IIPM SCHOOL OF MANAGEMENT

A Dissertation on

“ HUMAN RESOURCE POLICIES ”

Submitted in partial fulfilment of the requirement for the award of degree of

MASTERS IN BUSINESS ADMINISTRATION
IN
HUMAN RESOURCE

Under the Supervision of: Submitted by:

Prof. Rakesh Ranjan Manish Jaypuria
Faculty Member Reg No: 1706262003
(HR &OB) IIPM, Kansbahal, Rourkela

BIJU PATNAIK UNIVERSITY OF TECHNOLOGY

Chhend Colony, Rourkela, Odisha 769015
 ACKNOWLEDGEMENT

The project report on “ HUMAN RESOURCE POLICIES ” is the outcome of guidance, moral
support and faith bestowed on me throughout my work. For this I acknowledge and express my
profound sense of gratitude and thanks to everybody who have a source of inspiration during the
summer internship project preparation.

I take this opportunity to express my gratefulness to everyone who has extended their
support for helping me to complete this summer internship project report.

My sincere thanks to Mr. Rakesh Ranjan, Professor IIPM Kansbahal, Rourkela for
guiding me throughout my preparation of project and project report.

I am very thankful to my parent for their blessing, moral support, encouragement that
has enabled me to complete the project work successfully.

Manish jaypuria
(Reg.no.1706262003)
 DECLARATION

I do hereby declare that the individual assignment (Project work) assigned to me on “ HUMAN

RESOURCE POLICIES ” in Deepak nitrite ltd. partial fulfillment of MBA course, is my own and
that has not been submitted in other department/unit previously in what so ever form.

SIGNATURE
Manish jaypuria
(Reg.no.1706262003)
 Indian Institute of Production Management
Kansbahal, Rourkela, Odisha

CERTIFICATE

This is to certify that the project report entitled “ Human Resource Policies ” worked under
“Deepak Nitrite LTD” is a bonafide work carried out by Mr. Manish Jaypuria, (Reg. No. :-
1706262003) in partial fulfilment of the requirement for the award of degree of Masters in Business
Administration is a record of the candidate’s own work carried out by her under my guidance and
direction The matter embodied in this project report is original and has not been submitted for the
award of any other degree.

Signature of Guide
Prof. Rakesh Ranjan
 CONTENTS

ACKNOWLEDGEMENT 1

DECLERATION 2

CERTIFICATE BY GUIDE 3

TABLE OF CONTENTS 4

INTRODUCTION 5

COMPANY PROFILE 6

REVIEW OF LITERATURE 7

OBJECTIVES OF THE STUDY 8

RESEARCH METHODOLOGY 9

DATA ANALYSIS AND INTERPRETATION 10

CONCLUSION 11

SUGGESTIONS 12

BILLIOGRAPHY 13
 INTRODUCTION

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.

FOURMULATING POLICIES :
There are five principle 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.
 BENEFITS OF HR POLICIES :
Organizations should have personnel policies as they ensure the following
benefits :
1. 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.
2. Established policies ensure consistent treatment of all personnel throughout the
organization. Favouritism and discrimination are, thereby, minimized.
3. Continuity of action is assured even top management personnel change. The CEO of a
company may possess a very sound personnel management philosophy . He/she may
carry the policies of the organizations in his/her head, and he/she may apply them in a
entirely fair manner. But what happens when he/she retires ? The tenure of nay
manager is finite . But the organization continues . Policies promote stability.
4. Policies serves as a standard of performance . Actual results can be compared with the
policy to determine how will the members of the organization are living up to the
professional invention.
5. Sound policies help build employee motivation and loyalty . This is play and justice
and where they help people grow within the organization.
6. Sound policies helps 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
commiserating 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 sprit 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.

PURPOSE OF STUDY :
1. To study the HR policies of the company.
2. To study the amendments made in the HR policies of Deepak nitrite Ltd.
Since the time of incorporation.
3. To incorporate the amendments in the base policy and prepare a final
policy.
4. To design a HR policy manual for the company with special emphasis on
the “managerial service conditions”.

SCOPE OF STUDY :
In any organization human resource is the most important asset. In today’s current
scenario, Deepak Nitrite Ltd. Is a very large manufacturer and marketer of chemical.

