Mrudula Mam1.docx

A SUMMER INTERNSHIP PROJECT REPORT ON “A study ofHR Functioning and Administration in NewGen TechnowaysPvt. Ltd.”

TO “MATRIX SCHOOL OF MANAGEMENT STUDIES”

SUBMITTED BY Miss. YashaswiVasantBatki

TO, SAVITRIBAI PHULE PUNE UNIVERSITY, PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

THROUGH MBA DEPARTMENT MATRIX SCHOOL OF MANAGEMENT STUDIES, PUNE- 41 (2017-19)

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Declaration

This is to certify that the project report entitled “HR Functioning and Administration” in “NewGen TechnowaysPvt. Ltd.” Submitted to Matrix School of Management Studies, Pune in partial fulfilment of the requirement for the award of the degree of Master of Business Administration is an original work carried out by Miss YashaswiBatki under the guidance of Prof. Mrudula Risbud. The matter embodied in this project is a genuine work done by YashaswiBatki to the best of my knowledge and belief and has not submitted before, neither to this University nor to any other University for the fulfilment of the requirement of any course of study.

Signature of the Student

Signature of the Guide

Miss. Yashaswi V. Batki

Prof. Mrudula Risbud

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Acknowledgement

I take this opportunity to thank all the distinguished people who have extended their assistance wholeheartedly towards the successful completion of my SIP report on the “A study of HR Functioning and Administration in New Gen TechnowaysPvt. Ltd”. I got the privilege to visit the most esteemed company, “NewGen TechnowaysPvt. Ltd.” company located at Chakan, Pune. I would like to thank our manager Mr Mahesh Tonge, who guided us throughout the making of Project Report. They extended their valuable guidance and gave an insight into how the Project Report should be made. This work wouldn’t have been possible without their kind help and guidance.

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Table of Content

Serial No.

Particulars

1.

Chapter : 1 Introduction 1.1 Objectives of the Recruitment & selection

2.

Page No.

5-7

Chapter : 2 Organisation Profile 2.1 About us 2.2 Review of Key Objectives and Critical Success Factors

8 - 12

2.3 How did we do? 2.4 Internship

3.

Chapter : 3 Research methodology 3.1 Need of the study 3.2 Scope of the study

13 - 16

3.3 Limitations of the study 3.4 Process of Recruitment 4.

Chapter : 4 Data Analysis 18 - 22

5.

Chapter : 5 Findings & suggestions 5.1 Findings

23 - 24

5.2 Suggestions 6.

Chapter : 6 Conclusion 25

7.

Chapter : 7 Learning’s from the project 26

8.

Chapter: 8 Bibliography

4

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Chapter : 1

Introduction

Organizations are made up of people and functions through people. Human resources are the wealth of the organization. No organization can run without human being. This human being helps the organization to achieve goals and targets of the organization. It is the total knowledge, ability, talents and aptitude of an organization work force. Human resource management (HRM) is the understanding and application of the policy and procedures that directly affect the people working within the project team and working group. These policies include

recruitment,

retention,

reward,

personal

development,

training and career development. According to Edwin B. Flippo HRM is “the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and production of human resources to the end that individual, organizational and societal objectives are accomplished”. Human Resource Management is the process of binding people and organization together so that the objectives are achieved. Organizations are not mere bricks, motor, machines or inventories. They are people. It is the people who staff and manage organization. As stated earlier, a human resource department normally acts in an advisory capacity and does not have authority over operating managers. As a result, conflict can occur when operating managers appear to ignore the suggestions and recommendations of the human resource department. If the human resource department is to be effective, it must continually cultivate good relations with operating managers. Likewise, operating managers must understand the human resource functions to effectively utilize the human resource department. In this modern business environment organizations are in an increasing day by day the organization need to optimize their traditional resources for achieving success in today’s competitive environment. Liberalization, privatization and globalization has brought in 5

considerable change in market condition as well as change in social, economic and technology spheres which further enhance the challenges to human resources management. HR Departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding. HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws. The study was conducted to find out the reasons which are responsible for the poor performance of employees and workers and the areas where the training is required to improve the work and production quality of New Gen Technoways Pvt Ltd.. There are new techniques and methodology of human resources development adopted by the introduction of multinational companies which train the workers and managers to make them able to cope with these changes one of the practices among them is training of the managerial and supervisory staff in the latest technique this methodology has been widely accepted for increasing management competence which ultimately increases the organizational efficiency and effectiveness.

