A

PROJECT REPORT ON

“Drafting HR Policies for a Company”

AT

Weinnovate Biosolutions Pvt Ltd.

Submitted By
AISHWARYA SACHIN GORDE

Under Guidance Of
PROF. SWATI VIJAYA
Submitted to

Savitribai Phule Pune university

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

Master of Business Administration
Through

SINHGAD INSTITUTE OF MANAGEMENT AND MBA , PUNE

1
 2021-22

Summer Internship -Industry Feedback form

Batch (2020-22)

Name of Student: Aishwarya Gorde

Company Name: Weinnovate Biosolutions Pvt Ltd

Specialization: HR
Title of the project: Drafting HR policies for a company Date of
Joining: 16-11-22
Location: Pune

Company Project Guide name:Dr Prasad Nivritti Bhagat

Designation: CTO

Mobile no. of Project Guide: 9890999625

2
Please provide your free and frank feedback of the candidates worked at
your organization by putting tick mark at appropriate option
1: Poor 2: Average 3: Good, 4: Very Good 5: Excellent

Sr. Parameters 1 2 3 4 5
no
1 Punctuality ✔️
2 Knowledge of the subject ✔️
3 Initiative and innovativeness ✔️
4 Utility of work carried out ✔️
5 Communication skills ✔️
6 Conduct and behavior ✔️
7 Commitment and dedication ✔️
8 Management Ability ✔️
Overall assessment of the candidate:

Strength of the candidate: Perseverance

Areas of improvement for the candidate: Communication skills Any

suggestion for the Institute: -

Will any other additional training or value added certification help the candidate in performing better?

Dr. Prasad Nivritti Bhagat, Director

Name, Designation & Signature of the Reviewing Authority:

3
 DECLARATION

I, Aishwarya Sachin Gorde the undersigned, hereby declare that the Project
Report entitled “Drafting HR policies for a company” written and submitted by me to
the University of Pune, in partial fulfillment of the requirement for the award of degree of
Master of Business Administration under the guidance of Prof. Swati Vijaya is my
original work and the conclusions drawn therein are based on the material collected by
myself.

Place: Aishwarya Sachin Gorde

Date: M.B.A. II (HRM)

4
 CIN: U74990PN2016PTC158762
B2-302, SAAD, Manaji Nagar, Narhe, Pune
411041

+91 8551 034 567 [email protected] www.wibpl.com

Ref No: WIB/HR/21-22/30 18th February 2022

TO WHOM SO EVER IT MAY CONCERN

This is to certify that Ms. Aishwarya Gorde has worked on the project titled “Drafting HR
policies for a company” from 16th Nov 2021 to 31st Dec 2021 for 240 working hours in our
organization. During this period she successfully completed the work assigned to her. She
has been sincere, hardworking and punctual in her work. I wish best in future.

Any specific positive remarks about student’s attitude and behaviour.

Dr. Prasad Nivritti Bhagat

Director
Weinnovate Biosolutions Pvt Ltd

Lab address
Plot No. 3, 1st Floor, Electronic Co-
Op E state, P u ne -S ata ra
R o ad,
Pune 411009

5
 INDEX
Sr. No. Topic Page No.
1 Introduction 1-8
1.1 Executive Summary
1.2 ABOUT THE TOPIC
1.3 Importance of study
1.4 Objectives of Study
1.5 Research Methodology
1.6 Scope of Study
1.7 Limitation of study
2 Company Profile 9-14
2.1 Introduction
2.2 History
2.3 Vision and Mission
2.4 Product Information
3 Policies 15-52
3.1 Policies

4 Finding and Suggestion 53-65

4.1 Finding
4.2 Suggestion
4.3 Conclusion
4.4 Bibliography
4.5 Annexure

6
 ACKNOWLEDGEMENT

A project usually falls short of its expectation unless guided by the right person at
the right time and good opportunities. Success of a project is an outcome of sincere
efforts, channeled in the right direction, efficient supervision and the most valuable
professional guidance. This project would not have been completed without the direct
and indirect help and guidance of such luminaries. They provide me with the necessary
recourses and atmosphere conductive for healthy learning and training.

I am indebted to Weinnovate Biosolutions Pvt Ltd for providing me an opportunity

to undergo my project with them. I am grateful to HR Manager Dr. Prasad N. Bhagat,
for giving the opportunity to work in HR department.

At the outset I would like to take this opportunity to gratefully acknowledge the kind
and Patience guidance. My internal guide Prof. Swati Vijaya has critically evaluated
each step in developing this project report.

Finally I would like to thank My Family members and my friends for their
valuable inputs.

Aishwarya Sachin Gorde

7
 EXECUTIVE SUMMARY

Weinnovate Biosolutions Pvt. Ltd. (WIBPL) is an ISO 13485:2016 certified

start-up working dedicatedly in the area of Infection prevention and control, Infection
diagnostics & healthcare solutions.

This Project is titled as “Drafting HR policies for a company.” This project is

meant to draft the Human Resource Policies for the organization. The HR Policies are a
tool to achieve employee satisfaction and thus highly motivated employees. The main
objective of various HR Policies is to increase efficiency by increasing motivation and
thus fulfill organizational goals and objectives.

