Professional Documents
Culture Documents
Tirunelveli
Submitted By,
Jerince Peter.J
Register No. 08BA128
Under the guidance of
Mr. PETER KUMAR,
ASST. PROFESSOR
Karunya School of Management
SCHOOL OF MANAGEMENT
KARUNYA UNIERSITY
Place: Coimbatore
Date:
DECLARATION
This has not formed the basis for the award of any Degree
/Diploma/Associateship/Fellowship of similar titles to any candidate of any university.
Date:
ACKNOWLEDGMENT
I am indebted to the one and only ALMIGHTY GOD for all the blessings
he showered on me and for being with me throughout the training.
TABLE OF CONTENTS
CHAPTER NO PARTICULARS PAGE NO
EXECUTIVE SUMMARY
CHAPTER SCHEME
1 INTRODUCTION 1
1.1 INDUSTRY PROFILE 6
1.2 COMPANY PROFILE 8
2 REVIEW OF LITERATURE 13
3 OBJECTIVES OF TRAINING 17
4 METHODOLOGY OF TRAINING 19
4.1 METHODOLOGY USED 22
5 IMPLICATIONS OF TRAINING 24
BIBLIOGRAPHY
APPENDICES
CHAPTER SCHEME
In the Report for the In-Plant training at SGJ Group of Companies, Tirunelveli, under the
topic of “Recruitment and Employee welfare Measures” the following Chapters are
included.
1. INTRODUCTION
2. REVIEW OF LITERATURE
3. OBJECTIVES OF TRAINING
4. METHODOLOGY OF TRAINING
5. IMPLICATIONS OF TRAINING
6. MERITS AND DEMERITS OF TRAINING
EXECUTIVE SUMMARY
EXECUTIVE SUMMARY
“The only vital value an enterprise has is the experience, skills, innovativeness and
insights of its people”
Human resource is the pillar for any organization. In order to survive in the current
competitive environment it is mandatory for every company to recruit people with
requisite skill, qualifications and experience. Beyond recruitment, retaining the
employees in the organization is a major issue. For retention of the employees for a
perpetual growth of the company the company needs to meet the various needs of the
employees. The company must ensure a healthy and a beneficial environment to the
employees. The welfare of the employees in various perspectives have to given priorities
to satisfy them.
As a HR student merely learning about the Recruitment and Employee welfare measure
is insufficient. A full fledged training on these topics would give a pragmatic knowledge
to the student. It also reveals the various hurdles in the company that serious affect these
important functions of a HR manager and the various internal and external factors that
affect the HR policies of any company.
1. INTRODUCTION
1. INTRODUCTION
“Human Resource Management is the design of formal systems in an organization to
ensure the effective and efficient use of human talent to accomplish the organizational
goals”
The policies and practices involved incurring out the ‘’people’’ or human resource
aspects of a management position, including recruiting, screening, training, rewarding,
and appraising.
The following are the brief description about the functions of the human resource
department in any company.
PLANNING:
Establishing goals and standards, developing rules and procedures, developing plans and
forecasting.
ORGANIZING:
Giving each subordinate a specific task, establishing department, establishing channels of
authority and communication, coordinating the work of subordinates.
STAFFING:
Determining what type of people should be hired, recruiting prospective employees,
selecting employees, setting performance standards, compensating employees, evaluating
performance counseling employees, training and developing employees.
LEADING:
Getting other to get job done, maintaining morale, motivating
subordinates.
CONTROLLING:
Setting standards such as sales quotas, quality standards or production level, checking to
see how actual performance compares with these standards taking corrective action as
needed.
All these functions are interlinked and mandatory for effective running of any kind of
business. The fore coming chapters deals with the Recruitment process of the company
RECRUITMENT
Definition
Recruitment is the process id locating and encouraging potential applicants to apply for
existing or anticipated job openings. It is actually a linking function, joining together
those with jobs to fill and those seeking jobs. Recruitment, logically, aims at (i) attracting
a large number of qualified applicants who are ready to take up the job it it’s offered and
(ii) offering enough information for unqualified persons to self-select themselves out.
Constraints and Challenges
In actual practice, it is always not easy to find and select a suitable candidate for a job
opening. The recruiter’s choice of a communication medium may not be appropriate.
