A SYNOPSIS ON

I.K. GUJRAL PUNJAB TECHNICAL UNIVERSITY

KAPURTHALA

In partial fulfillment of the requirement for the award of degree Master of

Business Administration (MBA)

Submitted By Supervised By

Name –Muskan Deep Ms. Kritika

Class – MBA 4th sem. ( Assistant Prof.

University Roll No.- 2110914 Management)

DEPARTMENT OF MANAGEMENT CT INSTITUTE OF MANAGEMENT AND

INFORMATION TECHNOLOGY MAQSUDAN (JALANDHAR)

SESSION (2021-2023)

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 TABLE OF CONTENT

CHAPTER CHAPTER TITLE PAGE NO.

NO.

Introduction to
1 Company & Research
Problem 3-13

2 Review of Literature 14-16

Need ,Scope, &

3 Objectives of the Study 17

4 Research Methodology 18-20

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 INTRODUCTION OF THE COMPANY

Established in Jamshedpur (Jharkhand, India) in 1907, the Company took shape from the
vision of its founder Jamsetji Nusserwanji Tata and is today one of the world's most
geographically diversified steel producers with operations and commercial presence
across the world. Tata Steel group is spread across five continents with an employee base
of over 65,000.

Focussing on Innovation, Technology, Sustainability & People, the Company strives to

be the global steel industry benchmark for value creation and corporate citizenship and
become the most respected and valuable steel company globally. Tata Steel’s
manufacturing and downstream facilities are in India, the UK, the Netherlands, and
Thailand, while its raw material mines are in India and Canada.

Tata Steel’s consolidated crude steel production capacity in India stands at 20.6 MnTPA
with manufacturing facilities in Jamshedpur and Gamharia in Jharkhand, Kalinganagar
and Meramandali in Odisha. In addition, the Company has several downstream product
extensions with manufacturing facilities for Wires, Tubes, Bearings, Agriculture
Equipment, and Industrial By-products. It also has a Ferro Alloys and Minerals division
and a heavy-duty engineering and fabrication unit, Tata Growth Shop.

In India, Tata Steel operates an end-to-end value chain that extends from mining to
finished steel goods, catering to an array of market segments such as automotive,
construction, general engineering etc. The Company sources most of the required raw
materials from its captive mines in India, providing raw material security and the
competitive advantage of being a low-cost steel producer.

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In Europe, Tata Steel is one of the largest steel producers, with two operating steel
manufacturing facilities – one based in the UK with a capacity of 5 MnTPA and the other
in Mainland Europe (the Netherlands) with a capacity of 7 MnTPA. Both operating
facilities produce premium flat steel products and services for customers in Europe and
around the world. Tata Steel (Thailand) Public Company Limited (TSTH), the
Company’s South-East Asian operating unit, has a crude steel production capacity of 1.7
MnTPA.

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Introduction

HR Policies & Employment Legislat ion

Human resource policies are systems of codified decisions, established by an

organization, to support administrative personnel functions, performance
management, employee relations and resource planning.

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

human resource policies.

Purposes

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

and externally, that it meets requirements for diversity, ethics and training as well
as its commitments in relation to regulation and corporate governance of its
employees. For example, in order to dismiss an employee in accordance with
employment law requirements, amongst other considerations, It will normally be
necessary to meet provisions within employment contracts and collective bargaining
agreements. The establishment of an HR Policy which sets out obligations, standards of
behavior and document disciplinary procedures, is now the standard approach to meeting
these obligations.

HR policies can also be very effective at supporting and building the desired
organizational culture. For example recruitment and retention policies might outline
the way the organization policies might support this by offering a 48/52 pay option where
employees can take an extra four weeks holidays per year and receive less pay across the
year values a flexible workforce, compensation policies might support tis by offering a
48/52 pay option where employees can take an extra four weeks holidays per year and
recieve less pay across the year .