The objective is to provide the reader with a framework of the HR Policy Manual
and the various objectives that the different policies aim to achieve. The main focus was
on the managerial levels of employees in Weinnovate Biosolutions Pvt Ltd

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.

8
 CHAPTER NO. 1
INTRODUCTION

9
1 Introduction:

Human resource management is concerned with people element in management.

Since every organization is made up of people, acquiring their services, developing their
skills/ motivating to high level of performances and ensuring that they continue to
maintain their commitments to the organization which are essential to achieve
organizational objectives.

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.
We at Weinnovate Biosolutions Pvt. Ltd. have drafted such policies which help
organization to scale, improve and motivate employee’s standard by developing their
skills and performance.

HR Policies cover the following:

1. Policy of hiring people with due respect to factors like reservations, marital status, and
the code of conduct of organization.

2. Policy on terms and conditions of employment-compensation policy and methods,

hours of work, overtime, promotion, transfer, termination.

3. Policy with regard medical sickness benefits, ESI and company medical benefits and
policies regarding it.

4. Policy regarding work from home.

5. Policy regarding training and development-need for, methods of, and frequency of
training and development.

10
6. Policy regarding Housekeeping, Health and safety, anti-harassment, grievance
procedure, participative management and communication with workers.

7. Policies regarding compensation and annual as well as appraisal.

1.1. Formulating Policies

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

1. Past practice in the organization and history of organization.

2. Prevailing practice in rival companies and practices of its competitors.

3. Attitudes and philosophy of founders of the company also its directors

and the top management.

4. Attitudes and philosophy of middle and lower management. And their following
policies regarding present code of conduct.

5. The knowledge and experience gained from handling countless personnel

problems on day to day basis ensure consistent treatment of all personnel throughout the
organization.
11
1.2 BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits:
a. The work involved in formulating policies requires that the management give deep
thought to the basic needs of both the organization and the employees. The management
must examine its basic convictions and give full consideration to the prevailing practices
in other organizations.

b. Established policies ensure consistent treatment of all personnel throughout the

organization. Favoritism and discrimination are, thereby, minimized in present.

c. Continuity of action is assured even though 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 organization in his/her head, and he she may apply them in
an entirely fair manner. The tenure of office of nay manager is finite. But the
organization continues. Policies promote stability.

d. Policies serve as a standard of performance. Actual results can be compared with the
policy to determine how well the members of the organization are living upto the
professional intentions.

e. Sound policies help build employee motivation and loyalty. This is especially true
where the policies reflect established principles of fair play and justice and where they
help people grow within the organization.

f. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

12
1.3 Objective of The Study

1. To study the HR Policies of the company.

2. To study the amendments made in the HR Policies of Weinnovate Biosolutions Pvt 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.

1.4 SCOPE OF STUDY:

1. In any organization human resource is the most important asset. In today’s current
scenario, Weinnovate Biosolutions Pvt Ltd. is dedicatedly in the area of Infection
prevention and control, Infection diagnostics & healthcare solutions.

2. As most of the company’s overall performance depends on its employee’s performance

which depends largely on the HR POLICIES of the organization.

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

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

13
1.5 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 incentive to recognize and reward good performance.

6. Principle of dignity of labor to treat every job and every job holder with dignity and
respect.

7. Principle of team spirit to promote co-operation and team spirit among employees.

8. Principle of contribution to national prosperity to provide a higher purpose of work to

all employees and to contribute to national prosperity.

14
 CHAPTER NO. 2
ORGANIZATION
PROFILE

15
COMPANY PROFILE

2.1 Name, Address and contact details of the company:

Weinnovate Biosolutions Pvt Ltd.

Address: L. E. Industries, Plot No. 3, Electronic Co-Op. Estate Ltd.,Pune Satara Road,
Near Parvati Industrial Estate, Opp. Adinath Society, Pune-411009, Maharashtra, India.

Email ID: [email protected]

PHONES: (+91) 8551034567

16
2.2 ABOUT COMPANY

Weinnovate Biosolutions Pvt. Ltd. (WIBPL) is a ISO 13485:2016 certified start-up

working dedicatedly in the area of Infection prevention and control, Infection diagnostics
& healthcare solutions. Weinnovate is a team of interdisciplinary pool of talent for
solving challenging problems. Weinnovate is the unsung heroes in the area of Infection
prevention and care, advocating "Prevention is better than cure". Weinnovate develop
cutting-edge antimicrobial solutions which reduces incidences of hospital acquired
infections (HAIs) and help save millions on hospitalization bill.

Weinnovate is a team of dedicated scientists and technologists, working together in

developing solutions which are rapid and cheaper. Our mentors include medical doctors,
business strategists, pre-clinical and clinical studies advisors, product building experts.