As most of the company’s overall performance depends on it’s 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 analysing and assessing the organization and to design an
HR POLICY manual for the organization.
 COMPANY PROFILE

DEEPAK NITRITE LIMITED

Deepak Nitrite began with a vision to support the country’s drive towards self
sufficiency and import substitution in 1970. What began as a fully indigenous sodium
nitrite and sodium nitrite plant in Nandesari, Gujarat , has now grown into a globally
proactive company with a presence in over 20 countries , including USA , European
Union and East European nations, Japan, Asian countries, South Korea and South
America . This has led to a paradigm shift from low value bulk chemicals and
intermediates to high value fine and specialty chemicals based on their core expertise as
well as lateral and vertical integration of their existing products exploring downstream
derivatives.

With a strong focus on customer satisfaction, the company has set up custom
manufacturing services to meet specific needs of end users. Their capabilities extend to
the manufacture of high-value ,specialty products either based on their own end products
or developed especially for their users.

DNL has been ranked amongst the top 500 body corporates by Dun and Bradstreet for
the last three years.

Deepak Nitrite is a leading manufacturer of organic, inorganic, fine and specialty

chemicals and a world leader in 2,4 and 2,6 Xylidin. Working with their partners,
customers, we seek to find better ways to meet market demands, using innovative
processes and methods. Our people our technologies and our years of expertise unite to
deliver superior products and services that improves life.

Deepak Nitrite is the preferred business partner of chemical majors worldwide in

Pharma, rubber, colourants and imaging chemicals. Headquartered at Pune, we are a
multi-division and multi-product company that has manufacturing facilities at Nandesari,
 in Gujarat and at Pune, Roha and Taloja in Maharastra and Hyderabad in Andhra
Pradesh, all of them complying with ISO 9001:2000 standards.

We are poised to take on the opportunities offered by globalization, increasing

shareholder value, improving opportunities for our employees, driving greater innovation
and seeking sustainable solution for the world . We are signatory to the Responsible Care
initiative and are committed to ethical business practices.

VISION AND MISSION :

The purpose of all human activity is to make life better. DNL believes in improving life
through innovative science. Through innovations, we constantly endeavour to bring
better products an processes that bring greater value to society.

Core Purpose :
“improve life through innovative science”
Vision :
o We are a role model enterprise, respected globally for excellence in quality and
innovation.
o We enhance stakeholder value while adhering to the code of responsible care and ethical
values.
o We are an employer of choice and preferred business partner worldwide.

Corporate Values :
DNL believes in honouring its commitment, integrity and transparency are an integral
part of our relationship with customers, employees, society.
Respect for life : the company believes that life in all its forms must be respected. We
respect and value our people. Our employees are our value creators whose efforts ,
creativity and bond we cherish. Our customers, who reward us for our value creation and
our stake holders, who are committed to us in our endeavour to improve life. We also
recognize and respect our environment and take every effort to preserve it.
 RESEARCH AND DEVELOPMENT :
At Deepak Nitrite ,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, Deepak Nitrite 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 Deepak Research & Development Centre
(DRDC) at Pune that has been approved by the Government of India, 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 India like the
University Institute of Chemical Technology- Mumbai, National Chemical laboratory-
Pune and the Indian Institute of Chemical Technology – Hyderabad.
Approved by the government of India, dept. of science & technology , the centre 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.

VALUE STATEMENT
Integrity We are open, ethical, transparent & uncompressing in our work.
Decisiveness Set a goal, analyse the facts and work on alternatives and
conclude
them in fixed time frame.
Team Spirit We encourage group interaction and working together. United
and
collective drive achieves the desired goal.
Commitment We keep all promises made within and outside the company.
Caring We are concerned for our environment, society and employees
and
work for their betterment.
 Excellence We are a role model and benchmark company for our products,
services and business processes.
Innovation We nurture creativity and encourage application of knowledge
and ideas in all facets of our business.
Customer Orientation Customer is uppermost in our mind. We work to exceed his
Expectations.
QUALITY AND ENVIORNMENT :
At DNL quality is the keyword in every activity and a constant endeavour to achieve
standards of the highest levels has been an ongoing commitment from the time of its
inception as well as recognition and acknowledgement of this devotion. This
achievement has been set as a benchmark to go forward in excellence.
For DNL it is an ongoing process to continuously explore new product applications,
competitive technologies and potential markets. DNL has scaled this success with its
trademark of commitment and quality.
The commitment towards this is apparent from the fact that DNL has a total manpower of
85 persons supporting the Quality and Technical functions at its various manufacturing
facilities.
All its products are manufactured in accordance with the current acceptable world
standards. All its manufacturing facilities have been upgraded conforming to the current
ISO: 9001:2000 standard, from the earlier ISO: 9002:1994 standard, and are now
certified by KPMG for ISO: 9001:2000 standard..
The major environmental issues addressed are:
o Ongoing manufacturing processes are studied in detail with a view to minimize
generation of liquid/gaseous waste streams as a part of continuous improvement.
o A specially constituted Pollution control Cell at our R&D centre is actively engaged in
developing technologies for environment protection at our manufacturing plants. Our
Pollution Cell in fact also helps out smaller industrial units that do not have capabilities
and infrastructure for such jobs. The efforts of our team are not aimed at just pollution
minimization but also to conserve energy, improve process yields and product quality.