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Developing HR Policies

This section gives practical information to organizations on how to develop HR

policies and procedures. The guide is designed for small non profits. It will be
useful to those who are just beginning to develop policies and those who are reviewing
and updating existing policies. Tools you will find in this section include a Policy
Template, a Guide to Developing an Employee Handbook, and a template
Statement of Understanding .

Why policies are important

Policies serve several important functions:

 Communicate values and expectations for how things are done at

your organization
 Keep the organization in compliance with legislation and provide
protection against employment claims
 Document and implement best practices appropriate to the
organization
Support consistent treatment of staff, fairness and transparency
 Help management to make decisions that are consistent, uniform and
 predictable
 Protect individuals and the organization from the pressures of
 Expediency

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Defining policy and procedure

A policy is a formal statement of a principle or rule that members of an organization must

follow. Each policy addresses an issue important to the organization's mission or
operations.

A procedure tells members of the organization how to carry out or implement a policy.
Policy is the "what" and the procedure is the "how to". Policies are written as statements
or rules.

Role of the board of directors in HR policy development

Boards can play a variety of roles in HR policy development. It is helpful to have the
board clearly define the role they want to take in policy development, whether they want
to be involved in shaping the content or be involved only at the approval stage. They may
decide that only some fundamental policies require their review and other policies can be
approved and managed by the executive director. Alternatively, a board may form an HR
committee to write policies and procedures.

Examples of HR Policy Practiced Areas in an Organization

Human resources policies can be compared to game rules. They safeguard fairness and
equality for everyone in the organization, guide management and supervisors, and clearly
explain expectations. HR policies reflect organizational culture and ensure compliance
with employment legislation. Outlined in the employee handbook, every HR policy
addresses five points: scope, or who it covers; accountability, or who enforces it;
definitions of relevant terms; procedures; and any relationship to other policies.

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Employee Conduct
An organization uses HR policies to notify members of its workforce what it expects of
them. Topics range from dress code to using social media. The steps to take for absences
and thresholds that trigger consequences for absenteeism fall under an attendance policy.
Discipline and corrective action policies detail procedures and subsequent outcomes for
performance issues. Although only publicly traded firms need an ethics policy to comply
with the Sarbanes-Oxley Act of 2002, Business Ethics online magazine editor Michael
Connor told Inc. that all businesses should have an ethics policy to minimize risk. Such a
policy presents the firm's position on honesty, confidentiality and accountability, and
defines gift-giving situations and conflicts of interest.

Employment Terms
The conditions under which employment may end protect employees and employers
when written as policy. "At will" employment, under which an employer reserves the
right to terminate an employee without notice or cause is a good example. If you allow a
60- or 90-day probationary period for new hires or if employment hinges on adherence to
non compete requirements, your employee handbook should cover these policies. Some
organizations outline their policies on reduction in force.

Work Environment

HR policies that deal with the work environment explain the organization's vision for
diversity and other equal employment opportunity criteria, including a zero tolerance for
harassment and grievance procedures. Businesses that adopt smokefree and fragrance-
free rules include them as HR policies. Safety and related training policies, whether
OSHA-mandated or not, assure employees that the company takes their well-being
seriously. Examples of safety policy topics include wearing ID badges, visitors, and steps
for emergencies such as fire, lost children, evacuations and inclement weather.

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Staffing

Clearly defined policies for recruitment, hiring, promotions and transfers guide human
resources professionals and minimize litigation risks. These road maps address reference
checks, background checks, testing requirements and documentation retention. When and
if hiring relatives -- nepotism -- is acceptable appears in some HR policy manuals, as do
onboarding, career planning and the internal selection process.

Benefits

The company must explain its stance regarding benefits. Paid time off -- personal days,
sick days, vacation, holidays, jury duty and bereavement -- require written policies to
avoid misunderstandings, disappointment and confusion. Programs for tuition
reimbursement and employee assistance also merit separate policies. Worker's
compensation and leaves of absence are prime HR policy candidates, as are 401(k)s,
domestic partner eligibility and perks such as travel vouchers.

