SUMMER PROJECT REPORT

““ A study on special Training given to employees in

Organization”

Submitted to:
Rashtrasant Tukadoji Maharaj Nagpur University,
Nagpur

Submitted by:
Ms. Nayan Nagdeve

Company Guide:
Mr. Nilesh Shambharkar

Faculty Guide:
Prof. Geeta Naidu

Department of Management Sciences and Research,

G.S. College of Commerce & Economics, Nagpur
NAAC Accredited “A” Grade Institution Academic
Year 2020-21
NAAC accrediated “A” grade institution

Certificate
 Sr No Content Page no
1 Summary 4
2 Introduction about company 6
3 HRM 7

4 Recruitment 13
5 Staffing 14

6 Training and development 18

7 Motivation 10
8 Leave management 15

9 HR Operations 17
10 Training evaluation 20
11 Findings and suggestions 25

12 Conclusion 27

Index
 1. Summary
During my internship I gained practical knowledge on how the human resource division of an
organization operates and coordinates its activities to ensure smooth functioning of the

organization at all levels by ensuring right numbers of people are available at the right time to
do
the right job. Not only that I have also gained insight into the working culture of the
organization

and observed how Medplus handles its employees with value and empowerment to
ensure they are motivated to give their best to the organization.
The report starts with an organization profile of Medplus giving its background, mission,
vision, its products and services, the hierarchy and organogram of the organization.
The next section is the comprises the project, Human Resource Management in Medplus. The
project encompasses introduction to the topic, recruitment, selection, training and
development.
Each chapter contains detailed discussion of the HR functions followed by Organization Practice
at Medplus which basically conveys how things are done in the HR Department.

The next part of the project carries out SWOT Analysis that touches upon strengths, weakness,
opportunities and threats to the organization followed by findings and recommendation on
critical factors regarding Human Resource Management of Medplus .Finally there is the
conclusion followed by references.
 Human Recourse Practices at Optival Health Solution Pvt Ltd

Introduction
I have select the topic of this report is “Training and development of Human Resource
Management of
Medplus”. I tried to integrate my theoretical knowledge of HR and combine it with practical

examples as observed during my internship. I have tried to cover all the major functions of
Human Resource Management- recruitment, selection, compensation and benefits, training
and development and convey my understandings of the different functions of Human
Resource Management through this project. At the end of the report I have done a SWOT

Analysis on the HRM Practice of Medplus followed by discussing critical points. I

have also tried to provide some recommendations based on my knowledge followed by the
conclusion which I gathered during my internship .

Objective of the Report

There have been some objectives set forward in doing this report so that it can be
determined what tasks have to be done. The objectives of the report are:

To familiarize with the Medplus, its operation and activities, management

style and endeavor to realized the gap between the theoretical knowledge with the
real business world Analyze the current performance appraisal format &
compensation.knowledge of all the investment activities practiced by the Medplus.

• Identifying inherent problems associated with the format.

• Propose changes mainly in the guidelines, format and management philosophy by
• keeping relevance with other processes.
• Employee Personnel practice.
• Developing Employees practices.

1. Sources of information
All the information incorporated in this report has been collected from primary sources as
well as secondary sources.
Primary sources:

• Interview with assistant manager of administration & HR-In Charge

• Operations manager and some other employees.
• Discussion with supervisors.
.
Performance appraisal format
Performance appraisal guideline provided by the Human Resources division

Limitations
• Limitation of employment personal.
• Lack of practices in human resource management.
• Human resources department was hesitant to provide information, because of

difficulty in accessing sensitive data and information.

• Non-availability of some previous statistical data.

• The term of the internship period is brief time whereas Human Resources Division
is a vast area, after doing the regular office works from 10 AM to 7 PM it is

difficult to go through in depth within this short duration of time.

• The secondary source of information was not enough to complete the report.
• Confidentiality.