WeInnovate Biosolutions is the recipient of prestigious Biotechnology Ignition Grant

award and Small Business Innovation research initiative grant from Biotechnology
Industry Research Assistance Council (BIRAC). Owing to success of the startup it has
been provided assistance from National science and technology entrepreneurship
development board (NSTEDB) Govt. of India. WeInnovate Biosolutions has also won the
Healthcare accelerator competition organized by CIIE, IIM-A and is a cohort of CIIE.

We develop and provide quality technology without compromise. Our Quality

Management system strengthen our quality.

17
2.3 FOUNDERS

Dr. Milind Chaudhary

CEO

Dr. Prasad Bhagat

CTO

Dr. Anupama Engineer

COO

18
2.4 HISTORY TIMELINE

Establishment of Weinnovate
2016

Growing Big
2017

Inception of NanoAgCide
2018

Certification Received
2019

Patent Granted
2020

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2.5 VISION & MISSION

 Vision
Company has a vision to replace critical, high demand, disposable medical
devices with Silvoguard medical devices, supported by NanoAgCide technology
to bring down the incidences of HAIs

 Mission
Our company has a mission of "Zero Infections" saving millions of lives lost due
to infections and stop the spread of AMR

2.6 Achievements

 Won AABI torch award for Internationalization from Asian association of

Business Incubators, Shanghai, China

 Product/technology commercialized-‘Silvo Clean” and Heal Rap

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 2.7.Product Information
 SilvoGuard® antimicrobial medical devices are made using the patented, Broad-
spectrum antimicrobial solution – NanoAgCideTM with active silver
nanoparticles in it
Once the medical device is inserted into a patient’s body, there is a sustained,
slow release of active silver ions
These silver ions are adept to kill all sorts of bacteria that comes in close vicinity
or in contact of the medical device, consequently preventing HAI

 NanoAgCideTM is Silver in it’s Nanoform.

It has a broad spectrum antimicrobial activity proven against bacteria, fungi, and
viruses.

It is unique in the sense that it can be incorporated in any type of material during the
manufacturing process of the material.

It has been tested to successfully work on/ in materials including plastics, rubber,
fabric, glass, ceramics, etc. to make the material antimicrobial.

The additive's activity is not affected by temperature, humidity or use of solvents

making it easy to incorporate in production set-up.There is no additional cost burden
to the manufacturer.

21
 CHAPTER: 3
HR POLICIES
AT
WEINNOVATE
BIOSOLUTIONS PVT
LTD

22
3.1 OBJECTIVES:
In reviewing the purpose of HR Policies at Weinnovate Biosolutions Pvt 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 fulfill the following
objectives through its HR Policies:
 Ensure a high degree of selectivity in recruitment so as to secure super achievers and
nurture them to excel in their performance.
 Impart such induction, orientation and training as to match the individual to the task
and inculcate a high sense of organizational loyalty.
 Provide facilities for all round of growth of individual by training in and outside the
organization, reorientation, lateral mobility through self-motivation.
 Groom every individual to realize his potential in all facets while contributing to
attain higher organizational and personal goals.
 Build teams and foster team-work as the primary instrument in all activities.
 Recognize worthy contributions in time and appropriately, so as to maintain a high
level of employee motivation and morale.
 Implement equitable, scientific and objective system of rewards, incentives and
control.
 Contribute towards health and welfare of employees. It assists him to becoming
aware of what he knows. That is necessary step in forecasting self –esteem and
assisting in developing a realities self-image.

3.2 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.

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3.3 HR Policies at the Organization are:

1.LEAVE AND ATTENDANCE POLICY

2.CODE OF CONDUCT POLICY

3.PERFORMANCE MANAGEMENT POLICY

4.TERMINATION OF EMPLOYMENT POLICY

5.WORKPLACE HEALTH AND SAFETY POLICY

6.HOUSEKEEPING POLICY

7.DISCIPLINE POLICY

8.WORK FROM HOME

A brief preview of the above-mentioned policies and the various objectives that these
policies aim to achieve are given in the subsequent chapters.
Due to high level of secrecy maintained in the organization, the policies given below are
according to my understanding and interpretation of the subject.

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 Leave and Attendance Policy
1. Objective-
1.1. WeInnovate BioSolutions Pvt. Ltd’s Leave and Attendance Policy is to putforth:
“WeInnovate BioSolutions Pvt. Ltd. here after referred to as (the Company) policy
procedures for attendance and handling employee absences and tardiness to promote
efficient operation of the Company. The policy also defines the types of entitlement of
leaves and provide guideline for its implementation.

2. Applicability-
2.1 This policy is applicable to all full-time employees.
2.2. Employees appointed on contract will be entitled to leaves as specified in their
individual terms of employment.

