Summer Internship Project Report

June & July 2009

Human Resource Information System

AT

Alok Industries Limited

Mumbai

Under The Guidance of

Mrs. Minu Mishra

Submitted by-
Amita Singh
(8140)

Post Graduate Diploma in

Management

Oriental Institute of Management Studies &

Research
(Vashi) New Mumbai

1
 TABLE OF CONTENT

Acknowledgement

Part 1

2
  Executive summary
 Objectives of study
 Scope of study
 Human Resource Information System

Part 2

 Company History
 Plants
 Company policies
 Awards and Certification
 Company Locations

Part 3

 Research Methodology
 Conclusion
 Bibliography
 Annexure

Acknowledgement

3
 "One Can Mark A Hole Up To The Sky.The Only
Requirement Is To Throw A Pebble With Full
Determination & Dedication.”

I would like to thank Mrs. Minu Mishra & Mr.

Prasanna Kumar, under the guidence of whom I
had worked in the H.R. Department.

I would like to thank Mr. Alok Mahrotra for

providing me this opportunity, to do my internship
in Alok Industries Limited,
in the H.R. Department.

As well as my sincere thanks to Meenakshi Ojha,

Deepti Sahasrabudhe, Mukund Sansare,
Mayuresh Dange, under whome I have worked
during the period of my summer internship.

It was there constant guidance and support which

helped me in making my project and internship a
success, providing me with the theoretical and
practical knowledge with regards to H.R.
Documentation.

Thank you very much

4
 PART –ONE

Executive Summary

Human Resources Information Systems (HRIS) is an integration of HRM and Information

Systems (IS). HRIS or Human resource Information system helps HR managers perform HR
functions in a more effective and systematic way using technology. It is the system used to
acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an

5
 organization's human resources. A human resource information system (HRIS) is a system used
to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an
organization's human resources. The HRIS system is usually a part of the organization's larger
management information system (MIS) which would include accounting, production, and
marketing functions, to name just a few. Human resource and line managers require good
human resource information to facilitate decision-making. An extensive study by Towers Perrin
study revealed the following benefits of

Critical Analysis

 The general perception about HRIS is that the organization can do without its implantation.
Hence only large companies have started using HRIS to complement its HR activities.
 But HRIS would be very critical for organizations in the near future. This is because of a
number of reasons.
 Large amount of data and information to be processed.
 Project based work environment.
 Employee empowerment.
 Increase of knowledge workers & associated information.
 Learning organization

But trends are changing for the better as more and more organizations realize the importance of
IT and technology. Major HRIS providers are concentrating on the small and middle range
organizations as well as large organizations for their products. They are also coming up with
very specific software modules, which would cater to any of their HR needs.

Objective of study

The objectives of this project report have been manifolds. In general the purpose of the project is to
have in-depth analysis and knowledge (personal details) about all the employees of all the
departments. In a larger perspective the project aimed at finding out the complete details of the

6
employees, so that the HR department can contact them in the case of emergency or official
purpose. This study is the starting point for further analysis.

 It is hoped that a more detailed study can use a survey instrument developed from the
results found here. Understanding how to teach.

 HRIS is more important, as organizations require their employee’s details for different
purposes.

 If a given HRIS is to have any value at all to HR then information should be based on two
factors:

 How many decisions will be improved by the HRIS and

 How much values will each improved decision produce.

Understanding these two factors is equivalent to any HRIS

SCOPE OF STUDY

Human Resource Information system is an integrated system designed to provide

information used in HR decision making it is a tool through which an HR department can
take the informations of the employees when company requires any personal or any official
informations.

7
 Personnel Management and administration
 Industrial management
 Manpower management
 Organizational management
 Cordial employee relations.

HRIS is a new technique which is used in these different fields where HR can make there work
more easy with the help of Human Resource information system they can collect the information
by providing them a form of the same format which includes there company details and personal
details also.

8
 HUMAN
RESOURCE

INFORMATION
SYSTEM

What is Human Resource and Information System???????

HUMAN RESOURCE

Human Resources may be the most misunderstood of all corporate departments, but it's also the
most necessary. Those who work in Human Resources are not only responsible for hiring and firing,
they also handle contacting job references and administering employee benefits.

9
It's true that any individual who works in Human Resources must be a "people person." Since anyone
in this department deals with a number of employees, as well as outside individuals, on any given
day, a pleasant demeanor is a must.