2. Introduction about company

The first MedPlus pharmacy store opened in February 2006 in Hyderabad and over the last decade has
grown into the second largest pharmacy retail chain in the country with over 1500+ pharmacies throughout India.
Medplus today serves over 3,50,000 customers daily and employs over 10,000 people.
Our online pharmacy & general store, MedPlusMart.com, launched in 2015 has quickly grown to become the
biggest e-Pharmacy in the country today. Through MedPlusMart, customers can buy medicines, OTC
products, FMCG and nutrition products from the convenience of their home or through mobile, read
important information about medicines, store their health records, view their prescription history and
redeem rewards.
They continue to strive to improve ourselves everyday and aspire to be India's favorite healthcare provider
with the highest standards of service excellence

MedPlus, is an Indian pharmacy retailer headquartered in Hyderabad, India.[2][3]

MedPlus Health Services Pvt. Ltd.

 Type Private

Industry Pharmacy Retail Stores

Founded Hyderabad, 2006

Founder Dr. Madhukar Gangadi

Headquarters Hyderabad

India

Number of locations 1500+

Area served India

Number of employees 14000+[1]

Subsidiaries MedPlusMart.com
MedPlusLab.com
MedPlusLens.com
MedPlusIndia.com

3. Human Resources Management

Human resource management involves all management decisions and practices that
directly affect or influence the people, or human resources, who work for the organization.
In modern years, amplified concentration has been devoted to how organizations manage

Human Resources. This augmented focus comes from the comprehension that an
organization’s employees facilitate an organization to attain its goals and the management
of these human resources is vital to an organization’s success.

Functions of HR
The functions of human resource management are:
1. Staffing
2. Training and Development

3. Motivation
4. Maintenance.

By doing all these functions Human resource management complete its job.

Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing.
A company needs a well-defined reason for needing individuals who posses specific skills,
knowledge and abilities to specify the job. Employee referrals can produce the best
applicants for two reasons. First, current employees screen applicants before referring
them. Second, current employees believe that their reputations with the firm will be

reflected in the candidates that they recommend.

Recruiting is the initial step of staffing. Recruiting is the process of locating, identifying,
and attracting capable employees. Many companies are finding new employees on the
World Wide Web. The source that is used should reflect the local labor market, the type or

level of position, and the size of the organization. Now the second step of Staffing, that is
Strategic HR planning. For that a company plans strategically. They set goals and
objectives, these goals and objectives may lead to the structural changes in the company.
Third step is Selection. This process is attracting qualified applicators and discouraging the

unqualified applicants. By this a company can get its desired employees of requirement. It
has dual focus, attempting thin out the large set of applications that arrived during the
recruiting phase and to select an applicant who will be successful on the job.
To achieve this goal, companies can use a variety of steps. The employees who are able to
do all the steps and ensure good performance they get the job. HRM must communicate a

variety of information to the applicants, such as the organization culture.

Organogram of medplus. Headoffice

Operations Manager in Nagpur

Assistant HR Activity Dept. EDP Dept.

Supervisors(5)
Pharmacist.(2) Shop IN charge. CSA

4.Training and Development:

Training is one of the important activities of human resource management. In the training

process companies try to motivate and train the employees in a manner so that they can
work more effectively in the future. Under the training process there are some steps they
are given below:
Employee Orientation: Employee orientation provides new employees with the

basic background information they need to perform their jobs satisfactorily.

Companies arrange an orientation program for the employees.
In an orientation program the employees should feel-

• feel welcome
• understand the organization in a broad sense
• be clear about what the firm expects in terms of work and behavior
• begin the process of socialization
•

Employee Training:

There is some process, method and techniques of employee training. A company

follows the all the steps of training to provide the employees a good look on their
work.
Career Development:

The career development stage is given below

• Pre transition: Is simply looking for a job and preparing oneself for a career.
• Transition: An individual is already having a job and developing oneself for
future career or moving to another career.

• Preferred area: An individual prefers a specific sector of the career.

• Early stage: First 1-5 years of career is called early career.
• Mid career: 5-20 years after the career starts.
• Late career: Late career starts after 20 years of job life.
• Retirement: And finally after completing the stages of career and individual
decides to retired.

