“TRAINING REPORT ON

“HR POLICIES AND ITS IMPLEMENTATION” AT JUPITER INTERNATIONAL LIMITED

SCHOOL OF BUSINESS MANAGEMENT AND COMMERCE

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

Master of Business Administration

IEC UNIVERSITY BADDI, H.P

Submitted To:- Submitted by:-

Dr Anuj Kumar Bishnoi Rahul Syal

MBA 3RD Sem

Roll No: - 20220301006

 PREFACE
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.
The HR Executive plays an instrumental role in the HR department of an
organization. It is an administrative position where HR executives ensure that all
employees in the company are performing at their best with high employee
morale. A good HR executive performs appraisal samples and provides critical
support in all administrative tasks.

Regardless of the HR executive duties, it is important to note that some

companies will prefer candidates with industry-related experience. This means a
hospital may prefer an HR executive with relevant experience working at
hospitals, medical centers, or nursing homes.

However, this varies from company to company. If you can’t find the right
candidate with relevant work experience, your company can consider training
the HR executive. Finding the right person with excellent communication skills is
critical to your organizational success.
 ACKNOWLEDGEMENT
This report is an outstanding prospect to convey my gratefulness to those many
people whose timely help and guidance went a long way in finishing this project
work from commencement to achievement. I would like to express my sincere
thanks to Mr. Ashi Rana for giving me an opportunity to explore the practical
knowledge practiced by the company.
This project could not be completed without the able guidance and support of
MR. ASHI RANA and the faculty members.
I am very glad to work with the organization as a trainee. I am grateful to HR
Department of JUPITER INTERNATIONAL LTD. For helping me to get the
information and an invaluable experience.
Last but not the least would like to thank my friends, family members and all
those people who helped me for the completion and deeper understanding of
the concept of performance appraisal.
Working on this project has proved to be an enlightening experience for me.

RAHUL SYAL
DECLARATION

I, RAHUL SYAL hereby declare that all the information furnished in this PROJECT, is my
original work containing authentic facts. This piece of work is only being submitted to IEC
UNIVERSITY BADDI in the partial fulfilment for the degree of Post Graduation Diploma in
Business Management.

RAHUL SYAL
Sr.No Chapter
1. Introduction
About The Organization
2. About The Topic
Human Recourse Policies in Jupiter
International Ltd.

3. Objective and Scope of Study

4. Conclusions
EXECUTIVE SUMMARY
My internship at JUPITER INTERNATIONAL LIMITED, Baddi (H.P) was a great exposure to
the industry. After going through my summer training, I had a first-hand experience of how
an industry as well as HR department functions.
INTRODUCTION OF PROJECT
This project is about the HR Policies in JUPITER INTERNATIONAL LIMITED.
The HR Policies in an organization helps every individual to raise his/her potential in all
Facets by helping him to be satisfied and secured about his present and future.
PROJECT TITLE
The title of my project is “HR Policies and Its Implementation” in JUPITER INTERNATIONAL
LIMITED as the name indicates it is the study of the HR Policies prevalent in the
organization.
ORGANISATION
Jupiter was created with an objective to develop significant competencies to extend our
footprints across the value chain in the Solar Industry and eventually become a leading
contributor for promotion of renewable energy in South Asia. We work towards offering
cost efficient and quality products and services that address twin needs of clean energy
and distribution of power to remotest areas.
With our state-of-the-art integrated production facility in Baddi, Himachal Pradesh, Jupiter
manufactures best quality, high efficiency photovoltaic solar cells in India. The cells
manufactured are at par with those from global leaders in solar industry. The solar cells
are manufactured at a 800 MW state-of-the-art integrated production facility situated in
Baddi, Himachal Pradesh. It includes a 500 MW Mono PERC solar cell facility and a 300
MW Multi-crystalline solar cell facility.
Jupiter’s facilities and Integrated Management Systems are certified with ISO 9001:2015;
ISO 14001:2015 and ISO 45001:2018 by TUV Rheinland for Quality Management Systems,
Environmental Management Systems and Occupational Health and Safety Management
Systems respectively. The cells are certified by International Testing Agency, ISE Fraunhofer
Germany.

INTRODUCTION
ABOUT THE ORGANIZATION
Jupiter was created with an objective to develop significant competencies to extend our
footprints across the value chain in the Solar Industry and eventually become a leading
contributor for promotion of renewable energy in South Asia. We work towards offering
cost efficient and quality products and services that address twin needs of clean energy
and distribution of power to remotest areas.

