Summer Training Report

A
SUMMER TRAINING PROJECT REPORT
ON

“HR POLICIES AND ITS IMPLEMENTATION”
AT

TURT SOFTECH PVT. LTD.
SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION
AFFILIATED TO

( G.B. TECHNICAL UNIVERSITY, LUCKNOW )

SUBMITTED TO: Miss. Shweta Trivedi
SUBMITTED BY: MONIKA GURDASANI
ROLL NO. – 1267470021
MBA IIIrd Semester
(2012 – 2014)

PROJECT REPORT CERTIFICATE

This is to certify that Miss. Monika Gurdasani a student of MBA has submitted her
project report entitled “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH
PVT. LTD. in partial fulfilment of the requirement for summer training of “Master of
Business Administration” of the “Gautam Budhha Technical University, Lucknow
(U.P.)”. The training has been carried out under our supervision during academic session
2012-2014.

I wish her to be successful in all her effort and achieve all that she hoped for.

Prof. Dr. C.R. Bharol
Director

2

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department

August 10th, 2013

TO WHOM SO EVER IT MAY CONCERN

This is to certify that Miss. Monika Gurdasani has undergone summer internship in
our organization for a period of 08 weeks w.e.f. 05th June 2013 as a part of her MBA
Course curriculum from SHREE COLLEGE OF MANAGEMENT, LUCKNOW.
She has successfully completed her internship in HUMAN RESOURCE department.
During the tenure of internship, we found her sincere and hardworking.
We wish all success in her future endeavours.

Thanks & Regards,

Prateek Dubey
(Managing Director)

3


August 10th, 2013

CERTIFICATE
This is to certify that Miss. Monika Gurdasani, a student of MBA from Shree
College of Management, Lucknow has undergone training in TURT SOFTECH PVT. LTD.
from 05th June 2013 for 08 weeks, and worked under my guidance on the project entitled –

“HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD.

For the purpose of her summer internship project while forwarding the project work
the mentioned topic above, I certify that she has completed her project work in the
prescribed period and the project incorporated the result of the job done by her during this
period. She showed interests and inquisitiveness throughout the project training. I wish her
luck in all her future endeavours.

Thanks & Regards,

Anand Nigam (PROJECT GUIDE)
(HR Manager)

4


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 Anand Nigam for giving me an
opportunity to explore the practical knowledge practiced by the company.
I am very glad to work with the organization as a trainee. I am grateful to HR
Department of TURT SOFTECH PVT.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 to be an enlightening experience for me.

MONIKA GURDASANI

5


TABLE OF CONTENTS

INDEX
CERTIFICATE …………………………………………………………………………2
ACKNOWLEDGEMENT ………………………………………………………………5
DECLARATION ……………………………………………………………………….10
PREFACE ……………………………………………………………………………...11
EXECUTIVE SUMMARY …………………………………………………………….12

Chapter – I
INTRODUCTION
INDUSTRY ANALYSIS
1. Overview Of The Industry ………………………………………………………..13
2. Industry Segmentation ……………………………………………………………14
3. History And Evolution Of IT Industry ……………………………………………15
4. List Of Players In The Industry …………………………………………………..16
5. Growth Of The Industry (Forecast) ……………………………………………...17

Chapter – II
COMPANY PROFILE
6. About The Company …………………………………………………………......21
7. Turt Group Structure …………………………………………………………......22
8. Board Of Directors .......................................................................................24
9. About Board Of Directors .............................................................................25
10. About Turt Softech (P) Ltd. ...………………………………………………….…27
11. Company History ……………....……………………………………………….…28
12. Infrastructure ……………………....………………………………………………29
13. Company Mission …………………....……………………………………………31
14. Company Goal ………………………....………………………………………….32
6


15. Company Vision …………………………..………………………………………33
16. Core Purpose & Corporate Values ……..…………………………………...….34
17. Value Statement ……………………………..……………………………………35
18. Organizational Structure ……………………..…………………………………..37
19. Turt Team ………………………………………...………………………………..38
20. Organization Features …………………………………………………………....40
21. Turt Aims At Providing ……………………………………………………….......43
22. Advantages Of Turt Softech ………………………………………………….....44
23. Quality And Environment ……………………………………………………......45
24. Research & Development …………………………………………………….....46
25. Achievements …………………………………………………………………......47
26. Milestone ………………………………………………………………………,.....50
27. Turt Product Range ………………………………………………………….…...51
28. Our Product ………………………………………………………………….…....52

Chapter – II
ABOUT THE TOPIC
HUMAN RESOURCE POLICY

29. About The Topic : ‘Human Resource Policies’ …………………………..........69
30. Formulating Policies ………………………………………………………….......70
31. Benefits Of Hr Policies ……………………………………………………….......71
32. Principles Of Hr Policy ……………………………………………………...........72

7


Chapter – III
RESEARCH

OBJECTIVES,

SCOPE,

METHODOLOGY

AND

PROBLEMS
33. Objectives Of Study …………………………………………………………….74
34. Scope Of Study …………………………………………………………….......75
35. Research Methodology ..........................................................................76
36. Research Problem .................................................................................78

Chapter – IV
THEORITICAL BACKGROUND
STATE LABOUR LAWS
37. Introduction …………………………………………………...........................80
38. History Of Labour Laws ……………………………………………............…81
39. Purpose Of Labour Legislation ………………………………...............……84
40. Evolution Of Labour Law In India …………………………...............………85
41. Constitutional Provisions For Labour Laws .............................................86
42. Constitutional Status ..............................................................................87
43. Labour Policy Of India ............................................................................88
44. Labour Laws In India .............................................................................. 90
45. Classification Of Labour Laws In India ...................................................95

Chapter – V
FINDINGS, RESEARCH AND RESOLUTION

46. HR Policies At Inspection ..........................................................................144
47. Impact Of HR Policies ...............................................................................158

8


Chapter – VI
IMPLEMENTATION OF NEW HR POLICY
48. Hours Of Operations ……………………………….…………………….…..160
49. Attendance Policy …………………………………….………………………161
50. Leave Policy …………………………………………………………………..163
51. Holidays …………………………………………………………………….….171
52. Recruitment ………………………………………………………………..….172
53. Manpower Requirement Requisition Form ……………………………..…175
54. Job Application Form ………………………………………………………...177
55. Importance Of Job Application Form ....................................................182
56. Interview Assessment Form .................................................................183
57. Training And Probation Policy ………………………………………….......185
58. Performance Appraisal Policy ……………………………………………....186
59. Key Responsibilities Assessment ………………….................................187
60. Counselling …………………………………………………………………....191
61. Career Planning Policy ........................................................................192
62. Pay And Compensation .......................................................................193
63. Dress Code Policy ............................................................................... 194
64. Safety Policy .......................................................................................197
65. Work Place Security Policy……………………………………………….....198
66. Equal Employment Policy …………………………………………………...199
67. Business Expense Reimbursement ……………………………………......200
68. Telephone And Computer Use Policy …………………………………......201
69. Drug, Alcohol And Smoking Policy …………………………………….......202
70. Termination Policy ............................................................................... 203
71. Grievance Handling Process ................................................................207
72. Comparison Between The Two Policies ………………………………......208
73. Conclusion ........................................................................................... 210

REFERENCE

9


DECLARATION

I MONIKA GURDASANI, hereby declare that all the information furnished in this
PROJECT entitled, “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH
PVT. LTD. is my original work containing authentic facts. This work is only being submitted
to SHREE COLLEGE OF MANAGEMENT in the partial fulfilment of the requirements for
the award of Masters of Business Administration is the outcome of original study
undertaken by me and it has not been submitted earlier to any other University or Institution
for the award of any Degree.

Date: 8th August, 2013
Place: Lucknow

10

MONIKA GURDASANI


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.
This project is meant to know the Human Resource Policies in 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 fulfil 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 TURT SOFTECH PVT. LTD.