The above practices help in achieving strict compliance with statutory standards laid
down by the regional Pollution Control Authorities for plant effluent and emission
quality.
FACILITIES:
Deepak Nitrite Limited has five manufacturing facilities at different locations in the
Western part of India that have a logistic advantage being within six hours from a major
port.
The company manufactures Inorganic, Organic and Fine & Speciality chemicals. There
are two units in the state of Gujarat and three units in the state of Maharashtra. The
Inorganic Chemicals are produced at one of the facilities in Gujarat while the Organic
and Fine & Speciality chemicals are produced at the other facilities. One of the facilities
is devoted to the processes Hydrogenation and Reductive Alkylation.
Each of the facilities has DCS controlled operations. The company's main strengths are
Nitration, Chlorination and Hydrogenation.
The company also has the technical capabilities to carry out the following reactions at its
plants.
1. Alkali Fusion - High Temperature Fusion Reactions
2. Alkylation – Hydrogenation
3. Amination – Nitration
4. Chlorination - 0xidative Bromination
5. Diazotisation - Reductive alkylation
6. Esterification – Sulphonation
7. Acylation - High Pressure/ Temperature Oxidations
The manufacturing facilities produce a range of chemicals that cater to a spectrum of
industries like Pharmaceuticals, Colourants, Agrochemicals, Cosmetics, Water Treatment
& Corrosion Prevention, Rubber and Refineries. The facilities are equipped to handle
bulk hazardous raw materials like Benzene, Toluene, Xylene, Ammonia, Concentrated
Nitric Acid, Concentrated Sulphuric Acid, Chlorine and Sulphur Trioxide.
Each manufacturing facility has a proper ETP to ensure that the COD and BOD levels of
the discharge are maintained as per the prescribed standards set by the Pollution Control
Boards.
BOARD OF DIRECTORS :
Shri C. K. Mehta, Chairman
He is the founder of the Company and is associated with it since 2nd May 1970, right
from the date of inception of the Company. He is a well known industrialist, having 46
years of versatile experience in the Chemical Trade and Industry and is also founder of
Deepak Fertilisers and Petrochemicals Corporation Limited. He is the Chairman of both
the Companies.