3. Types of Leaves-
3.1.1. Employees are eligible for the following types of leaves as per the leave matrix
below:
Sr. No. Leave type Entitlement

1. Privilege leave (PL) Days

2. Casual leave (CL) Days

3. Sick leave Days

4. Maternity leave Days

5. Paternity leave Days

6. Adoption leave Days

7. Happiness leave (HL) Days

4. Accounting Year:
3.2.1. All leave entitlements will be determined for the calendar year from 1st January to
31st December.
3.2.2. Employees will be eligible for leaves as per leave matrix and the number of leaves
accrued will be prorated to the date of joining

25
3.1. Privilege Leaves:
3.1.1. Privilege Leaves (PLs) are provided for planned long leaves and UPES encourages
its employees to avail these leaves. Privilege leave should be availed for a minimum of 1
day.
3.1.2. Holidays / weekly offs falling before and/or after the PL period will not be
included for the purpose of calculation of leaves.
3.1.3. However, holidays or weekly offs falling in between the PL period shall be counted
for the purpose of calculation of leaves.
3.1.4. It is expected that employees shall seek approval on PLs as per the guidelines
mentioned below:
a. PLs for 2-5 days - 15 days in advance
b. PLs for more than 5 days – 1 month in advance
3.1.5. The authority for leave approval will be the Reporting Manager of the e1ployee.

3.2. Casual Leaves:

3.2.1. Casual Leaves (CLs) are provided to enable employees to attend to any routine
activity or unforeseen situation on the personal front.
3.2.2. Employees are eligible for 10 CLs in a calendar year. These leaves will be accrued
on a 6-monthly basis.
3.2.3. At any point of time, no employee can avail more than two days of CLs at a
stretch.
3.2.4. Weekly offs or holidays preceding, succeeding or falling in between the CL period
will not be included for the purpose of calculations of leaves.

3.2.5. CLs can be combined with any other type of leave.

3.3. Sick Leaves:
3.3.1. Sick Leaves (SLs) are provided to the employees to help employees recoup on
account of illness or other medical emergencies.
3.3.2. Employees are eligible for unlimited sick leaves during their association with
UPES.
3.3.3. Any leave qualifies as a sick leave provided all the following conditions are met:
a. It is being availed on account of illness,
b. It is for 3 days and above,
c. Supporting medical documents (Medical Certificate from a registered
medical practitioner, medical bills and reports) are provided.

3.4. Maternity Leave:

3.4.1. Maternity Leave will be available to all female employees to take time off work
during the prenatal/ postnatal stage of the child.
3.4.2. Maternity Leave can be availed up to a maximum of 26 weeks with full pay for up
to 2 children and 12 weeks for more than two children.
3.4.3. This is in accordance with the provisions of the Maternity Benefit Act (1961) and
amendment of the Maternity Benefit Act (2017).

26
3.4.4. Maternity Leave with full pay will be given to employees who have completed a
minimum of 80 days on the payroll in the 12 months preceding the expected date of
delivery.
3.4.5. All intervening holidays/ weekly offs will be counted as a part of the Maternity
Leave.
3.4.6. In order to avail Maternity Benefit, eligible employees are required to submit an
application to their Reporting Manager along with supporting medical documents. This
would be to inform the expected date of delivery and the date on which Maternity Leave
is to commence.
3.4.7. Subsequent to approval from Reporting Manager, the application should be
submitted to HR for records and processing of salary / leaves.
3.4.8. In case the employee is unable to submit the application before proceeding on
maternity leave, she may give the application as soon as possible.
3.4.9. The failure to give such application will not disentitle the employee from the
maternity benefits and other entitlements.
3.4.10. Leave in case of miscarriage: In case of miscarriage or medical termination.

3.5 Paternity Leave:

3.5.1. Eligibility- 7 working days (excluding holidays & intervening weekends).
Accumulation - Cannot be accumulated or encashed.
Male employees whose spouse has given birth to a baby or is under medical supervision
due to a maternity related emergency or situation can avail paternity leave for 7 working
days.
Paternity leave can be availed for up to 2 children only. If an employee already has two
children at the time of joining UPL, he is not entitled to this leave.

3.6.1 Bereavement Leave:

a. In the event of a death in employee’s immediate family, UPES grants Bereavement
Leave of up to 5 days.
b. Immediate family for this policy is defined as spouse, children, parents,
grandparents, grandchildren, siblings, spouse’s parents, son-in-law and
daughter-in-law.
c. Employee is expected to inform the Reporting Manager before proceeding
on such leave.

3.7. Adoption Leave:

3.7.1. Adoption Leave will be provided to female employees as well as single male
parent on legal adoption of a child.
3.7.2. Adoption leave will be with full pay and for a period of 90 days.
3.7.3. Adoption leave to a male employee when he is not a single parent will be 15 days
as per the paternity leave policy.
3.7.4. The employees are required to submit application for Adoption Leave to Reporting
Manager, along with the adoption certificate.

27
3.8. Leave without Pay:
a. UPES does not encourage its employees to take unpaid leaves. However,
in case of exceptional circumstances, employees may avail Leave without
Pay, subject to approval from Vice-Chancellor.
b. Each application for Leave without Pay will be considered on its merits.
c. Leaves (PL and CL) shall not be accrued for period during which the
employee is on Leave without Pay.
d. The period of leave without pay shall not be considered towards the seniority and
salary increment for the employee.

3.9. Holidays:
3.9.1 Employees will be entitled to 12 Holidays during a year.
3.9.2 Holiday Calendar will be prepared and published by HR every year in advance.

