Pooja Parmer
Head Human Resource
Our Heritage and Values

Established in 2017, SkyCraper Clinical Research Solutions has grown to its current position as the

Fastest Growing Brand of the Decade in Healthcare Services based on our outstanding track

record, long-term partnerships, collaborative innovation and corporate responsibility.

We are proud of our heritage as part of the diversified, SkyCraper Clinical Research Solutions,

which founded by Kishan Vyas in 2017, is one of India’s most respected institutions today.

Our mission reflects the SkyCraper Clinical Research Solutions longstanding commitment to
providing excellence:

To help customers achieve their business objectives by providing innovative, best-in-class

consulting, IT solutions and services. To make it a joy for all stakeholders to work with us.

Our

Val

ues

Lea

din

cha

nge

Inte

grit

Respect for the individual

Excellence
Learning and sharing

First set out in 2017, these Values continue to be as relevant as when they were first articulated

and are lived everyday by our employees across the world in multiple ways.
LITERAture
REVIEW
Literature review:

The COVID-19 pandemic that originated in China in December 2019 has spread across the globe

by now and will continue to proliferate in the foreseeable future. Apart from inducing panic and

uncertainty amidst the general population about who the next victim will be, the pandemic has

also significantly disrupted the way business works. New norms about working from home are

changing the way employees and managers interact – which, for many, is a source of potential

concern about what ‘business as usual’ will look like in the future

The impact of Covid-19 on health, economies, and markets is an unfolding story that is

complex and fluid in its ever- changing dimensions. One of the biggest visible impacts of the

virus has been on the organisations and the nature of workplaces. As the coronavirus spread

invisibly across the globe, nation after nation has declared lockdowns, and organisations

have scrambled to comply with lockdown restrictions while striving to keep operations

going.

COVID-19 has led and accelerated one of the greatest workplace transformations of our lifetime.

In these turbulent times organisations are rediscovering their sense of purpose, innovating

rapidly and getting closer to the communities. Mastering deep, meaningful and human

connections with customers and colleagues/employees has become even more important to

business leaders. Firms that invest in trust-building and emotional connect and kindness now,

shall secure long-term loyalty and ethical allegiance of their employees.

With offices moving to home, there has been a fundamental shift in how we lead our lives and

continue to do business. Fueled by smart technologies, artificial intelligence and mobile

supercomputing, we are already seeing companies innovating rapidly to cope with the

uncertainties ahead. Pre-empting the need for emotional support, finding unique ways to

connect with employees through virtual medium rather than physical or team-based approach

has gained importance during these times With plans to stagger the physical presence of

employees in offices, fewer people in one confined space may not only mean fewer human
resource issues but it will also mean need for innovative approaches to retain critical connect

within teams as well as with organizations at large.

Agility, creativity, flexibility - these are the attributes demonstrated by HR in the lockdown

scenario. As employees started logging in remotely, HR functions stepped up to transform

brick-and-mortar offices into virtual workplaces almost overnight. Guidelines to ensure that

employees could manage WFH seamlessly and securely had to be quickly defined and

disseminated. In many cases, employees had to be supported with digital infrastructure -

laptops, data cards - to ensure that business continuity could be maintained.

The coronavirus pandemic has increased the emphasis on the ‘human connect’ aspect of the HR

function. Amid a rapidly unfolding health crisis, HR functions geared up to provide critical

communication on safety protocols, hygiene practices, emergency numbers, list of hospitals,

guidelines for quarantining and isolating, and much more. Many organisations went the extra

mile to help employees handle stress by setting up online classes for employee wellbeing and

motivation.

Employee safety became the prime concern, and HR teams partnered with other functions to

define ways of ensuring safety and social distancing compliance at factories and plants that

continued to operate. Regular disinfection of premises, offices, buses, and colonies has become

an essential component of keeping employees safe. The procurement of masks, handwashes,

and sanitizers was critical even though supplies fell low in the market.

The coronavirus crisis has helped shine a spotlight on the value that HR delivers in keeping

employees engaged, motivated, safe, and productive. However, the WFH concept and minimal

staffing situation are likely to continue for some time. The very nature of the virus and its

transmissibility have made it clear that social distancing is going to be the new normal for at least

a year. This implies that the pandemic situation will impact HR practices like recruitment, on-

boarding, and learning and development. Recruitment will focus on tech-savvy talent who can

perform better in a predominantly digital workplace. Processes for on-boarding new hires will

have to change to become fully digital. Training and skilling will reconfigure for an online-only

mode.
Some of the changes are exciting in their potential for transformation. In the appreciable

future, HR will play a key role in redefining, perhaps permanently, the nature of the workplace.