Managing employees is a major job, so those in Human Resources must be equal to the task. Ten or
twenty years ago, Human Resources personnel were rarely seen. Instead they worked behind the
scenes to ensure personnel records were in order and employee benefits were being properly
administered, but the job stopped there. Today's Human Resources personnel don't only handle
small administrative tasks. They are responsible for staffing major Corporation.

WHAT DOES A HUMAN RESOURCE MANAGERS DO??

Human resources managers have a great deal of responsibility within their companies, so prior
working experience in the human resources field is essential.

One of the key functions of a human resources manager is leading the company in developing,
implementing, and auditing personnel policies and procedures. In order to ensure the company
meets its compliance requirements, a human resources manager must have a solid understanding of
applicable local, national, and international employment and Labor Law .Human resources managers
are also tasked with ensuring that the company’s employees receive adequate training on the
company’s policies and procedures.

OBJECTIVES

Human resource management's objective, on the other hand, is to maximize the return on investment
from the organization's human capital and minimize financial risk. It is the responsibility of human
resource managers in a corporate context to conduct these activities in an effective, legal, fair, and
consistent manner.

Key functions

10
Human Resource Management serves these key functions:

 Recruitment & Selection

 Training and Development

 Performance Evaluation

 Promotions/Transfer

 Redundancy

 Industrial and Employee Relations

 Record keeping of all personal data.

 Compensation, pensions, bonuses etc in liaison with Payroll

 Confidential advice to internal 'customers' in relation to problems at work

 Career development

INFORMATION SYSTEM

A standardized system for collecting, recording, interpreting, analyzing, reporting, and disseminating
data so that the data are available to be used for making critical management decisions.

In a general sense, the term Information System refers to a system of people, data records and
activities that process the data and information in an organization, and it includes the organization's
manual and automated processes.

In a narrow sense, the term information system refers to the specific application software that is
used to store data records in a computer system and automates some of the information-processing
activities of the organization. Computer-based information systems are in the field of information
technology.

11
Information systems support different types of decisions at different levels of the organizational
hierarchy. Major types of Information systems include structural databases and information
management software. Information system refers broadly to a computer-based system that provides
managers with the tools for organizing, evaluating and efficiently running their departments.

In order to provide past, present and prediction information, Information System can include software,
that helps in decision making, data resources such as databases, the hardware, resources of a
system, decision support systems, people management and project management applications, and
any computerized processes that enable the department to run efficiently.

Within companies and large organizations, the department responsible for computer systems is
sometimes called the Management Information System department.

WHAT IS HUMAN RESOURCE INFORMATION SYSTEM

 An integrated system designed to provide information used in HR decision making. The

Human Resource Information Systems (HRIS) provide overall:

12
  Management of all employee information. Reporting and analysis of employee
information. Company-related documents such as employee handbooks, emergency
evacuation procedures, and safety guidelines.

 Benefits administration including enrollment, status changes, and personal information

updating.

 Complete integration with payroll and other company financial software and accounting
systems.

 Applicant and resume management.

The HRIS that most effectively serves companies tracks:

 Attendance and PTO use,

 Pay raises and history,
 Pay grades and positions held,
 Performance development plans,
 Training received,
 Disciplinary action received,
 Personal employee information, and occasionally,
 Management and key employee succession plans,
 High potential employee identification, and
 Applicant tracking, interviewing, and selection.

An effective HRIS provides information on just about anything the company needs to track and
analyze about employees, former employees, and applicants. company need to select a Human
Resources Information System and customize it to meet our needs.

With an appropriate HRIS, Human Resources staff enables employees to do their own benefits
updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data
necessary for employee management, knowledge development, career growth and development,
and equal treatment is facilitated.

Finally, managers can access the information they need to legally, ethically, and effectively support
the success of their reporting employees.

13
PART - TWO

14
15
 Company History
12/03/1986

Alok Textiles Industries Limited was incorporated as a private limited company

Alok began with Texturising of yarn and Later on expanded into

 Weaving,
 Knitting,
 Processing,
 Home textiles, and

 Readymade garments.

Texturising of yarn Weaving

Knitting Yarn Processing

Fabric Processing Home Textiles ReadymadeGarments

16
17/06/1992

 The name was changed to Alok Textile Private Ltd.

11/02/1993

 The company was subsequently converted into a Public Limited Company .