CODE OF CONDUCT POLICY

Objective:

Our Employee Code of Conduct company policy outlines our expectations regarding
employees' behavior towards their colleagues, supervisors and overall organization.

We promote freedom of expression and open communication. But we expect all

employees to follow our code of conduct. They should avoid offending, participating in
serious disputes and disrupting our workplace. We also expect them to foster a well-
organized, respectful and collaborative environment.

Compliance with law-

 All employees must protect our company's legality. They should comply with all
environmental, safety and fair dealing laws.
 We expect employees to be ethical and responsible when dealing with our
company's finances, products, partnerships and public image.

28
Respect in the workplace-

 All employees should respect their colleagues. We won't allow any kind of
discriminatory behavior, harassment or victimization.
 Employees should conform with our equal opportunity policy in all aspects of
their work, from recruitment and performance evaluation to interpersonal
relations.

Protection of Company Property-

 All employees should treat our company's property, whether material or

intangible, with respect and care.

● Employees shouldn't misuse company equipment or use it frivolously.

● Employees should respect all kinds of incorporeal property. This includes
trademarks, copyright and other property (information, reports etc.) Employees
should use them only to complete their job duties.

Professionalism-

All employees must show integrity and professionalism in the workplace:

● Personal appearance-

All employees must follow our dress code and personal appearance guidelines.

● Corruption-

We discourage employees from accepting gifts from clients or partners. We prohibit

briberies for the benefit of any external or internal party.

● Job duties and authority-

All employees should fulfill their job duties with integrity and respect toward customers,
stakeholders and the community. We expect team members to follow team leaders'
instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our company.

29
 ● Absenteeism and tardiness-

Employees should follow their schedules. We can make exceptions for occasions that
prevent employees from following standard working hours or days.

Generally, we expect employees to be punctual when coming to and leaving from work.

● Conflict of interest-

We expect employees to avoid any personal, financial or other interests that might hinder
their capability or willingness to perform their job duties.

● Collaboration-

Employees should be friendly and collaborative.

They should try not to disrupt the workplace or present obstacles to their colleagues'
work.

● Communication-

All employees must be open for communication with their colleagues, supervisors or
team members.

● Benefits-

We expect employees to not abuse their employment benefits. This can refer to time off,
insurance, facilities, subscriptions or other benefits our company offers.

● Policies

All employees should read and follow our company policies. If they have any questions,
they should ask their managers or Human Resources (HR) department.

Disciplinary actions:

Our company may have to take disciplinary action against employees who repeatedly or
intentionally fail to follow our code of conduct. Disciplinary actions will vary depending
on the violation.

Possible consequences include:

● Demotion.
● Reprimand.
30
 ● Suspension or termination for more serious offenses.
● Detraction of benefits for a definite or indefinite time.

We may take legal action in cases of corruption, theft or other unlawful behavior.

PERFORMANCE MANAGEMENT POLICY

OBJECTIVE:

This policy explains the company approach to performance management. Performance

management is an ongoing process of planning, feedback and review, underpinned by
regular communication between an employee and their manager.

APPLICABILITY:
This policy applies to all permanent employees, and fixed term employees (minimum
term 12 months).

POLICY STATEMENT:
Performance management ensures that our individual efforts, actions and behaviours are
aligned to the company strategic direction. It ensures employees and their managers have
a common understanding of what is expected throughout the year and that ongoing
communication, coaching and development enables employees to meet those
expectations.

OUR POLICY:
Overview-
 Performance management is a collaborative, two-way process between an
employee and their manager. There are three phases to our approach to
performance management: planning, feedback and review.
 In the planning phase, employees and their managers should establish a common
understanding of expectations for the year ahead.
 In the feedback phase, employees and their managers should have regular
discussions about progress against objectives and any training or development
required.
 In the review phase, employees and their managers should discuss and review
how actual performance measures up to what was planned and expected. It
should be a summary of the ongoing coaching and feedback discussions.

31
Performance and development planes-
· All employees should have a performance and development plan (PDP) that records
their performance expectations for the performance year.
· A PDP is a ‘living document’ that should be reviewed throughout the year as part of
regular performance conversations. It outlines what is to be achieved, how it is to be
achieved and agreed development actions.
· Performance review discussions use the PDP to measure what has been achieved and
the standard to which it has been achieved.

End of year performance review-

· The purpose of the end of year performance review is to provide a ‘wrap-up’ of how
achievements were met as compared with what was planned and expected, based on
objectives outlined in the PDP.
· Both the employee and their manager should prepare for the performance review
meeting by reflecting on achievements.
· Following this discussion and final assessment of how performance achievements
compared to expectations, managers should select an initial performance rating for their
employee. This initial rating will form part of moderation discussions for the business
group.
· Performance ratings are discussed with the employee only after moderation has been
completed.

