I made this presentation during my Internship at PVR Cinemas Corporate, here I discussed all the important HR policies and some required information about the company.

1. “HR POLICIES”
AT “PVR CINEMAS”
By Ankita Singh

2. Company Overview
PVR Limited
Parent
Company
JV between Priya Exhibitors Private
Limited and Village Roadshow Limited
Category Broadcasting& Cables
Sector Media and Entertainment
Tagline/ Slogan Experience the Difference
USP Most Admired Multiplex Chain

3. STP
Segment
Premium Customers – PVR Gold
Urban – PVR Cinemas
Non metro (Tier 2 and 3 cities) – PVR
Talkies
Target Group
Urban and semi urban middle and
upper middle class audience
Positioning
A commitment to deliver the best
quality cinema viewing Every Where,
Every Time

4. •PVR cinemas, is the largest and the most premium film
entertainment company.
• Company began as a joint venture between Priya Exhibitors
Pvt. Ltd. and Village Roadshow Ltd. in 1995, & began its
commercial operations in June 1997.
• Company is founded by Mr Ajay Bijli, who is the Chairman
and Managing Director.
• Pioneer in Indian multiplex.
• Leadership position in India with approx. 40% share of
Hollywood Box Office and approx. 25% share of Bollywood
Box Office
• 75 million guests, 569 screens, 123 theatres, 48 cities in pan
India.

5. AJAY BIJLI (MD)
• CNBC TV 18 has recently awarded him with Asia Innovator of
the Year award at India Business Leader awards, 2016 (IBLA)
• Images Retail awarded him as Most Admired Retailer of the
year 2016.
• His Mantra, “I was very keen that my company should not
become a MOM and POP operation. I should have a business
that is something I enjoy, and make it scalable.
• He said: looking beyond cinema, company has taken a bold,
new view of the Indian entertainment industry and is in the
process of creating new entertainment formats to take the savvy
Indian audience several notches higher. A new tie–up has been
forged with Thailand's largest provider of premium
entertainment, Major Cineplex Group, to form a new joint
venture which will offer bowling, karaoke and ice–skating in an
exciting new format that also includes cinema.

6. Three pillars of PVR
1. Vision: “The no. 1 exhibition company of India,
recognized & admired all over the world for its unique
qualities in:
• Passion for Movies,
• Customer Services,
• Safety Standards,
• Dazzle & Delight Customers,
• Discovering New Ways &
• Means to Serve Patrons &
•Reach Next Level.”

7. 2. Mission:
“To Dazzle & Delight Patrons by giving the best cinema
experience everywhere, every time.”
3. Values:
• Unblemished character
• Unabated efficiency
• Unlimited belief and passion and energy
• Unrivalled corporate citizen
• Unparalleled customer care
• Uncompromising quality of product
• Unconditional respect for people

8. Employee benefits
• Medical claims
• Provident fund
• Employee’s state insurance corporation
• Travel policy
• Reimbursement scheme
• Zero percent interest loan
• Marriage gifts
• Birthday bash for monthly birthday celebration
• Ticket borne by company(TBC)
• Concession on transaction(COT)

9. HR Processes Practiced By The Firm
• On Boarding Processes
• Employee Training
• Recruitment
• Compliance Management
• Performance Management
• Employee Relation
• KRONOS Management
• ORACLE HRIS Tools Maintenance And Management
• Compensation Management
• Salary Breakage
• Incentives And Increments
• Pay Slips Management
• Full And Final Settlements
• Grievance Management

10. HR Policies
• Mobile Expense Reimbursement Policy
• Attire Policy
• Recruitment And Selection Policy
• Employee Referral Policy
• Attendance And Leave Policy
• Prevention Of Sexual Harassment Policy(POSH)
• Loan And Salary Advance Policy
• Transfer Policy
• Marriage Gift Policy
• Incident Reporting Procedure Policy
• Travel Policy

11. Mobile Expense Reimbursement
Policy
• This policy was came in action on 1st June, 2015 and formed
when company feel, it is hard for employees to stay connected
with each other and they are not able to communicate without
hindrance at that time. But nowadays, mode of communication
get very well advanced, through introducing apps and better
plans by telecom industry and a big thanks to reliance for
introducing jio which make communication easy and free. So,
there is no need of such big amount of mobile expense
reimbursement.
• Solution:
•Corporate Sim
• Lowering down the limits of mobile expense reimbursement
by analysing the job role and specification deeply

12. Attire Policy
• This policy is active since 1st September, 2014, when
company feel that different employees have different choices
of fashion, comfort, smartness and personality. But in
corporate this is not acceptable, there should be parity; no
distinguish due to their dressing sense, equal opportunities to
all employees, so it is required to form a common platform
for all.
•Corporate compose of professionals, so there should be
professionalism in their every move, personality, in a way
they interact, in a way they stand, they deal with problems,
their clothes i.e. their full attire.
•They should be neat and well groomed because employees
are representing our company; they are branding and
marketing our company at all time.