1993

 The Company undertook to set up a weaving project at Tanghar, Bhiwadi, dist. Thana for its
weaving preparating and weaving unit. 50 nos. automatic looms and one warping machine
of cimmco make were procured for the expansion of its textrising unit the Company installed
imported roto jet clip set of Heberlien Machinenfabric AG Switzerland make on 108 spindles.
1995

 To overcome the short coming the Company set upstate-of-the-art process house at New
Mumbai.

 The Company undertook to integrate its activities by setting up facilities for knitting and
processing to cater to garment export industry. The knitting project housed at Silvassa was
to facilitate production of 1226 TPA of cotton knitted fabrics by installing 8 nos. imported
Mayer & Cueciculat knitting machine.

 The Company also undertook to set up a state-of-the-art textile process house for
processing of cotton viscose fabrics and cotton knitted fabrics. The unit was to have an
installed capacity of 201.60 lakh meters p.a. of woven fabric and 2688
 TPA of knit processing.
1996

 The Company increased its capacities in yarn production to accommodate the Increase in
demand by virtue of fall in prices and due to shift in preferences from cotton to polyester.

 The Company undertook to modernise its weaving operations by installing Sulzer Projectile
loom at Rakholi, Silvassa for the manufacture of 100% cotton fabrics of wider width with an
installed capacity of 25.58 lakh metres p.a. M/s. Gherzi Eastern India Ltd. were appointed for
executing the project

17
“PENINSULA BUSINESS PARK” – ALOK INDUSTRIES LIMITED
(HEAD OFFICE)
LOWER PAREL, MUMBAI

18
INFRASTRUCTURE

Alok is well recognized for it’s various innovations and product developments, manufacturing and
quality assurance.

From yarn dyeing tio fabric designing, texturing, circular knitting, weaving,processing,embroidery
,garment production and testing.

Having its head office in Peninsulas Tower, Lower Parel.Mumbai and Plants strategically located at
Navi Mumbai in Vapi and Silvassa with easy access to Mumbai international airport/Nava Sheva
seaport.

They believe in their 100% serving not only their customers but also their very own employees.

Their major plants are backed by 100% captive power, global standard effluent treatment unit’s high
standard facilities for manufacturing, product development and marketing teams, enabling them to
meet their customer’s expectations in terms of precision, quality, in time delivery, environmental and
social concerns.

TOTAL QUALITY ASSURANCE

Having setup world class testing lab, with about huge investment, not only helps in commitment,
confidence philosophy towards maintaining global standards. But also reflects their excellence.

Their passion in maintaining their product quality at all times indirectly results in rise of more and
more demanding customers with one of the finest house textile testing laboratories India, equipped
with the world’s best testing equipment from Datacolour, Macbeth, Werner Mathis and James Heal.

Right from the inputs like yarn, dyestuff and chemicals ,every batch of fabrics is tested for weaving
and knitting standard, colour fastness under different conditions ,strength ,consistency and all pre-
defined parameters of our own and of course our customers

19
Corporate Objectives

 To ensure total customer satisfaction.

 To be a global textile enterprise.
 To attain leadership in all facets of operation and meet global standards of cost, quality
and pricing.
 To constantly provide opportunities and create values for all the employees and society
at large.
 To maximize profit and shareholders wealth.

20
 PRODUCTS

 Organic Cotton
 Cotton Yarn
 Garments
 Apparel Fabrics
 Home Textiles
 Polyester Yarn
 Domestic Retail
 International Operations (Retail)

 Realty

HOME TEXTILES

APPAREL FABRICS

KNITTED FABRICS

21
DYED AND POLYESTER YARN

GARMENTS

22
PRODUCT INFORMATION IN DETAIL

ORGANIC COTTON

23
 Involved in impressive state of the art spinning, raw cotton fiber is their major input.

 They are committed to 'greening' of the textile business and promote fair trade practices.

 This ultimately results in increased use of organic and Fair Trade cotton – a practice that
benefits the entire textile chain: the marginal cotton growers of the country, Alok as a
manufacturer of quality textiles and the retailers.

 The cotton growers get fair price of their produce, Alok gets consistent supplies of raw
material, vendor loyalty and customer delight and retailers get premium and niche cotton
products at competitive prices. So here all of them are benefited.

 They have tied up with renowned Organic and Fair Trade cotton projects in Maharashtra,
Madhya Pradesh and Andhra Pradesh in India and also in West Africa for the supply of
Organic and Fair Trade cotton.