5.Motivation is
to inspire people to work, individuals in such as to produce best results. It is
the willingness to exert high level of effort towards organizational goals, conditioned by

the efforts and ability to satisfy some individual needs.

An important part of the retention of staff, reducing staff turnover and minimizing
absenteeism at work is ensuring that staff are properly motivated. The wage should be
increased, the facilities should be insured and social security should be confirmed. These

are the types of common motivational ways.

Staff motivation is the cornerstone of open, flexible and caring management culture, which
the Government aims to establish through HRM.
To put it into practice, “open” means not only to listen to staff suggestions and opinions,

but also to empower staff, accept their constructive criticisms and use their suggestions.
To be “flexible”, we may need to change the traditional ways of doing things. As far as
staff motivation is concerned, the biggest challenge perhaps is to stop focusing on
problems and the guilty party (police behavior) and start looking for those responsible for
things gone right (coach behavior).

“Caring” calls for a human leader who would give emotional support to individuals and at
the same time attend to the overall emotional needs of team members – which include
treating them all in a fair and impartial manner.
Today’s employees want a respect that can be seen as involvedness in decision that will

affect them. Listening to the employees is a way of Motivation. All the motivation
functions focus on one primary goal, to have some competent and adapted employees with
up-to-date skills, knowledge and abilities, exerting high energy levels.
Maintenance of employees

To maintain the employees of a company must look after the employee-

Health and Safety:
For employees health and safety there HR policy need to be very clear to all staff
so that they feel safe to work here. They can put their attention and productivity
properly towards the task.

The communication between the employees and top level management should be
clear and transparent. There should no gap between top level management and low
level management.

Employee’s relation:
Employees should be committed to their companies and the companies also should
understand the needs and wants of the employees. In some companies employees
and labors create labor union for better relationship among the workers and
employ.

HRM of Medplus
During my internship i was mainly assign in HR department. Optival health solution Pvt Ltd always
determine what jobs need to be done, and how many and

types of workers will be required.

So, establishing the structure of the asset management company assists in determining the
skills, knowledge and abilities of job holders. To ensure appropriate personnel are
available to meet the requirements set during the strategic planning process. It believes that
the quality work comes from quality workers who are well motivated and ready to take
challenge to provide better service.

Units in HR division:
There are three units in Human Resource Division of Medplus but in local of Nagpur only Manager & HR in
charge handled.
 • HR Staffing
• HR operation’s
• Training & Development.

HR Staffing:

The staffing process- putting the right people in the right positions at the right times- is one

of the most critical tasks any organization faces. The quality of the work performed can be
only as high as the capabilities of the people performing it.
Three officers are working in HR staffing unit. They perform the following activities-
i. Recruitment
ii. Selection

iii. Leave Management

iv. Personal Profile Management

6. Recruitment:
Recruitment is the process by which a firm finds its employees, are perhaps the
most critical tasks any organization faces. Without the right people, no firm can
function effectively. For a recruitment program to be successful, managers should

cooperate with the human resources staff to define needs and predict vacancies.
This recruiting may be done by internal or external.

Types of Recruitment:
There are two types of recruitment in this organization. They are:
1. Internal Recruitment
2. External Recruitment.
For Internal Recruitment:
The principal methods are-

• Job posting
• Use of computerized skills inventories
• Referrals from other departments

For External Recruitment:

Organizations rely on-

• Advertisements
• Field recruiting
• Including campus recruiting

Point of Recruitment:

There are two level of recruitment.

• Entry level
• Lateral entry (Recruitment of experienced person)

Selection:
The critical criteria in this regard are job relatedness, reliability, and viability.

For selection of candidates following things are considered-

o Appearance
o Attitudes
o Knowledge
o Personal ability & mental ability

o Physical ability
o Qualification
o Communication skill
o Job knowledge (for lateral entry)

7.Leave management:
Leave is earned by duty. Leave cannot be claimed as a matter of right, and leave
admissible under the service rule of Optival health solutions Pvt Ltd may
be granted by the Managing Director or his authorized person, who may refuse
leave, grant leave for a shorter period than applied for, revoke leave of any

description and recall an employee before the expiry of the leave.