11


EXECUTIVE SUMMARY

My internship at TURT SOFTECH PVT.LTD., was a great exposure to the corporate
world. After going through my summer training, I had a first-hand experience of how a
Company as well as HR department functions.
INTRODUCTION OF PROJECT
This project is about the HR Policies in TURT SOFTECH PVT. LTD. 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 the project is “HR Policies and Its Implementation” in TURT SOFTECH
PVT.LTD. As the name indicates it is the study of the HR Policies prevalent in TURT
SOFTECH PVT.LTD.
ORGANIZATION
TURT brings in a unique mix of specialists in information technology areas. The
solution requirements of Information Technology demand experts in these areas and TURT
geared up to offer a comprehensive suite of services to the IT Industry.
We have a huge Development, Testing, Maintenance, Support and Business
Development Team having vast experience and in-depth knowledge of different
technologies for developing complex business solutions with focus on the core
requirements. We bring innovative ideas and cutting-edge technologies, to help our
customers just to concentrate on their respective business.
12


INTRODUCTION
INDUSTRY ANALYSIS

13


OVERVIEW OF THE IT INDUSTRY

The Indian IT industry is growing steadily despite the global meltdown in the year
2009. When the whole of the world witnessed the negative growth, Indian IT industry still
managed to register a growth of 5.5%. The industry is about to register the historic landmark
of Rs. 300 thousand crores exports last financial year, according to NASSCOM President,
Som Mittal. The domestic market is also slotted to witness 12% growth, this year. Potential
size of India‟s offshoring industry is estimated at Rs. 750 thousand crores to 1200 thousand
crores by 2015. The industry currently employs around 10 lacks people and provides
indirect employment to around 25 lacks people. It is expected to add another 1,50,000 jobs
in the next fiscal according to NASSCOM.

Indian IT/ IT-es sector is growing substantially with its



Expansion into varied verticals



Well differentiated service offerings



Increasing geographic penetration

The phenomenal success of the Indian IT- IT-es industry can be attributed to the
favourable government policies, burgeoning demand conditions, healthy growth of related
industries and competitive environment prevalent in the industry. The interplay of these
forces has led to putting the industry on the global map.

14


INDUSTRY SEGMENTATION

IT industry can be broadly classified into three sectors:

1. Software
2. IT Services
3. IT enabled Services (IT-es)- BPO

15


HISTORY AND EVOLUTION OF IT INDUSTRY

1. PHASE I – Prior to 1980
2. PHASE II – 1980 - 1990
3. PHASE III – 1990 - 2000
4. PHASE IV – Post 2000

YEAR

GROWTH

PHASE I

16

PHASE II

PHASE III

PHASE IV


LIST OF PLAYERS IN THE INDUSTRY

1. ESDS
2. TATA CONSULTANCY SERVICES
3. WIPRO LIMITED
4. INFOSYS
5. HCL TECHNOLOGY
6. TECH MAHINDRA
7. COGNIZANT
8. I - FLEX SOLUTIONS
9. L&T INFOTECH
10. MINDTREE
11. I- GATE

17


GROWTH OF THE INDUSTRY (FORECAST)



Competition globally.



India can sustain if the cost differential is attractive which is 1:3 currently.



Containing costs one of the challenges.



Quality control



Focus and build Indian market.



Moving up the value chain.



Making good revenue in the software service sectors.

18


19


COMPANY
PROFILE

20


ABOUT THE COMPANY

TURT is a group with the multidimensional and well diversified domain including
many aspects, such as:


IT Sector for development, maintenance and commissioning, along with support for
business promotion and internet marketing.



Business consultancy for helping business to initiate, propagate and stand, with the
features of plant side reporting, land and material procurement and commissioning.



Pharmaceuticals sector for pharmacological research, medicine testing and
manufacturing.



Tele media sector for researching, producing and distributing the feature films and
television motion pictures.

and many more…
TURT group is one of the trusted partners for aforesaid sectors & have the
capabilities, manpower, methods, technologies and the desire to be your strategic partner of
choice.
Their primary objective is to develop an environment of fairness, honesty, integrity
and courtesy towards their clients, employees, vendors and society at large. They are
committed to their Customers and partners and have a passion for technology. They take
on big challenges, and pride themselves on seeing them through

21


TURT GROUP STRUCTURE

22


Turt Sccurities

Turt Softech

Turt Consultancy

Turt Infrabuild

23
TurtSummer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
Healthcare

BOARD OF DIRECTORS

CEO

MANAGING DIRECTOR

Dr. A. P Mishra

Mr. Prateek Dubey

DIRECTOR and LEGAL ADVISOR

MEMBER ADVISORY BOARD

Mrs. Rajshree Mukherjee

Mr. Soumak Mukherjee

24


ABOUT BOARD OF DIRECTORS

CHIEF EXECUTIVE OFFICER

Mr. A.P Mishra
Academic: Completing his basic schooling from Uttarakhand, the land of mountains, he
further accomplished his Medical Education in Dentistry from Moradabad (Uttar Pradesh),
the brass city. After completion of his education from two entirely different atmospheres, he
started a company in 2011 which shined like brass and stood strong as mountains.
Work Role:


Meeting the needs of employees, customers, and investors.



He decides, sets budgets, and hires a team to steer the company accordingly.



His duty is building culture. Work gets done through people, and people are
profoundly affected by culture.



Team-building is his duty. He hires, fires, and leads the senior management team,
they, in turn, hire, fire, and lead the rest of the organization.



Allocation of capital is his duty. He sets budgets within the firm.



Setting up strategy and vision for the company.



Keeping the Board informed of existing or impending Board policy issues



Contributing to the development of annual goals and objectives

25


MANAGING DIRECTOR

Mr. Prateek Dubey
Academic: Completing his basic schooling from Lucknow, the city of nawabs, he further
attained his graduate degree of Engineering in Electronics and Communication from
Moradabad (Uttar Pradesh). After completion of his education he came forth with a new
idea of setting up a IT business in Lucknow.
The competition was tough and he was new. He was not able to survive, but he
fought, against adversary, employees, money, family and most important of all, he fought
against himself.
Work Role:


He is holding the top management position in a company.



He acts as a head of the company scrutinizing, assessing, and monitoring various
departments.



He is answerable to the customers, and also the board of directors, on issues
regarding the company performance.



He takes decision, holds meetings, and formulates strategic plan for daily
activities.



He maintains the operational performance of the company.



He directs strategy towards the profitable growth and operation of the company.



He motivates the employees of the company from time to time.

26


ABOUT TURT SOFTECH (P) LTD.

TURT SOFTECH PVT. LTD. is a Web Development and Custom Application
Development company of India. It provides custom solutions of high quality and low cost
with their rich experience in Web Development, Project Management and technical knowhow. They bring innovative ideas and cutting-edge technologies to help their customer just
concentrate on their respective business.
They, in a short span of time, have established a reputation as the most definitive
work for website development, software development, in house and offshore server, domain
management and cloud setup. They have indigenously developed the concept of high
specification, carrier neutral & fully managed Servers in Lucknow, Nashik (India) & London
(U.K).
They have a huge Development, Testing, Maintenance, Support and Business
Development Team having vast experience and in-depth knowledge of different
technologies for developing complex business solutions with focus on the core
requirements.
Apart from developing and maintaining the solutions for their esteemed customers
they also thrive to make their customers smile without worry.

27


COMPANY HISTORY



Founded in 2011 as a small co. with a big vision, at Lucknow.



Maintained a phenomenal growth.



Achieving total financial stability since inception & the growth is solely based on
internally generated funds.



Consistent record of 50% of business coming from repeated customers.



Spotless delivery of record of many successful projects.



A dedicated team of brilliant software and hardware professionals.



Providing complete peace of mind & satisfaction to our clients.



In 2012 set up its two branches one at Siliguri (West Bengal) and the one at Sitapur
(U.P).

28


INFRASTRUCTURE

TURT SOFTECH has a dedicated development and service centre, which is an
extension of the customer‟s software engineering facility from carefully selected building
materials to unique power saving systems. They have ensured that they keep their
operations & premises as a contributing factor in maintaining the environment equilibrium.

DATA CENTRE SPECIFICATION:



A large working area.



Complete multi powered network.



Healthy environment.



Fully air-conditioned.



Multiple internet connection from different backbone providers to provide 100%
uptime.



Vision cameras.



Providing good training facility for staff.



Dedicated servers for application hosting, testing & client presentation.



A good communication facility with clients with co-ordination.



Well maintained to overcome any disaster.



Environmental monitoring system.

29


30


COMPANY MISSION

TURT Web Development team works with an objective to provide all the possible
services to get your business IT enabled with easy-to-use facilities and software tools to
upgrade clients business to a new height which your competitors can never think of.
They believe in planned approach for future by securing your online presence today.
To capitalize on the efficiency of information technology industry to same clients, they work
hard constantly.
At TURT clients get the highest quality & value for their investment with complete
peace of mind and satisfaction. They believe in providing a user-friendly application with a
unique presentation, easy & simple to understand approach.
They embrace bold strategies that will lead to their success in market place & will
make TURT SOFTECH a winning competitor both today & in the future.

31


COMPANY GOAL

TURT goal is to become the world‟s leading Information Technology Company
providing quality solutions backed up by unbeatable customer service.
They see themselves on the heights which no one has ever achieved. They aspire to
become the best cutting edge technology provider, that too responsibly and in a fair way.
They want to maximize the rewards of our diversity by providing end to end solutions,
which are easy to maintain and upgrade.

