A

SUMMER INTERNSHIP PROJECT REPORT

ON

“A STUDY ON WORKING OF H.R. FUNCTION “

AT

GRASIM INDUSTRIES LIMITED (UNIT – INDIAN RAYON)

PREPARED BY:

PRIYA MAHESHWARI

B.B.A SEM. - 2

ROLL NO. : 126

BATCH 2018 - 2021

SBMITTED TO:

GLSIBA FACULTY OF BUSINESS ADMINISTRATION

UNDER THE GUIDENCE OF:

MR. ANKUSH SHARMA, MR. J.V. DAVE

 PREFACE
The golden opportunity for any management student is to know about the actual managerial
work of any industry. “Practice makes man perfect “. In this perspective it is the necessity of
practical training for every BBA student and to expand the deep sense of practical management
work.

The aim and purpose behind this industrial training is to lead the students to get more
efficiently skills and knowledge of real managerial work/practices which may help them to
become a successful manager.

Management field is like a coin. It has two sides one is theoretical and another is practical
management approach. Both are very necessary aspects to learn for management students. As
a part of practical approach, industrial training is very important for the management students.

In our college , for all B.B.A . students the summer internship project is 30 days and project
report work is compulsory to undergo as a part of study during summer vacation after
completion of 2nd semester.

As summer trainee I have visited Grasim industries ltd. (A unit – Indian Rayon) Veraval, Gujarat.
It was great opportunity for me to explore such a big and vibrant company. And I tried my level
best to make this training most successful. I got very cordial support from all the employees of
H.R Function who shared their work experience with me , as such a way this training period has
become a precious reminiscence for me.
 ACKNOWLEDGEMENT

It was a great pleasure at “GRASIM INDUSTRIES LTD. A STUDY ON H.R FUNCTION ( A UNIT OF
INDIAN RAYON ) , VERAVAL GUJARAT.” I take this opportunity to extend my gratitude towards
all those who have directly or indirectly help me for their valuable contribution and guidance.

I find obligatory in my part to express my gratitude and thankfulness to Indian rayon who gave
me permission of getting taining for 30 days under Mr. Ankush Sharma ( H.R.D.). I am really
thankful to Mr. Ankush Sharma who encouraged me to carry forward my work smoothly and
there is to help and guide me through whole project.

I express my gratitude to Mr. J.D. Dave ( libarian) for providing me various useful reading
resources .

At last to my family for educating me, for unconditional support, blessings and encouragement.
Kumar Mangalam Birla , born on 14th June,1967 is the chairman of the ADITYA Birla Group. This
group is 3rd largest business house in India. Kumar Mangalam belongs to the 4th generation of
Birla family belonging to Rajasthan, one of the cultural states of India. Kumar childhood was
spent in Kolkata and Mumbai.

After his B.COM frpm University ofBombay and CA from ICAI, he went to London for an MBA
Degree from London Business School.
 DECLARATION

I hereby declare that the project work entitled “ A STUDY ON WORKING OF H.R.D. – GRASIM
INDUSTRIES LTD. , A UNIT OF INDIAN RAYON , VERAVAL AT GUJARAT. “ Submitted by me to
GLSIBA Faculty of Business Administration, is a record of an original work done by me under the
guidance of MR. Ankush Sharma (H.R. Deputy Manager).

The information submitted herein is true and original to the best of my knowledge, This work
has not been undertaken or submitted elsewhere in connection with any other academic
course.

Place : Veraval

Priya Maheshwari

BBA ( Sem. II)

November 14 1943 – October 1, 1995

A formidable force in Indian history, Mr. Aditya Vikram Birla dared to dream of setting up a
global business empire at the age of 24. He was the first to put Indian business on the world
map, as far back as 1969, long for globalization becomes a buzzword in India. The Aditya Birla
group, epitomizing the philosophy of its legendry leader – late Aditya Vikram Birla one man
who made a difference.