Shri Deepak C. Mehta, Vice Chairman & Managing Director

He is a Science Graduate closely associated with the Company since 23 years. He is a
Managing Director of the Company and successfully looking after day to day affairs of
the Company from 1983.
Shri Ajay C. Mehta, Managing Director
He is a Science Graduate with Honours and Master of Science (Chemical Engineering)
from the University of Texas, USA. He is actively associated with the Company since
1984 and is a Managing Director of the Company from 1.12.1989.
Shri Shrenik Kasturbhai
He is a well known Industrialist and a MBA from Harvard University. He is a financial
expert and a person upholding the highest virtues. He provided exemplary leadership as
the Chairman of the Company for a period of 27 years. He is associated with the Lalbhai
group of Companies for past many years.
Shri M. R. B. Punja
Former Chairman and Managing Director of the Industrial Development Bank of India
(IDBI), a premier financial institution of the Country, he possesses rich experience in the
field of Finance and Management.
Shri A.K. Dasgupta
He is a Science Graduate along with Bachelor of Chemical Engineering having rich
experience in the field of Chemicals and is responsible for producing various resins and
chemicals for the first time in India. He has been associated with the Company since
1978.
Shri Hasmukh Shah
He is Ex-Chairman and Managing Director of Indian Petrochemicals Corporation
Limited. He has also held various important positions like Joint Secretary to the Prime
Minister of India, Secretary of Post and Telegraph Board, Chairman of Gujarat Industrial
Investment Corporation, Vice Chairman of GE Capital (India), Chairman of Gujarat
Industrial Research & Development Agency and Gujarat Ecology Commission. Shri
Shah has made significant contribution in social, cultural and rural development activities
like leprosy eradication, water management conservation and management of man-made
and other natural heritage. He has also contributed significantly in the academic and
research areas. He is holding the office of Chairman in National Institute of Design and
Gujarat Institute of Desert Ecology and is an active member on the Board of several
Companies. He has joined the Company w.e.f. 21/10/2003.
Shri Nimesh Kampani
He is a chartered Accountant. He has built up 25 years strong domestic franchise for the
JM Financial Group in India. Shri Kampani who is arguably the oldest investment banker
in the country, has in a career spanning the last three decades, been involved in the
development of the capital markets in India and advised many Corporates on
restructuring , merger and acquisitions and providing complete financial solutions tailor-
made for their capital raising needs. He has served on various committees of Securities
and Exchange Board of India (SEBI) and was a member of the Bhagwati Committee on
SEBI regulation for Substantial Acquisition of Shares and takeovers. He has also served
as a Chairman and member of the Financial Services Committee and National Council of
the Confederation of Indian Industry (CII). He has joined the Company w.e.f.
21/10/2003.
Shri Sudhin Choksey
Shri Sudhin Choksey is a Chartered Accountant having vast experience in the field of
Finance. He is a Managing Director of GRUH Finance Limited and also a Director and
member of Audit Committee of Gujarat State Financial Services Limited. He has joined
the Company w.e.f. 30/03/2005.
Shri Bergis Desai
Shri Bergis Desai is a Solicitor and a Managing Partner of M/s. J. Sagar & Associates, a
renowned firm of Solicitors & Advocates. He has extensive experience as an arbitrator
and counsel in the field of Corporate Laws and also in international commercial &
domestic arbitration. He has also worked as a journalist with a leading Indian daily and
 continues to be a columnist in the Indian newspapers. He is a member of American
Arbitration Association, The Bombay Incorporated Law Society and an Arbitrator at The
London Court of International Arbitration
Dr. Richard H. Rupp
Dr. Rupp is Ph. D. Chemistry (with distinction) from University of Karlsruhe, Germany
and has done his program for Executive Development, IMD at Lausanne, Switzerland.
Dr. Rupp has held various top level positions in leading multinational companies such as
Hoechst AG, Germany, Lonza, Switzerland and Allessachemie, Germany. His focus has
been in the field of pharmaceuticals and fine chemicals. Dr. Rupp's experience
encompasses a mix of scientific, technical as well as managerial roles. He is well
acquainted with the US, European and Asian markets, especially the Indian sub-continent
by virtue of his earlier tenure as R&D Director, Hoechst India Ltd. (1984 - 1988).
Presently, Dr. Rupp is associated with Acoris Research Limited as President.
Shri Sudhir Mankad
Shri Sudhir Mankad has done MA in History from Delhi University and Diploma in
Development Studies from Cambridge University. He was in the Indian Administrative
Services (IAS) from 1971 to 2007. He has held various important positions in
Government of India including various top level positions in Government of Gujarat as
Principal Secretary, Finance Department, Principal Secretary, Education Department,
MD Gujarat Alkalis and Chemicals Ltd., Joint MD, Gujarat Industrial Investment
Corporation, and Director of Higher Education. He had also been the Chairman of
Gujarat Industrial Power Company Ltd. and Gujarat Maritime Board (GMB) in past.
Presently, he is a Chairman of Gujarat Institute of Desert Ecology and a Member of High
Power Expert Committee on Urban Development, Government of India. He has joined
the Company w.e.f. 13th May, 2009.

ACHIEVEMENTS:
DNL has many a firsts to its credit and these have been earned through its constant
endeavour for identification of products that are required by the end user industries.
DNL's R&D centre in Pune aims to provide specialized products that add value and
enhance every aspect of life.
Mentioned here are some of the company's achievements:
o Sir P. C. RAY Award for the Best Chemical Manufacturing Unit in India.
o Awarded the "EXPORT HOUSE" status by the Govt. of India in 1998 and is in force till
date.
o The Federation of Indian Chambers of Commerce and Industry (FICCI) award was
presented, by the then Prime Minister of India, Mr. I. K. Gujral, to the then Vice-
Chairman of DNL Mr. C. K. Mehta 1997-98.
o The company won the Certificate of Merit, at the "ENVIROTECH '93", for sustainable
development for adopting environment friendly practices 'in house' for the treatment and
disposal of the effluent generated at its various manufacturing facilities, from the
CHEMTECH Foundation, India. The company is one of the first to display the figures of
the pollution emitted at the gate of each of its manufacturing facilities on a daily basis.

