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1. [Pickthe date] [HR MANNUAL REPORT]
REPORT ON HR
MANNUAL OF
RCF
MBA (30) A

2. HR Manual Report
RCF Page 1
International Islamic
University Islamabad
(Faculty of Management Sciences)
SUBMITTED TO: PROF. M .Awais Ijaz khan
GROUP MEMBERS: REGISTRATION NO:
M.Badar-ud-Duja 6230-FMS/MBA/F13
Muhammad Wasim 6256-FMS/MBA/F13
Sehree Mumtaz 6253-FMS/MBA/F13

3. HR Manual Report
RCF Page 2
Contents
ACKNOWLEDGEMENT:.................................................................................................................. 3
INTRODUCTION:........................................................................................................................... 4
BRIEF ON RASHTRIYA CHEMICALS & FERTILIZERS LIMITED (RCF):..................................................... 4
MISSION STATEMENT................................................................................................................ 4
VISION STATEMENT .................................................................................................................. 4
IMPORTANCE OF HRMIN RCF: ......................................................................................................5
ANALYSIS OF HR MANUAL OF RCF: ................................................................................................ 5
RECRUITEMNET: ....................................................................................................................... 5
PAY SCALE:............................................................................................................................... 6
PROMOTION POLICY:................................................................................................................ 6
RESERVATION POLICIES:............................................................................................................ 6
PERFORAMNCE APPRASIALS:.....................................................................................................6
TRANFERS:............................................................................................................................... 7
SEPARATIONS:.......................................................................................................................... 7
LEAVE RULES: ........................................................................................................................... 7
MEDICAL ATTENDENCE AND TREATMENT RULES:.......................................................................8
EMPLOYEE PARTICIPATION AND GRVINANCE REDRESSAL:........................................................... 8
INDUSTRIAL RELATIONS: ...........................................................................................................8
DSICIPLINARY ACTIONS: ............................................................................................................ 8
SOCIAL SECURITY SCHEMES: ......................................................................................................9
LEAVE BANK SCHEME................................................................................................................ 9
SALARY,ALLOWANCE, WELFARE SCHEMES AND OTHER BENEFITS:.............................................. 9
AUDIT OF HR DISCIPLINE: ........................................................................................................ 10
CONCLUSION:............................................................................................................................. 11

4. HR Manual Report
RCF Page 3
ACKNOWLEDGEMENT:
First of all, we thanks to Allah, the almighty, for giving us the strength and will
to do work on this project.
We take this opportunity to express our profound gratitude and deep regards to
our respectable teacher “Sir Muhammad Awais Ijaz Khan” for his
exemplary guidance, monitoring and constant encouragement throughout the
courseof semester . The encouragement and guidance given by him will help us
in future life of study.
We also like to pay gratitude to our group members (M. Badar-ud-Duja,
Muhammad Wasim & Sehree Mumtaz) for their constant encouragement and
participation without which this project would not be possible.

5. HR Manual Report
RCF Page 4
INTRODUCTION:
We were given a project to analyze the Human Resource (HR) Manual of a company.
We analyze the HR Manual of an Indian company. We select “Rashtriya Chemicals &
Fertilizers Limited Company”
We study the complete HR manual of “Rashtriya Chemicals & Fertilizers Limited
Company”.
After this we made a report which shows that how Rashtriya Chemicals & Fertilizers
Limited company running their organization and playing vital role in the developing of
agriculture and chemical industry.
BRIEF ON RASHTRIYA CHEMICALS & FERTILIZERS LIMITED
(RCF):
Rashtriya Chemicals & Fertilizers Limited is a public limited company of India. It is a
leading fertilizer and chemical manufacturing company with about 80% of its equity held by
the Government of India. It manufactures Urea and Complex fertilizers (NPK) along with a
wide range of Industrial Chemicals. They believe that human resource is an important and
precious asset of an organization.
RCF have countrywide marketing network in all major states. Besides Urea and
Complex fertilizers, RCF also produces bio-fertilizers, micronutrients and 100% water
soluble fertilizers. Apart from these products, RCF produces almost twenty industrial
chemicals that are important for the manufacture of dyes, solvents, leather, pharmaceuticals
and a host of other industries.
MISSION STATEMENT
"Exponential growth through business excellence with focus on maximising stakeholder
value by manufacturing and selling fertilizers and chemicals in a reliable, ethical and socially
responsible manner".
VISION STATEMENT
"To be a world class corporate in the field of fertilizers and chemicals with dominant position
in Indian market, ensuring optimal utilisation of resources, taking due care of environment
and maximising value of stake holders".