Moderation-
· Moderation is the process designed to assist managers, business groups and the Ministry
achieve consistent and robust application of the performance assessment process and
performance ratings.
· Moderation meetings happen at the end of the performance year. Managers within the
same Business Group are required to attend moderation meetings to ensure that the
Ministry is making consistent, decisions to accurately assess performance in all roles,
teams, levels, regions and business groups.
· All performance ratings are subject to moderation and the final set of ratings across the
Ministry are signed off by the Strategic Leadership Team (SLT).

Appeals-
· If an employee and their manager are unable to agree on the outcome of the
performance review and rating, a review may be undertaken.
· A review may be lodged on two possible grounds:

(1) Procedural (I.e., that the process followed in the review was unfair) or
(2) Substantive (i.e., that the outcome of the performance review and rating is
inconsistent with the available evidence).
· As a first step when the employee is advised of their final rating, they should discuss
their grounds with their immediate manager and try to resolve the matter informally.

32
 · If an employee is unable to resolve the matter informally, a formal review process may
be undertaken. A formal review must be lodged in writing with their manager’s manager
within 10 days of receiving the letter. The results of the review will be made known to
the employee within 10 days of receipt unless significant new information needs to be
considered.

Timeframe-
· The performance year is from 1 July to 30 June each year.
· Performance discussions are held regularly.
· End of year performance reviews should be completed in line with the annual
performance management timelines released each year by People and Performance.

Responsibilities Manager-
· Ensure performance expectations have been discussed with all direct reports and the
associated PDP agreed and documented by 30 September each year (or within three
months of a new employee’s start date).
· Ensure regular feedback and coaching discussions are held with direct reports
throughout the year. Structured discussions should reflect on progress toward
expectations and any training or development required and should occur on a regular
basis.
· Provide direct reports with constructive feedback that enables them to enhance
performance, and where necessary, improve performance.
· Conduct an end of year performance review with each direct report and determine an
initial performance rating.
· Contribute to moderation discussions in their business unit and/or group.
· Retain an electronic copy of the PDP for each of their direct reports.

Employee-
· Actively contribute to their own performance and development, including developing
their PDP, and having regular discussions with their manager.
· Proactively raise concerns or issues that have the potential to impact on their ability to
perform including any training or other support required.
· Self-monitor performance against PDP and keep their manager informed about
successes and achievements as they arise.
People and Performance
Ensure any changes to the PDP template, guidelines or policy are communicated to all
Ministry managers and employees.
· Ensure training on managing performance is available to managers
· Ensure timeframes are communicated clearly.

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 TERMINATION OF EMPLOYMENT POLICY

OBJECTIVE:

This policy is intended to provide direction to departments and employees when a

decision is made by either party to end the employment relationship.

PRINCIPLE AND APPLICATION:

Whenever an employee ceases to be part of the company’s workforce, it is important that
the separation process is clear and anchored in both company policy and the law to avoid
any misunderstandings or subjective judgments.
The company is committed to handling cases of termination of employment within the
law and with discretion, professionalism, and official documentation.
This termination policy offers guidelines on the separation process. The policy applies to
all current and future employees of the company in regard to the cessation of
employment.

POLICY HIGHLIGHTS AND COMPONENTS:

Meaning of Termination-
Termination of employment refers to discontinuation of an employee’s contract. This
may be due to company discretion or the employee’s actions.
The termination can further be categorized as voluntary or involuntary.
Voluntary separation may include the following:
● Resignation
● Failure to report to work without notice or lawful cause
● Expiration of a fixed-term contract

Involuntary dismissal may include the following:

● Discharge for cause
● Discharge without cause
Discharge for cause is the immediate termination of a contract over an employee’s
misconduct. “For cause” in this case refers to any prohibited actions that result in
termination.
Other violations that lead to immediate dismissal are also considered “for cause”.

Examples of grounds for such terminations include the following:

● Breach of the employment contract

● Fraud or embezzlement against the company
● Discrimination or harassment at the workplace
● Unlawful or immoral conduct on the job
● Willful neglect of duty or responsibilities
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● Willful damage to company property or assets

Discharge without cause occurs when the services of an employee are no longer needed
but has no reference to the employee’s conduct.
Reasons for a discharge without cause could be:
● Layoffs
● Rearrangement of departments or sections
● Redefining of a position
Where an employee is terminated without cause, the company shall give a notice period
as stipulated in the employment contract and depending on the time of service, age of
employee and position
If the employee stops working before the date of termination, the company will provide
compensation for the time remaining. This payment is known as “payment in lieu of
notice”.
Compensation from the company for unused leave days and severance pay may also
apply for a discharge without cause. But we shall always abide by the law and will not
engage in the wrongful dismissal of employees.

The following are examples of wrongful dismissal:

● An employee is terminated unfairly without cause
● An employee is terminated without cause but without due notice
● An employee is forced into constructive dismissal

Procedure-
In case of resignation, an official resignation letter must be submitted by the employee to
the supervisor. The letter must give notice consistent with the minimum notice
requirement, to enable the company to make alternative arrangements. The letter must be
copied and submitted to HR as per the company’s employee resignation policy.
For involuntary dismissal, the supervisor submits an employee termination document to
the human resources department. Immediate suspension would be justified in the case of
discharge for cause where necessary documentation has not been compiled. If need be, a
meeting may be held between the employee, the supervisor and HR to discuss the
termination.
In case of discharge without cause, the employee will be given official termination notice
specifying the notice period and severance pay when necessary.

