Research Project On “Human Resource Executive Functions At Bombay

Dyeing Mfg Co
LTD".
A Project Submitted To
University Of Mumbai for Completion of the degree of
Bachelor of Management Studies
Under the Faculty of Commerce
By
Mr. YASH ROSHAN SHELKE
Under the Guidance of
Vineet Murli
Specialization
HUMAN RESOURCES MANAGEMENT
MAHATMA EDUCATION SOCIETY
PILLAIS HOC COLLEGE OF ARTS, SCIENCE & COMMERCE .
RASAYANI 2021-22
INDEX
CHAPTER NO CONTENT PAGE NO
1.1 Executives Summary
1.2 Introduction of Company
CHAPTER NO. 1 1.3 Company Profile
1.4 History of Bombay Dyeing
2.1 Introduction
2.2 Objective of the project
CHAPTER NO. 2 2.3 Scope of the Project
2.4 Research Methodology
2.5 Limitations of the Project
2.6 Literature Review
CHAPTER NO.3 3.1 Theoretical Background
3.2 Data Interpretation & Analysis
4.1 Findings and Observations
4.2 Suggestions & Recommendations
CHAPTER NO. 4 4.3 Conclusion
4.4 Annexure (Questionnaire)
4.5 Bibiliography
CERTIFICATE
This is to certify that Ms. Ruchi Khane has worked and duly completed her
Project Work for the degree of
Bachelor of Management Studies under the Faculty of Commerce in the
subject of and her project is
entitled, “ HUMAN RESOURCES EXECUTIVE FUNCTIONS “ under my
supervision.
I further certify that the entire work has been done by the learner under my
guidance and that no part of it
has been submitted previously for any Degree or Diploma of any University.
It is her own work and facts reported by her personal findings and
investigations.
Mr. Vineet Murli
Date of submission:
Seal of the
College
DECLARATION
I the undersigned Miss Ruchi Khane here by,
Declare that the work embodied in this project work titled
Research Project On “HUMAN RESOURCE EXECUTIVE FUNCTIONS”.
Forms my own contribution to the research work carried out under the
guidance of vineet Murli is a result
of my own research work and
Has not been previously submitted to any other university for any other
Degree/Diploma to this or any
other university.
Wherever reference has been made to previous works of others,it has been
clearly indicated as such and
included in the bibliography.
I,here by further declare that all information of this document has been
obtained and presented in
accordance with academic rules and ethical conduct.
Ruchi khane
T.Y.B.M.S
Certified by - Vineet Murli
ACKNOWLEDGEMENT
To list who all have helped me is difficult because they are so numerous and
the depth is so enormous.
I would like to Acknowledge the following as being idealistic channels and
fresh dimensions in the completion
of this project.
I take this opportunity to thank the University of Mumbai for giving me
chance to do this project.
I would like to thank my principal, Lata Kasturi Menon for providing the
necessary facilities required for
Completion of this project.
I take this opportunity to thank our Coordinator Sumeet Mhatre ,for his
moral support and guidance.
I would also like to express my sincere gratitude towards my Project Guide
Vineet Murli whose guidance
and care made the project successful.
I would like to thank my College Library,for having provided various
reference books and magazines related
to my project.
Lastly, I would like to thank each and every person who directly or indirectly
helped me in the completion of
the project especially My Parents and Peers who supported me throughout
my project.
CHAPTER NO 1
1.1 EXECUTIVE SUMMARY
The Human Resource executive manages and directs all human resources
tasks for an organization or
company. These executives sit at the top of the HR department and take the
lead when it comes to any
human resources matters & functions. HR Executives must educate, train,
monitor, problem-solve, & ensure
company HR policy is followed across all employees, managers & executives.
Strong organisational analytical
& interpersonal skills are a must as a Human Resource Executive. HR
Executive should be aware of employee
relations ensuring they are healthy throughout the organization.
Human Resources Executive performs the functions such as Recruitment &
Selection where they follow the
process and hired suitable candidate for the post. Then onboarding where
they look over the documentation
process. Then after, induction programmed they arrange for the employees
through which they make proper
interaction which their employees. Team management & Leadership is
another task that HR Executive do
where they required strong managerial & leadership skills.
HR executive attract the best talent to work for their companies and make
sure that new and existing workers
are satisfied with their positions. Executive meet their department heads to
determine staffing needs, write
employment notice, hold recruiting fairs and study submitted resumes to
determine the best candidates.