With our state-of-the-art integrated production facility in Baddi, Himachal Pradesh, Jupiter
manufactures best quality, high efficiency photovoltaic solar cells in India. The cells
manufactured are at par with those from global leaders in solar industry. The solar cells
are manufactured at a 800 MW state-of-the-art integrated production facility situated in
Baddi, Himachal Pradesh. It includes a 500 MW Mono PERC solar cell facility and a 300
MW Multi-crystalline solar cell facility.
Jupiter’s facilities and Integrated Management Systems are certified with ISO 9001:2015;
ISO 14001:2015 and ISO 45001:2018 by TUV Rheinland for Quality Management Systems,
Environmental Management Systems and Occupational Health and Safety Management
Systems respectively. The cells are certified by International Testing Agency, ISE Fraunhofer
Germany.
The EPC segment of Jupiter has successfully commissioned 30 MW projects all over India.
The experience and knowledge enables rendering high quality and personalised services
for our clientele. Driven by objective of giving 361 degrees of customer experience, we
provide all EPC products as per the requirements of the client.
Jupiter takes great pride in their dedicated team of confident men and women who helps
Jupiter achieve its dreams. We firmly believe that employees be allowed space and
freedom so they become more creative, productive and generate new ideas. The working
environment helps to create calm and productive work place that optimises potential of
the team while encouraging human bonding for all round development and satisfaction of
both career and life expectations of employees.
BOARD OF DIRECTORS

Mr. Rajkumar Garodia

Managing Director Jupiter Group

Mr. Alok Garodia

Managing Director Jupiter Group

Mr. Dhruv sharma

CEO Jupiter Group

Ms. Kasturi Roy Choudhary

COO Jupiter Group
 MILESTONE
1978: Jupiter Infosys Ltd
2003: Infosys was change to Jupiter International Ltd
2004: Installed CD/DVD Plant in Baddi
2009: Jupiter Solar Power Ltd. Est with 50MW capacity
2015: Expansion from 50MW to 130MW
2016: Started Manufacturing solar cell with 430MW capacity/JIL
2022: Started Manufacturing Monocrystalline Cell 800MW
2022: Name Changed JSPL to JIL-II(Solar)
Business & Product Portfolio
SOLAR CELL
PV CELL
MODULE
EPC
Mono-crystalline
Roof Top Solutions
Off Grid Solution
Ground Mounted Solution
 Strategic Manufacturing Locations
HEAD OFFICE: KOLKATA
PLANTS: JIL-I/FACTORY, Baddi /JIL-II/FACTORY Baddi

STRUCTURE OF HR DEPARTMENT

Ms. Kasturi Roy Choudhury

COO JUPITER GROUP

Ms.Mini Singh Mr. Ashi Rana

Sr. Manager Manager HR
(Training)

Mr. Ajay Patak

Assistant manager HR

Mr. Satish Kumar

Executive HR

Mr. Akshay Kumar

Assistant Executive
ABOUT THE TOPIC

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. Leave Policy
2. Employee Benefits Policy
3. Personal Accident Policy
4. Advance Policy
5. TRAVEL INSURANCE
6. Food Policy
 1. Leave Policy

Earned Leave
Earned Leave (EL): Also known as Privilege Leave (PL)
 The leave entitlement is calculated based on a certain number of days worked (ie.
20 workdays). Days worked shall not include holidays, weekly-off, or days when
the employee does not work.
 Can be availed after completion of 01 Year from the DOJ
 The Earned vacations must be applied for minimum 30 days in advance i.e. before
Availing
 If applied for after this period the supervisor may use its discretion to convert this
Into leave without Pay (LWP)
 Earned vacation must be applied for a minimum of 03 days.
 Earned leave cannot be applied as half day leave.
 Privilege leave can be carried forward to the next year till the Privilege Leave
balance is 30 days. Any excess will get enchased only.
Sick Leave
Sick Leave (SL): 08 Leaves per Year
 This leave will be strictly used for self & for medical reasons only
 Sick leaves will be credited on a pro rata basis after the date of joining
 Sick leave for 3 or more days if required needs to be supported with a doctor’s
certificate
 Sick leave can be carried forward to the next year till the sick leave balance is 45
days. Any excess will get lapsed.
 Sick leave cannot be en-cashed
 Sick leave can be prefixed or suffixed with earned leave only.
Casual Leave
Casual Leave (CL): 07 Leaves Per Year
 Can be availed after completion of probation period 06 Year from the DOJ
 It must be applied for one day in advance or else information before the start
time of the duty of the day for which the leave is being taken must reach the
immediate superior. In case of non-compliance leave shall not be sanctioned and
shall get converted to “Leave without pay.
 CL can be taken for a maximum of 3 consecutive days and cannot be prefixed or
suffixed to earn vacation other kind of leaves.
 All unutilized CL will lapse at the end of that particular calendar year.