Rock solid in fundamentals. Nurturing a culture where success does not come in the way of the
need to keep learning afresh, to keep innovating, to keep experimenting. Transcending the
conventional barriers to send out the message that it cares.
OVERVIEW OF THE
INDUSTRY
 Selection of Location

There was no regional advancement before the establishment of the factory. Veraval region
was very much backward in terms of industrial activities. People over here were also socially as
well economically backward. So the government decided to develop the area with the
establishment of factory. For this the land cost guarantees various activities other incentives
like smooth supplement of the water and electricity were also provided up to 1979.

From 1979 the company has established its own power plant and water supplement from
government is still continued but the company has to pay the water charges as per government
rule.
 VISION, MSSION, AND POLICY

VISION

To be leading customer focused VFY business that deliver premium products globally through innovative
and sustainable processes.

To become world class Chlor Alkali plant with specific focus on value creation for shareholders,
customers, employees, and society.

MISSION

To produce premium products in viscose. Filament yarn to meet the expectations of customers.

To achieve minimum cost of production through innovation, energy conversation, development and
involvement of all stakeholders.

COMPANY POLICY

Aditya Birla is committed to be customer focused while taking care of all shareholders. It also commit to
abide by statutory and other applicable requirements and ensuring continual and sustainable
improvement in all spares f activities. They will adopt excellence in manufacturing practices and
maintain high morale of employees.

It achieve by:

 Producing premium products to meet customers’ expectations globally.

 Adopting energy and eco – efficient technology to conserve natural resources and maintain
pollution free environment.
 Preventing injuries and ill health cases by adopting safe work practices and healthy work
environment
 Respecting employees rights and providing awareness training to all concerned persons
including contractors and sub-contractors
 Communicating with public for safety, environment protection and energy conservation.
 Providing necessary resources and information to achieve objects and targets.
 VALUES WE VALUE…

INTEGRITY – Acting and taking decision in a manner that is fair and honest following the
highest standard of profession and being recognized for doing so. Integrity for us means not
only financial and intellectual integrity, but encompasses all other forms as generally
understood.

COMMITMENT – On the foundation of integrity , doing all that is needed to deliver value to all
stakeholder. In the process, being accountable for our own action and decision, those of our
team and those in the part of organization for which we are responsible.

PASSION – An energetic intuitive zeal that arise from emotional engagement with the
organization that make work joyful and inspire each job on to give his or her best. A voluntary,
spontaneous and relatedness pursuit of goal and objective with high level of energy and
enthusiasm.

SEAMLESSNESS – Thinking and working together across functional group, business and
geographic. Leveraging diverse competence and perspectives to gather the benefit of synergy
while promoting organization unity through sharing and collaborative effort.

SPEED – Responding to internal and external customer with the sense of urgency continuously
striving to finish before deadlines and choosing the best rhythm to optimize organizational
efficiency.
 UNIT PROFILE

The foundation stone of Indian Rayon was laid by Late Sh. Lal Bahadur Shashtri, the second
Prime Minister of independent India in the year 1959 and the commercial production was
started in 1963 with the capacity of 4.0 TPD in Pot Spun Yarn (PSY). Thee plant was overtaken
by Aditya Birla Group in year 1966. Since then, there is no looking back and Business has
continuously grown in last five decades and expanded its capacity from 4.0 TPD from 56.9 TPD
COMPRISING OF 43.9 TPD of Pot Spun Yarn (PSY) , 5.5 TPD of Continuous Spun Yarn (CSY) and
8.8 TPD of Spool Spun Yarn(SSY).

The Business has BACKWARD INTEGRATION OF 34.5 MW captive Power Plant and 250 TPD
Caustic Chlorine plant (which falls under the Chlor- Alkali SBU).

FUTURE PLANS :

Future plans upto 2019 is to utilize available capacities of SSY plant.

PSY 43.9 TPD

CSY 4.2 TPD

SSY 13.5 TPD

61.5 TPD
 PRODUCTS AND MARKET

Product Manufacturing Capacity

 Viscose Filament Yarn

Pot Spun Yarn - 43.9 TPD
Continuous Spun Yarn - 4.2 TPD
Spool Spun Yarn - 8.8 TPD
 Sodium Sulphate - 32 TPD
 Sulphuric Acid - 100 TPD
 Carbon di Sulphide - 27 TPD
 Caustic Soda Lye - 250 TPD
 Caustic Soda Flakes - 145 TPD
 Chlorine - 221 TPD
 Hydro Chloric Acid - 30 TPD
 Compressed Hydrogen - 1500 NM/ Day

VFY PRODUCT SPECTRUM :

The product offers a wide product spectrum of 20 to 1800 deniers, infinishes of bright,
dull and in a variety of more than 500 shades.