They then set up interviews and formally hire qualified applicants. HR
executive process paychecks to reach
recipients on time and for the correct amounts, answer questions about
human resources and oversee
employee relations. They also must ensure that their organizations comply
with government labor law.
The study is based on the information collected from respondents through
questionnaire. I done online
survey through which I asked questions and collected data from 40
respondents. The data analyzed is
presented in the form of pie charts & in table format and on the basis of that
conclusions are made. At last
the required suggestions are given. After analyzing the data it is found that
the employees / interns are not
satisfied with the quality of training.
1.2 INTRODUCTION OF COMPANY
Bombay Dyeing (full name: The Bombay Dyeing & Mfg. Co. Ltd., established
1879) is the flagship company of
the wadia Group, engaged primarily in the business of Textiles. Bombay
Dyeing is one of India's largest
producers of Textiles. Its current chairman is NusliWadia. In March 2011,
jehangir 'jeh' Wadia (36), the
younger son of Nusli, was named the managing director of wadia Group's
flagship, Bombay Dyeing &
Manufacturing Company, while the elder son, Ness (38) resigned from the
post of joint MD Of the company.
Ratan Tata, the ex-chairman of Tata group was on the board of directors till
2013. He resigned and Cyrus
Mistry took over.
Bombay Dyeing was often in the news, apart from other things, for various
controversies surrounding Its
tussle with the late DhirubhaiAmbani of Reliance Industries Limited and with
Calcutta-based jute baron late
ArunBajoria
The company was ranked 68 in the business india super 100 list in 1997 and
was ranked 300 in the ET 500
list in 2010. The company sponsors many events, including Bombay Dyeing
GladragsMr India contest.
1.3 COMPANY PROFILE
Bombay dyeing ventured into the petrochemical business in 1984 with DMT
(Di-methyl-terephthalate). The
fibre plant will have the capacity to manufacture 1,65,000 MT/year of
polyester staple fiber with
technological know how from invista (Erstwhile Dupont) and chemex from
USA, who have developed NGSSS
(New Generation Staple Spinning System). NGSSS is well established in the
other parts of the world and is
being adopted for the first time by Bombay Dyeing in India. Ours is the most
flexible and the large plant, built
with future in mind and will be the latest in technology. The melt
Conditioning process is such that different
products (e,g.semi dull, bright) can be processed simultaneously out of several
Spinning machines, even
when they are produced from a single polymer plant. The use of captive raw
material into PSF process has
the advantage of a dedicated source of raw material as Its purest form.
Polyester Division of the Bombay Dyeing and Manufacturing Company Ltd
has come to existence since April
2006, after a major decision to go in for downstream integration of
theerstwhile DMT plant in operation
since 1986. Technology for polyester has been from M/S Invista Performance
Technologies and amp;
Engineering assistance from M/S Chemtex International Inc. USA. The
organization is engaged in large base
of customer catering to a variety of requirments of domestic and amp;
international polyester customer with
products line polymer chips, commodity polyester staple fibre and amp;
specialty fibre like optical bright,
black etc.
Erstwhile DMT establishment, which had been in operation since 1984, was
based on Hercules written
technology with an inception capacity of 60000 MTPA plant was purchased
with proven technology from
Hercofina, USA. In house debottlenecking efforts brought up in capacity to
165000 MTPA in 1996.
Initially DMT was used as feedstock for the production of polyester. But with
the change in feedstock from
DMT to PTA the prodution of DMT has been stopped since June 2007.Now
the DMT plant is being dismantled
and amp; disposed. During the past decade there has been substantial growth
in the polyester manufacturing
in the country leading to a quantum leap in the demand for polyester which is
likely to grown in view of it's
usage in wide variety application. This spurt in demand has provided an
opportunity for BDMC to
manufacture polyester staple fibre (PSF), especially fibres, polyethylene
Terepthalate Chips (PET).
Production of PSF is further determined to establish it's products in the
international export market. The
organization has robust well established management system of ISO
9001:2000, ISO 14001:2004 &
OHAS 18001:1999.
In the face of new challenges of establishing in the international market the
polyester division of BDMC is
determined to consolidate the primacy it has established in the industry by an
all round improvement of its
performance.