One Officer is looking after the leave matter of employees and keeping leave
records. Employees of a Optival health solutions Pvt Ltd are enjoying
following kinds of leaves-

Earned Leave: 12 days in a year as per service rule of Medplus after one year have been completed.
Casual Leave: 12 days in a year compulsory.
Sick Leave: 14 days in a year + conditional additional sick leave allowed by the mgt. as per
service rule of Medplus for only employees doesn’t have ESIC facility.

Maternity Leave: 24 weeks for each issue up to one children.

Leave Without Pay 12 days once during the year.

Personal Profile Management: They maintain employees personal profile with hardcopy
of documents for example: CV, NID, Educational Certificates and other necessary
documents.
 8.HR Operations:

HR operations unit mainly work in the area of short term and long-term benefits of the
employees of Medplus, like salary, bonus, provident fund, gratuity, super
annulations fund, etc.

• Monthly Salary Disbursement

• Preparation and disbursement of Festival Bonus and Performance Bonus
• Employees Final Settlement.
• Maintain liaison with different AMC, which are under the corporate agreement with Optival health
solutions Pvt Ltd.
• Submission of various Salary related MIS report to the Management & Regulatory

bodies.

• Work as System Admin in HR department

• Assist in Appraisal Management
• Investment with the gratuity and PF fund
• Employee Tax processing,
Training & Development:
Human Resource is the key to success of a service oriented business organization. The
famous quotes from some renowned business leaders are:

The mission is

To be the first choice of customers for their health and wellness needs by consistently understanding and
exceeding their expectations
Our Mission
To revolutionize healthcare delivery in India

Steps of training program

A typical training program can be classified into 5 steps

1 Need Analysis
2 Instruction Design
3 Validation
4 Implementation
5 Evaluation and Follow-up

1. Need Analysis
• Identify the specific job performance skills needed to improve performance and

productivity.

• Analyze the skills and needs of the prospective trainees and to develop specific

measurable knowledge to perform their job.

• To ensure that the program will be suited to the trainees specific levels of education,

experience and skills.

• Use study report to develop specific measurable knowledge and performance

objective

• Technique to identify Training Needs:

Task analysis and performance analysis are two main techniques for identifying
training needs.

• Task analysis:
The first step in training is to determine what training, if any, is required. The main task in
assessing the training needs of new employees is to determine what the job entails and
break it down into subtasks, each of which is then taught to the new employee.
So, task analysis is a detailed study of a job to identify skills required so that an

appropriate training program may be instituted.

Task Analysis form contains six types of information.

How often performed

• Quantity, Quality Standards

• Performance Conditions
• Skills Required
• Where best learned
• App should provided to activity.
1.Performance Analysis:
Verifying that there is a performance deficiency and determining whether that deficiency

should be rectified through training or some other means (such as transferring the
employee).

Roll call doesn't responded on time Non productive employess during shift timing

2. Instructional Design:
Gather instructional objectives, methods, media, description of and sequence of content,
examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and participant’s workbooks,
complement each other are written clearly and blend into unified training geared directly

to the stated learning objectives.

Carefully and professionally handle all program elements-whether reproduced on paper,
film or tape to guarantee and effectiveness.
3. Validation:
Introduce and validate the training program before it presented to the trainee.
4. Implementation:
When applicable boost success of training workshop focuses on presentation

knowledge and skills in addition to training content.

5. Evaluation and Follow-Up:
Asses program success-according to-
Reaction: Document the learner’s immediate reactions to the training.

Learning: Use feedback devices or pre and post tests to measure what learners have
actually learned.
Behavior: Note supervisor’s reactions to learner’s performance following
completion of the training. This is one way to the degree to which learners apply new

skills and knowledge to their jobs.

Results: Determine the level of improvement in job performance and assess needed
maintenance
Setting training objective
After training needs have been analyzed, concrete and measurable training objectives

should be set. Objectives specify that what the trainee should be able to accomplish
after successfully completing the training program.
Techniques of training program:
After determine employees training needs, set training objectives and designed the
program, the training program can be implemented. Most popular training techniques

are:

• On the job training

• Off the job training

On the job training:

On the job training is like having a person learns a job by actually performing it.
Virtually every employee, from mailroom clerk to company president gets some on

the job training when he or she joined the firm.