32


COMPANY VISION

TURT want to extend their relationship with clients and become a trusted and
predictable outsourcing partner. They look forward to commence a mutually beneficial and
long-term relationship.
They dream to be the fastest, safest, most progressive technology builder, relentless
in the pursuit of client & employee‟s excellence & strive to achieve higher customer
satisfaction with information product & service. They work with honesty, integrity &
commitment.
They are the most economical service providers on the globe providing the most
economical plans for website & software solutions.

33


CORE PURPOSE & CORPORATE VALUES

CORE PURPOSE

“Improve Life through Innovative Technology”


We are a role model enterprise, respected globally for excellence in quality and
innovation.



We enhance stakeholder value while adhering to the code of responsible care and
ethical values.



We are an employer of choice and preferred business partner worldwide.

CORPORATE VALUES

TURT SOFTECH PVT. LTD. believes in honouring its commitment, integrity and
transparency are an integral part of our relationship with customers, employees, society.
Respect for Life: The Company believes that life in all its forms must be respected.
We respect and value our people. Our employees are our value creators whose efforts,
creativity and bond we cherish. Our customers, who reward us for our value creation and
our stakeholders, who are committed to us in our endeavour to improve life. We also
recognize and respect our environment and take every effort to preserve it.

34


VALUE STATEMENT

Integrity
We are open, ethical, transparent & uncompressing in our work.

Decisiveness
Set a goal, analyse the facts and work on alternatives and conclude them in fixed
time frame.

Team Spirit
We encourage group interaction and working together. United and collective drive
achieves the desired goal.

Commitment
We keep all promises made within and outside the company.

Caring
We are concerned for our environment, society and employees and work for their
betterment.

35


Excellence
We are a role model and benchmark company for our products, services and
business processes.

Innovation
We nurture creativity and encourage application of knowledge and ideas in all facets
of our business.

Customer Orientation
Customer is uppermost in our mind. We work to exceed his expectations.

36


ORGANIZATIONAL STRUCTURE

37


TURT TEAM

TURT SOFTECH is a group of dedicated team of skilled IT professionals. It brings in
a unique mix of specialists in information technology areas. We have our own staff,
monitoring entire network & all our servers. We employ an experienced team of professional
engineers, with proven track records who are committed, responsive & Information
Technology demand experts. TURT has geared up to offer a comprehensive suite of
services to the IT Industry.

HARDWARE TEAM SPECIFICATION:



10 AM to 6 PM Helpdesk & Customer Support.



Experienced professionals of hardware and networking sector.



Good analysis, resolution & delivery of products.



Disaster recovery & Backup Solutions.



Honest & Hardworking staff.



Providing satisfaction to Customers.

38


SOFTWARE TEAM SPECIFICATION:



24/7 Helpdesk & Customer Support at NOC.



24x7x365 monitoring & staffing in NOC.



Experienced professionals of IT sector.



Good analysis, implementation & delivery of projects store technology.



Research & Development team.



Managed Web Hosting & Data centre Services.



Email services.



Disaster recovery & Backup Solutions.



Share point services.



Global server load Balancing.



Network Designing & Implementation.



Virtualization Technology & Cloud Computing.



Geospatial Information System & Web Making.



E-Governess & M-Governess.



Honest & Hardworking staff.



Providing satisfaction to Customers.

39


ORGANIZATION FEATURES

TURT TECHNOLOGY SERVICES:


Application Design



Product Development



Integration & Support



Network Management



Network Security



Dynamic Web Application Development



Web Designing



Web Optimization



Web Promotion



Link Building



Web Maintenance



E-Commerce Solution



Animation



Flash



Cloud Hosting



Search Engine Submissions



Hosting



Graphic Designing



Consultancy.
40




Online Marketing

TECHNICAL LANGUAGES:



Java



Java Script



HTML



XHTML



XML



PHP



SQL



MSSQL



MySQL



C#



ASP.NET

DEDICATED SERVERS:

Cent OS, Open BSD, Cold Fusion DNS, Hyper V-tech, Microsoft SQL Server 2008Enterprise Edition R2, Microsoft SQL Server 2008- Web Edition R2, Virtuzzuo Container,
Parallel Plesk Expand Unlimited with Power Pack 2, Dotnet panel.

41


Our dedicated servers are designed to deliver an optimum combination of
affordability, flexibility, reliability & most important a higher level of security that makes your
hosted environment complete.

SYSTEM & PRODUCTS:



Incorporate user feedback points & are enriched with onsite experience.



Deploy modular, Plug in Framework.



Can be installed maintained & understood by end user.



Have excellent user interface & Reporting.



Use latest networking technologies like IPVG, SNMPU3, XML, and RPC.



Are designed for affordable Solutions.



Can be maintained through remote software updates.

42


TURT AIMS AT PROVIDING



Quality Product



Excellent Customer Service



Cost Effective Solution



Economic Price Structure



Flexible Payment Mode



Right Time Delivery



Satisfaction to Customers

 Quick resolution to problems
 Healthy Environment
 Satisfied clients

43


ADVANTAGES OF TURT SOFTECH

TURT ensure no. of advantages of its own:-



Ensure on time delivery.



Have skilled hardware and network professionals.



Healthy environment.



Good communication with clients through a simple & understanding language.



Quick resolution to problems.



Consistent growth & performance.



Satisfied clients.



Proximity to skilled manpower.



Multicultural & Multi location understanding.



Flexible to work with needs of the clients.



Provide high quality & cost effective solution.



Competitive pricing & risk sharing.



Local LANS, local time, local responsibility, local guarantee, global quality.



Pre-active client management accessing from 10am to 9pm.

44


QUALITY AND ENVIRONMENT

At TURT SOFTECH quality is the keyword in every activity and a constant endeavour
to achieve standards of the highest levels has been an on-going commitment from the time
of its inception as well as recognition and acknowledgement of this devotion. This
achievement has been set as a benchmark to go forward in excellence.
For TURT it is an on-going process to continuously explore new product applications,
competitive technologies and potential markets. TURT has scaled his success with its aim
of commitment and quality.
The commitment towards this is apparent from the fact that TURT has a total
manpower of 85 persons supporting the Quality and Technical functions at its various
technical facilities

45


RESEARCH & DEVELOPMENT

At Turt Softech, R&D is the key to survival and growth, given that a fast paced global
environment results in ever changing customer needs and new products and processes
drain away competitiveness.
From mere quality issues, Turt Softech has now moved into the field of newer
technologies, expanding applications that satisfy customers.
To that end we have a central R&D facility, the TURT Research & Development
Centre (TRDC) at Lucknow. TRDC has a sophisticated analytical facility for testing new
technologies and new products. A team of over 30 persons, looks after the department
activities.

46


ACHIEVEMENTS

TURT has many a firsts to its credit and these have been earned through its constant
endeavour for identification of products that are required by the clients. TURT R&D centre in
Lucknow aims to provide specialized products that add value and enhance every aspect of
life.
Success can be measured in many ways.” Success is a journey, not a destination.”
And for TURT, it‟s been a period of tremendous achievements.

Mentioned here are some of the company's achievements:



Started in November 2011 with a small area in Murari Yadav Complex Faizabad
Road and maintained 20 clients in first financial year.



Expanded its business a year later in 2012 with 120 clients consisting of 20 old
clients.

47




Expanded server site infrastructure with owned dedicated servers in London, U.K
and Nasik data centres.



Expanded business in 2012 by opening two branch office at Siliguri (West Bengal)
and Sitapur (U.P).



Further expansion of business was seen in third year 2013 with expansion of
business area and a new office set up at Sinha Complex, Gole Market Mahanagar.



Company made its contribution by sponsoring BHARAT JAGO DAUD at Siliguri
(West Bengal) in 2013.



In 2013 TURT formed a group with its following subsidiaries:



TURT SECURITIES PVT. LTD.
 TURT SOFTECH PVT. LTD.
o It has its sister concern TURT EDUTECH
 TURT CONSULTANCY SERVICES PVT. LTD.
o It has its sister concern WINAXIS CONSULTANTS PVT. LTD.
 TURT HEALTH CARE SERVICES
o It has its sister concern GLOW DENTAL CARE
o It has its sister concern AXILTH REMEDIES
 SVYAMSIDHA ENTERTAINMENTS (I) PVT. LTD
 TURT INFRABUILD PVT. LTD.
o It has its sister concern GOODWILL INFRA



The inauguration of WIN AXIS CONSULTANTS PVT. LTD. was done by our
esteemed guest Mr. Ambika Choudhary, Minister of Pichda Varg and Vikalang
Kalyan.