For instance, standard attendance and leave policies will no longer work. Organisations will

have to place a higher degree of trust in the integrity and commitment of employees working

remotely. WFH may impact decision-making structures because of the constraints of video

meeting platforms. Smaller teams may be able to collaborate better and take decisions faster.

In some ways, WFH may even be a blessing in disguise. Being able to work from home may help

people to balance professional and personal issues better.

It may enable more women and people with disabilities to enter the workforce.

Having larger remote workforces will push organisations to ramp up technology adoption and

digitalization, enable dispersed operations, and collaborative functioning. As organisations get

more comfortable with employees working remotely, the requirement for office space and

fixed workstations may reduce drastically. Organisations may be able to leverage WFH concept

to cut costs on real estate and brick-and-mortar infrastructure.

Many of these changes are already afoot, and organisations have been in a constant mode of

reinventing practically every process and policy. The silver lining to this unprecedented health

crisis is that organisations are finding new ways to become more productive with fewer

resources. Doing more with less is the mantra in the post corona world. When the world

changed practically overnight with the coronavirus pandemic, organizations did too. The

industry is watching the reinvention of the workplace happening before our eyes
Relevance of study/
problem definition
Relevance of study/ Problem definition:

The economic effect of the global pandemic (Covid-19) includes acceleration of the digitalization

processes. Companies now need to immediately use digital platforms to enable access to jobs for

their employees. Human Resource Management has an essential role to play in helping

organization to navigate in the situation of dramatic changes caused by the pandemic lockdown.

This study assesses SkyCraper Clinical Research Solutions company, cope up with the sudden

changes in the working environment due to covid-19. The pandemic has changed the whole

working process of many companies, which also effected employees mentally and physically. It is

important for us to study how company changes the old policies so that they prevent

dissatisfaction among employees and maintain a healthy environment for them so that this

sudden change in situation does not effect their consistency. By maintaining the proper

communication between the employees and the company helps them to engage employees in

the work. Also it’s important to know effect of change in environment on employees so that we

can take measure to prevent them.

Hypothesis
H
y
p
o
t
h
e
si
s:

H
0
-

H1- There is no effect on this change in situation on employees.

H2- There is no steps taken by company to maintaining safe working environment.

 Research
Methodology
Research design:
Once the problem is identified, the next step is the research design. Research design is the basic framework of
rest of the study. A research design specifies the methods and procedures for conducting particular study. In
this project we are following descriptive research design.

Source of Data
There are two types of data:

1. Primary data
2. Secondary data

Primary Data

The primary data is fresh information collected for a specified study. The primary data can be gathered by
observational, experimentation and survey method. Here the entire scheme of plan starts with the definition of
various terms used, units to be employed, type of enquiry to be conducted, extent of accuracy aimed etc.,

Secondary Data

The secondary data refers to data, which already exists. The secondary data collect from internal records,
business magazines, company websites and Newspapers.

SAMPLE SIZE

For suing this research we selected a total 60 as the sample size. and conducted survey over them.
The purpose of research is the main determinant of the level of accuracy required in the results, and this level
of accuracy or exactness is the main determinant of a sample size. The sample size of a statistical sample is the
number off observations that constitute it. It is typically denoted by ‘n’, a positive integer.

SAMPLING METHODS

For doing this research we use the following research methodologies.

Convenience sampling method

The convenience sampling method is a type of sampling method in which the researcher chooses the
sampling units on the basis of convenience or accessibility. It is called accidental samples because the sample
– units enter by accident. The convenience sampling method is very much use full because they are easily
accessible.

SAMPLING TECHNIQUES

There are different types of sampling designs based on two factors, the representation basis and the element
selection technique. On the representation basis, the sample may be probability sampling or it may be non-
probability sampling

 Probability sampling techniques

It is also known as RANDOM SAMPLING or CHANCE SAMPLING. Under this sampling design, every
item of the universe has an equal chance of inclusion in the sample. The results obtained from this random
sampling technique can be assured in terms of probability. The various probability techniques are sample
random sampling, systematic sampling, stratified random sampling, cluster sampling, multi-stage sampling,
area sampling.

 Non - Probability sampling techniques

Non – probability sampling is that sampling procedure which does not afraid any basis for estimating the
probability that each in the population has been included in the sample. It is also known by different names
such as “DELIBERATE SAMPLING”, “judgment sampling”.
 HR POLICIES IN
SKYCRAPER CLINICAL
RESEARCH SOLUTIONS
OBJECTIVES

In reviewing the purpose of HR Policies at YCRAPER CLINICAL

RESEARCH SOLUTION., the organization 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 maintain a high level of

employee motivation and morale. Appraisals and promotions shall be ethical and impartial.
 Implement equitable, scientific and objective system of rewards, incentives and control.
 Contribute towards health and welfare of employees.