MILESTONES:
In a short span of 30 years DNL has steadily climbed the steps of excellence and is
continuing in its efforts to reach the top and be the best. Mentioned here are some of its
milestones:
Beyond 2000 Diversification and Consolidation in related product areas
Acquired Aryan Pesticides Ltd, DASDA business of Vasant Chemicals
Ltd.
1996 Catalytic Hydrogenation plant commissioned
1993 Merit Certificate from CHEMTECH Foundation
1991 Nitro Aromatics plant commissioned
1984 DNL acquires Dyestuff and Intermediates Unit
1982 DNL Promotes Deepak Fertilizers & Petrochem. Ltd.
1974 P.C. Ray award
1972 Sodium Nitrite Plant commissioned
1971 DNL went Public
1970 DNL Promoted

DNL PRODUCT RANGE:

With years of expertise, a track record of innovation and indigenous development,
Deepak Nitrite produces a spectrum of chemicals. We cater to a wide range of industries
including Colourants, Agrochemicals, Pharmaceuticals, Rubber, Speciality & Fine
chemicals and have the world’s largest chemical companies as our customers.
Deepak Nitrite is the world leader in 2, 4 Xylidine and 2, 6 Xylidine and the second
largest producer of DASDA. We also manufacture a wide range of intermediates for use
in industrial explosives, paints, cosmetics, lubricants, polymers, optical brighteners,
photographic chemicals, petroleum additives, specialty fibres and water treatment
chemicals.

Products manufactured are tailor made as per the needs and specific requirements
of the customer.
Inorganic & Performance Chemicals
PRODUCT SYNONYM CAS Reg. No.
Sodium Nitrite Filmerine, Erinitrit [7632-00-0]
Sodium Nitrate Nitric Acid sodium salt, Soda niter,
Nitrate of soda [7631-99-4]
o-Nitrocumene 2-Nitrocumene [6526-72-3]
DNPT (Blovel) Dinitrosopentamethylenetetramine (Blovel) [101-25-7]

Fine & Speciality Chemicals

PRODUCT SYNONYM CAS Reg. No.
MMDPA 4-Methoxy -2 Methyl Di Phenyl Amine [41317-15-1]
Methoxyamine HCl O-Methylhydroxylamine hydrochloride [593-56-6]
SMIA Z-2-Methoxyimino-2-(furyl-2-yl)acetic acid,
Ammonium salt [97148-39-5]
Ethoxy Amine Base O-Ethylhydroxylamine [624-86-2]
Resorcinol 1,3-Dihydroxybenzene [108-46-3]
1,3 CHD 1,3 Cyclohexanedione [504-02-9]
4-Hydroxy Carbazole 4-Hydroxy Carbazole [52662-39-8]
DASDA 4,4 Diaminostilbene 2,2 Disulphonic Acid {81-11-8}
PNTSA Para Nitro Toluene Ortho Sulphonic Acid [121-03-9]
DNSDA 4,4 Dinitrostilbene 2,2 Disulphonic Acid [3709-43-1]
DEMAP Crstalline N,N-Diethyl-m-aminophenol [91-68-9]
DEMAP Keto Acids 4-(Diethylamino) salicylaldehyde [17754-90-4]
Acetaldehyde oxime Acetaldoxime [107-29-9]