In this year the clientele reached upto 500+.
48




TURT forwarding step in a new sector applied for news publication name RELATO

49


MILESTONE

In a short span of 3 years TURT has steadily climbed the steps of excellence and is
continuing in its efforts to reach the top and be the best. Mentioned here are some of its
milestones:

500+
120

GROWTH

20

2011

50

2012

2013


TURT PRODUCT RANGE

Turt is a trusted partner for all & has a wide range of its product. There are ten
software products of our company. They all are well developed with high technology
features in grouped in all.
List of Products:
1. SKLEP LITE
2. SKLEP ELITE
3. SKLEP PLUS
4. BITE PLAZA
5. COMERCIO
6. SKOLAN
7. RELATO
8. SKO LEARN
9. DIGI CINE
10. DIGI DENT
51


OUR PRODUCT

52


SKLEP LITE

ABOUT:
SKLEP LITE is light weighted software suitable
for small scale industries. It is an online invoicing
system with unique features and functionality. It has
provision to record complete personal details of
customer and his account details. It is helpful in
making records of sales and invoice on daily, weekly,
quarterly, monthly and yearly basis. This software also has provision for preparing balance
sheet of the business.
USES:


It is used for recording customer details.



It is used for preparing balance sheet.

53


ADVANTAGES:


It has advantage for invoicing online.



It is for maintaining invoice on daily, weekly, quarterly, monthly and yearly basis.

SKLEP PLUS

ABOUT:
SKLEP PLUS to be known as point of sale
solution has special features of billing. It is billing
system software with new and different features
comparable to other software. It is helpful in inventory
management of the business. This software also has
the bar code printing facility. It records complete client
details and manages client account. This software is scalable upto 1 lakh products.

USES:


It is used for inventory maintenance.



It is used to record client details.
54


ADVANTAGES:


It has advantage of easy billing.



It is scalable of maintaining 1 lakh products.



It provides advantage of bar code facility.

SKLEP ELITE

ABOUT:
SKLEP ELITE to be known as enterprise resource
planning is an entirely web based software. This software
is helpful for maintaining quotations and for entering
customer orders. It has feature for maintaining both sales
and purchase order. The inventory managed is easily
done by this software. It maintains a fixed asset register. It
is easily accessible in multi languages and facility for multi-currency is usage is there in this
software. It is for making daily sales report of the business. It records complete details of the
customers personal and the account detail both. Using this software number of bank
accounts can be maintained. It also has provision for preparing balance sheet of the
business.
USES:
55




It is used for maintaining quotations.



It is used for entering customers‟ orders.



It is used for inventory management.



It is used for recording customer detail.



It is used for managing bank accounts.



It is used for managing customer queries/complaints.



It is used for salary management.



It is used for production management.



It is used for service request resolution.

ADVANTAGES:


It has advantage of preparing balance sheet.



It is for maintaining number of bank accounts.



It has advantage of multi-language interface.



It has advantage of multi- currency usage facility.

56


BITE PLAZA

ABOUT:
BITE PLAZA is a complete restaurant management
system. The interface of it is available in 11 languages. This
magnificent product works well with all types of printers,
cash drawers, line display, bar code readers & magnetic
strip readers. It has provision for taking orders from the
customers. It is very easy accessible for generating billing
with tax reports. Including all the above it also provides
inventory record & management provision. It maintains complete staff management i.e.
salary, report time etc. It has one new feature of Kitchen Order Ticket printing (KOT). The
daily, weekly, monthly, quarterly & yearly sales & invoice reporting is done by it. It also
works in networks. It is having comprehensive set of reports i.e. sales, taxes, Z-out,
inventory, profit margin & others.
57


USES:


It is used for taking orders from the customers.



It is used for staff management.



It is used for inventory management.



It is used for restaurant billing.



It is used for report viewing.

ADVANTAGES:


It has advantage of multi-language interface.



It is for generating bills with tax reports.



It has advantage of working in networks.



It has advantage of working with all type of printers, cash drawers, line display, bar
code readers & magnetic strip readers.

58


Comercio

ABOUT:
COMMERCIO software has an easy to
use functionality for shop owners. It has user
friendly design look & feel. This software is
compatible for both mobile & tablet. It is fully
scalable upto 1 lakh products. It has feature
of online ordering with 2 steps & 5 steps check out procedures & supports all available
payment gateways including wire transfer & cash on delivery. This software is used for
tangible & non-tangible products i.e. grocery items, mobile etc. Using this software owner
can fully customise his shop & can run on multiple online stores. The software maintains full
customer records, a/c & invoices. It is feature for customer to track their orders. The
software is also having logisticians panel.

59


USES:


It is used to maintain customer record.



It is used to record tangible and non-tangible products.



It is used for online product selling.



It is used for online product showcasing.



It is used for e commerce discount deals.



It is used for shipment management.

ADVANTAGES:


It provides advantage to customer for tracking their orders.



It is scalable to 1 lakh products.



It has feature of online ordering.



It is compatible with mobile and tablet.

60


SKOLAN

ABOUT:
SKOLAN is complete school management system software. It maintains complete
student record & details i.e. attendance, growth & progress. It is helpful to teachers for
preparation of grade books & report cards. It maintains complete teacher record & details
i.e. attendance, progress & consignment. This software has a unique feature of online
parent & teacher relationship management. It is having online leave application facility.
There is a portal for parents to view their child‟s performance. The software is helpful for
preparing class time table schedule both for teacher & student. It has a provision for
maintaining a/c, salary & fee structure of the teachers and students both. It maintains
complete class wise record & details.

USES:
61




It is used to record students and teachers detail.



It is used to prepare class time table.



It is used to maintain complete class record.



It is used to maintain grade book and results.



It is used for fees management.

ADVANTAGES:


It has advantage of online leave application facility.



It maintains online parent & teacher relationship.



It provides portal for parents to view their child‟s performance.

62


RELATO

ABOUT:

RELATO is an online news portal. It
is suitable for the clients who are in print & news media sector. This software has friendly
search engine system can archive unlimited news posts. The software has quick & easy to
use functionality. It has provision for newsletter & subscription. It is compatible to both
mobile & tablet. This supports text, images, as well as videos.

USES:


It is used to support text, images and videos.



It is used by clients in print and news media sector.

ADVANTAGES:


It has a great advantage of friendly search engine system.



It has portal for newsletter and subscription.
63




It is compatible to both mobile and tablet.

SKOLEARN

ABOUT:
SKO LEARN is software with feature
for online classes & courses. It is scalable of
upto unlimited subjects, courses & topics. In
this the online registration for both students & teachers can be done. It has a unique feature
carrying social networking site and file storage. This software provides interactive
communication between teachers & students. It has a feature for online messaging and it
also carry out online tests and results. It maintains complete profile of student and teacher.

USES:


It is used by student and teachers.



It is used to record teachers and students detail.

ADVANTAGES:


It has advantage of online registration.



It provides a social networking site and online messaging facility.



It is scalable of upto unlimited subjects, courses & topics.

64




It provides online tests and results.

DIGICINE

ABOUT:
DIGI CINE is complete hospital
management software. It is suitable for
both OPD & IPD functionality. It is having
facility of patient registration; complete details of patient can be maintained and can be kept
for future reference. It maintains records & details of all the departments & department
heads. It has a feature of pharmacy management and store management. It maintains
complete record of employee‟s and their details of salary. It has provision for making
financial record.

USES:


It is used to record patient detail and make registration.



It is used for both OPD and IPD functionality.



It is used for maintain employee‟s record and details.



It is used to prepare details of all departments.



It is used for online registration of patients.



It is used for pathological result storage.



It is used for radiological result storage.

65


ADVANTAGES:





It maintains financial record.



It is flexible and scalable.



It provides billing facility.



It also has one more feature of pharmacy and store maintenance.

66


DIGIDENT

ABOUT:
DIGI

DENT

software

has

unique solution for private dental
practise management. It maintains
online patient registration according to
slots. It maintains complete patient record & details which are easy accessible for future
references. It has unique feature of maintaining patient‟s radiograph record. It also provides
interactive communication with patients. This software has multi-speciality management and
has provision of online lab & radiograph ordering.

USES:


It is used to record patient detail and make registration.



It is used to maintain patient‟s radiograph record.

ADVANTAGES:





It provides interactive communication with patients.



It provides multi-speciality management.



It provides online lab & radiograph ordering.
67


ABOUT THE TOPIC
“HUMAN RESOURCE POLICY”

68


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:



Policy of hiring people with due respect to factors like reservations, sex, marital
status, and the like.



Policy on terms and conditions of employment-compensation policy and methods,
hours of work, overtime, promotion, transfer, lay-off and the like.