A useful step by step job instruction approach for giving a new employee on the
job training is as follows-
o Preparation of learner

o Presentation of the operation

o Performance tryout
o Follow-up
On the job training has several advantages-

o It is relatively inexpensive
o Trainees learn while they working
o There is no need of class-room, programmed learning devices
o Trainees learn actually doing the job

o Get quick feed-back about the correctness of their performance.

On the job management development techniques:

On the job training is one of the most popular development methods.

Important techniques here include-

o Job rotation
o Coaching/ under-study approach
o Junior boards
o Action learning

Off the job training: Medplus do not provide off the job training.
 9.Company Analysis.
SWOT Analysis:
STRENGTHS:
The strengths of a company are the most important building blocks required for growth to
take place. The following are a few of the most prevalent strengths that Optival Health solutions pvt Ltd has
at the present time.
Recruitment: Their recruitment and selection policy is very strong. Medplus
recruits talented candidates from the market through proper testing- written and interview.
The written part contains questionnaires that are of IBA standard which is a renowned

education institution of our country.

Work environment: During my stay I found the work environment very satisfactory.
Everyone is cordial and helpful and cooperative. There is less internal conflict or politics
at play which is essential for conducting a productive working environment.
Transparency: For clear communication to the employees of the HR Practice in Medplus, they have a
service rule book which they give to every employee. The guide
articulates important and covers all HR Practice followed by the organization. This is very
helpful both for the employees and the employer as it removes chances of
misinterpretation, bias etc.

Leave Management: They Provide a 36 days leave balance which include earn leave 12
days, Casual leave 10 days and Medical leave 14 days of some employees excepts ESI benefits.. So
employees have no worries

regarding having leave.

Accountable Corporate Governance is very important for the AMC:
Good Corporate Governance is an issue of vital importance to the Board and Management .
The Board of Directors, as the head level of authority, is responsible

and accountable for the overall direction and is ultimate answerable to regulatory
authorities and shareholders for the activities, strategies and performance of the company.
Capital board has a formal schedule of matters especially reserved for its decision
including corporate strategy, approval of budgets and balance sheet, annual financial

results, Director Appointment, proposal for dividend, approval of major corporate

transactions and credit proposals beyond the delegated business power of the
management.Optival health solutions pvt Ltd provides online Services, which provides the online
services to its customers. By using the modern online services, where customer can
purchase or repurchase a medicine.. This service
gives customer huge flexibility. More and more urban customers are becoming attracted

to this service day by day. This online service provides great benefit for the customers, as
they do not have to face the hassle of going to the office to know their balances.
Training and development system is a prime reason of their
Success.optival health solutions pvt Ltd gives regular training to the officer of both

middle and lower levels. Again if there is any strategy or technology change, there will be
special training program arranged based on individual needs. They arrange special
training on their software also which they use in the office to operate their system, which
eventually becomes beneficial not only for the employee but also for the organization,

because if they do not know the exact procedure of carrying out work in their system then
that might affect them both the employee end into making mistake, and as a result the
reputation of the organization also might get hampered.
WEAKNESS:
Though Optival health solution pvt Ltd is a company that has many strengths but

it also has some weakness. The followings are few of the most common weakness has at the present time:
Inadequate human resources:
The human resources are not sufficient in terms of its service providing system. It has to
maintain a number of formalities to recruit employees.

Human Resource Planning:

There is not much Human Resource Planning at the Organization except for those employees who
Are wel experienced.

Lack of Job Analysis:

It is the important part of HR practice in an organization but not implanted in which means they are less
informed about current market trends and that could
lead to loss of potential talents from their pool.

OPPORTUNITY:
In an organization opportunities are positive external environmental factors. An
organization should explore all possible opportunities available to it. These opportunities
are intended to improve the organization. By making improvements, the organization
should be able to become more competitive in the market.
Recruitment:
Most recruitment in here is through internal recruitment, they can spread the pool of entry
level employees through campus recruitment.