Organic Chemicals
PRODUCT SYNONYM CAS Reg. No.
2 EHN 2 Ethyl Hexyl Nitrate ( 2 EHN ) [27247-96-7]
2,3-Xylidine 2,3-Dimethylaniline [87-59-2]
2,4-Xylidine 2,4-Dimethylaniline [95-68-1]
2,5-Xylidine 2,5-Dimethylaniline [95-78-3]
2,6-Xylidine 2,6-Dimethylaniline [87-62-7]
3,4-Xylidine 3,4-Dimethylaniline [95-64-7]
3-Nitro-o-xylene 3-NOX,2,3-Dimethylnitrobenzene [83-41-0]
4-Nitro-o-xylene 4-NOX, 3,4-Dimethylnitrobenzene [99-51-4]
PC p-Cumidine, 4-Isopropylaniline [99-88-7]
p-Nitrocumene 1-(1-methylethyl)-4-nitro-benzene [1817-47-6]
MCB Monochlorobenzene [108-90-7]
ONCB o-Nitrochlorobenzene,2-Nitrochlorobenzene [88-73-3]
PNCB p-Nitrochlorobenzene,4-Nitrochlorobenzene [100-00-5]
MNCB m-Nitrochlorobenzene,3-Nitrochlorobenzene [121-73-3]
ODCB o-Dichlorobenzene [95-50-01]
PDCB p-Dichlorobenzene [106-46-7]
2,5 DCNB 2,5-Dichloronitrobenzene [89-61-2]
2,4 DNCB 2,4-Dinitrochlorobenzene [ 97-00-7 ]
ONT o-Nitrotoluene,2-Nitrotoluene [88-72-2]
PNT P-Nitrotoluene,4-Nitrotoluene [99-99-0]
MNT m-Nitrotoluene, 3-Methylnitrobenzene [99-08-1]
OT o-Toluidine, 2-Toluidine [95-53-4]
PT P-Toluidine, 4-Toluidine [106-49-0]
MT m-Toluidine, 3-Aminotoluene [108-44-1]
OT Base 3,3-Dimethyl Benzidine [119-93-7]
PNA p-Nitroaniline, 4,-Nitroaniline [100-01-6]
2,4,5 TCA 2,4,5 Trichloro Aniline [636-30-6]

On Demand Product Range

PRODUCT SYNONYM CAS Reg. No.
Acetoxime Acetone oxime [127-06-0]
Alkali Blue Pigment Blue 61 [1324-76-1]
Benzophenone-3 Oxybenzone, 2 hydroxy-4methoxybenzophenone [131-57-7]
Benzotriazole 1,2,3-Benzotriazole, 1H-Benzotriazole [95-14-7]
Beta-Resorcylic acid 2,4-Dihydroxybenzoic Acid [89-86-1]
4B acid 6-Amino-m-toluenesulfonic acid,
6-Amino-3-toluenesulphonicacid [88-44-8]
Blue 3 G Nitrate salt [73570-52-2]
Zincsalt [33203-82-6]
BDSA-DSS Benzene-1,3-disulphonic acid disodium salt,
Benzene-m-disulphonicaciddisodiumsalt [831-59-4]
DHBP 2,4-Dihydroxybenzophenone [131-56-6]
DMMAP Dimethyl-m-aminophenol, [99-07-0]
3-Dimethylaminophenol
GC Guanidinium carbonate [593-85-1]
Hydroxylamine free base HA Base [7803-49-8]
Hydroxylamine HCl HAHCl, Hydroxylamine hydrochloride [5470-11-1]
Hydroxylamine sulphate HAS, Oxammonium sulphate [10039-54-0]
HAOSA Hydroxylamine O-Sulphonic Acid [2950-43-8]
Ink Blue Acid Blue 93, Aniline blue [66687-07-8]
MAP m-Aminophenol, 3-Aminophenol [591-27-5]
MCA m-Chloroaniline, 3--Chloroaniline [108-42-9]
MEHQ Mono methyl ether of Hydroquinone [150-76-5]
MEKO Methyl ethyl ketoxime, MEK Oxime [96-29-7]
MIBKO Methyl isobutyl ketoxime, MIBK oxime [96-29-7]
N-O-Alkylated
Hydroxylamines N,O-Alkylated-HA
N-Alkylated Aminophenols N-Alkylated-MAP
NEMT N-Ethyl-m-toluidine, N-Ethyl-3-toluidine [102-27-2]
NEOT N-Ethy-o-toluidine, N-Ethyl-2-toluidine [94-68-8]
OA o-Anisidine, 2-Anisidine [90-04-0]
o-Nitroanisole 2-Methoxynitrobenzene [91-23-6]
O Toluidine 5 Sulfonic Acid O Toluidine 5 Sulfonic Acid [98-33-9]
OPDA o-Phenylenediamine, 2-Phenylenediamine [95-54-5]
OCA o-Chloroaniliner,2-Chloroaniline [95-51-2]
PCA p-Chloroaniline, 4-Chloroaniline [106-47-8]
PANA Phenyl-alpha-naphthylamine [90-30-2]
Pararosaniline hydrochloride Basic Red 9, C.I. 42500 [569-61-9]
Rhodamine B Base Solvent Red 49 [509-34-2]
MBA m-Bromo Anisole [2398-27-0]
PBA p-Bromo Anisole [104-92-7]
2,5 DCA 2,5 Dichloro Aniline ( 2,5 DCA) [95-82-9]
3,4 DCA 3,4 Dichloro Aniline [95-76-1]
3,3 DCBH 3,3 Dichloro Benzidine Hydrochloride [612-83-9]
 2 Chloro P. Phenylene Diamine 2 Chloro P. Phenylene Diamine [6219-71-2]
4 NADAPSA 4 Nitro 4 Aminophenylamine 2 Sulfonic Acid [91-29-2]
Substituted keto acids
Mix Xylidine
Regularly purchased items:
o Alpha Naphthyl Amine o Ammonia
o Ammonium Nitrate o Aniline Oil
o Benzene o Caustic Potash
o Caustic Soda Lye o Caustic Soda Flakes
o Chlorine o Concentrated Nitric acid
o Cumene o Dilute Nitric acid
o Ethyl Chloride o Formaldehyde
o Hexamine o Hydrogen
o Metanallic Acid o Meta Cresol
o Meta Xylene o Methanol
o Potassium Carbonate o Sulphuric Acid
o Sulphur Dioxide o Sulphur Trioxide
o Toluene o Urea