The organization's quality policy objective are stated in companies Apex
quality manual. The organization's
Environmental Health and Safety policy (EHS Policy) is stated in apex
environmental manual as well as in
Apex OH&S Management System manual. Polyester division the Bombay
Dyeing & Manufacturing Company
Ltd Was certified under ISO 9002 0quality system during 1998 and was
recertified for ISO 9001:2000 during
September 2001 and again in September 2004. A quality planning guide in the
organization overall
management planning documents.which detailed QCDSMI (Quality, Cost ,
Delivery, Safety, Morale &
Environment) objective & targets of every department as a means of
deploying the annual business policy of
the organization.A number of quality initiatives under the umbrella of total
Quality Management have been
initiated to strengthen the management system of the organization, built over
a decade, in its mission to
serve the societal needs in the best traditions it has established.
PSF, PET are the products manufactured by the polyester division of the
Bombay Dyeing & Manufacturing
Company Ltd. PTA procured from outside is used as raw material for the
manufacture PSF & PET. The
products PSF is used as raw material in textile industry & PET is used raw
material for POY/DTY and finally
used in textiles industry. Polyester division sells/markets it's product directly
to such manufactures &
there is no trading in domestic market. it is also exported through traders.
The marketing pamphlets, brochures are available with the marketing
division. The information of the
customers is their installed capacities and their end products are also
available with the marketing division.
In addition, samples are sent to outside labs on need basis / as per
requirement to meet legal requirement.
BDMC (polyester Division) Patalganga the new PTA plant is of around 452
crore. Total area of plant is 43 acre.
Total no.of employees in three shifts is 464. The total turnover for the year
2008-09 was 732.65 crore out of
which 85% is domestic and 15% export. Market share of BDMC is 15%.
BDMC have received five star Health and safety Management Audit system,
accredited by British Safety
Council and also received Sword of Honour for the awareness and
commitment to safety by the same.
Company also has Quality Policy.
Polyester Staple Fiber
Polyester Staple Fiber Plant
1.4 HISTORY OF BOMBAY DYEING
The Bombay Dyeing and Manufacturing Company Limited (Bombay Dyeing)
is flagship company of the
Nusliwadia Group was established in 1879. It was started by
NowrosjeeWadia, who began the operation on
small scale with cotton yarn spun dip dyed in three colours Turkey red, green
and orange and later was laid
out in sun to dry.
Presently it has a distribution chain of over 600 exclusive stores across the
country. It is engaged into
manufacturing textile and chemicals. Bombay dyeing is country's largest
exporter of textiles.
During January 2009, Bombay dyeing & Manufacturing Company had
acquired 10,000 shares of Rs10 each
of white Horse Real Estate Company at face value and consequently White
Horse Real Estate Company had
become a 100 % subsidiary of the company.
The Indian textile industry is one of the oldest and prominent players in
global textile industry. Currently it
is a $52 billion industry and is anticipated to grow to $115 billion by 2012.
India accounts for 25% of the
world yarn export and it also accounts for 12% of the world's production of
textile fibres and yarn
companies like companies like Bombey dyeing have huge potential for growth.
Business activities
Textiles:
It manufactures wide range of cotton suiting's ployster cotton suiting, shoe
lining and duck fabrics, satin
furnishings, yarn dyed fabrics, towels, table tops and napkins, satin bed sets,
etc. Textile manufacturing is
main activity of Bombay Dyeing with 5 manufacturing facilities confirming to
international standards.
Its daily production of fabrics is 300000 meters.
Nearly 50% of Bombay dyeing's production is exported to USA, Canada, UK,
Germany, Netherlands, Italy,
France, and Poland. Czechoslovakia, Switzerland, and many more countries.
It's spinning and winding facilities has an installed capacity of 135,336 ring
spindles.
Award & Recognition:
-Super Brand 2006-2007 in recognition of its commitment to constantly
providing value to the customer.
-Images Fashion Award 2006 as Best Brand in the Home Fashion Category.
-Home and lifestyle -Retailer of the year 2005 award, instituted by ICIC bank
payment solutions and KSA
technopak.
2013-14
-Bombay dyeing won the award of largest domestic brand in made ups &
Home Textile at the Textile
Conclave 2013? Brand India.
-Bombay Dyeing won Brand Revitalization Award 2013? For the Brand that
has been able to refresh
Its image to a new one and which has been accepted by viewers and
consumers alike.