 Making business eco friendly and contributing towards cleaner environment are not just
socially desirable objectives they make immensely sound business sense, too.

COTTON YARN

24
 Cotton yarn is an essential part of the value chain.

 The in-house availability of all kinds of world-class yarns for woven and knitted fabrics
provides Alok a considerable competitive edge in all its product categories.

 Alok spins a fine combed, carded and flat cotton and cotton blended yarns for a wide range
of applications.

 Their greige and dyed yarns meet the highest international quality standards and are
considered amongst the best in India.

 Also their expansion of spinning capacities will be completed by the end of current financial
year, which would increase their capacities from 20,500 tpa to 58,500 tpa.

 This would make Alok amongst the largest producers of cotton yarn in India, equipped with
the best possible technology and capable of producing finest quality of yarn at the most
competitive prices. And the customer is and will be the winner.

 Alok industry is end-to-end textile Solutions Company— and in that, cotton yarn is an
intrinsic part of the value chain. The in-house availability of all kinds of world-class yarns for
woven and knitted fabrics provides Alok a considerable competitive edge in all its product
categories.

GARMENTS

25
 “The garment segment adds further value to the woven and knitted fabrics that we
manufacture and also meets our ultimate objectives of providing complete solutions to our
customers. We would like this segment to grow faster and thus capture the maximum value
addition in the company.

 In a short span of time Alok has increased our product range and cater to the requirements
of renowned retailers, brands, designers, importers, corporate, institutions and governments.
Our garment factories are certified by leading retailers, brands and importers for adherence
to social and environment compliance norms.

 We have specialized and dedicated production facilities for knitwear, shirts, trousers and
work wear. We are soon going to enter the world of high fashion. With well-defined growth
plans, we aim to become one of the largest manufacturer and exporter of garments from
India.

 To do so, we are expanding our in-house capacity from 11 million to 22 million garments; we
will produce a diverse range of knitted and woven garments from basic to fashion and from
formal day wear to high performance work wear, something good for everyone.”

 They have specialized and dedicated production facilities for knitwear, shirts, trousers and
work wear.

 They are soon going to enter the world of high fashion. With well-defined growth plans, and
aim to become one of the largest manufacturer and exporter of garments from India.

26
 EMBROIDERED FABRICS

 In collaboration with Grabal Embroideries of Austria, they have set up Grabal Alok Impex
Ltd. to deal exclusively with embroidered fabrics.

 With world class technology and a huge capacity of 1 billion stitches, on all kinds of woven,
non-woven and knitted fabrics, Alok is geared to meet high volume production.
 World’s best technology and one of the most efficient work force ensure speedy deliveries
and high service standards.

27
 HOME TEXTILES

 Alok entered into bed linen segment in 2003 and today they are one of the largest integrated
sheet set manufacturers and exporters from India.

 Right from beginning, this division has been a major driver for the exports of the company.
Their philosophy of providing wide range of product spectrum ranging from 180 TC (Thread
Count) to 1000 TC in Dobbies, Jacquards, Yarn dyed continues to fascinate and attract
buyers from all over the world.
 Frequently introducing new finishes and products like organic bed sheets, wrinkle free and
other Nano finish bed sheets.
 They are strengthening their product development and designing capabilities to further
enhance the product range to meet the requirement of discerning designer labels.
 The efforts taken by them have been well rewarded by the buyers in terms of the repeat
orders and higher volumes as well as by the industry councils: such as Texprocil (Ministry of
Textiles, Government of India) who has awarded them with the Silver trophy for highest
export of Bed Sheets for the second consecutive year.

POLYESTER YARN

28
 Alok started its operations with polyester texturised yarn in 1989 by installing modest
capacities and is today amongst the largest Texturised yarn manufacturers in the country
with a capacity of about 70000 tons per annum.

 Presently they are also implementing a continuous polymerisation plant with an installed
capacity of 182,500 tonnes per annum of POY. This would enable Alok to have full control
over the backward production chain, gaining tremendous competitive advantage and high
efficiency.

 Alok is a leader in the domestic market and also has significant presence in the
international market. The Company has been awarded a Gold trophy for highest exports
to Latin American countries a testimony to its growing presence in the international
market.