NEW PRODUCTS :

 Embriodery Yarn
 Fabrics
 Flat Yarn
 Twisted Yarn

END USE OF VFY:

VFY is used to produce Georgette, Brasso Velvet , Sarees, upholstery, embroidery, and
fabrics.
MAJOR DOMESTRIC COMPETITORS :

MAJOR DOMESTIC COMPETITORS :

Our major competitors are Century Rayon, Kesoram Rayon.

VFY EXPORTS :

20% of our total VFY production is expoeted to the following countries :

Italy, Spain, Syria, Japan, China, Morocco, Mexico, USA, UK, Canada, Taiwan, Australia,.

This occupied 48% share in the total VFY export from India.
FUNCTIONAL AREA
HUMAN RESORCE DEPARTMENT

Human resource management (HRM) refers to the policies and practices involved in carrying
out human resource (HR) aspects of the management positions including human resource
planning, job analysis, recruitment, selection, orientation, compensation, performance
appraisal, training and development and labor relations. HRM is composed of policies,
practices and system that influence employee’s behaviour, attitude and performance.

Human resource management practices have change dramatically during last two decades
owning to globalisation, privatisation, competition, and technological, advancement. These
highly turbulent environment have forced organization to adopt new workplace practices that
enhance sustained level of high performance. Human resource mnagement practice underlines
the importance of job satisfaction of employees.
HUMAN DEPARTMENT

VICE
PRESIDENT

EMPLOYEE PF/LABOUR
HRD TIME PAYROLL WELFARE
RELATION CELL

GENERAL GENERAL
MANAGER MANAGER

DEPUTY & DEPUTY &

ASST. ASST.
MANAGER MANAGER

OFFICERS OFFICERS
 HR POLICIES

1. LEAVES :

Casual leave 8
Privilege leave 30
Sick leave 12

2. TIME KEEPING :

4 shifts – General shift – 8:30a.m. – 5:30p.m.

1- A shift - 6:00a.m. – 2:00p.m.

2- B shift - 2:00p.m. - 10:00p.m.
3- C shift - 10:00p.m. – 6:00p.m.

3. FUNCTIONS :
 Corporate social responsibility
 Recruitment
 Selection
 Compensation
 Performance appraisal
 Training
 Performance
 Traning
 Performance evaluaton methods
 Group medical policies
 Medi – claim
 Awards
 Incentives
 Talent management
 Talent pools

4. MAN POWER PLANNING :

Top level management group of (Aditya Birla Group) make the decision regarding the man
power planning. The budget is prepared as per production cost and joining expenditure in
annual meeting.

Employee turnover ratio is 7–8% which is normal. Workers turnover ratio is 0%.

RECRUITMENT AND SELECTION

Recruitment is the process of attracting a pool of high quality applicants so as to select the best
among them. Top companies allocate considerable source of energy for creating high quality
selection system. Due to complexity to work increases, organization uses more and personality
fits. Selection procedures should able to match the applicant’s value and organization culture.

In time office crystallization is made and the job seeker has to fill personal data from provided
by the time office. Each individual is interviewed separately by officials and evaluation is made
separated by all these officials. This evaluation is done with the personal data.

1. SOURCES AND AVENUES :

The various types of sourcing avenue available to a recruiter are ;

 Internal candidate
 Recruit consultants
 Application received on ABG career portal
 Online job boards/ job portals
 Advertisements
 Referrals
 Database of previous applicants etc.