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 WORKPLACE HEALTH AND SAFETY POLICY

Objective-

Our Workplace Health and Safety Policy helps us preserve the best possible work
conditions for our employees. Every employee has a right to feel safe at work. Our
company is committed to follow legal standards and create a hazard-free workplace.

Applicability-

This Workplace Health and Safety Policy applies to all prospective and current
employees of the company as well as volunteers.

Policy elements-

There are two aspects to consider when establishing a Workplace Health and Safety
Program: Preventative Action and Emergency Management.

Preventative action-

Preventative action is any action we take to avoid injuries or illness related to workplace
conditions.

We’ll conduct periodical risk assessments and job hazard analysis to discover what is
likely to harm employees. We’ll establish preventative measures accordingly.

Potential threats and dangerous situations include but are not limited to:

 Chemical substances (toxic, flammable etc.)

 Operating dangerous equipment
 Electrical infrastructure
 Noise/ temperature
 Quality of air

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We’ll take the following preventative measures:

 We’ll provide protective gear like gloves, protective uniforms, goggles etc. Using
safety equipment is obligatory.
 Inspectors and quality control employees will inspect equipment and
infrastructure regularly.
 We’ll hold employee training sessions in health & safety standards and
procedures.
 Exposure to chemicals and radiation will not exceed a certain time limit.
 Employees who do repairs or cleaning need to put up caution signs.
 We’ll prohibit smoking indoors.
 No food will be allowed.
 Handling of glassware carefully.
Also, we’ll enforce a substance abuse policy to protect employees from colleagues’
misconduct.

Emergency Management-

Emergency management refers to our plan to deal with sudden catastrophes like fire,
flood, earthquake or explosion. These depend on human error or natural forces.

Our emergency management involves the following provisions:

 Functional smoke alarms and sprinklers that are regularly inspected by

maintenance supervisor.
 Technicians available to repair leakages, damages and blackouts quickly.
 Fire extinguishers and other fire protection equipment that are easily accessible.
 Fire escapes and safety exits that are clearly indicated and safe.
 Fully-stocked first-aid kits at convenient locations.
We’ll also schedule fire drills and emergency evacuations periodically. We will monitor
performance of health and safety procedures and will revise them to ensure higher level
of protection.

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Additional measures-

Our company will also keep abreast of changes and try to promote health & safety
actively. We will:

 Use incentive actions for health & safety.

 Establish clear procedures for accident reporting.
 Revise work procedures to make them safer.
Our company will also consult experts or insurance representatives to ensure it complies
with local and international standards.

Disciplinary Consequences-

Every team leader is responsible for implementing this health and safety policy.
Employees should follow health and safety instructions and will be held accountable
when they don’t. We’ll take disciplinary action that may extend to termination when
employees consistently disregard health and safety rules. It’s everyone’s responsibility to
contribute to a healthy and safe workplace.

HOUSEKEEPING POLICY
OBJECTIVE:

The Weinnovate BioSolutions Pvt. Ltd. is responsible for making reasonable provisions
for housekeeping standards. This policy describes the WIBPL standards for maintaining
the Company in a safe and sanitary manner.

Policy
 All workplace participants are responsible for enforcing good housekeeping
practices as it is recognised that poor housekeeping creates hazards which can
lead to injuries in the workplace.
 Good housekeeping practices include the following, but are not limited to:
 Work, storage and amenities will be kept and maintained in a clean and hygienic
manner at all times.
 Appropriate waste disposal facilities will be provided and used.
 Oils, greases, flammable or chemical spills must be cleaned up immediately and
disposed of correctly.
 Portable equipment is to be returned to appropriate storage facilities after use.
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  Adequate working space for the work activity being performed is to be
maintained at all times.
 Work areas including doors, stairwalls, aisles and other means of egress are to be
kept clear and unobstructed at all times.
 Electrical cords, hoses and pipes are not to be placed in areas where they may be
subjected to damage or cause a trip hazard.
 Personal protective equipment shall be maintained in good working order. When
not in use, personal protective equipment is to be stored in a clean and hygienic
manner.
 Ensure all rubbish is cleared away as soon as possible and placed in correct bins.
 Material stored in open areas shall be stored in a tidy manner and in appropriate
containers.
 Vehicles shall be parked only in authorised parking places.
 Aisles, walkways, corridors, staircases, doorways, entrance halls, foyers and exits
shall be unobstructed, free from tripping (hoses, cables etc) and slipping hazards
and the accumulation of combustible materials.
 Safety signs, fire extinguishers/hoses and emergency exits must not be
obstructed.
 Compressed air and fire hoses must not be used for any housekeeping activity or
for dusting down clothing.
 Housekeeping should be performed daily as part of normal work practices or at
the end of each work shift, where applicable.