 The capacity of this division is being further enhanced by addition of 41 machines to reach
capacity of 114,000 tons of textured yarn p.a. by March 2009 which would further
consolidate our position in the industry

29
 STRATEGIES ADOPTED BY ALOK

STRATEGY GOING FORWARD

APPAREL FABRICS

 Improve per unit realisation by moving up the value chain (yarn dyed fabrics,
bottom wear).
 Strengthen the designing and product development teams – Mileta to provide
designing and technical inputs.

HOME TEXTILES

 Concentrate on value added products like higher thread count fabrics, top-of-the-
bed line to include comforters, quilts, etc.
 Penetrate domestic market - Introduce own brands and international brands
(Peacock alley being signed) through licensee agreement.

GARMENTS

 Improve sales mix by increasing proportion of woven garments.

 Set up specialized units for high end shirts and trousers.

 Introduce branded garments using International designs and quality in the

domestic market.

POLYESTER YARN

 Develop export market for mitigating market risk and arbitrage opportunities.
Target regions like – Latin America, Eastern Europe and Asia Pacific.
 Backward integration into POY manufacturing / polyester chips to improve
margins.

30
 STRATEGIC ACQUISITIONS AND ALLIANCES

 Marketing Alliance with Teviz Textile Vizela SA (Teviz), a European manufacturer of high
end yarn dyed shirting.

 Strategic alliance for getting Teviz’s products manufactured at Alok. The Portugal based
Teviz will provide the necessary technical support and design inputs to Alok.

 Acquisition of majority stake in Mileta International, a leading Czech based manufacturer of

high quality shirting fabrics, voiles, table linen, bed linen and exclusive handkerchiefs.
 Acquisition will provide Alok an inroad into the European market and strengthen its
presence in value added segment.

 Alok would also get all the brands of Mileta.

RECENT VENTURES

Retail Venture & Brands

 Alok has forayed into domestic retailing under its own chain of stores “homes & apparels”.
 10 stores currently opened across Mumbai, Vapi, Bangalore and Silvassa with plans to
increase the number of stores to 100 by March 2009.

 Plans to introduce branded garments and home textile products.

 Licensee Agreement with Peacock Ally to introduce the home textile brand in India.

31
 SEZ
 Alok will be developing a textile specific SEZ in the Union territory of Dadra and Nagar
Haveli
 Through its wholly owned subsidiary - 132 acres of land has already been acquired.

 Obtained in-principle approval from the Government of India for this purpose.

 Will also set up own garment, made-ups and embroidery units in SEZ.

SUPPLIER TO LEADING BRANDS OF THE WORLD

 Nominated/ Preferred vendor to GAP, JC Penney, Marks & Spencer, Liz

Claiborne, Target, Wal-Mart, Nordstrom, Costco, Macy’s, Kohl’s, Springs etc.

ALOK – VISION 2010

 Be a Global Textile Enterprise

 Be the largest Integrated textile company in Indian sub-continent with

turnover exceeding USD 1 billion

 Established Brands and Retail presence

32
 Be a Star Export Trading House

 Preferred choice for all stakeholders

RETAIL VENTURE H&A

33
 Retail foray for Alok is the logical culmination of the textile value chain that starts from
cotton procurement and ends with the apparel / home textiles being sold at an Alok outlet
to the end-user.
 They have, therefore, entered the consumer market with their retail chain of stores named
as 'H&A' (Homes & Apparels). These stores are targeted at the rapidly growing mass
market across India.

 H&A stores are positioned as complete family stores for apparel, home textiles and
accessories offering the pleasure of buying high quality textile products at affordable
prices. A clear testimony to high consumer satisfaction and the correctness of their
assumptions is reflected in the fact that 80% of the customers make repeat visits to their
stores.

 Alok’s initial rollout has given them valuable insights in the Indian textile consumer’s buying
behaviour, retailing logistics, product mix and the overall complexities of the retailing
business. They are now ready to go into an accelerated expansion mode. To begin with,
the present 32 stores would be increased to over 250 by March 2009.

34
 Their long term vision includes H&A stores located across India, giving the customer a
wide quality apparel and home textile products at affordable price points at a store nearby.

INTERNATIONAL OPERATIONS- TEXTILES

35
 Alok's international textile operations took off with the acquisition of Mileta in the Czech
Republic a European major in yarn dyed shirting, handkerchiefs and table linen, which
specializes in high-value premium products.
 The acquisition has created considerable synergies and value addition for both Alok and
Mileta. As part of Alok, Mileta is now a provider of technical expertise, especially in yarn
dyed fabrics.