2. SOURCING DECISION:
 Nature of opening(confidential/open)
 Level of position9senior/junior)
 Time available to fill
 Number of position(multiple/single)
 Degree of position (senior/middle/junior)
 Ease of availability
  Cost of sourcing/hiring

3. RECRUITMENT AND SELECTION PROCESS

 Identifocation of vacancy in organization chart
 Fixing job description
 Finding job applicant through C.V. resource/internet data/naukri.com/consultants
 Technical team scrutiny
 Written acceptance from technical training
 Making of schedule for interview
 Panel interview of funcvtion and technical team
 Selection of candidate
 Joining formalities
 Medical check- up
 Recommendation/ references check through email & telephone

ORIENTATION

In Indian Rayon after the selection process and joining formalities orientation is given to the
employees for 7 days. 6mont is the probation period for GETS/management trainee and
according to the performance the confirmation is done.
TRAINING AND DEVELOPMENT

Training and development deals with updating skills and competencies of the employees
through series of training and development programmes. In today’s competitive environment
employees with necessary skill and competencies able to enhance productivity, organization
competitiveness and performance. Training program yield both tangible and intangible results
like are high self-esteem, enhanced morale and job satisfaction.

There are two types of training conducted in the factory, they are :

 Internal training
 External training

1. Training need identification

 C.V. checking to iidentify skill gap
 Analysis of subordinate by managers
 Focus need
 Technical change
 Organization requirement

2. Planning and designing content creation and validation

Training execution
 External training
 Participates information

Training record(attendance/feedback)

Training evaluation through exams 9change behavior = organization benefit)

TYPES OF TRAINING FIELD

 Behavioral training
 Technical training
 Organizational need training

WAGES AND SALARY STRUCTURE

Wages and salary are rewards to the employee for their contribution to the employee for their
contribution to the production process and administration work. Wages refers to hor rate paid
to such group of production and maintenance employees, while salary refers to the monthly
payment to the clerical, administrative and professional employees. Wages are paid to the
works by two system:

1. TIME RATE SYSTEM

2. PIECE RATE SYSTEM

PERFORMANCE APPRAISAL

In Indian Rayon, performance management system is formed for DGM and above. Target to
accomplish by the end of financial year/ target time. Each target is given rating which
subsequently converted onto monitory benefits not exceeding the fixed amount as finalized for
each categories.

 Job description of desired post employees interested

 Goal setting by the employees
 Annual review by superior
 Rating given by employees by immediate superior
 Performance appraisal by performance review
GRIEVANCE HANDLNG MECHANISM

A formal grievance handling mechanism, GHM has been put in plant across the unit to capture
issue of individual employees. Objectives are to reach and every individual and engage with
them. Monthly meeting happen at department levels to understand issues; steep are outlined
to address the same time.

Unit follows an open door policies towards addressing employee’s grievances. Employees can
informally approach the MANAGER/HR any time and share their grievance with them. At times,
employees also approach UNION who in turn take up employee’s grievance with the
manager/HR. current mechanism has been serving us well. To further enhance the
effectiveness of the grievance handling system the unit is instituting a formal grievance
handling mechanism. This will enable analysis of grievances that occurs based on its impact,
coverage ET and aid in permanent resolutions. This will also comply with the recent ID act
amendment (W.R.T.) grievance handling committees.

MAN POWER RATIO

Employee cadre No. Of employees
Staff 849
Workmen
Badly(casual workers) 637
Permanent 1598

INDUSTRIAL RELATION ENVIRONMENT

 To pursue positive and proactive approach in industrial relation.

 To assist management in formulating industrial relation policy/strategy wherever
required for dealing with IR relation issues.
 To foster a culture of collaboration and interaction within the department, with
association/union to smoothen the channels and enrich mutual undertaking.
 To provide prompt and quality – advice to various groups on issues those involves the
concept of labor laws or have impact on industrial relation scenario.
 To promote industrial peace and harmony through follow up of the implementation of
agreements/settlements. Identity outstanding issues and contribute to their resolution,
formulating strategy it deal with situation of industrial growth.
COMPUTER APPLICATION

The HR department of Indian rayon uses an application named people soft for maintaining the
data base of their employees. The application contains all the information of all the employees
like their salary structure, skill, growth in post, ranling in the performance appraised etc.
company also used an internet based application called POORNA, in order to the performance
appraisal of the management level staffs.