2. Employee Benefits Policy

Employee state Insurance Scheme.
Medical Benefit Maternity Benefit
Sickness Benefit Funeral Expenses
Disablement Benefit Confinement Expenses
Dependant Benefit Unemployment Allowance.
Personal Accident Policy
The coverage and features of this policy is as per below:
Coverage = Accidental Death + Partial Temporary Disability + Partial Permanent
Disability + Medical Benefit (medicine cost, hospital cost, etc.) + Weekly Benefit (leave
due to accident)
“Cover is valid for insured persons between age of 18 years to 80 years of completed
age.” “Sum Insured is restricted up to 5 times of the salary.
 3. Provident Fund
EE Share: - 12% of Basic ER Share (Pension):- 8.33% of Basic, ER Share (PF):-3.67% of
Basic
EDLI Scheme: If the member dies at workplace, his nominee is eligible for an insurance
benefit to a maximum of Rs.7 lakhs depending on the period of service and
contributions made.
4. Advance Policy
The advance will be admissible only to the confirmed and permanent employees and
with good performance record with instruction mentioned in policy
Extra workings
Compensation for extra working.
No Compensation for shift late, trainings & Medical check-up.
Compensatory leaves for working on festival holidays.
 5. Travel policy
 PURPOSE: The policy covers business travel both within the location area of the
employees as well as Outstation travel.
 These rules are framed to have a uniform policy regarding the travelling of the
employees. It also makes them comfortable during their traveling outstation.
Confusion for availing the relevant mode of transport is also avoided.
 RESPONSIBILITY: HOD (HR)
 GUIDELINES:
 All the tours programs have got to be approved from the Authorized / Sanctioning
Authority well before proceeding on tour. For this purpose, prescribed format to
be used.
 All the Tours / Travels and Boarding / Lodging should be within the entitlement
only as defined in “Travelling Entitlement” sheet and subject to submission of all
original supporting bills only.
 Official / Business tours will not be clubbed with leave or personal work except
with the prior approval of the Sanctioning Authority.

TRAVEL INSURANCE
Any kind of Travel Insurance premium will not be borne by the Organization.
Employees who undertake tour on official duties shall take utmost precaution against
all risks. The Organization will have no responsibility in case of accident, pick
pocketing, loss of cash and/or belonging baggage and/or similar incidents happened to
the employee.

ADVANCE FOR TRAVELLING

Based on the estimated amount of expenditure, the advance will be sanctioned by the
Reporting Manager / Accounts Department.
Necessary requisition for advance should be made on prescribed form to the accounts
department at least one week in advance.
The advance amount will be credited to Employee Bank Account only.
The details of money spent, along with the Tour Report must be submitted to the
Reporting Manager within three days of completion of the tour.
 6. Food Policy
OBJECTIVE: Administration Department will supervise and ensure efficient
management of canteen towards providing Hygienic, Healthy and Tasteful Foods for
uses of all Jupiter’s Staff.
SCOPE: This includes canteen facility provided in the Jupiter’s Premises.
ORGANIZATION:
 Employee satisfaction and delight.
 Employer best practice and industry benchmark.
EMPLOYEES:
 No hurry of taking food at canteen.
 High performance at canteen.
ROLE AND RESPONSIBILITIES:
 The main role of the Administration Department is smooth daily operations of
canteen. It will involve reviewing and planning new Healthy Menus, Trailing and
Introducing new Healthy Food and also Provides Healthy and Tasty Food to all
Jupiter’s Employees.
 Own the responsibility of quality of raw food items, Cooking Process.
 Own the responsibility of adhering to “5S” in the canteen.
 Responsibility of good presentation of food, delivery and taste of food.
 Documenting the minutes of meeting and monitoring the adherence to the same.
MONITORING:
 HOD Admin will have a meeting with canteen committee members regarding
Canteen Observation’s & Suggestion’s.
 HOD Admin will have a meeting with Canteen Vendor to have a discussion
regarding Findings & Changes (If any) on monthly basis.
 HOD Admin will make a Canteen Whatsapp Group for regular feedback by
Committee Members.
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 as well as give full consideration to the
prevailing practices in other
Organizations.
B. Established policies ensure consistent treatment of all personnel throughout the
organization. Favouritism and discrimination are, thereby, minimized.
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. But what happens when he/she retires? 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 up to 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.
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
commensuration 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. Principle of team spirit to promote co-operation and team spirit
among Employees.
9. Principle of contribution to national prosperity to provide a higher purpose of
work to all employees and to contribute to national prosperity.
OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the amendments made in the HR Policies of Jupiter International 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
1. In any organization human resource is the most important asset. In today’s
current scenario, Jupiter International Ltd. Is a very large manufacturer and
marketer of Solar Cells.
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 analysing and assessing the organization and to
design an HR POLICY manual for the organization.

OBJECTIVES
In reviewing the purpose of HR Policies at Jupiter International 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 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 and self- development 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. Appraisals and promotions shall be ethical and
impartial.

CONCLUSION
Study shows that
 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.
 The Policy grooms every individual to realize his potential in all facets
 While contributing to attain higher organizational and personal goals.
 The Policy builds teams and foster team-work as the primary instrument in all
activities.
 The Policy implements equitable, scientific and objective system of Rewards,
incentives and control.
 The Policy recognizes worth contributions in time and appropriately, so As to
maintain a high level of employee motivation and morale.
 The employees agree on the part of their performance that they know what is
expected from them.
 The employees understand how their work goals relate to company’s Goals.
 Company inspires the employees to do their best work every day.
 The employees are not satisfied with the communication and decision-Making
process as it leaks the information related to organization.
 The employees do not receive the appropriate recognition and rewards for their
contributions and accomplishments. The employees feel that they are not paid
fairly for the contributions they make to company’s success.