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1.1 Objectives of the Project

1. To study the training and development. 2. Create a talent pool of candidates to facilitate the selection of best candidates for the organization. 3. To determine the present & future requirement of organization in conjunction with its personal planning & job analysis activities. 4. To develop methods for safety. 5. To find out the ways and means to reduce the frictions between employees and management.

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Chapter : 2 Organisation profile

Mahesh M. Tonge

Office Address:Pune-NashikHighway,Sonawane wasti, Kuruli.Tah-Khed,Dist- Pune-410501.

[email protected] Phone :+91-9890089972

ABOUT THE COMPANY New Gen Technoways is promoted by a group of professionals with multifunctional experience from various industries for packaging of engineering, automobile components. New Gen Technoways is established in 2015. Being relatively new as a company , but with our modern approach, with innovative ideas , we are committed to establish high standards in package development with customer approved quality in timely and cost effective manner.

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Currently we are involved in returnable packaging projects for our tier 1 and tier 2 customers and working closely for new request of quotes in returnable packaging and conventional packaging.

VISION, MISSION AND GOALS Vision: To achieve success through ventures with customers, suppliers and employees.

Mission: Continually exceeding customer’s expectation through effective communication, innovation and cost saving solutions.

Company deals in:  Returnable packaging on rent  Packaging consultancy services including design and development.

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QUALITY POLICY We, at New Gen Technoways are committed to provide ultimate customer satisfaction by ensuring: 

Highest quality standard



Timely delivery of goods and services



Value engineering

which will be earned through continuous efforts to achieve, sustain and enhance our products and services by continually improving the effectiveness by quality management system through teamwork.

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RETURNABLE PACKAGING Our returnable packaging model is a example of eco-friendly packaging and it provides robust protection along with value engineering.

We offer various options in the segment of returnable packaging:  Stationary model: It provides returnable model on rent at a fix location for agreed time  Supply chain model: It provides equipment for supply chain.

Equipment's are provided at agreed location and collected from agreed end user location

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CONSULTANCY SERVICES By using our technical expertise in the area of packaging technology  Design and develop of new packaging for your product as per customer requirements.  Analyzing damages to your product and provide corrective action with appropriate packaging to avoid product damage and market complaints.  Benchmarking of your existing packaging and suggestion for improvements.  Technical analysis and testing of industrial packaging materials

CONTRACTUAL PACKAGING SERVICES  End-to-End packaging solutions. • Selection of appropriate packaging material • Trained manpower for packaging at customer site • Complete packaging services starting from manpower planning, material procurement, receipt, storage and allocation of packaging material for particular product’s packaging and other related activities

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Chapter- 3 Research methodology

3.1 Scope of the Study: I. II. III.

Personnel aspect- This is concerned with manpower planning, recruitment, selection, training and development. Welfare aspect- It deals with working conditions and amenities such as housing, transport, medical assistance, education, health and safety. Industrial relations aspect- This covers union management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

3.2 Need of the study: The study of the employee’s perception and attitude help to the company to know what the present states (scenario) of the company reference to the other competitors in the carpet manufacturing sector and organizing training and development program for the skill enhancement of the employees. It will help to determine the employee’s satisfaction level.