6. HR Manual Report
RCF Page 5
IMPORTANCE OF HRM IN RCF:
Human Resource Management (HRM) is of paramount importance to our
organization. Continuous grooming of employees provides them with empowerment and
motivation to achieve excellence. Our HRM department has established Training Institute &
Corporate Management Development Centre (CMDC) for this purpose. The HRM Training
Institute at Trombay was inaugurated on 25th August 1967. CMDC was established
in 1978. The Training Institute at Thal, Dist. Raigad, Maharashtra State; was established
in 1980.
Over the years the Training Institute, Trombay has evolved as one of the State of the
Art Training Institutes which not only imparts training to in-house trainees but also to the
organizations within and outside India. The Training Institute has been accredited ISO
9001:2008 for quality training.
With continuous up-gradation of training facilities and equipment as required due to
technological changes/up-gradation of plant processes, the Training institute has now
developed into a full-fledged modern training complex and is recognized as one of the best
training establishments in the country.
ANALYSIS OF HR MANUAL OF RCF:
We analyse the HR manual of RCF and we see that HR Manual of RCF was efficiently and
well prepared. It was covering all aspects of Management system of company. The HR
Manual of company somehow comes up to the international level of Manual preparing
criteria.
Here we will analyse the all steps of HR Manual of RCF.
RECRUITEMNET:
The recruitment system of RCF is properly maintained and prepared.
They are applying their recruitment process very well in new recruitments.
The process of their recruitment contains seven (7) steps, these steps are as follows:
 Identifying the vacancy
 Preparing the job description and person specification.
 Advertising the vacancy
 Managing the response
 Short-listing and identifying the prospective employees
 Arranging Interviews of the selected candidates
 Conducting the interview and decision making

7. HR Manual Report
RCF Page 6
In Sources of Recruitment they have mentioned each and every criteria that includes inside
sourcing of candidates and also outside sourcing of candidates. The sources which they use
are departmental souring, apprenticeship, direct recruitment, references, and also approval of
competent authority.
PAY SCALE:
RCF HR Department has the capability of maintaining proper record of pay
scale. They have prepared pay scale for Officer Grade and Non-Officer Grade separately.
They have assigned them Officer Grades (E0-E9) & Non-Officers (A0-A13) and also
mentioned their basic pay.
PROMOTION POLICY:
RCF has clearly described the promotion policies, on these
policies employees gets promotions. They have written in HR manual that the employees will
get promotion only when there are vacant seats in company and only on merit. They also
mentioned the suitability and specifications for promotions i.e. Education, Experience, Skill.
Pay scale for the new hiring is also given. Furthermore they are also maintaining the
procedure of promotion of officers and their respective grades also.
For non-promoting a junior employee they have also given reasons and justifications for it.
RESERVATION POLICIES:
RCF is following the typical Quota System which exploits the
rights of potential candidates. This Quota System results incapable personals to hire, who
have no knowledge and skills as per job requirement. The government implement his
instructions on company which is harmful to the capable candidates and results in Brain
Drain.
PERFORAMNCE APPRASIALS:
Performance appraisals system of RCF is very good.
The appraiser and appraise himself prepares the major KPA’s (Key Performance Areas) on
which they have to concentrate and implement. They follow up the performance appraisals
system periodically in a year.
They have prepared a performance table in which scoring of all employees are
recorded. Employees with good performance will be sent to seniors CEs and low
performance employees will not be sent to the Seniors CEs.
Evaluation system consists of 15 attributes and each attribute carry 1-10 point scale
and carry 150 maximum marks.