Policy with regard medical assistance-sickness benefits, ESI and company medical
benefits.



Policy regarding housing, transport, uniform and allowances.



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



Policy regarding industrial relations, trade-union recognition, collective bargaining,
grievance procedure, participative management and communication with workers.

69


FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:
1. Past practice in the organization.
2. Prevailing practice in rival companies.
3. Attitudes and philosophy of founders of the company has also its directors and the
top management.
4. Attitudes and philosophy of middle and lower management.
5. The knowledge and experience gained from handling countless personnel problems
on day to day basis.

70


BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits:

1. The work involved in formulating policies requires that the management give deep
thought to the basic needs of both the organization and the employees. The
management must examine its basic convictions as well as give full consideration to
the prevailing practices in other organizations.
2. Established policies ensure consistent treatment of all personnel throughout the
organization. Favouritism and discrimination are, thereby, minimized. Continuity of
action is assured even though top management personnel change. The CEO of a
company may possess a very sound personnel management philosophy.
3. 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.
4. 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.
5. 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.
6. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.

71


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.
9. Principle of team spirit to promote co-operation and team spirit among employees.
10. Principle of contribution to national prosperity to provide a higher purpose of
work to all employees and to contribute to national prosperity.

72


RESEARCH
OBJECTIVES, SCOPE
METHODOLOGY AND
PROBLEMS

73


OBJECTIVES OF STUDY

“The word objective means purpose behind doing anything.”

Every research study has its own specific research objective. Without objective no
one is doing any work. To do anything there is a purpose behind it.

Here in „TURT SOFTECH PVT. LTD‟ my research objectives are as follows:


To study the HR Policies of the company.



To study the amendments made in the HR Policies of TURT SOFTECH PVT. LTD.
since the time of incorporation.



To incorporate the amendments in the base policy and prepare a final policy.



To design a HR Policy manual for the company with special emphasis on the
“Managerial Service Conditions”.

74


SCOPE OF STUDY



In an organization human resource is the most important asset. In current scenario,
Turt Softech Pvt. Ltd. is a very large company with talented & qualified employees.



As most of the company‟s overall performance depends on its employee‟s
performance which depends largely on the HR POLICIES of the organization.



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

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

75


RESEARCH METHODOLOGY

Research has its special significance in solving various operational and planning
problems of business and industry.

Research inculcates scientific and inductive thinking and promotes the development
logical habits of thinking and organization.

Thus, Research is the foundation of knowledge for the sake of knowledge and an
important source of providing guidelines for solving different business, governmental and
social problems. It is a sort of formal training which enables one to understand the new
developments in one‟s field in a better way.

1. METHOD OF DATA COLLECTION

I have chosen the questionnaire methods of data collection due to limited time in
hand. While designing data-collection procedure, adequate safeguards against bias and
unreliability must be ensured. I have examined the collected data for completeness,
comprehensibility, consistently and reliability.
I have also gathered secondary data which I got from various journals, historical
documents, magazines and reports prepared by the other people.
For the present piece of research I have used the following methods:


Questionnaire



Observation
76


2. SAMPLE SIZE
Here, I have taken 10 as the sample size.
3. HYPOTHESIS OF PROJECT



Human Resource Policies provided by the organization of employees works as an
agent for the growth of employees and also motivates the employees to perform well
i.e. employee performance and satisfaction is the valuable outcome of sound HR
Policies of the organization.



The various HR Policies in Turt Softech Pvt.Ltd. makes the employees enthusiastic
towards work.

4. ABOUT THE QUESTIONNAIRE

In this method a questionnaire is sent to the HR Manager concerned with a request
to answer the questions and return the questionnaire. The questionnaire consisted of a
number of questions printed or typed in a definite order. The HR Manager has to answer
the questions of their own. The researcher has chosen this method of data collection
due to low cost incurred, it is free from bias of the interviewer and respondent have
adequate time.

5. ABOUT OBSERVATION

In this method I observed the activities carried out in the organization. The way
different policies were followed in the company by the employer as well as employees.
77


RESEARCH PROBLEM

The first and foremost step happens to be that of selecting and properly defined
research problem.
Research Problem refers to some difficulty which a researcher experiences in the
context of either a theoretical or practical situation and wants to obtain a solution for the
same.
A research problem is one which requires a researcher to find out the best solution
for the given problem that is to find out by which course of action the objective can be
attained optimally in the context of a given environment.
Thus zest for the work is must. The subject or the problem selected must involve the
researcher and must have an upper most place in his mind so that he /she undertake all
the pains for the study.
I have selected the research problem in is as follows:

 To know the HR POLICIES AND ITS IMPLEMENTATION

78


THEORITICAL
BACKGROUND
STATE LABOUR LAWS

79


INTRODUCTION

Labour law also known as employment laws the body of laws, administrative rulings,
and precedents which address the legal rights of, and restrictions on, working people and
their organizations. As such, it mediates many aspects of the relationship between trade
unions, employers and employees. In other words, Labour law defines the rights and
obligations as workers, union members and employers in the workplace. Generally, labour
law covers:


Industrial relations – certification of unions, labour-management relations, collective
bargaining and unfair labour practices;



Workplace health and safety;



Employment standards, including general holidays, annual leave, working hours,
unfair dismissals, minimum wage, layoff procedures and severance pay.
There are two broad categories of labour law. First, collective labour law relates to

the tripartite relationship between employee, employer and union. Second, individual labour
law concerns employees' rights at work and through the contract for work.
The labour movement has been instrumental in the enacting of laws protecting labour
rights in the 19th and 20th centuries. Labour rights have been integral to the social and
economic development since the industrial revolution.

80


HISTORY OF LABOUR LAWS

Labour law arose due to the demands of workers for better conditions, the right to
organize, and the simultaneous demands of employers to restrict the powers of workers in
many organizations and to keep labour costs low. Employers' costs can increase due to
workers organizing to win higher wages, or by laws imposing costly requirements, such as
health and safety or equal opportunities conditions. Workers' organizations, such as trade
unions, can also transcend purely industrial disputes, and gain political power - which some
employers may oppose. The state of labour law at any one time is therefore both the
product of, and a component of, struggles between different interests in society.
International Labour Organisation (ILO) was one of the first organisations to deal with
labour issues. The ILO was established as an agency of the League of Nations following the
Treaty of Versailles, which ended World War I. Post-war reconstruction and the protection of
labour unions occupied the attention of many nations during and immediately after World
War I. In Great Britain, the Whitley Commission, a subcommittee of the Reconstruction
Commission, recommended in its July 1918 Final Report that "industrial councils" be
established throughout the world. The British Labour Party had issued its own
reconstruction programme in the document titled Labour and the New Social Order. In
February 1918, the third Inter-Allied Labour and Socialist Conference (representing
delegates from Great Britain, France, Belgium and Italy) issued its report, advocating an
international labour rights body, an end to secret diplomacy, and other goals. And in
December 1918, the American Federation of Labour (AFL) issued its own distinctively
apolitical report, which called for the achievement of numerous incremental improvements
via the collective bargaining process.
81


As the war drew to a close, two competing visions for the post-war world emerged.
The first was offered by the International Federation of Trade Unions (IFTU), which called
for a meeting in Berne in July 1919. The Berne meeting would consider both the future of
the IFTU and the various proposals which had been made in the previous few years. The
IFTU also proposed including delegates from the Central Powers as equals. Samuel
Gompers, president of the AFL, boycotted the meeting, wanting the Central Powers
delegates in a subservient role as an admission of guilt for their countries' role in the
bringing about war. Instead, Gompers favoured a meeting in Paris which would only
consider President Woodrow Wilson's Fourteen Points as a platform. Despite the American
boycott, the Berne meeting went ahead as scheduled. In its final report, the Berne
Conference demanded an end to wage labour and the establishment of socialism. If these
ends could not be immediately achieved, then an international body attached to the League
of Nations should enact and enforce legislation to protect workers and trade unions.
The British proposed establishing an international parliament to enact labour laws
which each member of the League would be required to implement. Each nation would have
two delegates to the parliament, one each from labour and management. An international
labour office would collect statistics on labour issues and enforce the new international laws.
Philosophically opposed to the concept of an international parliament and convinced that
international standards would lower the few protections achieved in the United States,
Gompers proposed that the international labour body be authorized only to make
recommendations, and that enforcement be left up to the League of Nations. Despite
vigorous opposition from the British, the American proposal was adopted.
The Americans made 10 proposals. Three were adopted without change: That labour
should not be treated as a commodity; that all workers had the right to a wage sufficient to
live on; and that women should receive equal pay for equal work. A proposal protecting the
82


freedom of speech, press, assembly, and association was amended to include only freedom
of association. A proposed ban on the international shipment of goods made by children
under the age of 16 was amended to ban goods made by children under the age of 14. A
proposal to require an eight-hour work day was amended to require the eight-hour work day
or the 40-hour work week (an exception was made for countries where productivity was
low). Four other American proposals were rejected. Meanwhile, international delegates
proposed three additional clauses, which were adopted: One or more days for weekly rest;
equality of laws for foreign workers; and regular and frequent inspection of factory
conditions.
The Commission issued its final report on 4 March 1919, and the Peace Conference
adopted it without amendment on 11 April. The report became Part XIII of the Treaty of
Versailles. (The Treaty of Versailles was one of the peace treaties at the end of World War
I. It ended the state of war between Germany and the Allied Powers. It was signed on 28
June 1919.)
The first annual conference (referred to as the International Labour Conference, or
ILC) began on 29th October 1919 in Washington DC and adopted the first six International
Labour Conventions, which dealt with hours of work in industry, unemployment, maternity
protection, night work for women, minimum age and night work for young persons in
industry. The prominent French socialist Albert Thomas became its first Director General.