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The Importance of an HR Policies & Practices Strategy

The Organization values Human Resources as the most potent factor towards maximizing
capital returns. Towards this goal and achieving the vision of the Company, the
organization has put with operation processes and avenues around contemporary people
practices covering amongst others, in areas of Sourcing, Performance Management,
Culture, Work life balance, People Capability, People Engagement, etc. The Organization
has an open, transparent culture, enabling employees to share views, suggestions, and
concerns with their Superiors. Assess to Management at all levels is encouraged.

In continuation of such efforts to build a vibrant workplace, practices & processes

instituted along multiple interventions mentioned above are being continuously
strengthened.

Towards employee motivation, retention & ownership, the Company has implemented
revised policies, reviewed pay across levels from entry level onwards. The focus of such
review is market driven along with rewarding meritorious performers.

Work life balance activities through recreation, sports and cultural events continue at
various units. Festivals, events are periodically organized, involving employees and their
families to bring in a sense of bonding and camaraderie. Towards continued building
people capability, technical & other trainings whether in-house or external continue to be
in focus. Technical training is reemphasized along with behavioral skill to enhance
technical skills and leadership qualifies.

Infusion of contemporary skills at middle & senior levels continue as also internal
movements, career progression to retain & reward individuals and provide avenues to
shoulder higher responsibilities.

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Job rotations, overseas visits and exposures continue towards building people capability
in itself and for the future. Key positions continuity planning has been put in place to
ensure a pipeline of quality & talented individuals. The organization believes that people
are one of its major strengths, repository of knowledge, merit oriented & value based.

"Why," you may ask, "do I need a policies and practices strategy for my business?"

The simple answer is...because you have people working for you.

With human nature being what it is, employees will test limits and act "creatively" in
workplace situations, so you need a strategy for developing, communicating and
enforcing a set of policies and practices that reflect your standards of acceptable
behavior.

But a successful policies and practices strategy does more than draw boundaries; it also
recognizes and addresses people's needs.

There are many different types of people, and not surprisingly, they react differently to
the need for policies and practices based on those differences. For example, some people
prefer there be a written policy for everything, while others favor having no policies at all
and would leave everything open to interpretation as situations arise. Neither of these
extremes contributes to a work environment that's conducive to high productivity levels.
The answer is found in between, with the right number and types of policies and practices
that are focused on a primary goal--improving individual performance in the workplace.

When you get to the heart of the matter, performance improvement is really about the
process of setting expectations and meeting them. The focus in business is not just about
meeting specific goals, but also about how you achieve them. And the "how" affects the
liabilities you create in the process.

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Roles

People like to have a clear understanding of their role in a company as well as the roles of
others. Every successful team has well-defined positions for its members: Everyone
knows what he or she is to do, how to do it and how their performance can impact those
around them. In business, this means you need to have clear reporting structures that spell
out who's in charge and how tasks are to be accomplished in the organization.

This approach applies not only to intradepartmental structures, but also to company-wide
or interdepartmental projects. In addition, role definition is a foundational part of
establishing clear performance expectations for each employee.

Rules

Managers and employees need to share a clear understanding of what is and what is not
acceptable behavior within the company. Unfortunately, in today's workplace, an
employer can be held liable for the bad behavior of an employee, especially when that
bad behavior affects other employees, clients or individuals. Having a clear set of
behavioral expectations is critical to establishing that you're not contributing to that bad
behavior as an employer.

Setting clear and specific behavioral standards in the form of rules establishes a
framework for spotting and addressing violations of those standards. If you rely on
loosely defined general standards that aren't properly documented, then violations
become subjective and open to interpretation. The result of such ambiguousness is often
litigation.

Consequences

It's important that you clearly state consequences for violations of your behavioral
standards so that employees know what to expect and have fair warning of those
expectations. In addition, clear consequences help to ensure that you aren't limited in
your options for dealing with improper behaviors.