REVIEW OF LITERATURE

Goyal (2004) concluded in his study that human resource plays an important role in development and
growth of any organization and for that matter of any economy. Among all the factors of production
only human resource are living being and have unlimited capacity and potentials. Such capacity and
potentials of human being can be developed for the benefit of organization by applying proper
strategies. Human beings are not only active factor of production in itself but it also activates other in
active and inert factor of production like money, materials, machines and methods. In this present age of
globalization survival and growth of any organization depends on the proper development of its human
resources.
Hemant Rao (2007) emphasized the changing role of HR. There was dramatic change in HR during
past five years. This study shows the significant role of human resource managers in various areas like
Empowerment of workers, Business process Reenergizing, Total Quality management, Humanization of
work, and Quality of work life. It was the challenge of HRM to balance the impact of liberalization and
globalization on productivity. Earlier the role of personnel department was to give advice or support
when asked but the changing professional employment scenario emphasized the role of HR professional
while dealing with employees of different regions, caste, language and social backgrounds.

Maitin, T.P. (2003) in his article “Dynamic Human Recourses” stated that, out of wide variety of
resources which participated in the process of organizational growth, human resources are the most
dynamic element of efficiency and productivity. In the context of modern information age, manpower
owns the responsibility of information mobilization and their profitable utilization, which increases
performance of organization. The role of human resource as great intellectual assets in management is
too valuable to accelerate the rate of economic progress.

OBJECTIVES OF THE STUDY

HR POLICIES IN DEEPAK NITRITE LIMITED

OBJECTIVES :

In reviewing the purpose of HR Policies at Deepak Nitrite Ltd., 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 fulfil the
following objectives through it’s HR policies:
1. Ensure a high degree of selectivity in recruitment so as to secure super
achievers and nurture them to excel in their performance.
2. Impart such induction, orientation and training as to match the individual
to the task and inculcate a high sense of organizational loyalty.
3. Provide facilities for all round of growth of individual by training in and
out side the organization, reorientation, lateral mobility and self-
development through self-motivation.
4. Groom every individual to realize his potential in all facets while
contributing to attain higher organizational and personal goals.
5. Build teams and foster team-work as the primary instrument in all
activities.
6. 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.
7. Implement equitable, scientific and objective system of rewards,
incentives and control.
8. Contribute towards health and welfare of employees.
 THE ORITICAL BASE OF THE TOPIC

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. Counselling
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
 RECRUITMENT POLICY
 In Deepak Group, 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 Deepak Group, 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 Deepak Group, 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. COUNSELING
Counselling sessions, which are conducted by HR Department OR Professional
Counselor OR Performance Appraiser, are available to all the employees in order to
fulfil 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 Deepak Group is aimed at developing people of the right
calibre 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 calibre.
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.

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 Deepak Group, 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:
o Providing accurate information about employees to management for decision making.
o Eliminating duplication of efforts.
o 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.

10. RETIREMENT PLANNING

At Deepak Group, retirement of all individuals is aided through planned programs by
HR Department so as to lessen the associated misgivings and anxiety.

11. JOB ENRICHMENT

Deepak Group follows a people centred 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
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
 RESEARCH METHODOLOGY

INTRODUCTION

Primary data is the data that is observed or collected by the researcher from first-hand
experience. The primary data is collected directly from the source of study. The data is
collected through the structured questionnaires provided to the employees of the
organization. The questionnaire was distributed to respondents of various departments.
Primary data was also collected by Personal Interaction and Questionnaire survey.
Secondary data which the researcher obtained from published data or data collected in
the past. The secondary data is collected from different journals, magazines, texts
books, articles, websites and company records.