Recent performance will establish stronger credibility:

. Their retained earnings have already provided a strong foundation for the portfolio.
Expanded market:
As today’s the private pharmacies are available so the most of medicines get from nearest stores.so
Medplus will be able to capture a large number of
institutional clients from competitors, as well as new clients to available of new medicines as soon possible.
THREATS:
An organization’s threats are negative external factors. An organization should explore all

possible threats available to it. These threats are intended to diminish the organization. By
making improvements and proper monitoring of the threats, the organization should be
able to turn more competitive in the market.
Sales growth
The market can be expande, and a sudden lock down creats more demand of medicine prices will client
confidence portfolio performance. Like in COVID 19 customers take medicines in bulk and the medicines
boost health ,immunity in large but after some time it’s going on regular situation.
Government Policy:
The changes of policy connected to the operation of Medplus regarding to medicines rules and
regulations.The scheduled drugs records should maintain carefully or not.
The Lack of Motivation of Employees:
Sometimes the lack of motivation in employees can create a threat to the organization.
Employees may be overburdened with tasks that are not their core-competencies. As a result,

the quality and accuracy of deliverables duties may fall. Employee turnover may have a
negative effect on the overall performance of organization.

Findings and Recommendations

Findings of the study:

• Compensation and Benefits: Compensation basically consists of direct and indirect

compensation and benefitsl is very much concerned about both these types of
compensation. They offer attractive package that is in per with current market practice
in similar sector. They also offer bonuses and yearly incremental. For long term

benefits, Medplus has provision of Gratuity, Provident Fund. They also have
leave planning for employees consisting of different kind of leaves according to
employee needs.

• Performance Evaluation: The evaluation of employee’s performance is not properly done by the HR
division.
• Officers of the organization are competent even though many of them simply know the

working procedure of what they are doing but don’t know the philosophy behind doing

those.

• Service quality l is commendable. It is very important for every

organization serve its customers so that it create a loyal customer base who will
repeatedly buy its products and carry a long time relationship with the company as well
as work as a spoken person to promote the products of the company to peers, friends,
relatives, etc. This organization is really good at its service quality.

Recommendations:

• The organization should practice proper Medplus guideline. The purpose of

Human Resource Management is to improve the productive contribution of people.

• To get effective and efficient employee, the organization should arrange proper training

and development programs.

• The entire HR department should be well informed regarding the employment personal.
• The organization should provide well direct compensation as well as direct to its staffs.
• The management should have job evaluated salary structure, which is most competitive

than other organizations in the country.

• To evaluate employee’s performance; the management should follow promotion policy

properly.

• In order to get competitive advantage and to deliver quality service, top management

should try to modify the services.

• Periodical performance appraisal and giving recognition and rewards to the qualified

employees to keep motivating them.

• Proper training needed for ensuring efficient performance of the employees.

• Medplus should hire specialist for each individual sector.
• The management should create customers database and continuously informing the

investors about the available facilities or opportunities which will work to achieve twin
goal at a time; one is direct marketing and another is large pool of customers database.
 10.Conclusion

From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on

organizations overall performance. If an organization wants to gain full benefit from

human resource management it should follow all the sections of HRM. As a small
few persons are recruited for its operations and performances. But it will expand soon or
later and then the number of HR employee may not be enough to run the company.

Committed and trustworthy employees are the most significant factors to becoming an
employer of choice, it is no surprise that companies and organizations face significant
challenges in developing energized and engaged workforces. However, there is abundance
of research to demonstrate that increased employee commitment and trust in leadership
can positively impact the company’s bottom line. In fact, the true potential of an

organization can only be realized when the productivity level of all individuals and teams
are fully aligned, committed and energized to successfully accomplish the goals of the
organization. Thus, the objective of every company should be to improve the desire of
employees to stay in the relationship they have with the company.

Reference

www.wikipedia.com
Books:
Human Resource Management: Fisher, Schoenfeldt, Shaw 6th
Thakur publications.