Some of the bright candidates may bein to view the vacancy as not in line with their
current expectations.
The most suitable ones may not have been motivated to apply due to several other
constraints
Poor Image: If the image of a firm is perceived to be low, the likelihood
of attracting a large number of qualified applicants is reduced
Sources of recruitment
The sources of recruitment are broadly classified into two categories: internal and
external sources.
INTERNAL SOURCES
Persons who are already working in an organization constitute the ‘internal sources’.
Retrenched employees, retired employees, dependents of deceased employees may also
constitute the internal sources. Whenever any vacancy arises, someone from within the
organization is upgraded, transferred, promoted or even demoted
EXTERNAL SOURCES
External sources lie outside the organization. Here the organization can have the services
of (a) Employees working in other organizations (b) Job aspirants registered with the
employment exchange (c) Students fro reputed educational institutions (d) Candidates
referred by unions. Friends, relatives and existing employees (e) Candidates forwarded
by search firms and contractors (f) Candidates responding to the advertisements, issued
by the organization and (g) Unsolicited applications/Walk-ins.
EMPLOYEE WELFARE
Labour welfare work is undertaken by various groups within and outside an organization
to improve the living of workers. The objective is to make the employees happy, healthy,
committed and loyal.
Employee or labour welfare is a comprehensive term including various services, benefits
and facilities offered to the employees by the employers. Through such generous fringe
benefits the employer makes life worth living for the employees. The welfare amenities
are extended in addition to normal wages and other economic rewards available to
employees as per the legal provisions.
Importance
Jerince Peter B.Tech, M.B.A 12 7/4/2009
Copyright@2009
Training of Recruitment and Employee Welfare Measures in SGJ Group of Companies,
Tirunelveli
The significance of welfare measures was accepted as early as 1931, when the Royal
Commission on labour stated: The benefits are great importance to the worker which he
is unable to secure by him. The schemes of labour welfare may be regarded as a wise
investment because these would bring a profitable return in the form of greater efficiency.
Labour welfare thus serves the following purposes:
Enables workers to have a richer and more satisfying life
1.1INDUSTRY PROFILE
DEALERSHIP BUSINESS
Dealership Business Model
Automobile dealerships of today are capital intensive business and no less than that of a
level of a big or medium corporate house. Look at the following few factors and you will
realize why they are considered big;
• Initial cost of setting up dealership
• Number of people employed
• Promotions and advertisement costs you incur
• Statutory obligations you that need to be fulfilled (employee benefits,
Taxes)
• Importance of your identity in market place Goodwill and Image in the
market
• Wide Customer base you have
• Policies and Processes you follow
• Inventory Levels you carry
• Your Gross turnovers
• Social or community obligations
All of the above are comparable or at times higher than various professional companies
listed in your local stock exchanges! For that matter there are few automobile groups
whose shares are traded in the stock exchange. It is therefore very important that
automobile dealerships are run professionally befitting to the size of establishment and
turnovers. The fundamental premise when running an automobile dealership is to quickly
create a huge database (both demographic & phsycographic) of current and potential new
segment customers in a cost-effective manner. A comprehensive database would be very
useful both for sales and service department of dealerships, as all activities of customer
relationships would revolve around it. The second key strategy is to establish what is
considered as the dealerships fixed expense (not including direct sales expenses i.e.
discounts, incentives, scheme adverts, specific field visit expenses, inventory holding cost
1.2COMPANY PROFILE
S.G.J Group of companies is a set of dealership companies which is one of the pioneers
in this business in the southern districts of Tamil Nadu. The company is established in the
year 1971 by Mr. Jeyaraj Nadar in tirunelveli district. Now this company has expanded
its business in Tirunelveli, Tuticorin and Nagercoil districts with diversified dealerships.
VISION
MISSION
JR Enterprises
Tirunelveli
2 Indian Oil Corporation Ltd
Sole Proprietorship
Estd 1971
Kodai Automobiles Ltd
Mahindra & Mahindra Ltd
Madurai & Tirunelveli
3 Mahindra International Ltd
Estd 1985
(LCVs)
Deemed public limited company
Mahindra & Mahindra Ltd
Kodai Cars (P) Ltd.
