ANALYSIS OF QUALITY IN HR SERVICESATHSF Food Pro-Tech Pvt. Ltd.Suer Tr!"#"#$ Re%ort &u'"tted to A"t( U#"ver&"t() No"d! *orthe %!rt"!+ *u+*"++e#t o* the de$ree o* ,-A-I--(.R"t"/! R!tu&!r"!Sect"o# 0U#der the $u"d!#ce o*.Pro*. V.P. 1!//!rA,ITY INTERNATIONAL -USINESS SCHOOLA,ITY UNIVERSITY) NOI0A1AC1NO2LE3,ENTThe satisfaction and euphoria that accompany the successful completion of the work would beincomplete unless I mention the people, as an expression of gratitude, who made it possible andwhose constant guidance and encouragement served as a beacon of light and crowned my effortswith success. This report would have been impossible but for the support and guidance that Ireceived from various people at different stages of the project.My sincere thanks to my industrial mentor ,r. N"te&h V!t&) HR ,!#!$er, H! !ood "ro#Tech"vt. $td.,whomademeunderstandthetechnicalitiesofmyproject andhelpedmeineverypossible manner.I would also like to extend my sincere thanks to the entire team of H% and the respondents of&uestionnaire there for providing me their time and active co#operation.'esides my industrial mentor, I(m grateful to my faculty mentor Pro*. V P 1!//!r who gave mehis valuable suggestions from time to time and under his excellent guidance, encouragement andpatience it has been possible to successfully accomplish this project.)%itika %atusaria*2CERTIFICATEI hereby certify that %itika %atusaria, a +rd semester student of Master of 'usiness ,dministration- International 'usiness, batch ./01#./02 has worked under my supervision on the project titledQu!+"t( "# HR Serv"ce& !t HSF Food Pro-Tech Pvt. Ltd.3.I am satisfied with her work onthe project."rof. 4 " 5akkar)!aculty mentor*,I'30ECLARATIONI hereby declare that this project report entitled Qu!+"t( Serv"ce& I# HR Serv"ce& !t HSF FoodPro-Tech Pvt. Ltd. has been successfully completed at H!, towards the partial fulfillment ofthe re&uirement for the award of the degree 6Master of 'usiness ,dministration - International'usiness3-from ,mityInternational 'usinesschool,,mity7niversity,8oida. Thisisanoriginal manuscript developed by me and has not been furnished from any source thereof, hasnot formed the basis for the award of any degree, diploma or any such titles by this institute orany other universities9,T:; $ation also enhance the prosperity.Tech#o+o$(; They always upgrade our technology to fulfill the re&uirements of rice millingindustry. ations can do a lot to cutoff legal threats from disgruntled current or ex#employees simply by creatingMand applyingMa fair and comprehensive set of personnel policies. LITERATURE REVIE2chuler )0EE.*suggeststhat trategicHuman%esourceManagement )H%M*hasmanydifferent components, including Npolicies, culture, values and practices(. trategic businessneeds of an organi>ation are influenced by its internal )which mainly consist of factors suchas organi>ational culture and nature of business* and external characteristics )consisting ofthe nature and state of economy in which the organi>ation is existing and critical successfactors, i.e., opportunities and threats provided by the industry*, which are influenced by H%activities. Thornhill,$ewis, Millmore,andaunders ).///*found apotential role forH%centered strategies to be used to change or realign the culture of an organi>ation.,n organi>ation can change its culture through its recruitment strategy of replacing managerswith those from outside, restructuring the organi>ation, downsi>ing the workforce, training12programmes, new reward strategies and performance management to alter employeebehaviours or reinforce emergent ones. ,fter the economic liberali>ation,Indian organi>ations were under pressure to change from low#cost, indigenous, less efficientand outdated technology to high#cost modern technology and prepare people to use it. Thiswas done to develop and maintain their competitive edge in the larger business environment)5han, 0EEE*.The potential value of the employees is to be increased by collectively enhancing and linkingtheir skills and capabilities in tune with the contemporary re&uirements of the market, and tobe faster than the competitors. The success of the H%M will be determined by its ability toharness the intelligence and spirit of people by creating a learning climate.Indian organi>ations normally direct their H%Mefforts towards the development ofcompetencies, culture and effectiveness among employees individually or in groups )ingh,.//+*.Hendry and "ettigrew)0EE.* propose that a number of internal factors such as theorgani>ational culture, structure )positioning of H%*, leadership, level of technologyemployed and business output directly contribute to forming the contents of H%M.H%M could be seen as a menu of strategic choices to be made by human resource executivesin order to promote the most effective Nrole behaviours( that are consistent with theorgani>ation(s strategy and aligned with each other )parrow and Hilltrop, 0EE1*.13RESEARCH ,ETHO0OLO3Y The research methodology used in this project is as follows;SA,PLIN3 0ESI3N.-implerandomsamplingis usedinthis project toselect theemployees fromthetotalpopulation.SA,PLE SIEE.-ample si>e - +C In all 0. employees from H% department and .