-Bombay Dyeing won Brand leadership Award in Retail Sector (Merit) 2013?
For brand that has established
and maintained its Leadership in the retail sector.
CHAPTER NO 2
2.1 INTRODUCTION
Introduction large and small need a human resources (HR) leader who is
capable of ensuring that the people
who is capable of ensuring that the people who work there are qualified to do
their jobs. This entails more
than simply accepting applications and extending job offers to excited
candidates. An HR executive is a
strategic thinker who understands both the the functional areas of HR and the
strategic mission of the
organization and combines thet knowledge to support the overall company
goals of attracting and retaining
workers who embrace the principles and vision of the company.
Leadership , Hierarchy and Organizational Structure :-
Many companies have several layers of Management, ranging from front- line
supervisors to executive
vice presidents. To understand the functions of human resource management
and where and HR executive
fits into the organizational structure , you need to know the typical
organizational Hierarchy where an HR
executive works, for example, in ascending order ,a typical organization’s
leadership ranks might look like
this :
• A team leader oversees the tasks and duties of several team members. Many
team leaders Don’t
have the authority to hire and fire employees. However, they are responsible
for the day to day
operations carried out by employees.
• A supervisor manages the work of several team leaders. The supervisor
might also be responsible for
ensuring that team projects meet the company’s performance expectation and
for making
recommendations for new hires and employees subject to discharge.
• Managers may be in charge of running a department of leading supervisors.
They might have the
final decisions- making authority on new employees and the promotion or
termination of workers. A
department managers may lead several supervisors and report to a company
director. In the HR
department, a manager might supervise several HR specialist and report
directly to the HR director
or the HR executive.
• Directors who work for international companies or organizations with
geographic divisions may
report to vice president. They have team of managers who report to them.
• Vice presidents of an organization and there may be assistant vice president
or executive vice
presidents. Depending on the size of the organization, report to the chief
executive.
The title “HR executive”, typically refers to an HR leader who works for an
organization with many levels
of staff and leadership. That’s not always the case , but the executive role
generally is reserved for the
highest level of HR leadership with HR staff and managers who report
directly to the HR executive.
An HR executive’s role throughout the separate functions of human resource
management is broad and
varied. There is breadth and depth to the HR executive position, but the
specific tasks of an HR executive
vary according to the size of the organization and the type of latitude and
executive authority gives the HR
leader.
An HR executive should be knowledgeable about every functional area of the
HR department, and in some
cases, be able to pith in and lead or directly manage the specific functional
tasks that staff specialists perform
when there is not an HR functional area manager of staff.. An HR executive
may have the decision-making
authority as to whether the company uses internal resources or outsources its
HRIS functions, as well as the
authority to budget HR funding for hiring IT experts or engage an outsourced
firm.
HR executive is a lucrative designation which most of the organization use to
attract talent. Their work
expectations can differ depending on the industry they work with. Hence,
their role can also differ based on
the industry.
HR executive role in Staffing & Recruitment Industry :-
• Most of the consultancy used this title to attract the talent ( especially
fresher’s ). Most of the fresher
are not aware of the role they will be moving in; but that’s how it is.
• Now, talking about the skills required in general will be communication,
negotiation, positive attitude,
confidence,
Should know how to keep candidates engaged & most important thing follow-
ups.
• Other skills required to fly in this industry are Boolean logic, head hunting,
sourcing MS word know
how (excel must) are trainable skills, so no need to worry on that part.
HR executive role general :-
• If you are into in-house recruitment or HR team within the organization,
will congrats are already into
the level 2 of your career graph. Rest your experience & knowledge speaks for
you.
• But again, based on the size of the organization the role can differ. Some
small-mid size organization
comes with a mix role of HR generalist + recruitment + training where
communication, negotiation,
positive attitude, confidence, employee engagement program, joining
formalities, exist formalities,
L&D , payroll knowhow’s , understanding PF & Gratuity policies as per
government norms are
required.
• While large organization will have specific role for the “HR Executive title”.
It can be into solely into
HR generalist kind of the role OR into Recruitment OR into Training.
Role and Responsibilities of HR executive :-
• Work with company CEO and /or director to strategically plan HR
initiatives that will benefit the
company and encourage more efficient and beneficial work from employees.
• Direct all hiring and training procedure for new employees.