(Personal Segment: Scorpio &
Tirunelveli
4 Logan)
Estd 2008
Prosper Segment
Wheel Alignment
SGJ Auto Care (P) Ltd
Branch Operations:
Madurai & Tirunelveli
5 Martandam, Sipcot & Tuticorin
Estd 1993
TASS
private limited company
People are S G J’s most important resource. S G J tries to create the type of
organizational climate in which the staff may make the fullest use of their capabilities.
Apart from its salary structure and working conditions S G J tries to promote
achievement, recognize the achievement; encourage advancement and increased
responsibility and thereby help the employee attain his full potential.
2. REVIEW OF LITERATURE
2.REVIEW OF LITERATURE
Since a developing country like India is still growing through the process of economic
development, it is of great consequence and somewhat easier for here to counteract
effectively the baneful effects of the industrial revolution which have adversely affected
the people all over the world. The need or labour welfare was strongly felt by the
community of royal commission on labour as far back as in 1931, primarily because of
lack of commitment to industrial work among factory workers and also the harsh
treatment they received from employers. This need was emphasized by the constitution of
India in the chapter on the directive principles of stat policy.
Importance of labour welfare measures
Employee welfare is in the interest of the employee, the employer and the society as a
whole. For the employee, welfare measures help to counteract the negative effects of the
factory system. These measures enable the employee and his family to lead a good life.
For the employer, welfare measures lead to higher productivity of labour. Employee
welfare is also in the interest if the larger society because the health, happiness and
efficiency of each individual represent the well being of all, thus, employee welfare
provides the following benefits.
1. Welfare activities influence the sentiment of the workers. When workers feel that
the employer and the state are interested in their happiness, the tendency to grouse
and grumble by the employee will steadily disappear. The development of such a
feeling paves the way for industrial peace.
3. Welfare measures, such as cheap food in the canteen, free or concessional medical
and educational facilities, also various allowances for travel, education of their
children etc. indirectly increase the real income of the workers. Hence, they will
4. Welfare activities will reduce labour turnover and absenteeism and create
permanent settled labour force by making service attractive to the labour.
5. Welfare activities will go a long way to better the mental and moral health of
workers by reducing the incidences of vices of industrialization.
6. Welfare measures will improve the physique, intelligence, morality and standard
of living of the workers which in turn, will improve their efficiency and
productivity.
9. Welfare measured help to improve the goodwill and public image of the
enterprise. Voluntary efforts for the welfare of workers reduce the threat of
further intervention.
3. OBJECTIVES OF TRAINING
4. METHODOLOGY OF TRAINING
4. METHODOLOGY
There are many different ways to train. The method by which training is delivered often
varies based on the needs of the company, the trainee, and on the task being performed.
The method should suit the audience, the content, the business environment, and the
learning objective. Common group training methods include:
Lecture
A lecture is the method learners often most commonly associate with college and
secondary education. Yet, it is also considered one of the least effective methods to use
for adult learners. In this method, one person (the trainer) does all of the talking. He or
she may use handouts, visual aids, question/answer, or posters to support the lecture.
Communication is primarily one-way: from the instructor to the learner.
Demonstration
Demonstration is very effective for basic skills training. The trainer shows trainees how
to do something. The trainer may provide an opportunity for trainees to perform the task
being demonstrated.
Seminar
Conference
Panel
Role Playing
During a role play, the trainees assume roles and act out situations connected to the
learning concepts. It is good for customer service and sales training.
Case Studies
Simulations
Projects
Projects require the trainees to do something on the job which improves the business as
well as helps them learn about the topic of training. It might involve participation on a
team, the creation of a database, or the forming of a new process. The type of project will
vary by business and the skill level of the trainee.
Self-discovery
Trainees discover the competencies on their own using such techniques as guided
exercises, books, and research.
Movies/videos/computer-based training
Content for the training experience comes primarily from a videotape or computer-based
program.
On-the-job training
This is the most common method of training. The trainee is placed on the job and the
manager or mentor shows the trainee how to do the job. To be successful, the training
should be done according to a structured program that uses task lists, job breakdowns,
and performance standards as a lesson plan.