+ employees from other departmentswere interviewed. ,ETHO0S OF 0ATA COLLECTION.-14!or examining each H% process, depending on the nature of process being examined,theused method is;#0"rect o'&erv!t"o# o* the %roce&&.In order to have an unbiased view, the processes weredirectly observed as they were being carried out.The data was collected through primary and secondary sources. PRI,ARY SOURCES. The primary sources used in the study are &uestionnaire anddiscussion with employees of H! !ood "ro#Tech. SECON0ARYSOURCES.econdary data was also collected fromcompanywebsite, maga>ines and journals. @ FIN0IN3S!or each H% process, findings have been documented in the following format;a* Proce&& 0e*"#"t"o#;It includes the basic purpose of the process and how it is carried out in H! !ood "ro#Tech "vt. $td.b* O'&erv!t"o#& ;These include employees( feedback and personal observations.cB Su$$e&t"o#& A#d EA%ected I%!ct.These are basedonthe observations and for eachsuggestion its correspondingexpected impact is documentedThe findings for each H% process are as follows;4B 0e%+o(e#t.,n overview of deployment in H! !ood "ro#tech is as follows;15I.e. deployment inH!!ood"ro#Tech"vt. $td. basicallyconsists of +H%processes;?oining, Induction and 'ackground =heck.Taking each H% process under deployment one by one as follows;4.4B =o"#"#$.Proce&& 0e*"#"t"o#.8ormally, joining in H! !ood "ro#Tech "vt. $td. is done on0stand 0Cth of the month. 'ut,depending on business needs, new employees may join on any other day as well.,n employee from the H% e various fun activities.It is organi>ed at every H! !ood "ro#Tech office.O'&erv!t"o#&.E%+o(ee&F *eed'!c/ H! !ood "ro#Tech =onnect is a good event and it should be organi>ed once a monthonly There is a calendar that specifies which '7)trategic 'usiness 7nit* wille the =onnect in a particular month.The H% sends a reminder to that '7 one week before the connect of that month is tobe organi>ed TheH%sends amail toall H!!ood"ro#T:=Hites informingthemabout the=onnect of that month "eople who do not have access to their H! !ood "ro#Tech mail accounts from theirwork stations do not come to know about the =onnect ation and participation Moreover, by giving theemployees a chance to have asay in choosing the event, notonly the participation willincrease but also it will give asense of empowerment tothem!or any event, the mail that is sent to allH! !ood "ro#Tech employees can have aline in it stating that all project managersare re&uested to inform their teammembers about this event,poll can be created in ultimatix thatspecifies+#1eventscorrespondingtothetheme of the month. Through this poll,employees themselves can choose an eventwhich they want the Maitree teamtoorgani>e for that month7.7B Re;!rd& !#d Reco$#"t"o# GR H RB ode+.It basically refers to the policy of H! !ood "ro#Tech for recogni>ing and rewarding higheffort and special achievements. There exist various awards at individual, team and projectlevel. ,lso, depending on their type, awards are monthly, &uarterly or annual.Types of awards - 0. hining tar.. :mployee of the month+. "icnic Grant1. =hampion ManagerC. =hampion upervisorO'&erv!t"o#&.E%+o(ee&F *eed'!c/ H! !ood "ro#T:=Hites feel that presently, the number of awards is not sufficient.29 They feel there is a lack of appreciation whether in the form of awards or appreciationmails especially from their immediate managers. 9ue to which, they are not motivatedto put extra efforts in their work Thus, the overall perception is that even if they will put extra efforts in their work,they would not be recogni>ed for it.Per&o#!+ O'&erv!t"o#&.There is no limit on the number of awards to be won by any candidate. Many employeesregister for more than one reward for the same project@work done.Su$$e&t"o#& !#d I%!ct.Su$$e&t"o#& EA%ected I%!ctThere can be some awards at the '7@project level :mployees will bemotivated to put extraefforts in their work.,lso, themanagement canusesomesort of other motivationsuchasappreciation mails ,thank you cards once in a month or once in . months7.9B Po+"c"e& !#d Procedure&O'&erv!t"o#&.E%+o(ee&F *eed'!c/. H! !ood "ro#T:=Hites feel that overall, H! !ood "ro#Tech(s policies andprocedures are fair. Moreover, with time, the policies and procedures have becomebetter =ontract employees feel that the policy w.r.t conversion of 9= )9irect =ontract* toregular can become more transparent. ,s of now, there is no clear timeline definedthat specifies after how much time the 9= employees can become regular employees. :mployees feel that more flexible work options can be providedPer&o#!+ O'&erv!t"o#&.8o major personal observations were there in this caseSu$$e&t"o#& !#d EA%ected I%!ct30Su$$e&t"o#& EA%ected I%!ct"olicy w.r.t conversion of 9= employeesto regular employees can be clearlydefined and shared with the employeesIt will provideaclear picturetothedirectcontract employees andthustheywouldbeable to concentrate on their work effectivelyIncaseif inaproject, byworkinginaflexible shift, the work does not getaffected at all, then such an option can beprovided to the employees?ob satisfaction will increase in this case7.:B 2or/ E#v"ro#e#t!ollowing areas were covered as part of H! !ood "ro#Tech(s work environment; =ulture