83


PURPOSE OF LABOUR LEGISLATION

Labour legislation that is adapted to the economic and social challenges of the
modern world of work fulfils three crucial roles:


it establishes a legal system that facilitates productive individual and collective
employment relationships, and therefore a productive economy;



by providing a framework within which employers, workers and their representatives
can interact with regard to work-related issues, it serves as an important vehicle for
achieving harmonious industrial relations based on workplace democracy;



it provides a clear and constant reminder and guarantee of fundamental principles
and rights at work which have received broad social acceptance and establishes the
processes through which these principles and rights can be implemented and
enforced.
But experience shows that labour legislation can only fulfils these functions

effectively if it is responsive to the conditions on the labour market and the needs of the
parties involved. The most efficient way of ensuring that these conditions and needs are
taken fully into account is if those concerned are closely involved in the formulation of the
legislation through processes of social dialogue. The involvement of stakeholders in this
way is of great importance in developing a broad basis of support for labour legislation and
in facilitating its application within and beyond the formal structured sectors of the economy.

84


EVOLUTION OF LABOUR LAW IN INDIA

The law relating to labour and employment is also known as Industrial law in India.
Considerations of British political economy were naturally paramount in shaping some of
these early laws. Thus came the Factories Act. It is well known that Indian textile goods
offered stiff competition to British textiles in the export market and hence in order to make
India labour costlier the Factories Act was first introduced in 1883 because of the pressure
brought on the British parliament by the textile magnates of Manchester and Lancashire.
While the impact of this measure was clearly welfares the real motivation was undoubtedly
protectionist.
The earliest Indian statute to regulate the relationship between employer and his
workmen was the Trade Dispute Act, 1929 (Act 7 of 1929). Provisions were made in this Act
for restraining the rights of strike and lock out but no machinery was provided to take care of
disputes.
The original colonial legislation underwent substantial modifications in the postcolonial era because independent India called for a clear partnership between labour and
capital. The content of this partnership was unanimously approved in a tripartite conference
in December 1947 in which it was agreed that labour would be given a fair wage and fair
working conditions and in return capital would receive the fullest co-operation of labour for
uninterrupted production and higher productivity as part of the strategy for national
economic development and that all concerned would observe a truce period of three years
free from strikes and lockouts. Ultimately the Industrial Disputes Act (the Act) brought into
force on 01.04.1947 repealing the Trade Disputes Act 1929 has since remained on statute
book.

85


CONSTITUTIONAL PROVISIONS FOR LABOUR LAWS

The relevance of the dignity of human labour and the need for protecting and
safeguarding the interest of labour as human beings has been enshrined in Chapter-III
(Articles 16, 19, 23 & 24) and Chapter IV (Articles 39, 41, 42, 43, 43A & 54) of the
Constitution of India keeping in line with Fundamental Rights and Directive Principles of
State Policy.
Labour is a concurrent subject in the Constitution of India implying that both the
Union and the state governments are competent to legislate on labour matters and
administer the same. The bulk of important legislative acts have been enacted by the
Parliament.

86


CONSTITUTIONAL STATUS

The legislations can be categorized as follows:
1) Labour laws enacted by the Central Government, where the Central Government has
the sole responsibility for enforcement.
2) Labour laws enacted by Central Government and enforced both by Central and State
Governments.
3) Labour laws enacted by Central Government and enforced by the State
Governments.
4) Labour laws enacted and enforced by the various State Governments which apply to
respective States.

The Constitution of India provides detailed provisions for the rights of the citizens and
also lays down the Directive Principles of State Policy which set an aim to which the
activities of the state are to be guided. These Directive Principles provide:


for securing the health and strength of employees, men and women;



that the tender age of children are not abused;



that citizens are not forced by economic necessity to enter avocations unsuited to
their age or strength;



just and humane conditions of work and maternity relief are provided; and



that the Government shall take steps, by suitable legislation or in any other way, to
secure the participation of employee in the management of undertakings,
establishments or other organisations engaged in any industry.
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LABOUR POLICY OF INDIA

Labour policy in India has been evolving in response to specific needs of the situation
to suit requirements of planned economic development and social justice and has two fold
objectives, namely maintaining industrial peace and promoting the welfare of labour.

LABOUR POLICY HIGHLIGHTS


Creative measures to attract public and private investment.



Creating new jobs.



New Social security schemes for workers in the unorganized sector.



Social security cards for workers.



Unified and beneficial management of funds of Welfare Boards.



Reprioritization of allocation of funds to benefit vulnerable workers.



Model employee-employer relationships.



Long term settlements based on productivity.



Vital industries and establishments declared as `public utilities`.



Special conciliation mechanism for projects with investments of Rs.150 crores or
more.



Industrial Relations committees in more sectors.



Labour Law reforms in tune with the times. Empowered body of experts to suggest
required changes.



Statutory amendments for expediting and streamlining the mechanism of Labour
Judiciary.
88




Amendments to Industrial Disputes Act in tune with the times.



Efficient functioning of Labour Department.



More labour sectors under Minimum Wages Act.



Child labour act to be aggressively enforced.



Modern medical facilities for workers.



Rehabilitation packages for displaced workers.



Restructuring in functioning of employment exchanges. Computerization and
updating of data base.



Revamping of curriculum and course content in industrial training.



Joint cell of labour department and industries department to study changes in laws
and rules.

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LABOUR LAWS IN INDIA

The term „labour‟ means productive work especially physical work done for wages.
Labour law also known as employment law is the body of laws, administrative rulings, and
precedents which address the legal rights of, and restrictions on, working people and their
organizations. There are two broad categories of labour law. First, collective labour law
relates to the tripartite relationship between employee, employer and union. Second,
individual labour law concerns employees' rights at work and through the contract for work.
The law relating to labour and employment in India is primarily known under the
broad category of "Industrial Law". The prevailing social and economic conditions have
been largely influential in shaping the Indian labour legislation, which regulate various
aspects of work such as the number of hours of work, wages, social security and facilities
provided.
The labour laws of independent India derive their origin, inspiration and strength
partly from the views expressed by important nationalist leaders during the days of national
freedom struggle, partly from the debates of the Constituent Assembly and partly from the
provisions of the Constitution and the International Conventions and Recommendations.
The relevance of the dignity of human labour and the need for protecting and safeguarding
the interest of labour as human beings has been enshrined in Chapter-III (Articles 16, 19, 23
& 24) and Chapter IV (Articles 39, 41, 42, 43, 43A & 54) of the Constitution of India keeping
in line with Fundamental Rights and Directive Principles of State Policy. The Labour Laws
were also influenced by important human rights and the conventions and standards that
have emerged from the United Nations. These include right to work of one‟s choice, right

90


against discrimination, prohibition of child labour, just and humane conditions of work, social
security, protection of wages, redress of grievances, right to organize and form trade
unions, collective bargaining and participation in management. The labour laws have also
been significantly influenced by the deliberations of the various Sessions of the Indian
Labour Conference and the International Labour Conference. Labour legislations have also
been shaped and influenced by the recommendations of the various National Committees
and Commissions such as First National Commission on Labour (1969) under the
Chairmanship of Justice Gajendra gadkar, National Commission on Rural Labour (1991),
Second National Commission on Labour (2002) under the Chairmanship of Shri Ravindra
Varma etc. and judicial pronouncements on labour related matters specifically pertaining to
minimum wages, bonded labour, child labour, contract labour etc.
Under the Constitution of India, Labour is a subject in the concurrent list where both
the Central and State Governments are competent to enact legislations. As a result , a large
number of labour laws have been enacted catering to different aspects of labour namely,
occupational health, safety, employment, training of apprentices, fixation, review and
revision of minimum wages, mode of payment of wages, payment of compensation to
workmen who suffer injuries as a result of accidents or causing death or disablement,
bonded labour, contract labour, women labour and child labour, resolution and adjudication
of industrial disputes, provision of social security such as provident fund, employees‟ state
insurance, gratuity, provision for payment of bonus, regulating the working conditions of
certain specific categories of workmen such as plantation labour, beedi workers etc.
The legislations can be categorized as follows:
a) Labour laws enacted by the Central Government, where the Central Government has
the sole responsibility for enforcement.