MANAGEMENT
REVIEW:

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.

CORRECTIVE ACTION FOR NON CONFORMANCE :

Non conformance to the policies mentioned is reviewed by the Group

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.

DOCUMENT AND DATA CONTROL:

 Documents and data are generated by the Corp. HR in the form of
hard copies or electronic medium.

Documents are reviewed and approved for adequacy by Corp. HR prior

to issue.

The various procedures that form the HR Policy of the Organization

are:

1. Recruitment and selection of manpower

2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10.Retirement Planning
11.Job Enrichment
12.Exit Interviews

A brief preview of the 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

given below are according to my understanding and interpretation of the
subject.

1. RECRUITMENT POLICY

In Skycraper, 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.
All fresh candidates are absorbed only after satisfactory completion
of appropriate training.
All direct recruitment is through the HR department.
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. INDUCTION AND PLACEMENT POLICY

At Skycraper , 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. JOB ROTATION POLICY

At Skycraper , 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 from time 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.

4. PERFORMANCE APPRAISAL POLICY

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:

To enhance employees’ competence and job satisfaction.

To prepare employees for future responsibilities.
To establish a better working relationship between the superior and
subordinate.
To enable employees to cope with personal problems.

6. CAREER PLANNING POLICY

Career Planning system in Skycraper 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. The organization’s long and short term plans.

b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and
average caliber.
d. Recruitment through internal and external sources at all levels
and its ratio as appropriate to the organization.
e. The number of people recruited and trained every year.

35
7. SUCCESSION PLANNING POLICY

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

position at the time of annual appraisal. This is reviewed every year
along with the annual appraisal.

8. TRAINING AND DEVELOPMENT POLICY

At Skycraper , 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 between actual 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. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM

Human Resource Information Management Systems (HRIMS)

aims at:
a. Providing accurate information about employees to
management for decision making.
b. Eliminating duplication of efforts.
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 and
password. 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.

36
 10. RETIREMENT PLANNING

At Skycraper , retirement of all individuals is aided through planned

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

11. JOB ENRICHMENT

Skycraper follows a people centered approach to job enrichment

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

12. EXIT INTERVIEWS

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) was

designed 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. Provident Fund
2. Gratuity
3. Privilege Leave
4. Superannuation Scheme
5. Medical Reimbursement & Hospitalization
6. Dental Policy
7. Group Accident Insurance Scheme
8. Housing Loan Scheme
9. Vehicle Loan Scheme
10.Phone Policy
11.Leave Travel Assistance (LTA)
12.Local Conveyance Rules
13.Transfer Policy
14.HRR Policy for Area Office Managers

37
15.Canteen Service
16.Cash Payments & Advance Settlements
17.Performance Excellence Scheme
18.Performance excellence Form
19.Parivar Suraksha Yojna
20.Policy for Get Together of Employees
21.Notice Period for Managerial Employees
22.Conveyance Reimbursement for Interview Candidates
23.Car Policy
24.Post Retrial Benefits
25.Inland Travel Rules
26.Foreign Travel Rules
27.Application for Housing Loan
28.Application for Car Loan
29.Application for 2-wheeler Loan
30.Application for 2-wheeler (wards) Loan
 DATA ANALYSIS
AND
INTERPRETATION
A. RECRUITMENT AND SELECTION

1. Are you satisfied with the external recruitment sources performed in your

organization.

External recruitment sources

18%

Agree

disagree

82% s

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.
 2. Are you satisfied with the monetary reward given on bringing a candidate
on board?

Monetary reward

26 agree
disagree

74%

INTERPRETATION: Regarding monetary reward given on bringing on board

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

3. Are you satisfied with the background checks conduct for employees .
 3. Are you satisfied with the background checks conduct for employees .

Backgroud checks

22%

Agree
Disagree

78%

INTERPRETATION: Regarding background checks which is conduct for

employees 78% employees are satisfied whereas 22% employees are not
satisfied.
4.Are you satisfied with the monetary limits given to you for the 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 employees
are not satisfied.
LIMITATIONS
Limitations:

1) Time limit is the major constraint.

2) The majority of the data used in the study is obtained from the website of the company and is
assumed to be true.
3) This study does not contain questionnaire method.

Data analysis