• Continually educate employees on company policies (including sexual
harassment, appropriate dress,
and social media permission, etc.) and keep employee handbook current.
• Administer or change benefits, health plans, retirement plans, etc.
• Monitor employee progress and stay abreast on company climate and
culture, ensuring it stays
positive and productive.
• Coordinate and direct work activities for managers and employees.
• Foster cross-functional relationships and ensure managers and employees
are properly connected.
• Regularly meet with employees for progress review and assessment,
discussing any problems or
grievances they may have.
• Promote a positive an open work environment where employees feel
comfortable speaking up about
issues.
• Manage and supervise other HR staff, ensuring they are assigned and carry
out proper tasks.
• Understand and adhere to all pertinent labor law.
2.2 OBJECTIVE OF THE STUDY
➢ To take experience in the field of human resource.

➢ To gain the knowledge regarding stock market.

➢ To understand day today work, carry out by the organization / company.

➢ To learned about recruitment and selection process.

➢ To learned the actual work / task of Human resource.

➢ To Understand how to manage a team of people.

➢ To learn from opportunities provided by organization.
2.3 SCOPE OF THE STUDY
➢ Interacting with people through online performs.

➢ Understanding various HR executive functions.

➢ Experience team management skills and leadership.

➢ Knowing recruitment and selection process regarding exactly how to

conduct it.
➢ Learning about onboarding and induction programs to be conducted for
new candidates.
➢ Gaining knowledge about how to mark the grade / rating scale through
performance review.
2.4 RESEARCH METHODOLOGY
Research Methodology is the specific procedures or techniques used to
identify, select, process, and analyze
information about a topic. In a research paper, the methodology section
allows the reader to critically
evaluate a study’s overall validity and reliability. Research methodology
simply refers to the practical “how”
of any given piece of research. More specifically, it’s about how a researcher
systematically design a study
to ensure valid and reliable results that address the research aims and
objectives.
For example, how did the Research go about deciding :-
• What data to collect ( and what data to ignore)
• Who to collect it from ( In research, this is called “sampling design”)
• How to collect it ( this is called “data collection methods”)
• How to Analyses it ( this is called “data analysis methods”)
For preparing this project the information is collected from following
sources :
1. Data collection :
• Primary data :- primary data is data that is collected by a researcher from
first-hand sources, using
methods like surveys, interviews or experiments. It is collected with the
research Project in mind,
directly from primary sources.
o The primary has been collected through questionnaires.
o And by taking opinions & views from head of the company.
• Secondary Data :- Secondary data refers to data but that is collected by
someone other than the user.
• Statistical tool used :- The main Statistical tools used for the collection and
analysis of the data in this
project are :
1.Tables
2.Pie chart
2. Selection of Sample Size :
• A sample size of reasonable strength of the company has been taken into
consideration for analysis
of Data.Accordingly, 40 employees were selected from the company for the
purpose of filling
questionnaire & to find out conclusion.
2.5 LIMITATIONS OF THE PROJECT
• As it is online internship’s so it’s a difficult to get practical knowledge
regarding work / task.
• Unsatisfied with training related to HR executive functions.
• Some part of work process was confidential due to that they were teaching
only basic part of process.
• Interacting with all employees and heads of the company through online
platform on regular basis
it’s really a time–consuming process because sometimes network issues arises
in between meeting /
sessions
2.6 LITERATURE REVIEW
The chapter deals with the review of previous studies relevant to the field of
HR executive functions. The
review of literature focuses a gap for the proposed research which offers scope
for well – structured
theoretical approach in the area of HR executive functions.
With regards to the evaluation of innovations in HR practices the studies done
by the Dave Mackay (2005) ,
put forth, that business world is changing at bullet-train speed technology, the
global economy, increasing
regulatory scrutiny, the looming talent crisis and the recognition that mental
illness is dramatically affecting
the work place. All of these are having a huge Impact on the HR profession.
According to Aurelio Locsin, HR executive manage the administrative tasks
that involve employees
compensation, benefits, education & motivation. They may work by
themselves in small offices or supervise
an HR staff in large companies. Those who work for large corporations may
have to travel frequently among
branch locations and headquarters to attend meetings and recruit employees.
HR executive is expected to
deliver value in areas like organizational effectiveness, talent management,
change management, leadership
development, succession planning, merger integration, strategic
compensation.