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To establish these standards and violation consequences, sit down and think through the
over-the-line behaviors that won't be permitted in your company. It's essential that you
know ahead of time what employee actions require an immediate dismissal. Similarly,
you want to know what performance issues may qualify for a more progressive
disciplinary approach, and then define the steps involved in that approach.

By nature, people are complex beings who will confound you one minute and astound
you the next. And except for violations that warrant immediate firings, it's usually a wise,
compassionate and financially prudent course to help people strengthen their character by
overcoming their weaknesses. Also, this approach provides you with a way to retain
experienced employees and recover your investment in their training.

I've found that managers are often disappointed in an employee's performance even
though the manager never clearly communicated his or her expectations to that employee.
If you don't take steps to set clear expectations, the consequences you administer for
failure to meet those expectations can seem unfair. This is extremely important because
an employee who feels they've been treated unfairly can create a great deal of liability. In
many cases, the key issue is not whether they were actually treated unfairly but whether
the employee feels or perceives that they were treated unfairly.

And it doesn't stop with the affected employee. If you or your managers haven't clearly
communicated your expectations to one employee, chances are you haven't done so with
other employees as well and they can be quick to empathize with any affected workers.
It's natural for employees to wonder, "What if that happened to me?" To avoid the
negative effect such a chain-reaction can have on your workplace, be clear about your
expectations with all employees at all times. Most employees will appreciate and respect
your forthright clarity.

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REVIEW OF LITERATURE

SWOT ANALYSIS

Strengths of Tata Steel

A company’s strengths are the internal factors that provide it with an advantage in
establishing a larger client base and high profitability. Let’s look at how Tata Steel
compares to its peers in terms of competitive strength

 Market Position: Tata Steel is one of among foremost important steel

manufacturers on the planet and thus the world’s second-most geographically-
diversified steel producer. It has a strong presence in Asia-pacific and Europe.

 Product Portfolio: You can see that Tata Steel features a wide selection of
products starting from flat steel products, agricultural implements, construction
products, and many more. A diversified product portfolio ensures revenue due to
different markets around the world.

 Trust of TATA: Tata is one among the foremost trusted and popular brands not
only in India but also everywhere on the planet because of their quality. The
association of the name provides immense brand equity to the corporation at the
same time.

 Global footprint: Tata Steel has a presence in over 50 countries with operations
in over 26 countries which increase its penetration and share.

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 Capability & Adaptability: Every year this Company raises over 14 million
tonnes of ores from its captive collieries, iron ore mines, and quarries. A fast-
changing environment is the main adaptability of the company. Operations in 26
countries and a billboard presence in over 50 countries.

Weakness of Tata Steel

Weaknesses are qualities of a business or brand that need to be improved. The

following are some of Tata Steel major flaws:

 Over-dependence on Europe: Though it’s an Indian brand, you may know over 50
per cent of Tata Steel’s business comes from Europe and thus any economic
slowdown within Europe affects Tata Steel’s revenues.

 Mistry’s fiasco: The fallout between Ratan Tata and Cyrus Mistry has hurt the
image of the Tata group which also translates to Tata Steel.

 Disintegrated operations in Europe: Although Tata Steel’s operations in India are

integrated; its operations in Europe are disintegrated and hence are hooked into
various other suppliers from the other countries. For this reason, this affects
control on quality and increased costs.

 Functional Issues: Operational efficiency is not as good as international leaders.

Slightly lagging on the technological front.

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 Opportunity for Tata Steel

Opportunities are potential areas that give a firm the opportunity to improve its
outcomes, increase sales, and profit. Tata Steel has the following opportunities:

 Adapt newer technologies: Tata Steel lags behind its competitors within the
technology front and has a chance to adopt newer technologies like the Cortex
process, Hismelt process, Direct iron ore smelting, etc.

 Increasing demand for steel in India: The steel market in India is predicted to
grow within the next 4 years thanks to the expansion within the housing industry
and manufacturing facilities in India. This will certainly benefit Tata Steel.

