HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN OBSERVATIONAL STUDY

1. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
Assignment Submitted by: Jaspreet Singh
HUMAN RESOURCES PRACTICES AND
POLICIES AT M G CONTRACTORS PVT. LTD.
AN OBSERVATIONAL STUDY

2. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
Contents
1. Abstract:..........................................................................................................................................2
2. Introduction: ...................................................................................................................................2
3. Methodology:..................................................................................................................................2
4. HR Practices and Policies at MGCPL: ..............................................................................................3
A. Leave Policy:................................................................................................................................3
B. Employee Relocation Policy:.......................................................................................................3
C. Working Hours and Dress Code: .................................................................................................4
D. Attendance and Internal Transfers:............................................................................................4
E. Advances Policy and Contingency Pay Advances:.......................................................................5
5. Application of Organizational Behaviour (OB) Models:..................................................................5
A. Maslow's Hierarchy of Needs: ....................................................................................................5
B. Herzberg's Two-Factor Theory:...................................................................................................6
C. Expectancy Theory:.....................................................................................................................6
6. Perception and Employee Behaviour at MGCPL:............................................................................7
7. Impact of HR Practices on Organizational Performance:................................................................7
8. Conclusion:......................................................................................................................................7
9. References: .....................................................................................................................................7

3. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
1. Abstract:
This paper presents an observational study conducted at M G CONTRACTORS PVT. LTD.
to explore and analyse its Human Resources (HR) practices and policies. The study focuses
on the company's leave policy, employee relocation policy, working hours, dress code,
attendance, internal transfers, separation process, advances policy, and contingency pay
advances. Additionally, the paper examines the application of Organizational Behaviour (OB)
models within MGCPL and the role of perception in shaping employee behaviour. The
observations shed light on the effectiveness of HR practices in fostering a positive work
environment and their impact on organizational performance. The paper aims to provide
valuable insights into MGCPL HR practices and their alignment with OB models to promote
employee engagement and productivity.
2. Introduction:
Effective HR practices are critical for organizational success as they impact employee
satisfaction, productivity, and retention. M G Contractors Pvt. Ltd. recognizes the significance
of nurturing a positive work culture and employee well-being. MGCPL was founded in 1997
and focuses on giving the government sector high-quality General road and bridge
construction, Steel Fabrication, various Railway projects and maintenance services. MGCPL
management has commitment to implementation in its work and the various policies which
will be followed during the execution of the work are been introduced and followed such as
follows;
I. HR policies;
II. The environment social health & safety policies;
III. HIV aids policy;
IV. Work place policy on covid-19;
V. Prohibition of child and forced labour;
VI. Drug & alcohol policy.
This paper aims to explore and analyse the HR practices and policies at MGCPL and
their impact on employee behaviour and organizational performance.
3. Methodology:
As an employee of M G CONTRACTORS PVT. LTD., working at the regional office in Rohini
Sector-3, New Delhi-110085, I have been actively involved in conducting site visits and record
the progress of the work and have interaction with the employees. The focus of this study is
to experience the Human Resources Practices and to assess the overall experience of
employees at these sites.
The methodology employed in this study includes several key components. Firstly, I
have been regularly visiting the sites to observe and record their progress, as well as to
interact with HR personnel and other employees. These site visits have provided valuable
insights into the day-to-day operations and challenges faced by the workforce.

4. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
Secondly, I have conducted surveys administered to employees at different levels within
the organization during my site visits. Gathering feedback and opinions on various aspects
such as working conditions, HR policies, and overall job satisfaction. By collecting data directly
from the employees, the study aims to gain a deeper understanding of their experiences and
sentiments.
Additionally, I have extensively reviewed HR policy documents, company materials, and
other relevant documents to gain a comprehensive understanding of the company's practices
and procedures.
4. HR Practices and Policies at MGCPL:
A. Leave Policy:
MGCPL leave policy is designed to strike a balance between employee needs and the
company's operational requirements. The policy recognizes the importance of proper leave
management in ensuring business continuity and employee well-being. By providing
guidelines for different types of leaves (casual leave, earned leave, maternity leave, paternity
leave, etc.), the policy ensures clarity and consistency in the leave approval process.
The emphasis on applying for leave in advance through the HRMS tool facilitates better
planning and enables the organization to manage resources efficiently. The provision for
casual leave, earned leave, and compensatory off demonstrates MGCPL commitment to
work-life balance and employee satisfaction. Furthermore, the policy's focus on regular
communication during prolonged illness or absence helps maintain transparency and support
for employees facing health challenges.
Impact on Employee Behaviour: The leave policy fosters a sense of responsibility and
accountability among employees. By encouraging proactive leave planning, it minimizes last-
minute disruptions and ensures smooth workflow continuity. Employees feel empowered to
manage their time effectively, leading to increased job satisfaction and reduced stress levels.
Impact on Organizational Performance: A well-defined leave policy helps maintain
productivity levels even during employee absences. By preventing unauthorized and
unapproved leaves, the policy mitigates any negative impact on team productivity and project
deadlines. Moreover, the provision for paid leave encourages employees to take time off
when needed, leading to reduced burnout and increased productivity upon their return.
B. Employee Relocation Policy:
MGCPL employee relocation policy exemplifies the company's commitment to
supporting employees during transfers and relocations. The provision for hotel stays and
travel reimbursements during the relocation process demonstrates the organization's
willingness to ease the transition for employees and their families. Additionally, the policy's
emphasis on approval from top management ensures that relocation decisions align with
strategic business objectives.

5. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
Impact on Employee Behaviour: The employee relocation policy promotes a sense of
security and support among employees when facing a transfer. Knowing that the company
provides assistance during relocation reduces employees' anxiety and encourages them to
accept new opportunities within the organization.
Impact on Organizational Performance: A relocation policy that supports employees
during transfers can enhance talent mobility and strengthen workforce diversity. Employees
are more likely to accept new assignments and geographical mobility, leading to better
utilization of talent and expertise across different locations. This can positively impact the
company's operational efficiency and competitiveness.
C. Working Hours and Dress Code:
MGCPL approach to working hours strikes a balance between meeting customer
requirements and providing flexibility to employees. The company's decision to adopt formal
attire during weekdays and smart casuals on Saturdays reflects a focus on professionalism
while allowing employees to feel comfortable on weekends.
Impact on Employee Behaviour: By providing flexibility in working hours and allowing
for smart casuals on weekends, MGCPL promotes a positive work culture and employee
satisfaction. Employees feel trusted to manage their time effectively and have the freedom
to dress comfortably on weekends, which can contribute to higher morale and job
satisfaction.
Impact on Organizational Performance: A flexible approach to working hours can
enhance employee productivity and engagement. When employees have the autonomy to
manage their time, they are more likely to strike a work-life balance, leading to reduced
absenteeism and increased productivity. Additionally, a relaxed dress code on Saturdays can
contribute to a more relaxed and creative work environment, fostering innovation and
collaboration.
D. Attendance and Internal Transfers:
MGCPL emphasis on attendance and punctuality reflects the company's commitment
to discipline and accountability. Internal transfers are subject to justification and approval
from HR and higher management, ensuring smooth transitions and talent retention.
Impact on Employee Behaviour: The emphasis on attendance and punctuality instills a
sense of responsibility and professionalism among employees. They understand the
importance of being present and on time, which fosters a culture of accountability and
discipline within the organization. Furthermore, the transparent process for internal transfers
promotes open communication and trust among employees.
Impact on Organizational Performance: A culture of punctuality and accountability can
positively impact organizational efficiency and productivity. When employees are present and
punctual, project timelines are more likely to be met, and customer expectations are better

6. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
fulfilled. Moreover,a transparent internal transfer process can enhance employee morale and
loyalty, reducing turnover and retaining valuable talent.
E. Advances Policy and Contingency Pay Advances:
MGCPL advances policy provides short-term loans to employees facing emergencies,
reflecting the company's commitment to employee welfare. Contingency pay advances
require justification and limited frequency to promote responsible usage.
Impact on Employee Behaviour: The availability of contingency pay advances in times
of emergencies demonstrates MGCPL concern for employee well-being. This can positively
impact employee loyalty and morale, as employees feel supported and valued by the
organization during challenging times.
Impact on Organizational Performance: The provision of contingency pay advances can
help mitigate financial stress for employees, leading to reduced absenteeism and higher focus
on work. By addressing employees' immediate needs, the policy can contribute to improved
productivity and overall employee well-being.
5. Application of Organizational Behaviour (OB) Models:
A. Maslow's Hierarchy of Needs:
MGCPL HR practices align with Maslow's Hierarchy of Needs by addressing employees'
basic physiological and safety needs. Through fair compensation, a safe working environment,
and clear communication, MGCPL creates a foundation of trust and security for employees.
This fosters a positive work environment where employees can focus on higher-order needs
such as Physiological Needs, Safety, Love and Belongings, Esteem, and self-actualization.

7. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
B. Herzberg's Two-Factor Theory:
MGCPL emphasis on both Hygiene Factors (e.g., Supervision, Security, Status, Salary,
Working Conditions, Physical Workspace, Company Policies and relationship with Peers
working conditions, job security) and Motivating Factors (e.g. Growth opportunities, Job
advancement, The work itself, Recognition and Achievement) reflects the company's
understanding of Herzberg's Two-Factor Theory. By providing a conducive work environment
and opportunities for personal and professional growth, MGCPL seeks to enhance job
satisfaction and motivation among employees.
C. Expectancy Theory:
MGCPL aligns individual and organizational goals by linking performance with rewards,
which reflects the principles of Expectancy Theory. Employees understand that their efforts
and contributions will be recognized and rewarded, creating a positive expectancy for
increased effort and performance.

8. HUMAN RESOURCES PRACTICES AND POLICIES AT M G CONTRACTORS PVT. LTD. AN
OBSERVATIONAL STUDY
6. Perception and Employee Behaviour at MGCPL:
MGCPL actively manages employee perceptions through transparent communication,
fair treatment, and inclusive decision-making. The company's commitment to employee
welfare and well-defined HR policies contributes to positive perceptions among employees.
Employees perceive MGCPL as a caring and supportive employer, leading to higher levels of
job satisfaction and engagement.
7. Impact of HR Practices on Organizational Performance:
The effective HR practices observed at MGCPL play a significant role in shaping a
positive work environment and fostering employee satisfaction and productivity. By
promoting work-life balance, providing support during relocations, and addressing employee
needs, MGCPL creates an environment conducive to employee well-being and performance.
8. Conclusion:
MGCPL HR practices and policies demonstrate a strategic approach to managing its
workforce. The company's emphasis on employee welfare, talent mobility, and work-life
balance contributes to a positive work culture and organizational performance. The
integration of OB models further enhances the effectiveness of HR practices in motivating and
engaging employees. The observations from this study provide valuable insights for
continuous improvement and development of HR initiatives at M G CONTRACTORS PVT. LTD.,
contributing to its sustained success in the competitive market.
9. References:
1. M G CONTRACTORS PVT. LTD. Company Overview. Retrieved from
http://www.mgcpl.com/about
2. Project Director: Mr. Satish Kumar Mittal.
3. Company HR Manager at Head Office: Mr. Jatinder Kumar.
4. Site Data and Review: Mr. Pradeep Kumar, Senior HR and Account Manager,
HORC Site.