Mentoring
A mentor can tutor others in their learning. Mentors help employees solve problems both
through training them in skills and through modeling effective attitudes and behaviors.
This system is sometimes known as a buddy system.
DEMONSTRATION
In this method the HR managers from the company gave demonstrations about the
various processes of HR practices. They explained with samples the Recruitment process
and also the other functions of HR in the company.
They also explained the various employee welfare practices implemented by the
company to ensure the welfare of the employees. The trainee was explained about the
various types of welfare measures that are facilitated to the employees. The trainer
explained about the Employee State insurance scheme and the percentage of contribution
by the employees and the company.
Also the Provident fund scheme was explained to the trainee. The various allowances like
allowances for shoes, uniforms, bike for the sales executives, laptop and education were
also explained clearly with details that have been included in the implications part of the
report.
PROJECTS
The company trained the trainee by providing a short project. “Employee Pulse Survey”
is the project which is used by the company to asses the satisfactory level of the
employees in the company. The company has allowed the trainee to do that survey by
interviewing employees with a set of Pre-defined questions. This helped the trainee to
understand the level of satisfaction of employees for working in the company.
The “Employee Pulse Survey” is a survey that is made among the employees of the
dealership firms under Mahindra and Mahindra. The survey questionnaire has been
formed by the Mahindra company itself and provided the dealership firms. The company
has to do the survey and send the analysis to Mahindra and Mahindra.
5. IMPLICATIONS OF TRAINING
All the applications received at any end by any means shall be collected by the
HRD.
Applications received with vast experience should be filed separately
(Function wise)
Candidates who approach directly for employment should also be asked to attend
week. Later on it may be tapered into once in 2 weeks and subsequently once in a
month and at that point the date of joining should be decided (probably 1st
Till that point all selected candidates should be asked to join duty on Mondays.
Identification of vacancies
Types of hires
a. Permanent
b. Temporary
c. contract
Source of candidates
a. Reference
b. Resume database
c. Newspaper ads
Making an offer/
appointment letter
Joining formalities
Induction
process
Flow chart that explains the Recruitment Process in SGJ group of Companies
Then the HR manager will consult with the Managing Director and then finalizes whether
the employee to be selected is a
Permanent
Temporary or
Contract worker.
For selecting a candidate first priority is given to the references given by the employees.
The HR department is maintaining a huge database of the resumes that has been colledted
in different times. The resumes are arranged as per the qualification of the candidates.
If the HR manager cannot able to find a right resume as per the specification then paper
ads are given in the local newspapers. And candidates are asked to attend a walk in on a
specific date.
The next important step is to screen the resumes. Among the various candidates
participating in the interview the necessary resumes with the expected qualification are
selected. After that the selected candidates are conducted a psychometric test, which is
helpful to analyze whether the person is a extrovert, hesitator and also other traits of the
candidate.
The selected candidates from the test will be conducted a personal interview by the HR
panel. The selected candidates from the HR personal interview will be conducted a
Technical interview by the manager of the correspondent division.
Once the candidate clears all the levels of the interview appointment order is given to the
employee. Three days of induction is given to the employee about various functions of
the job. Also Indian Bank, ATM, Account is opened for the new employee also an
employee code is provided to the person.
• Employee Contribution :
For the EPF the employee and employer have to contribute from the monthly
wages of the employee. The rate of contribution of the employee is 12% of emoluments.
Emoluments is equal to addition of Basic wages, dearness allowance, cash value of food
concession and retaining allowances if any.,
Apart from the normal contribution an employee can contribute statutorily over and
above the prescribed rate.
For the contribution of the employee administrative charges are levied. Those charges are
• A/c No-2 : 1.10 %
• Ac No-22 : 0.01 %
– Medical Treatment
– Purchase of Plot
– Addition/Alteration of House
• The Act, in the first instance, applies to all manufacturing units and
establishments employing 20 or more persons for wages and falling within the
scope of an implemented geographical area. As of now, employees of factories/
establishments, that fall within the ambit of coverage, and earning wages not
exceeding Rs.10,000/- per month are covered under the ESI Scheme.