 Global Expansion: Growth in the manufacturing, construction and automotive

industry within the future will drive the expansion within the industry and Tata
Steel is set to benefit from it. Public-private partnership.Acquisition of coal
blocks in Asia, Africa, etc.

Threats to Tata Steel

Threats are external factors that may have an impact on a company’s growth. The
following are some of Tata Steel threats:

 Intense competition: JSW Steel, Essar Steel, and ArcelorMittal, etc are still the
main competitors of Tata Steel. This reduces its market share worldwide
according to the previous experience.

 Government and Environmental regulations: Increases compliance costs for

the corporate cause Tata Steel is subjected to stringent governmental and
environmental regulations in mining also as production.

 Decreasing global steel prices: Excess production in China meant that it

supplied steel cheaper to the planet which forced the method to lower down
throughout the planet.Rising coking coal prices.

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Objectives of Study

 To determine the various constitute of the policies in banking organization.

 To study the implication of the human resources concerning policies over

banks.

 To study the reasons that is contributing in strengthening or weakening of the

banking policy structure.

 To study the advances public understanding of the role of the Human

resources management and its vitality for efficient running of the Banks.

 To traces the overall status of HRM practices of the public sector industrial
enterprises.

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RESEARCH METHODOLOGY

Introduction of Research Methodology Research is a logical and systematic

search for new and useful information on a particular topic. Research
methodology is a systematic way to solve a problem. It is a science of
studying how research is to be carried out. Essentially, the procedures by
which researchers go about their work of describing , explaining and
predicting phenomenon are called research methodology.

Research Design

A good research design has characteristics viz, problem definition , time

required for research project and estimate of expenses to be incurred the
function of research design is to ensure that the required data are collected and
they are collected accurately and economically. A research design is purely
and simply the framework for a study that guide the collection and analysis
data.

Descriptive Research

It is the design that one simply describes something such as demographic

characteristics of people. The descriptive study is typically concerned with
determining frequency with which something occurs or how two variables
vary together. A descriptive study requires a clear specification of who, what,
when and why apex of the research. It requires formulation of more specific
hypothesis and the testing these through statically inference technique. This is
the research design of the study and then it comes to develop the research
plan, which means that what to do before going for the actual interpretation
and it is discussed below.

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Developing a Research Plan

The data for this research project has been collected through self Administration.
Due to time limitation and other constraints direct personal interview study
method is used. A structured questionnaire was farmed as it consumes less time
duration and is very important from the point of view of information, easier to
tabulate and interpret. More ever respondents prefer to give direct answer.

Development of research plan has the following steps:

 Sample Design
 Sample Unit
 Sample Size
 Sample Technique

SAMPLING DESIGN
Sampling can be defined as the section of some part of an aggregate or
totality on the basis of which judgment or an inference about aggregate or
totality is made . The steps involved in sampling design are as follows:

UNIVERSE OF STUDY : For the present study purpose about the

HR policies and practices of TATA STEEL.

Sample Unit: TATA STEEL

Sampling Size: Sampling size is the total no. of units which is covered in
this study .The sample size of this study was 100.

Sampling Method: Sampling method used in this study is Random

sampling .

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 Data Collection:

Data collection is the process to gather information about the relevant

topic research , which is be Data Collection usually takes place early in an
improvement project, and is often formalized through data collection plan
which often contains the following activity :
 Pre collection activity on goals, target data, definitions and methods.
 Collection of Data
 Presenting findings involving some form of sorting analysis.

For accomplishing the the objective of study, both Primary and Secondary data
have been used .Data Collection through the Primary Data as well as Secondary
Data Sources.

Classification of Data

The correct information is the key to success. Data information is of two types ;
Primary Data and Secondary Data. Primary data is information collected by
researcher or person himself where is secondary data is collected by other but
utilized or used by researcher. Data can be classified under two categories
depending upon source utilized. These categories are:

 Primary Data
 Questionnaire
 Secondary Data
 Magazines
 Reports

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