8. HR Manual Report
RCF Page 7
TRANFERS:
An employee can be transferred from one department to another department,
location and unit. It can be Request Transfer, Lateral Transfer and Administrative
Transfer. A person can be transferred on the basis of seniority by transferring him by the
administration or he himself can request for the transfer.
If administration transfers the employee the company will pay the all of transportation
charges, any cost incurred during transfer the company will bear all of expenses.
They have also mentioned the time and days for transfer. The company will give him leave
for migration timing.
SEPARATIONS:
RCF has clearly mentioned that the person will get retired from company
when he will reached the age of 60 years. An employee who wants to leave the company he
can leave the company but with approval of Management of HR. In case of normal worker he
has to inform the company one month before leaving the job and in case of officer he has to
inform the company three month before leaving the job.
If an officer at the age of 50 feels that he is not fit to do the job he can leave the job after the
committee examines him and declared him medically unfit for that job.
Company has the right to terminate the employee at any time it feels to terminate.
LEAVE RULES:
RCF has properly prepared the leave rules which include all the types of
leaves. The company has divided these leaves in to different categories which are:
 Casual Leave
 Special Casual Leave
 Earned Leave
 Half Pay Leave
 Maternity Leave
 Special Leave
 Extra Ordinary Leave Without Pay
 Study Leave
 Quarantine Leave
 Special Leave For Accident on Duty
 Paid Holiday on Account of Election
The company has not given leaves to the male employees in case of maternity of their wives.
Because they have to look after their wives but company doesn’t grant them any leaves for
this.
RCF has also mentioned the competent authorities who are capable of sanctioning leave to
the employees.

9. HR Manual Report
RCF Page 8
MEDICAL ATTENDENCE AND TREATMENT RULES:
The company goes
through a complete medical check-up of all of his employees while hiring them and also ask
them to get a medical check-up once in a year. Which is very good because when they will
hire a healthy employee he will be good for organizations and will not asks for leaves.
RCF also give free medical treatments to the sisters and brothers of employees if he is non-
married. And to her spouse and children if he is married.
EMPLOYEE PARTICIPATION AND GRVINANCE REDRESSAL:
The employees
who have any complaint about the company and his job duty and responsibilities he can give
an application about the dissatisfaction of his work. The company will look in to his request
and asks HR department to find that if the problem really prevails there or not.
The employee can also give suggestions to management about the working activities and to
establish cordial relations between management and workers. They can give suggestions to
overcome such problems.
Kaizen is also a good technique of company which means to make immediate small
improvements in the processes that are for long term period.
INDUSTRIAL RELATIONS:
RCF is giving most importance to employee relations. In
industrial relations the employee and an employer comes up with a relationship. Main aspects
of industrial relations are focusing on labour management relations, existence of strong and
reasonable trade union, maintaining peace and avoidance of industrial strive through joint
management.
The executives of industry are the main persons to control and maintain the industry healthy
environment. The management solves the problems of employees across the table.
The officers of RCF have a registered union related with their problems.
DSICIPLINARY ACTIONS:
The RCF is clear about discipline. The company takes
prompt action against the employees who are involved in the activities that are against the
code of conduct of company. They make sure that principle of justice, equity and fair play are
exercised in the company. If charge sheet is issued against any employee he will be given fair
chance and reasonable time to defend their position. If the employee is not able to defend his
position then he has to leave the organization.
If the non-officer employee found guilty of such unlawful activities then some kinds of
penalties are imposed on him are:

10. HR Manual Report
RCF Page 9
 Fine
 Stoppage of Increment
 Demotion
 Suspension for 4 Days
 Dismissal
The officers and non-officers who are found guilty they can appeal against the penalty
imposed on them. The officers are imposed with major and minor penalties.
SOCIAL SECURITY SCHEMES:
The RCF grants Payment of Gratuity, Provident
Fund, Employee Pension Scheme, Superannuation Scheme, Retirement Pension, Short
Service Pension, and Employees’ Family Pension Scheme. The RCF provides different types
of pension’s scheme to its employees and working for their betterment. The employees of
RCF get different types of pensions schemes. In case of accident the employee will get the
damages in shape of amount.
Death Benevolent Scheme is another initiative of company in this company takes a nominal
amount from its all enrolled employees and paid a lump sum amount to the employee’s
family.
In case of death of employee in service the RCF will pay him the 20 times of the Basic
Salary. The company pays also funeral expenses if employee died during working hours.
LEAVE BANK SCHEME
The RCF has an excellent service for its employees who
suffer from serious and prolonged illness which may be prevent from their duties. Therefore
the company has introduced the Leave Bank Scheme for its employees.
SALARY, ALLOWANCE, WELFARE SCHEMES AND OTHER BENEFITS:
The RCF has all policies about the Basic Pay and Increment which is annually increased with
the percentage of 3 %. The Payroll Department of HR prepares salary for the employees that
include Dearness Allowance, House Rent Allowance, Reimbursement Allowance, Uniform
Allowance, Shift Allowance, Canteen Coupons, Performance Related Payments (PRP), and
Pay Fixation on Promotion.
The RCF gives cash incentives to employees on typing Hindi Language, Higher
Qualification.
The RCF gives other welfare incentives to employees i.e. Townships, Sports Club Facility,
Education Facility, Long Service Award, Workers Education Scheme, Employees
Cooperative Society.

11. HR Manual Report
RCF Page 10
AUDIT OF HR DISCIPLINE:
Rashtriya Chemicals & Fertilizers Ltd. has implemented
EMS in compliance with ISO-14001 in the year 2000.OHSMS in compliance with OHSAS
18001 in the year 2005 & QMS in compliance with ISO-9001. Since year 2006 we have
upgraded our management systems as per revision in standards from time to time. The
following three management systems have been integrated in common
IMS- System.
The RCF maintains the record of Internal and External Audit.
The HR Department is providing the facilities of HR from recruitment of employees till their
retirement. The RCF recruits within 6 months of advertisement at all India level and after 4
months of advertisement for local recruiting.
The company follows the Domestic and International Labour Laws Acts which are:
 Apprentice Act ,1961
 Bombay Labour Welfare Fund Act, 1953
 Building and Other Construction, 1996
 Contract Labour (R&A) Act, 1970
 Child Labour Act, 1986
 Employers Guide to Labour Laws
 Employees Provident Funds and Miscellaneous Provision Act,195 &
Employees Pension Scheme, 1995
 Employees State Insurance Act, 1948
 Employment Exchange (Compulsory notification of Vacancies) Act, 1959
 Factories Act with Mah. Rules, 1948
 Industrial Dispute Act, 1947
 Industrial Employment (S.O) Act, 1946
 Inter State Migrant Workmen Act, 1979
 Maharashtra Mathadi , Hamal and Other Manual workers (Regulation of
employment & Welfare ) Act, 1969
 Maharashtra Pvt. Security Guards( Regulations of Employment & Welfare ) Act,
1981
 Maharashtra Workmen’s House- Rent Allowance Act
 Maternity Benefit Act, 1961
 Minimum Wages Act, 1948
 M.R.T.U. & P.U.L.P. Act
 Payment of Bonus Act, 1965
 Payment of Gratuity Act, 1972
 Payment of Wages Act, 1936
 Private Security Agencies Act, 2005
 Trade Unions Act, 1926
 Weekly Holidays Act, 1942
 Workmen’s Compensation Act, 1923

12. HR Manual Report
RCF Page 11
CONCLUSION:
HR department of organization is the life-blood of every organization an organization cannot
survive without HR. From above discussion we conclude that RCF made good HR Manual.
They made this manual as multi-national companies made. In this manual they have
mentioned each and every rule for their employees. We studied that they have number of
positive points and have negative points also. The major drawback that we analyse they have
quota system and they did not mentioned maternity leave for their male employees. The
quota system results to hire employees not according their J.S & J.D. They did not clearly
mention the training method of their employees. The HR Department is providing the
facilities of HR from recruitment of employees till their retirement. Kaizen is also a good
technique of company which means to make immediate small improvements in the processes
that are for long term period. If they concentrate on their weaknesses then they can improve
their overall performance.