 Well-known apparel brands such as Mileta, Erba, Cottonova and Lord Nelson are now in
the Alok portfolio and are in the process of being progressively launched in India. Mileta
also provides Alok greater penetration into the European market.

 For Mileta, Alok's large scale, state of the art integrated manufacturing capacities provides
low cost manufacturing base. The modernization programme at Mileta initiated by Alok
during the year would improve its efficiencies and competitiveness in the European Market.

 Together, they expect to grow considerably in the coming years.

36
 INTERNATIONAL OPERATIONS- RETAIL

 Alok has entered international retailing — by taking a strategic stake in a UK based retail
company Grabal Alok (UK) Ltd. (formerly known as Hamsard 2353 Ltd.) having 218 retail
stores across England, Scotland and Wales.
 These stores offer value for money ranges of garments for women, men and children and
home ware and related accessories.

 Alok is presently implementing several strategies to improve the performance of Grabal

(UK), which includes: re branding the stores as “Store Twenty One” (from'qs'),
repositioning the stores as “value proposition” from “discount stores”, improving the
product profile and improving overall efficiencies.

 The network of 218 stores is also being expanded to over 300, including shop-in-shops in
UK's leading department stores and new stand alone stores.

 They have a good team now in place and the benefits of the new initiatives have started
yielding results. They would not only grow in UK but would also like to take “Store Twenty
One” to other parts of Europe and even to India.

37
 ALOK’S REALTY

 Alok's realty business is driven through its wholly owned subsidiary, Alok Infrastructure,
which has contracted to develop about 1700,000 square feet of premium office space in
Mumbai. This division aims at Alok generating revenue through rentals and capital
appreciation.

 The company also has around 400 acres of land at Silvassa which can be utilized for
developing SEZ, integrated township and other commercial purposes. They would
continue to explore opportunities in this sector to maximise the gain for the stake-holders.

38
 PLANTS

Alok Industries Plants

 Turbhe - Garment Plant

 Bhiwandi – Weaving Plant

 Vapi – Continuous Processing Plant

 Pawane , Navi Mumbai – Batch Processing Plant

 Silvassa Plant – Spinning, Garments/ Made Ups

 Silvassa Plant (Rakholi) – Wide & Normal Width - Weaving

 Texturising, Knitting , POY/PTY Plants

Alok Industries International Locations

 Czech Republic – Mileta

 Bangladesh – Sales Office

 United Kingdom – Sales Office

 China – Sales Office

Alok Industries Local Offices

 Nariman Point – Registered Office

 Mahape – Grabal Alok Impex Ltd

 Vasona – Grabal Alok Impex Ltd

 Band Box – Worli – Garments, Retail

39
CSR Activities

HO – MUMBAI
 Blood donation camps are arranged in the Corporate Office
 Alok has also contributed towards the Prime Ministers Relief Fund
 At the companies garment plant at Silvassa , approax 1000 tribal woman have been trained
 Adopting schools near Silvassa for distributing free meals to the students
 The company also proposes to set up a partially charitable, state of the art hospital at
Silvassa.

VAPI PLANT
 Responsible water usage and water treatment are major areas of focus at Alok
 At the Companies Vapi Plant, Rainwater is being collected across the Plant Area and then
transported to an underground raw water tank or to a pond in the Plant Area.
 This rainwater, which is superior in quality to the available raw water resources, is then used.
 Waste water treatment and discharge are also areas where Alok has taken a no of steps to
protect the environment.

Other CSR Activities

 Community Development

 Education

 Charitable and Hospital and Medical Care

 Creating a sustainable environment

 Water treatment and conservation

 Energy Conservation

 Organic Cotton

 Children Education classes for the benefit if children of construction workers at Vapi

40
  Tree Plantation initiatives are being carried out at Vapi and Silvassa, as a part of greening at
Vapi

 Free health Check-Ups and blood donation camps at the plants.

COMPANY POLICY

CTC POLICY

The said CTC package consists of the following elements:

 BASIC SALARY

 HOUSE RENT ALLOWANCE

 EDUCATION ALLOWANCE

 MEDICAL ALLOWANCE / REIMBURSMENT

 PROVIDENT FUND

Super annuation
Superannuation age is 60 years. Retirement will be on 31 st day of March you the completion of 58
years of age.