• All Insured Persons and members of their family are entitled to free, full and
comprehensive medical care under the Scheme
• Sickness Benefit :
• Disablement benefit :
MEDICAL ALLOWANCES
All the Managers/Asst. Managers/In-charges are entitled for an annual medical allowance
subject to a maximum of one-month salary (Basic + DA) for the financial year (April to
March) as per the rules given below. Senior supervisor are also fixed a certain amount
Medical Allowance every year.
For instance to a person who is joining during the month of January in an accounting
year, the allowances will be credited during February and march respectively. From April
onwards (next accounting year) eligible amount will be credited for the year.
However, only, the amount on credit will be reimbursed at the time of availing the
facility on the basic of the service in our company.
Rules
1. The medical claim will be supported by the actual Bills/Hospitalisation Charges in
original. For the medical claim, family in relation to an individual means
a. The spouse and children of individual
b. Parents, brothers and sisters of the individual who are wholly or mainly
dependent of the individual
Only for field sales personnel, Managerial cadre company two wheelers can be allotted
with request of the individual in writing along with Driving License Xerox copy and the
same has to be approved and forwarded to the managing partner by the Department head
through HRD.
a. Own your bike scheme (OYBS)
The eligibility, condition, allowances and repayment as per the norms laid down in our
company own Your Bike Scheme rules and regulations.
CONVEYANCE ALLOWANCE
According to Batta circular,TA & DA Should be supported by bus ticket and for
outstation field staff bus ticket can be claimed weekly once from their home for their
office reporting day. (up & down bus fare)
Field Allowance
i.. TA & DA
ii. Reimbursement of local transport expenses (Public Vehicles)
iii. Reimbursement of local transport expenses (Personal Vehicles)
iv. Business travel within India
Managers have to submit monthly tour program for next month by last week of current
month. Salesman ED for next fortnight should be submitted countersigned by Manager.
Last minute changes such as due to principals’ visit or sales /services campaigns cannot
be avoided.
On New Year, sales and supervisory staffs are given diary for their official purpose.
The mangers of all the divisions of the company are so much co-operative and
also taught the trainee a lot and helped in clearing lots of doubts in various
aspects.
The HR department gave the trainee a full permission to visit all the work areas
and also to converse with any person who is working there. This gave the trainee
a very good experience of knowing the experience of different employees from
various departments.
The trainee was allowed to make survey on the cleanliness of the premises of the
company and to submit reports on that. This emphasizes the importance of
cleanliness of work environment
The trainee was allowed to sort out the resumes that were collected in recent
years. This was very useful in understanding the importance of arranging the
collected resumes.
Induction schedule was allowed to prepare by the trainee. Many times during the
training period the trainee was asked to read out the rules and policies of the
company to the newly joined recruits.
Opportunity was given to explain the regulations of the company to the new
recruits and also the take around and introduce them to various department
managers.
The HR manager also conducted class room sessions for the trainee and discussed
various procedures and functions. The trainee was also allowed to share his views
and thoughts freely under various issues.
The trainee was also allowed to take part in the panel that dealt with employee
disputes.
The trainee was allowed to observe the working of the employees in different
departments like sales division and service division. Also the trainee was asked to
submit reports on the observation. This was very much helpful to look over the
working of the employees very closely.
The accounts division head of the company explained clearly about various
benefits and allowances that are given to the employees.
The various employee welfare measures that are taken in the company are clearly
explained.
The EPF, ESI and other schemes are explained clearly with relevant figures.
All the employees in the company interacted freely with the trainee.
The trainee was treated as an employee of the company itself that gave a lot of
hope and experience.
BIBLIOGRAPHY
BIBLIOGRAPHY
Text books
C.B.Mamoria. Personnel Management, 2nd edition, Himalaya Publishing House,
New Delhi, 2008
L.M. Prasad. Organizational Behaviour, 4th Revised Edition, Sultan Chanda &
sons, New Delhi, 2008
V.S.P Rao. Human Resource Management, 2nd Edition, Excel Books, 2008,
Journal Articles
Ma Foi survey, News Roundup, HRM Review, May 2009
Websites
http://www.wordreference.com/definition/labourwelfare.html
http://citehr.com/welfarearticle
http://wikipedia.com/labourwelfare.html
http://www.search.epnet.com
APPENDICES