RESEARCH QUESTIONS

A. RECRUITMENT AND SELECTION

Are you satisfied with the external recruitment sources performed in your organization?
(a) Agree
(b) Disagree

B. INDUCTION
The induction of your organization covers organizational structure and policies?
(a) Agree
(b) Disagree

C. TRAINING AND DEVELOPMENT

For employee performance is the training need analysed in your organization?
(a) Agree
(b) Disagree

D. PERFORMANCE APPRAISAL
Are you satisfied with the Balanced Scoreboard method?
(a) Agree
(b) Disagree
E. LEAVE POLICY
Are you satisfied with the privilege leave provided to you?
(a) Agree
(b) Disagree
 ANALYSIS AND FINDINGS
RECRUITMENT AND SELECTION:
1. Are you satisfied with the external recruitment sources performed in your
organization?

Sales

18%

agree
disagree

82%

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.
INDUCTION:
2. The induction of your organization covers organizational structure and policies?

Sales

10%

agree
disagree

90%

INTERPRETATION:
Regarding the induction of organization, 90% of the employees are satisfied and 10% of the
employees are not satisfied. It means the most of the employees are benefited.
TRAINING AND DEVELOPMENT:
3. For employee performance is the training need analysed in your organization?

Sales

24%

agree
disagree

76%

INTERPRETATION:
Regarding employee performance, 76% of employees are satisfied whereas 24% of
employees are not satisfied. It means that most of the employees get affected from this
evaluation.
PERFORMANCE APPRAISAL:
4. Are you satisfied with the Balanced Scoreboard method?

Sales

8%

agree
disagree

92%

INTERPRETATION:
Regarding balance scorecard method, 92% of the employees are satisfied whereas only 8%
of the employees are not satisfied. It means that most of the employees are benefited from
this evaluation method.
LEAVE POLICY:
5. Are you satisfied with the privilege leave provided to you?

Sales

17%

agree
disagree

83%

INTERPRETATION:
Regarding privilege leave provided to employees, 83% of the employees are satisfied
whereas 17% of the employees are not satisfied.
 CONCLUSION

Study shows that

1. The policy of the company provides facilities for all round growth of
individuals by training in-house and outside the organization,
reorientation, lateral mobility and self-development through self-
motivation.
2. The policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
3. The policy builds teams and foster team-work as the primary instrument
in all activities.
4. The policy implements equitable, scientific and objective system of
reward, incentives and control.
5. The policy recognizes worth contributions in time and appropriately , so
as to maintain a high level of employee motivation and morale.
6. The employees agree on the part of their performance that they know
what is expected from them.
7. The employees understand how their work goals relates to company
goals.
8. Company inspires the employees to do their best work every day.
9. The employees are not satisfied with the communication and decision
making process as it leaks the information related to organization.
10.The employees do not receive the appropriate recognition and rewards for
their contributions and accomplishments.
11.The employees feel that they are not paid fairly for the contributions the
make to company’s success.
 SUGGESTIONS & RECOMMENDATIONS

1. The performance Appraisal of employee is evaluated on the basis of 360

degree feedback or 180 degree feedback.
2. The organization should focus on mentor system intend to help
employees in their career progression .
3. The organization should conduct Psychometric tests for employees.
4. The training should be mandatory for all level of employees.
5. The Departments should develop constructive attitude towards each
other.
6. The company should give the appropriate recognition for the
contributions and accomplishments made by employees. A flexible
reward system should be adopted by organization to improve employee
motivation.
7. A more transparent and full proof communication system developed in
the organization.
8. Replacing the lacuna in the current system.
9. Wages and salary administration process should have a more scientific
approach laying stress on equal wages for equal work done.
 BIBLIOGRAPHY

Books :
“Human Resource Management” by Ashwathapa.
“Human Resource Management” by Michael Armstrong.
“Human Resource Policy Analysis : Organizational Applications” by Richard J.
Nichaus.
Journals & Aticles :
1. Articles by T.V.Rao Learning Systems.
2. Policies of Deepak Nitrite Ltd.
3. Documents of Deepak Nitrite Ltd.

Websites :
www.deepaknitrite.com
www.ask.com
www.wikipedia.com
www.scribd.com