ALLOWANCES
 HRA – 30 % of the Basic Salary

 Conveyance Allowance – Provided as per grade of the Employee

 Educational Allowance – Employees of S-3 grade and above will be entitled to education
allowance per month as per an amount applicable to grade.

 Subscription Allowance – Employees M-1 Grade and above

41
GRATUITY POLICY
 All employees are entitled to the payment of gratuity on completion of continuous 5
years of service.

 Gratuity Payable

 (Basic + DA) * 15 * no of services / 26

Attendance Policy

1) Wearing of ID Card on Duty

Everyone is requested to mandatory display their ID Cards by wearing the same on duty

2) Daily Bio-Metric Attendance Registration for both IN & OUT

Everyone is requested to mandatory register their attendance daily in the Bio-metric Attendance
System for both IN (while coming to Office) & OUT (while leaving for the day). Single Attendance
registration will not be considered as Present for the day .

3) Employees going on Outdoor Duty (Entire Day/1ST half/2nd Half)

The hard copy of the Outdoor Duty Forms (Annexure-1) should be handed over to the HR Dept.
(Mr. Mukund Sansare) authorized by the Head of concerned department or Immediate Superior
prior to proceeding on such OD .in extreme exigencies such forms can be given immediately on
the next working day. The employee should clearly mention the period/timings of OD for 1 ST and
2nd Half of the day. Please also note ht delay in submission of the same will not be considered.

3) Employees leaving early or coming late (for 2 hours concession)

The hard copy of early going/Late Coming Forms (Annexure-2) should be handed over to the HR
Dept (Mr. Mukund Sansare) authorized by the head of concerned department or Immediate
Superior prior to availing such concession. The employee should clearly mention the
period/timings for the said concession. Please also note that delay in submission of the same will
not be considered.

4) Employees going on Leave

42
The existing procedure in this regard of sanctioning leave from their Dept,head in the Leave card
shall remain unchanged.

ALOK - AWARDS & ACCREDITATIONS

 Winner of TEXPROCIL’s Silver Trophy for Fabric Exports and Bronze Trophy for
Made-ups export for 2005-06 in the manufacturer exporter category.

 Certified ISO 9000:2000 Company.

 Awarded “Valued Business Partner” by Li & Fung Limited.

 Awarded “Certificate of Excellence” by Kohl’s Department Stores for partnership and

team work.

 Oeko - Tex certificate issued by Testex, Germany.

 Control union certificate for 100% organic products issued by CU Inspection P. Ltd.,
Netherlands.

 Obtained the Supima license for use of their cotton in the manufacture of Fabrics.

 Obtained Fair Trade license for use of their cotton by FLO - Fair Trade Label
Organization, Germany.

 Obtained “Skal International Standards for Sustainable Textile Production” Certificate for
process of natural fibers from Control Union Certification, Netherlands.

43
PART - THREE

44
 Research Methodology

In order to understand and achieve the objective of the project and to have an in depth knowledge
about the chosen topic of interest it was important to gather the relevant data from various sources.
To accomplish the objective of project, data collected from secondary sources.

SECONDARY DATA COLLECTION

Secondary data are the data that are collected by others and is to be "re-used" by the researcher.
The most common sources of secondary data today are books, research journals, internet etc.
To accomplish the objective of this work, secondary sources of data collection were used.

To collect the data, questions were circulated on internet, on citehr.com a community of HR

practioners and professionals. The purpose was to find the practical application, use and
satisfaction derived by the organization from using these psychometric tools. The various sources
from which secondary data was gathered included numbers of journals, research papers and the
internet search engines, magazines etc.

45
 Conclusion

To sum up and conclude, it helps the HR department to meet the challenge of more than thousand
employees. Many companies have seen a need to transform the way Human Resource operations
are performed in order to keep up with new technology and increasing numbers of employees. The
human intelligence is closely related with the human experience and decision making skills which is
strongly backed by information's. Now a day's in every field of human working right information is
considered as the most important resource of good decision making. although there was difficulty
adapting to a new way of recordkeeping this but HRIS made it so much easier with a system and it
do a lot for us we don’t always have to visit in the cabinet of other employee for there file just to get
the information .These are the new management tricks to get all the information of other
departments.

46
 Bibliography

http://en.wikipedia.org

www.humanmetrics.com

www.google.com

www.alokind.com

47