91


b) Labour laws enacted by Central Government and enforced both by Central and State
Governments.
c) Labour laws enacted by Central Government and enforced by the State
Governments.
d) Labour laws enacted and enforced by the various State Governments which apply to
respective States.

a) Labour laws enacted by the Central Government, where the Central
Government has the sole responsibility for enforcement
1. The Employees‟ State Insurance Act, 1948
2. The Employees‟ Provident Fund and Miscellaneous Provisions Act,1952
3. The Dock Workers (Safety, Health and Welfare) Act, 1986
4. The Mines Act, 1952
5. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare
(Cess) Act, 1976
6. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labor Welfare
Fund Act, 1976
7. The Mica Mines Labour Welfare Fund Act, 1946
8. The Beedi Workers Welfare Cess Act, 1976
9. The Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
10. The Cine Workers Welfare (Cess) Act, 1981
11. The Beedi Workers Welfare Fund Act, 1976
12. The Cine Workers Welfare Fund Act, 1981

92


b) Labour laws enacted by Central Government and enforced both by Central and
State Governments
13. The Child Labour (Prohibition and Regulation) Act, 1986.
14. The Building and Other Constructions Workers‟ (Regulation of Employment and
Conditions of Service) Act, 1996.
15. The Contract Labour (Regulation and Abolition) Act, 1970.
16. The Equal Remuneration Act, 1976.
17. The Industrial Disputes Act, 1947.
18. The Industrial Employment (Standing Orders) Act, 1946.
19. The Inter-State Migrant Workmen (Regulation of Employment and Conditions of
Service) Act, 1979.
20. The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by
Certain Establishments) Act, 1988
21. The Maternity Benefit Act, 1961
22. The Minimum Wages Act, 1948
23. The Payment of Bonus Act, 1965
24. The Payment of Gratuity Act, 1972
25. The Payment of Wages Act, 1936
26. The Cine Workers and Cinema Theatre Workers (Regulation of Employment) Act,
1981
27. The Building and Other Construction Workers Cess Act, 1996
28. The Apprentices Act, 1961
29. Unorganized Workers Social Security Act, 2008
30. Working Journalists (Fixation of Rates of Wages Act, 1958
93


31. Merchant Shipping Act, 1958
32. Sales Promotion Employees Act, 1976
33. Dangerous Machines (Regulation) Act, 1983
34. Dock Workers (Regulation of Employment) Act, 1948
35. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997
36. Private Security Agencies (Regulation) Act, 2005

c) Labour laws enacted by Central Government and enforced by the State
Governments
37. The Employers‟ Liability Act, 1938
38. The Factories Act, 1948
39. The Motor Transport Workers Act, 1961
40. The Personal Injuries (Compensation Insurance) Act, 1963
41. The Personal Injuries (Emergency Provisions) Act, 1962
42. The Plantation Labour Act, 1951
43. The Sales Promotion Employees (Conditions of Service) Act, 1976
44. The Trade Unions Act, 1926
45. The Weekly Holidays Act, 1942
46. The Working Journalists and Other Newspapers Employees (Conditions of Service)
and Miscellaneous Provisions Act, 1955
47. The Workmen‟s Compensation Act, 1923
48. The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959
49. The Children (Pledging of Labour) Act 1938
50. The Bonded Labour System (Abolition) Act, 1976
94


CLASSIFICATION OF LABOUR LAWS IN INDIA:

Labour Laws may be classified under the following heads:

I.

Laws related to industrial relations such as:
1. Trade Unions Act, 1926
2. Industrial Employment Standing Order Act, 1946.
3. Industrial Disputes Act, 1947.

II.

Laws related to wages such as:
4. Payment of Wages Act, 1936
5. Minimum Wages Act, 1948
6. Payment of Bonus Act, 1965.
7. Working Journalists (Fixation of Rates of Wages Act, 1958

III.

Laws related to Working Hours, Conditions of Service and Employment such
as:
8. Factories Act, 1948.
9. Plantation Labour Act, 1951.
10. Mines Act, 1952.
11. Working Journalists and other Newspaper Employees‟ (Conditions of Service and
Misc. Provisions) Act,1955.
12. Merchant Shipping Act, 1958.
95


13. Motor Transport Workers Act, 1961.
14. Beedi & Cigar Workers (Conditions of Employment) Act, 1966.
15. Contract Labour (Regulation & Abolition) Act, 1970.
16. Sales Promotion Employees Act, 1976.
17. Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service)
Act, 1979.
18. Dock Workers (Safety, Health & Welfare) Act, 1986.
19. Building & Other Construction Workers (Regulation of Employment & Conditions of
Service) Act, 1996.
20. Building and Other Construction Workers Welfare Cess Act, 1996
21. Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981
22. Dangerous Machines (Regulation) Act, 1983
23. Dock Workers (Regulation of Employment) Act, 1948
24. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997
25. Employment of Manual Scavengers and Construction of Dry Latrines (Prohibition)
Act, 1993
26. Industrial Employment (Standing Orders) Act, 1946
27. Mines and Mineral (Development and Regulation Act, 1957
28. Plantation Labour Act, 1951
29. Private Security Agencies (Regulation) Act, 2005

IV.

Laws related to equality and empowerment of women such as:
30. Maternity Benefit Act, 1961
31. Equal Remuneration Act, 1976.

96


V.

Laws related to deprived and disadvantaged sections of the society such as:
32. Bonded Labour System (Abolition) Act, 1976
33. Child Labour (Prohibition & Regulation) Act, 1986
34. Children (Pledging of Labour) Act, 1933

VI.

Laws related to social security such as:
35. Workmen‟s Compensation Act, 1923.
36. Employees‟ State Insurance Act, 1948.
37. Employees‟ Provident Fund & Miscellaneous Provisions Act, 1952.
38. Payment of Gratuity Act, 1972.
39. Employers‟ Liability Act, 1938
40. Beedi Workers Welfare Cess Act, 1976
41. Beedi Workers Welfare Fund Act, 1976
42. Cine workers Welfare Cess Act, 1981
43. Cine Workers Welfare Fund Act, 1981
44. Fatal Accidents Act, 1855
45. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare
Cess Act, 1976
46. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare Fund
Act, 1976
47. Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
48. Mica Mines Labour Welfare Fund Act, 1946
49. Personal Injuries (Compensation Insurance) Act, 1963
50. Personal Injuries (Emergency Provisions) Act, 1962
97


51. Unorganised Workers‟ Social Security Act, 2008

APPRENTICES ACT, 1961

The main purpose of the Act is to provide practical training to technically qualified
persons in various trades. The objective is promotion of new skilled manpower. The scheme
is also extended to engineers and diploma holders.
The Act applies to areas and industries as notified by Central government. [Section 1(4)].
Scheme of the Act
There are 38 Sections in total and 1 Schedule. This Schedule is about modifications
in the Workmen‟s Compensation Act, 1923 with regard to its application to apprentices
under the Apprentices Act, 1961.
Obligation of Employer


Every employer is under obligation to provide the apprentice with the training in his
trade in accordance with the provisions of this Act and the rules made there under.



If the employer is not himself qualified in the trade, he has to ensure that a person
who possesses the prescribed qualification is placed in charge of the training of the
apprentice.



Every employer has to provide adequate instructional staff, possessing such
qualifications as may be prescribed for imparting practical and theoretical training
and facilities for trade test of apprentices; and



Every employer is under obligation to take apprentices in prescribed ratio of the
skilled workers in his employment in different trades. [Section 11].



In every trade, there will be reserved places for scheduled castes and schedules
tribes. [Section 3A]. Ratio of trade apprentices to workers shall be determined by
Central Government.

98




Employer can engage
minimum.[Section 8(1)].



The employer has to make arrangements for practical training of apprentice [Section
9(1)].