EMPLOYEE SERVICES

Uniform and other facility :

India rayon provides unform to its workers of the company. In this each employee gets 10
meter cloth with stiching allowances in the very first month of the year.The company
distributes sweater to its workers in the viscose department. The company pays Rs. 200 to each
employees of the company to purchase their shoes.

Recreation and entertainment facility:

The company has its own big auditorium which it arranges picture for entertainment for its
employees. It charges cheap rates it also provides many types of sports facility.

Death relief fund :

In case of any employee while working in any company provides his family with Rs. 4000 as
general expenses and company also deducts Rs. 10 of all employees of the company and
collects about Rs. 5000 and provides to their family.

Quarter facility:

The Indian rayon is having quarter with 2 rooms, kitchen for administration and executive
officer as a normal payment of Rs. 100. Staff pay Rs.70 bechalor equipped with canteen mess
and common room.
Credit co-operative society:

Members are given local facility up to amount Rs. 20000 a nominal interest. This is managed by
co-operative society.

School facility:

Both science and commerce up to 12th std. affiliated with Gujarat board.

Medical facility:

Company has its own dispensary in factory. Also the dispensary workers are treated up on free
of charge. Company has its own doctors for this dispensary.

Milk & dairy facility:

Indian rayon provides milk to the workers working in chemical and spinning department.

The milk is purchased from junagadh dairy.

CORPORATE SOCIAL RESPONSIBILITY

Aditya Birla canter for communication initiatives and rural development, the apex body
responsible for the development project, is spearheaded by Mr. Rajashree Birla, who is the
chairperson of the centre.

The centre is anchored by the group’s corporate communication division, supported by the
various companies’ CSR heads and a 250 strong field force. The centre provides the strategic
decision and then decide the trust areas for the group works, ensuring management and
performance as well. The work of the entire group companies, in India and globally is
channelized and monitored by the centre. At the group company, business directors take on
the role of the project mentors, while the onus for the implementation of the project is on the
various unit presidents.
ADDITIONAL
PROJECT
 Developing Training Centre for Indian Rayon

 NEED OF TRAINING AND DEVELOPMENT

Training is important not only form the point of view of organization; but also for the
employees. Training is valuable to the employees because it will give them greater job security
and opportunity for advancement.

Training and development presents prime opportunity for expanding the knowledge base of
all employees. These are the indispensible part of human resource function and management.
But many employees find the development opportunities expensive. The employees also misses
out on work time while they are attending training sessions that lead to delay in their project
completion. Despite the potential drawbacks, the training and development both helps you to
provide the company as complete and individual employees with advantages that make the
cost and time a worthwhile investment.
The need of training arises in an enterprise due to following reasons :

CHANGING TECHNOLOGY : Technology is changing at a fast pace. The workers must learn new
techniques to make use of advanced technology. Thus, training should be treated as a
continuous process to update the employees in new methods and procedures.

QUALITY CONSIUOS CUSTOMERS : Customers have become quality conscious and their
requirements keep on changing. To satisfy the customers, quality of products must be
continuously improved through training of workers.

GREAT PRODUCTIVITY : It is essential to increase productivity and reduce cost of production for
meeting completion in the market. Effective training can help to increase productivity of
workers.

STABLE WORKPLACE : Training creates a feeling of confidence in the minds of the workers. It
gives them security at the workplace. As a result, labor turnover and absenteeism rates are
reduced.

 TRAINING AND DEVELOPMENT BENEFITS

IMPROVED EMPLOYEE PERFORMANCE – The employee who receives the necessary training is
more able to perform in their job. The training will give the employee a greater understanding
of their responsibilities within their role, and in turn build their confidence.

CONSISTENCY – A robust training and development program ensures that employees have a
consistent experience and background knowledge.

ADDRESSING WEAKNESSES - Most employees will have some weaknesses in their workplace
skills. A training program allows to strengthen those skills that each employees need to
improve.

INCRESED PRODUCTIVITY AND ADHERENCE TO QUALITY STANDARDS – Productivity usually

increases when a company implements training courses. Increased efficiency in processes will
ensure project success which in turn will improve the company turnover and potential market
share.