4. Breach of this policy-

4.1 Any deliberate breaches of this policy may result in disciplinary action (up to and
including termination of employment or services) being taken against a workplace
participant.

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 DISCIPLINE POLICY

OBJECTIVE:

The objective of this policy is to correct unsatisfactory performance or conduct, and

through the efforts of the Supervisors and Managers, to instruct, guide, counsel and direct
employees to comply with the company’s standards, rules and policies as they relate to
conduct, accident prevention and safety within the structure of the work force.

APPLICABILITY:
This policy applies to all current and future employees of the company in regard to the
cessation of employment.

POLICY DETAILS-
Poor performance or misconduct-
Circumstances where you may be disciplined or have your employment terminated by the
archdiocese include, but are not limited to, the following.
 Poor performance (for example, where you are unable to satisfactorily undertake
the inherent unsatisfactory)
 Misconduct (for example, being consistently late for work or overusing the
internet for personal purposes); and
 Serious misconduct (for example, threatened or actual physical assault, verbally
abusing or harassing a person at work, theft)
Disciplinary Action other than Dismissal-
Disciplinary action may include but is not limited to the following
 Verbal and/or written warnings
 Suspension
 Transfer
 Dismissal
In the case of misconduct. notification to an external agency and/or criminal charges may
also occur.

Warnings:
The warning process out in this policy is not meant to be a staged or graduated process.
there is no requirement to commence disciplinary action with a verbal warning similarly.
there is no requirement to give a final written warning prior to termination the type of
warning to be given. if a warning is considered to be an appropriate response, will depend
on the circumstances of each case.
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Verbal warning-
 A verbal warning is the most appropriate method of dealing with unsatisfactory
performance or misconduct where:
 Informal discussions about your unsatisfactory performance have failed to
produce change; or
 A single instance of misconduct occurs which is of sufficient seriousness formal
disciplinary action being taken.

Written warning-
 A written warning is the most appropriate step in dealing with unsatisfactory
performance or misconduct, where-
 A verbal warning has already been issued for unsatisfactory performance and the
performance problem continues.
 A verbal warning has already been issued for misconduct and another instance of
misconduct occurs; or
 No prior verbal warming has been issued, but an instance of Misconduct occurs
which justifies a written warning

Final written warning-

A final written warning is the most appropriate step in dealing with unsatisfactory.
parafermions of miss conduct where;
 A written warning has already been issued for unsatisfactory performance
problem continues.
 A written warning has already been issued for misconduct and another instance of
misconduct occurs.
 No prior verbal or written warning has been issued but an instance of
unsatisfactory performance or misconduct occurs Which justifies going straight to
a final to a final warning letter.

41
 WORK FROM HOME
OBJECTIVE:

The aim of this policy is to provide Managers and Staff with guidance on working from
home to ensure that this is undertaken fairly and consistently across weinnovate
BioSolutions in accordance with equality and diversity principles.

APPLICABILITY:
This policy applies to all employees of WBPL who work from home on occasion

Monitor and Review-

Human Resources are responsible for monitoring the effectiveness of this policy and
supporting procedures and will conduct reviews at appropriate intervals.
Anyone who feels they have been unfairly treated or discriminated against should contact
their trade union representative or Human Resources.
Equal Opportunities-
WBPL is committed to equality of opportunity for all staff and it is the responsibility of
all WBPL employees to promote “equality and diversity” in the application of this policy
ensuring that there is no discrimination on the grounds of disability, race/ethnic origin,
sex/gender, age, religion, marital/family status, dependency, sexual orientation, political
opinion, and economic or social status.

Responsibility for these Policy-

Human Resources:
Any changes to these Policy and supporting procedures will be made in consultation with
appropriate bodies. WBPL reserves the right to update HR Policies in line with new or
updated Employment Legislation.

Working from Home:

‘Working from Home’ is defined as ‘employees of WBPL who undertake WBPL work in
their own home.
Working from home is entered into on a voluntary basis between the employee and their
line manager, and should normally be agreed in advance between both parties. It can
often be advantageous for an employee to work at home, for example, when an employee
needs to complete a written piece of work, free from interruptions, or if an employee has
a meeting t during the working day which is near to their home
A common-sense approach to when working from home is appropriate should be used. If
a disagreement arises concerning the appropriateness of working from home, or where an
approach to working from home is suspected of being abused by an employee or a line
manager, then staff are directed to appropriate policies (disciplinary, grievance,
management of performance, dignity at work etc).

42
 CHAPTER 4
CONCLUSION &
SUGGESTION

43
 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
rewards, 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 relate to company’s
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 they
make to company’s success.

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 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.

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CHAPTER 5
BIBIOGRAPHY

46
 BIBLIOGRAPHY

A. BOOKS REFFERED:

1. “Human Resource Management “

By Grary Desseler
EDITION 44th, (2008)

2. “Human Resource Management” by Ashwathapa.

B. RESEARCH JOURNALS

Articles by T.V.Rao Learning Systems.

C. WEBSIDES REFFERED

1. www.wikipedia.com
2. www.hrgroup.com
3. www.scribd.com
4. www.ppspublishers.com

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