3.3 Limitation of the study: Not a single work is exception to the limitation every work has got its limitations. It is assumed that the sample selected represents entire population. Time constraints is one of the limitation of the study. Research approach is survey method using questionnaire as a research instrument. Sample method that is used is convenience sampling, personal interview. Total 20 samples is taken. Methodology is the process of collecting the information, which helps to find out the solution to the topic selected by the researcher. Researcher helps to study and find out new techniques with the proper process. It is a systematic way of presenting information. In order to collect the required information for the project, the following methods are adopted: 1) Questionnaire 13

2) Discussions The Data is divided in two parts: a) Primary Data. b) Secondary Data. Primary Data : It is the data, which is collected directly by direct, personal interview, indirect oral investigation, Information received through drafting a questionnaire. Secondary Data : It is the data, which is collected from the observations, various books and material, reports, etc. The data which is stored in the organization and provide by the HR people are also secondary data. Different information are taken out regarding that subject as well other subject from various sources and stored. The last years data stored can also be secondary data. main key which helps to analyze data. This is the Research Methodology used in the project. The primary and secondary data method has been used in this project. Unless the data is collected no project can be complete. So both these data is very important in the project. Survey (Data collection): The questionnaire survey was conducted for the HR Functioning in NEW GEN TECHNOWAYS PVT. LTD. The questionnaire survey covered the HR Functioning in New gen pvt.ltd. Various Function of HR Department:1)Manpower Planning: The head of the department makes a thorough study of the workload and accordingly identifies the areas for hiring specific numbers of new people to meet those requirements. He has to fill up the Manpower Requisition form offering reasons for the manpower requirement. The manpower requirement would need the approval of Managing Director / Group Functional Director.

3.4 Process of Recruitment in New Gen Technoways:          14

Identification of Recruitment Deciding on the source of recruitment Communication to the shortlisted First round of interview Technical test (depend on the skill) Second round of interview Medical Exam Joining Formalities Letter orientation & Induction

Identification of the recruitment:  The head of the department will have to fill up the manpower Requisition from offering reason for the manpower requirement.  The manpower requirement would need the approval of Managing Director/ Group Functional Director. The filled up form will be given to the HR department for documentation.  HR will then proceed to recruit. Source of Recruitment: The Human Resource will source the candidate either by one or a combination of various options like in house data bank, web based recruitment, campus recruitment, recruitmentconsultants, walk-ins advertisement etc. Short listing of the candidate: Whenever there is a requirement, the Human Resource will first review in house data bank for any suitable candidate. Internal referrals can be tapped before going for external recruitment/ recruitment consultants. The Human Resource department will first examine in house data bank to arrive at a preliminary shortlist. These applications will then be examining jointly by concerned Manager.

Selection of the Candidate: The Interview assessment form is to be used in all rounds torecord the interview observations and results. Final Interview will be taken by the Managing Director. 1. Joining Formalities: All the selected candidates will receive an offer letter. If the offer letter is acceptable to the selected candidates, they will fill up the letter of acceptance and send it back to New Gen Technoways along with the date of joining. Thereafter the Appointment Letter from New Gen TechnowaysPvt. Ltd. detailing the position title, salary, and other requirements will be issued. Welcome Memo:Giving following documents submitted by the employee to the HR within 3 days of joining after completing all formalities. A Welcome Memo will be circulated to all the employees through e-mail by HR. 1. 2 copies of colored passport size photographs. 2. Identity card (PAN card, Driving License etc.). 3. Present and Permanent Address. 2. Induction Process: On the first day of employment, HR Department organizes an Induction Programme for new employees. The Induction programme will be for 1 day cover the following aspects:  Introduction to New Gen TechnowaysPvt. Ltd.  Organization Structure- key people and brief profiles. 15

 Introduction of different functions of New Gen TechnowaysPvt. Ltd. Plant Overview of HR policies, system & practices  Company Visit The Induction Session will be taken by the CEO of the company. 3. Wages and salary Administration: - is taken care of by the HR and Admin. 4. Training Activities: HR department carries out various training activities. The training is given to the people in the conference hall. The various types of training activities carried out in the company are: Orientation for new employees, Managerial /supervisory training, Professional training, Apprenticeship training, Sales and marketing training, Computer hardware, software, Group decision-making or problem solving, Team-building, leadership, communication, Occupational health and safety, environmental protection, Literacy or numeracy etc.Regarding the job related training, the HOD decides whether the employee should be given the training or not. The skill matrix is decided by the HOD and then given to the trainer. HR Manager gives the training. After the training is given, feedback is taken from the trainees and Trainer Analysis is done. 5.      