With reference to the Recruitment & Selection function, the studies of
budhawar et al. (2003) , details that,
the norms of recruitment differ when it comes to availing talented employees
and skilled manpower for
supervisory, executive and managerial level cadres. Education qualifications
related to the job position gains
prominence along with experience, skills and competence to perform the job.
The recruitment to these categories is based on possession of technical
qualifications in engineering and
management like MBA, PGDBM etc. The pattern of recruitment for such
positions also vary amongst the
private & public sector manufacturing unit of India. While the public sector
places more stress on rigid
parameters like educational degree, years of experience and seniority ; the
private sector focuses more on
the skills & competence of an employee to perform the job itself and ensure
productivity.
The scientific study of leadership became popular on 20 th century and a lot
of studies at that time were
mainly focused on the effectiveness of leadership. Draf in 2005 defined
“Leadership” as a relationship
between two parties which were leaders and followers that who were willing
to create a shared value and
strive towards a shared mission and objectives together.
According to Weinberger ( 2009 ), Leadership can be nurtured in the attitude
and behaviors of the people
through consistent training and practices.
The U.S. Bureau of Labor statistics predict that jobs for HR executives will
increase by 9 percent between
2016 and 2026, about the same as expected for all occupations, and a bit less
than the 12 percent projected
for all management positions jobs for HR executive increase when new
companies from or existing ones
expand into new locations.
CHAPTER NO 3
3.1 THEORETICAL BACKGROUND
In large corporations, HR executives often specialize, For example recruiting
or staffing managers take charge
of locating workers for their organizations by developing an effective and
long-term recruiting strategy.
Payroll managers handle payroll operations so that all calculations are
accurate and deduction for taxes,
insurance and benefits are correct. Employee-relations managers oversee the
general satisfaction of workers
by negotiating contracts with unions, mediating disputes and grievances and
interacting with management
on behalf of employees. Whatever their specialty, HR executives who manages
staff are also in charge of
hiring and training subordinates and assigning them tasks and timetables.
HR executive need a minimum of a bachelor’s degree, preferably in human
resources or business
administration. After they graduate, executives don’t typically start as
managers. Instead, new graduates
may begin as specialists or assistants. After several years of increasing
responsibility, they receive promotions
until they reach the executive level. Voluntary certification, which can
enhance opportunities, is available
from such organizations as the society for Human Resource Management.
Important qualities for the
profession include interpersonal skills for getting along with employees at all
levels and communications
skills for disseminating information both verbally and in writing.
Many HR executives methodically chart a succession plan, starting out as an
HR generalist or HR specialist
and constantly looking for upward mobility throughout an organization to the
ultimate goal of becoming the
chief executive for human resources. That said, there are other paths to
achieve the top HR role. For example,
in the federal government there are HR leaders at the GS-15 level and senior
executive service ranks who
began as GS-5 level administrative employees. (In the federal government, the
GS-15 and senior executive
service levels are the top rungs of leadership, right below political appointees).
On the other hand, obtaining
a degree in HR management may be the first step for aspiring HR executive.
Work experience and an
advanced degree, such as a master's or doctorate can increase your chances of
becoming qualified based on
academic credentials, although you can study for an advanced degree while
you're working in the field.
Certification through the society for Human Resource Management Or the
Human Resource Certification
Institute also are avenues to pursue should you want to demonstrate your
functional expertise in addition
to your ability to engage in strategic human resource management.
Pursuing an HR career is not for the faint of heart. Being responsible for
making hiring and firing decisions,
keeping watch over employees welfare and handling a company's most
sensitive information isn't for
everyone.
Below mentioned are the most generic role in HR executive will work on :
Recruitment :- Understanding manpower requisition from the concerned
department. Understanding the
requirement and accordingly drafting a job description and getting it
approved form the concerned person.
Sourcing candidates that match the desired skills. Screening The candidates
by conducting telephonic or
personal interviews as the case may be. Encouraging the employees to provide
reference for better
prospects. Arranging for technical interview and coordinating with the
concerned person. Communicating
the employment status to the applied candidates. Maintaining and updating
the database of the candidates.
Doing a background verification of the shortlisted candidates.
Induction and On-boarding :- when a particular candidate is finalized and
selected, giving him offer letter or
letter of intent. On joining the services, issuing appointment letter with brief
working agreement or policies.