INCRESED INNOVATION IN NEW STATEGIES AND PRODUCTS – Ongoing training and up skilling
of the workforce can encourage creativity. New ideas can be formed as a direct result of
training and development.
  TRAINING IN INDIAN RAYON

Aditya Birla Group believes that training and development are the pillars of excel
performance by every individual from an employee or a worker.

In ABG training is provided in name of three different fields:-

1. TECHNICAL TRAINING
2. ORGANISATIONAL TRAINING
3. BEHAVIOURAL TRAINING

TECHNICAL TRAINING: - It teaches the skills needed to design, develop, implement, maintain,
support, or operate a particular technology or related application, product or service. In-house
training is also used in which training can be delivered by functional managers, senior-level
employees in a technical field.

ORGANIZATIONAL TRAINING: - It included training to support the organization’s strategic

business objectives and to meet the tactical training needs that are common across projects
and support groups. It gives skill training according to the employee’s organizational structure,
role and responsibilities, and general operating principles and methods. For example Mass
Communication is a kind of training which is conducted in Indian Rayon on 12 th date of every
month in which selected departments present their ppt. regarding their achievements of goals.

BEHAVIOURAL TRAINING: - It is an evidence based approach training employees to implement

behavior change and related procedures to enhance efficiency and performance at the
workplace. For example leadership value training is provided to managers who are concerned
with it and many more these kind of training are provided which are related to inter personal
skills of the employee or an individual in the organization.

E – LEARNINIG: - It is an instructional strategy for imparting needed knowledge, skills, and

attitude in organizations. It is a new initiative at Indian rayon to foster e-learning culture at unit.
DRONALAYA : STATE OF THE ART TRAINING CENTRE

Training is the integral part of ABG. In today’s dynamic business environment, job knowledge
and slills to handle the continuously changing job contents needs continuous upgradation and
traininghas to be impartedcontinuously. It deals with developing attitudes which help the
individuals to deal with different situation and people according to one’s advantage.

Although Indian Rayon has JIGYASA ( the HR conference hall) where majority of the imbound
training is conducted, there was a need felt for the dedicated training centre based on
international standards with its inception in the month of October 2018 it was handed over to
HR department in April 2019.

When dronalaya was handed over to HR department I was entrusted with founding out the
deviations at dronalaya. Many minor problems were found and new suggestions also in
Dronalaya. When we enter the Dronalaya center alignment tiles near the stairs were not
leveled and uneven which does not look good and also can cause a fall of any person. Reception
desk was full of brownish spots which was to e cleaned , keys were lying in the drawer without
any kind of proper arrangement key chains and key stand, helmet stand was not painted and
more were needed, wooden panel had a crack near the entry gate of the room and gallery wall
was not clean .

Now after this comes pantry room and both the gents and ladies toilet where having many
problems . Ventilation windows in both the toilets were not covered with the net, necessary
toilet items were not available in ldies tilet, drawers in pantry room were full of unnecessary
items, handwash handle was loose in ladies toilet, floor tiles were uneven, water leakage
problem was also there, and keys of handles of washrooms in gents toilet wasn’t available.

Then comes the main Dronalaya hall. There the sound proofing sheet was peeking through the
walls, fixing of switch cover near the led screen , removing of tapes below the screen, fixing of
wall clock on the back wall, suggestion providing a chair for the speaker on the stage and
providing a small table at one side of the stage to arrange the small table for presentation
needs as slide changer does not work from the projector room if arrangements are made over
there.
After that it was turn of electrical room and projector room . Firstly we detected the problems
of electrical room .There was a problem of rubber mat, then the stabilizer wasn’t fixed on the
wall, the wires were lying on the floor , then AC wires were not covered , corners of the room
were not leveled properly. After this we inspected projector room in which only few problems
were there like of unwanted things were placed there, floor was not fixed properly and so on.

After all this work with the help of my trainer we assigned the responsibility to concerned
department with the help excel sheet according to the theme of collaboration. Up to now so
many work related to electrical department are complement and other works are in process.

Like all the work related to civil department was assignedto them ,all business electrical related
was assigned to electrical department and so on.

Currentlywork is in progress and soon Dronalaya will be out of minor problems .

THANK YOU