Process of Training Identification in New Gen Technoways: Filling Training Form Identifying Training Needs Categorization Of Training Preparation Of Training Programme Implementing Training Programme Feedback & Training Evaluation

6. Categorization of Training Needs:Once the training needs are identified they need to be sorted of. So the identified training needs are sorted first. Then after sorting the needs they are categorized into different types for exampletechnical, computer, quality, materials etc. Finally when the categorization is over them the data gathered is now ready to form the training programme. 7. Preparation of Training Programme:After the training needs are properly categorized they need to be properly programmed. Taking into consideration all the categorized of the training needs the programme are framed accordingly. They programs are framed in such a manner so that the employees would be comfortable with that programme as well as that there is no waste of time and money which would ultimately result in loss to the organization or effect the productivity.Taking into consideration all these things the programme is framed. Finally when the training programme is ready, it now needs to be implemented.

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8. Implementation of Training Programme: The training programme is prepared in a proper way. Now, after the preparation of the training programme, it is very necessary that it should be implemented successfully. For implementation of training programme, it is very necessary that it should be implemented successfully. For implementation of the training programme it is necessary that it should be implemented at the proper times so that the time set up for the training programmes would be suitable for the trainer as well as the trainee. The conditions set during the training should favourable and proper so that the trainee would feel more interested while receiving the training. All these factors needs to be considered while implementing the training programme. 9. Feedback:It is very necessary to take the feedback from the employees who have received training at regular intervals. Once training is given to the employees it should be examined at regular intervals whether the employees are able to use the techniques and knowledge which was given during the training and is the employee really able to improve himself. Therefore for examining whether the training programs were implemented properly or not and how far the training programs are successful, it is necessary to take the feedback. Feedback is taken from those employees to make the forthcoming training programs more effective. The concerned body takes these steps at regular intervals so as to fulfil the training needs and thus organizational goal can be achieved.

10. Employee Engagement:  New Gen pvt. Ltd. Employee Engagement activities are as follows:  Team Building Activity: New Gen Technowayspvt. Ltd. takes team building activity.

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Chapter: 4 Data Analysis

1) Does the organisation clearly define the position objectives, requirements &candidates specifications in the Functioning? Particulars Result

Yes 20

No 0

Responsibilities well defined and communicated

Responsibilities well defined and communicated

Yes No

Interpretation: According to the above information every employee is aware about their role & position in the organisation.

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2) Does organisation doing timeliness functioning & Administration? Particulars Result

Yes 18

No 2

Effective utilisation of time

Effective utilisation of time

Yes No

Interpretation: Major employees have noted that company is utilising the time in most efficient way. Few are not so opined.

3) How would you rate the HR departments performance in Functioning? Ratings No of Respondents

Poor

Adequate Excellent 0 8 12

Interpretation: As per above survey it is clear that, there is professional staff working in the New Gen Technoways.

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Ratings for HR departments Performance 14 12 10 8 6 4 2

0 Poor

Adequate

Excellent

4) Does the HR department is efficient in selection policy of the employees? Particulars No of Respondents

Yes

No 16

4

Interpretation: Few employees have opined that HR department is recommended to compare the policy of competitors

HR Policy

Yes No

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5) Does HR provides an adequate pool of quality applicants?

Particulars No of Respondents

Yes

No 18

2

Screeninf tests for selecting qualitative candidates

Yes No

Interpretation: Most of the employees are satisfied with the screening test and placement of the candidates

6) Are you satisfied with the functioning in New Gen Technoways? Particulars No of Respondents

21

Yes 19

No 1

Overall satisfying factor

Yes No

Interpretation: Overall the employees are satisfied with the Functioning in New Gen Technoways were conducted as per the knowledge and skill of every employee. 7) From which source you came for interview?