Giving a description on the policies, procedure and culture followed by the
company. Properly filling relevant
document of the new joiner's as required. Introducing him/her to the team
and supervisor and/or manager.
Explaining the mode of communication. Coordinating with the IT team to get
his email id made.
HR Policies and HR manual :- If the company do not have an HR manual,
drafting the same for the company.
Making or amending the existing policies and procedures. Attendance and
leave records. Keeping a track of
thr attendance of the employees. Filling the leave forms and keeping a track of
the leaves taken. Seeing to it
that there is not much absenteeism on any given day.
Performance Management :- Helping the seniors do performance appraisal in
a better way by adopting
better appraisal practices.
Employee Engagement :- keeping a track on employee turnover and exit rate.
Taking initiatives to engage
the staff to their work. Taking the surveys in order to understand their
engagement level and accordingly
take actions. Planning events or activities regularly or on some occasions,
getting those approved by senior
management and implementing those.
Workforce Management :- Handling the staff so that people are not a
dissatisfied with each other. Handling
cross culture things. See to it that there are no groups or no dissatisfied
employees. Other employee related
issues.
Statutory Compliance :- Leaves - as per the act that is applicable to you.
Minimum salary PF/ESIC/medical
deduction as applicable other compliance.
Exist Formalities :- Conducting exit interviews of candidates who are
resigning. Trying to get constructive
feedback for company and trying to implement the corrective measures for
them. Helping the person to be
relieved properly. Issuing relieving letter and letter of experience. Doing the
full and final settlement for the
person.
Compensation and Benefits :- Designing the salary structure for employees.
Helping employees save tax by
advising them on tax benefits plans and other investment options. Calculating
the gratuity, handing PF
accounts etc.
Employee Motivation and T&D / L&D :- Many organizations have training
sessions for their employees. You
can provide internal training by checking who has what to contribute and
accordingly plan a training session.
On the contrary you can also hire trainers with specific skills. You can also
send motivational mails to
employee on regular basis.
3.2 DATA ANALYSIS & INTERPRETATIONS
As it is virtual internship it is not possible to do analysis of Data physically. So
that why I prepared some
questionnaires on basis of this I collect some data. I collect the responses from
40 employees.
1. Mention your Gender ?
Gender Number of responses Percentage
Male 17 42.5%
Female 23 57.5%
Total 40 100%
Interpretation :- There are 42.5 % employees are male and 57.5 % are
Female.
Gender
40 responses
Male Female
2. Mention your Age ?
Age Number of Responses Percentage
Below 25 years 35 87.5%
25 – 35 years 5 12.5%
35 – 45 years - -
45 – 55 years - -
Above 55 years - -
Total 40 100%
Interpretation :- As it is sub broking firm with a team of very young so that’s
why most of the employees
from age group of below 25 years are 87.5% and employees from age group of
25-35 years are 12.5%.
Age
40 responses
Below 25 years 25 - 35 years 35 - 45 years 45 - 55 years Above 55 years
3. In the recruitment process what kind of sources is used by your
organization ?
Recruitment process Number of Responses Percentage
External 25 62.5%
Internal 15 37.5%
Total 40 100%
Interpretation :- External sources used by an organization for ecruitment
process. Where 62.5% of
employees say that it is external whereas 37.5% of employees say that it is
internal.
what kind of sources is used by your organization?
40 responses
External Internal
4. For recruitment of employees which thing is followed by your
organization ?
Recruitment of
Employees
Number of Responses Percentage
Advertisement 14 35%
Campus Recruiting 26 65%
Total 40 100%
Interpretation :- In the above analysis I found that campus recruiting option
choose by many employees so
here 65% of employees who choose campus recruiting and 35% are there who
choose advertisement for
recruitment of employees.
For recruitment process of employees which
thing is followed by your organization ?
40 responses
Advertisement Campus Recruiting
5. Are you satisfied with the training and webinar session of your organization
?
Training & webinar
Session
Number of Responses Percentage
Strongly satisfied 5 12.5
Unsatisfied 1 2.5%
Neutral 9 22.5%
Satisfied 25 62.5%
Total 40 100%
Interpretation :- In an organization 62.5% of employees are satisfied with the
training and webinar session.