13. Recruitment and Selection Policy
• This policy is the most important policy for the corporate.
This policy came onto the surface when company recognizes
that the employees are keys to their success and earns to
attract and retain staff of the highest calibre. Human
resource is most important tool of the company as all tasks
are performed by humans. Therefore skilful, talented,
knowledgeable employees are required in the company for
the more effectiveness and efficiency of the service provided.
• It is more over good and well executed, but need to improve
its process.

14. Employee Referral Policy
• This policy is related to recruitment and selection policy
and need for this policy is realised when company feel that
good human resources are available within their employees
circle.
•Therefore, this policy is design appropriately for internal
employee referral. Employee referral process is a advance
version of recruitment strategy, which is good for
organisation as it cut down the cost to company.

15. Attendance And Leave Policy
•This policy came into an action on 1st July, 2014 when
company feels that there should be a balance between mind
and body of an employee for the optimum physical and
mental alertness.
•Company believes in automation process of attendance
record therefore; introduce KRONOS system in the
organisation.
•This policy is important for the company to provide the
employees with holidays and leaves to re-energise
themselves and to take care of unexpected exigencies and
illness.

16. Policy on Prevention of Sexual
Harassment (POSH)
•This policy is one of the most important policies in corporate
nowadays, whose latest version released on April, 2012 and the
chairperson of this policy is Ms. Preeti Vermani.
•As company believes all employees, including other persons
who have dealings with the company have the right to be
treated with dignity.
•This policy considers the Supreme Court definition of sexual
harassment, therefore policy is design by taking into
consideration those guidelines.

17. Loan & Salary Advance Policy
• This policy is activated from 01 June, 2015 when company
feels that life can throw unforeseen challenges and
circumstances which require financial soundness to crisis
associated with such events. This policy formed to support
employees with financial help for difficult events that require
a sudden and immediate attention.
• Compliment: This policy is employee oriented which is
good for the organisation.
• Suggestion: Guidelines, eligibility and process all good for
loan but for salary advance which settled in next salary
should be repayable over 4 months. It can decrease the
burden of money crisis for a month over the employee.

18. Transfer policy
•The purpose of this policy is to relocate the employees for
organisational requirements and to provide opportunities to
employees for open position available at different places,
which may enhance the career growth.
•In this policy, process of transfer can be improved. In policy,
reimbursement is more focused but it can be made smoother
by introducing proper steps and reasons for transfer.

19. Incident Reporting Procedure
•This policy is formed when company feels that, it is
necessary to communicate about the unfortunate events or
incidents happened at any site of the company in real time.
•Therefore this policy is published in company to eliminate
the confusion about, whom to report, when to report and how
to report.
•This policy is different from reporting channel, it formed
separately for not to confuse between daily reporting and
incident reporting channel.
•This policy clearly states whom to direct report and who has
to put in carbon copy (cc) in the mail.

20. Marriage Gifts Policy
• This policy is all about to provide some token money in the
form of gift to the employees on their marriage.
• The Objective of this policy is to show happiness and to be
a part of their happiness.
• As this policy is formed on 2012, the pre decided token
money need to revise according to today’s scenario.
• This policy formed for providing the token money in the
form of gifts to the employees of different grades on their
special occasions like their and their dependents marriage
like sister, brother, son and daughter.
• This policy formed to bring uniformity in providing gifts in
marriages of employees.
• The basic purpose of this policy is to increase employee’s
morale.

21. Travel Policy
•This policy is required in organisation for the employees who
have to travel regularly for business exigencies and
requirements.
•It is intent for adequate accommodations for employees who
are required to travel on business purpose.
• This policy is required for the marketing and sales
department as need to travel so randomly.
•This policy provides many kinds of travel entitlement for
outstation travel and local travel on the basis of class of cities.
•It also includes the entitlements for lodging, boarding and
out of pocket expenses on the basis of grades.
•It also includes the entitlements for, local travel, parking and
same day outstation travel.

22. Conclusion
• How much I get to know about HR Policies and understand
them during my internship at PVR Cinemas, I concluded
that PVR Cinemas beautifully design their Human Resource
Policies which are very much employee oriented.
•The satisfaction of employees is above 80% for all HR
Policies.
•Therefore, level of satisfaction of employees towards HR
Policies is high. It leads to the increase in job satisfaction and
motivational level among employees and encourage them.
• There is only very little gap between the level of satisfaction
provided by the company and expectations by employees.