Employer will pay stipends to apprentices at prescribed rates. If the employees are
less than 250, 50% of cost is shared by Government. If employer is employing more
than 250 workers, he has to bear full cost of training.

more

number

of

apprentices

than

prescribed

Obligations of Apprentices
Every trade apprentice undergoing apprenticeship training shall have the following
obligations, namely:


To learn his trade conscientiously and diligently and endeavour to qualify himself as
a skilled craftsman before the expiry of the period of training;



To attend practical and instructional classes regularly;



To carry out all lawful orders of his employer and superiors in the establishments;



To carry out his obligations under the contract of apprenticeship.

In case of graduate or technician apprentice or technician (vocational) apprentice, apart
from the afore stated obligations, the Act imposes further obligation to learn his subject in
Engineering or Technology or Vocational Course. (Section 12)

Who can be an Apprentice

Apprentice should be of minimum age of 14 years and he should satisfy the standard of
education and physical fitness as prescribed. [Section 3].

99


Reservation of training places for scheduled castes

Section 3A provides that in every designated trade, training places shall be reserved
by the employer for the Scheduled Castes and Scheduled Tribes (as defined in clauses (24)
and (25) of Article 366 of the Constitution) and where there is more than one designated
trade in an establishment, such training places shall be reserved on the basis on the total
number of apprentices in all the designated trades in such establishment. The reservation
shall be such as may be prescribed having regard to the population of the Scheduled
Castes and Scheduled Tribes in the State concerned.

Duration of Training

Duration of training period and ratio of apprentices to skilled workers for different
trades has been prescribed in Apprenticeship Rules, 1991. Duration of Apprenticeship may
be from 6 months to 4 years depending on the trade, as prescribed in Rules. Period of
training is determined by National Council for training in Vocational Trades (established by
Government of India)-(Section 6).

Contract with Apprentice

Apprentice appointed has to execute a contract of apprenticeship with employer. The
contract has to be registered with Apprenticeship Adviser. If apprentice is minor, agreement
should be signed by his guardian. [Section 4(1)] Apprentice is entitled to casual leave of 12
days, medical leave of 15 days and extraordinary leave of 10 days in a year.
100


Date of commencement of apprenticeship training

The apprenticeship training shall be deemed to have commenced on the date on
which the contract of apprenticeship has been entered into.

Registration



The employer shall send the contract to the Apprenticeship adviser for registration
within three months of the date on which it was signed (Rule 6).



The contract shall be registered by the Apprenticeship Adviser on being satisfied that
the person described as an apprentice in the said contract is qualified under this Act.



Registration of contract of apprenticeship under Section 4(4) is not a necessary
ingredient of definition of apprentice.

Terms and conditions of contract

The contract may contain such terms and conditions as may be agreed to by the
parties to the contract. In case, the Central Government after consulting the Central
Apprenticeship Council makes any rule varying the terms and conditions of apprenticeship
training of any category of apprentices undergoing such training then the terms and
conditions of every contract relating to that category of apprentices and subsisting
immediately before the making of such rule shall be deemed to have been modified
accordingly.
101


Novation of contract of apprenticeship:

Where an employer is for any reason unable to fulfill his obligations under the
contract and with approval of the Apprenticeship Adviser it is agreed between the employer,
the apprentice or his guardian and any other employer that the apprentice shall be engaged
as an apprentice under the other employer for the unexpired portion of the period of
apprenticeship training, the agreement, on registration with the Apprenticeship Adviser shall
be deemed to be the contract of apprenticeship between the apprentice or his guardian and
other employer. Such contract on and from the date of such registration shall be terminated
with the first employer and no obligation under that contract shall be enforceable(Section 5).

Payment to apprentices

This is a contractual as well as statutory obligation imposed under Section 13 of the
Act that an employer pays to every apprentice during the period of training such stipend at a
rate not less than the prescribed minimum rate and this rate will be specified in the contract.
An employer shall pay such stipend at such intervals and subject to such conditions as may
be prescribed. However, an apprentice shall not be paid on the basis of piece-work nor he
shall take part in any output bonus or other incentive scheme.

102


Termination of contract

The contract of apprenticeship training shall terminate on the expiry of the period of
apprenticeship training. Either party can make application for termination of contract to the
Apprenticeship Adviser and thereafter send a copy of the same to the other party, who on
being satisfied that the parties have failed to carry out the terms and conditions of the
contract and it is desirable in the interests of the parties or any of them to terminate the
contract, shall register the same. However, the employer shall pay the prescribed amount of
compensation to the apprentice where the contract is terminated for failure on the part of the
employer to honour the contract. Where the contract is terminated for failure on the part of
the apprentice, he or his guardian shall refund the cost of the training to the employer.
(Section 7)

Legal Position of Apprentices

An apprentice is not a workman during apprentice training. [Section 18] Provisions of
labour law like Bonus, PF, ESI. Act, gratuity, Industrial Disputes Act etc. are not applicable
to him. However, provisions of Factories Act regarding health, safety and welfare will apply
to him. Apprentice is also entitled to get compensation from employer for employment injury.
[Section 16]. An employer is under no obligation to employ the apprentice after completion
of apprenticeship. [Section 22(1)]. However, in UP State Road Transport Corpn v. UP
Parivahan Nigam Shishukh Berozgar Sangh AIR 1995 SC 1114 = (1995) 2 SCC 1 , it was
103


held that other things being equal, a trained apprentice should be given preference over
direct recruits. It was also held that he need not be sponsored by the employment
exchange. Age bar may also be relaxed, to the extent of training period. The concerned
institute should maintain a list of persons already trained and in between trained
apprentices, preference should be given to those who are senior.

Stipend payable

The minimum rate of stipend payable per month is as follows - (a) Engineering
graduates - Rs 1,970 p.m. for post-institutional training (b) Sandwich course students for
degree examination - Rs 1,400 p.m. (c) diploma holders - Rs 1,400 p.m. for post-institutional
training (d) Sandwich course students for degree examination - Rs 1,140 p.m. (e)
Vocational certificate holder - Rs 1,090 p.m. [w.e.f. May 2001] In case of 4 year training, the
stipend is as follows – first year – Rs 820 pm. Second year – Rs 940 pm. Third year – Rs
1,090 pm. Fourth year – Rs 1,230 pm.

Test and Proficiency certificate

On completion of training, every trade apprentice has to appear for a test conducted
by National Council. If he passes, he gets a certificate of proficiency.

Apprenticeship Adviser

Government is empowered to appoint Apprenticeship Adviser, Dy Apprenticeship
Adviser etc. to supervise the scheme. Various powers have been conferred on them under
the Act.
104


Disputes under contract and settlement thereof

Section 20 of the Act provides that if out of the terms and conditions of the contract
any dispute arises, it will be referred to Apprenticeship Adviser for decision. An appeal can
be preferred by the aggrieved party within 30 days of the communication of the Adviser‟s
decision to the Apprenticeship Council and such appeal shall be heard and determined by
the Committee of that Council appointed for the purpose, and such decision of the
Committee shall be final.

Holding of Test and Grant of Certificate and Conclusion of Training (Section 21)

1. Every trade apprentice who has completed the period of training shall appear for a
test to be conducted by the National Council to determine his proficiency in the
designated trade in which he has undergone his apprenticeship training.
2. Every trade apprentice who passes the test referred to in sub-Section (1) shall be
granted a certificate of proficiency in the trade by the National Council.
3. The progress in apprenticeship training of every graduate or technician apprentice,
technician (vocational) apprentice shall be assessed by the employer from time to
time.
4. Every graduate or technician apprentice or technician (vocational) apprentice, who
completes his apprenticeship training to the satisfaction of the concerned Regional
Board, shall be granted a certificate of proficiency by that Board. (2) Notwithstanding
anything in sub-Section (1), where there is a condition in a contract of apprenticeship
105


shall, after the successful completion of the apprenticeship training, serve the
employer, the employer shall, on such completion, be bound to offer suitable
employment to the apprentice, and the apprentice shall be bound to serve the
employer in that capacity for such period and on such remuneration as may be
specified in the contract: Provided that where such period or remuneration is not, in
the opinion of the Apprenticeship Adviser, reasonable, he may revise such period or
remuneration so as to make it reasonable, and the period or remuneration so revised
shall be deemed to be the period or remuneration agreed to between the apprentice
and the employer.

Offences and Penalties (Section 30)

1. If any employer
a. Engages as an apprentice a person who is not qualified for being so engaged,
b. Fails to carry out the terms and conditions of a contract of apprenticeship, or
c. Contravenes the provisions of this Act relating to the number of apprentices
which he is required to engage under those provisions
He/she shall be punishable with imprisonment for a term which may extend to six months or
with fine or with both.

2. If any employer or any other person
a. Required to furnish any information or return
i. Refuses or neglects to furnish such information or return, or
ii. Furnishes or causes to be furnished any information or return which is
false and which he either knows or believes to be false or does not
believe to be true, or
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