Whereas 12.5% are there who strongly satisfied and 22.5% employee’s
response is neutral, 2.5% are there
who unsatisfied with training. So according to above chart we can see that
most of the employees are
satisfied with the training session
Are you satisfied with the training and webinar
session of your organization ?
40 responses
strongly satisfied unsatisfied Neutral Satisfied
6. Which method of performance appraisal is implemented in the organization
?
Interpretation :- The survey shows that grading method used by the company
for
performance appraisal which is 62.5% as compared to other & merit method
which is 22.5%
and 15% respectively.
Method of performance
appraisal
Number of Responses Percentage
Merit 6 15%
Grading 25 62.5%
Other 9 22.5%
Total 40 100%
Which method of performance appraisal is implemented
in the organization?
40 responses
Merit Grading Other
7. Do you think performance appraisal help people to set & achieve
meaningful goals?
Interpretation :- Yes, performance appraisal really helpful to achieve
meaningful goals.
Here's 87.5% of employees say it's really helpful whereas 12.5% of employees
are doubtful.
Performance Appraisal
helpful or not
Number of Responses Percentage
Yes 35 87.5%
No - -
May be 5 12.5%
Total 40 100%
Performance appraisals help people to set & achieve
meaningful goals?
40 responses
Yes No May be
CHAPTER NO 4
4.1 FINDINGS AND OBSERVATION
• There are 57.5% Female employees and 42.5% male employees.
• As it is sub broking firm with a team of very young and enthusiastic people
so that's why most of the
employees form age group of below 25 years are 87.5% and employees form
age group of 25-35 years
are 12.5%.
• External sources is used by organization for recruitment process & they
choose campus recruiting
option for recruitment of the employees.
• With training and webinar session of an organization most of the employees
are not strongly satisfied.
• Grading method is implemented in the organization for performance
appraisal which is really helpful
to set and achieve meaningful goals .
• Most of the employees are not satisfied with the duration of induction
training.
• Job description is really helpful to find out our roles and responsibilities so
here it is clearly explained
after induction program.
• As it is sub-broking firm of stock market so it is necessary to gain knowledge
regarding this, so here
in this organization training session were helpful in gaining basic knowledge
about stock market.
• The quality of induction program is not satisfactory.
• 75% of Employees/Interns say it's favourable to do work from home
internship and 25% say it's
unfavorable.
4.2 SUGGESTIONS AND RECOMMENDATIONS
I would like to suggest following points :-
• Training and webinar sessions should be on sufficient duration so that each
one can
manage time as per their other work schedule.
• Proper time management should be adapted so others can also observed it
and follow
it.
• Proper professionalism should be there in communicating any instructions
or convey
any points regarding work/task.
• Proper interaction with interns and employees.
• Knowledge regarding stock market should get all the profiles such as HR,
Marketing,
Finance and others, so they can also ready to invest in share market by
making proper
decision about purchase and sale of shares.
4.3 CONCLUSION
• An HR Executive is critical for organizations to have an efficient human
resources department.
• They ensure HR Managers understand higher level strategies and
implement them on the ground.
• They have to make major HR decisions that help drive the department and
the organization forward.
• I get to know about roles and responsibilities of HR.
• HR Executive responsibilities include creating referral programs, updating
HR policies and overseeing
our hiring processes.
• To be successful in the role, you should have an extensive background in
Human Resources
departments and thorough knowledge of Labor legislation.
4.4 ANNEXURE ( Questionnaire )
1) Mention your Gender .
a) Female
b) Male
c) Others
2) Mention your Age .
a) Below 25 years
b) 25-35 years
c) 35-45 years
d) 45-55 years
e) Above 55 years
3) In the recruitment process what kind of sources is used by your
organization ?
a) External
b) Internal
4) For recruitment of employees which things is followed by your organization
?
a) Advertisement
b) Campus recruiting
5) Are you satisfied with the training and webinar session of your
organization ?
a) Strongly Satisfied
b) Unsatisfied
c) Neutral
d) Satisfied
6) which method of performance appraisal is implemented in the organization
?
a) Merit
b) Grading
c) Other
7) Do you think performance appraisal helps people set and achieve
meaningful goals ?
a) Yes
b) No
4.5 REFERENCE & BIBLIOGRAPHY
With reference to -
• http://www.bloomberg.com
• http://www.linkedin.com
• Book – HUMAN RESOURCE MANAGEMENT by Dr. Anjali Kalse &
Mrinali B. Tikare