Particulars No of Respondents

Employee Recruitment Advertising referral agency 2 15

Job Portal 4

Interview call recived from

Employee referral Advertising

Recruitment agency Job Portal

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Interpretation: Most of the candidates came from advertisements, job Portals which shows that the company is having the online presence and they can use this presence in better and cost effective ways. Some of the candidates came from Recruitment Agencies, which shows that company is having tie-ups and is creating the network for the recruitment. And if the response rate is less in this case they should give up the source of recruitment.

8) Are you satisfied with the number of stages involved in selecting the Candidate?

Particulars No of Respondents

Yes

No

18

2

Review about the number of stages involved in the screening for interview

Yes No

Interpretation: Most of the candidates satisfied to the selection process of company because Company use many stage of their selection process. It’s good for hiring right candidates to right position for the company.

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9) Are you satisfied with the present Functioning at New Gen Technoways?

OPTIONS

YES

NO

No. of Respondents

20

0

Percentage %

100

0

Interpretation: All candidates are satisfied to the present functioning in the New Gen Technoways. It shown that company use correct process of Functioningnew candidates.

Chapter 5 5.1 Findings

 The organisation is more focused on the improvement in the digital marketing field.  The employees of the company are happy with the unbiased procedure of Functioning and administration.  Experience & Qualification are important factors considered while recruiting the employees.  New Gen Technoways employees agreed for the good career of learning process and interpersonal relationship. 24

 Employees have moderate satisfaction towards job responsibilities and atmosphere of trust and openness.  Referral scheme, e-mail sourcing, advertising social media network is widely used as source of recruitment

5.2 Suggestions

 As per my study and research of the Functioning and administration in New Gen Technoways is good. It should suggest about the Employee Referrals is good as its attracting new talent and fresh idea. But it’s not good for those candidates who do not have employee referrals.  Company should implement some innovative ideas for training and development of the employees.  Company should maintain welfare amenities such as canteen, lunch room etc.

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 Company Should have the proper data of Job description while selecting the candidates to avoid further confusion.

Chapter 6 Conclusion

The role of human resources in management gaining sustained competitive advantage & has been proved empirically by numerous studies. In the current study we empirically arrive at conclusion that, there is a clear HRD climate in software industries & majority have most effective policies & practices in force. It is also known that the management of New Gen Technoways is taking strenuous efforts in solving the problems of employees with its 26

own grievances redressed cell. In order to infuse confidence among the employees the management of New Gen Technoways is constantly involved in various developmental schemes for career development. In addition the New Gen Technoways is organizing various training programmes for its employees from time to time to keep abreast of latest techniques and development. It can be further concluded that the employees have positive attitude towards the HRD practices followed in New Gen. They perceive the HRD practice in a positive manner.

Chapter 7 Learning from the project

 I have learnt that planning is more important before implement anything in action.

 There is always good leaning from bad experiences. There were many problems arrived but I learnt from that go with flow & things happened for good mark in life.

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 For Functioning & Administration the data was collected too much & we were working on some of it. Though the remaining data was just an asset.

 If the organisation facing the problem the unity is the most important key to solve the problem.

 We always give the reasons for work , but leader should be more responsible to get the work done. He/she should be that much powerful or intelligent that to understand the employees issues.

 Every work is equally important in the organisation.

 We always make some mistakes but learning from those is the huge experience.  I learnt that we cannot be perfect in work but we can try that of our level.  Thus I am glad that this topic is added in our SIP project. Chapter 8 Bibliography

http://smallbusiness.chron.com/key-functions-hr-department-31206.html http://businesscasestudies.co.uk/businesstheory/people/recruitment-and-selection.html http://engageforsuccess.org/what-is-employee-engagement http://onlinelibrary.wiley.com/doi/10.1002/hrm.20082/full

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