Human Resource Management

HR training is an powerful integer in all businesses sector method, nevertheless companies don't decide the impact of hr training programmes more than the staff. HR training is helpful only if it produces desired outcome. When the administration is implementing a hr training programme, there ought to be an model facility on which the assessment strategy may be improved, and classification of strength of hr training and usage activities could be through.

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Monday, July 16, 2012

Compensation Management at HDFC Bank Project Report
OBJECTIVE This project attempts to understand the objectives: To understand in details how to establish pay rates to different level of employee. To understand the impact of compensation management on performance level. A comparative study of the compensation management strategies followed in different banks. LIMITATIONS Everything has some pros and cons and so certain limitations of this study that we could observe are as follows: The area of project work is banking sector so, the data or result may be approximate as the conclusion is based on the survey method i.e. primary & secondary source (filling of questionnaire from the employees) may be hypothetical (imaginary) data. The organizations which have been studied and surveyed are not providing us with full information which has hampered the result and conclusion. Exact data was not been provided. SCOPE The scope of this project is to study of the compensation management strategies in HDFC bank & to evaluate the behaviour & performance of employee on their work.

INTRODUCTION OF COMPENSATION MANAGEMENT Compensation Management is an integral part of the management of the organization. Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. To be effective, the managers must appreciate the value of competitive pay, their human resources, and have an investment view of payroll costs. It is of prime importance for an organization to maintain pay levels that attract and retain quality employees while recognizing the need to manage payroll costs. The literal meaning of compensation is to counter-balance. In the case of human resource management, compensation is referred to as money and other benefits received by an employee for providing services to his employer. Money and benefits received may be in different formsbase compensation in money and various benefits, which may be associated with employee's

service to the employer like provident fund, gratuity, insurance scheme and any other payment which the employee receives or benefits he enjoys in lieu of such payment.
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Sunday, July 15, 2012

Job Description, Job Role and Responsibilities Project Report
ABSTRACT A Job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or actions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Job Description is the method to analyze the designations in the Departments. It indicates what the employees of a particular designation has to do. The purpose of Job Description is create and maintain an standard job description template to all the employees of the particular designation in the department and to make them prior aware what skills they need to do the particular job and what are their roles and responsibilities . OBJECTIVES To study the designations of the employees in the organization. To know the various departments within the organization. Interacting with various employees within each department. To understand and redefine the existing roles & responsibilities of the existing jobs. To clearly identify and spell out the responsibilities of a specific job.
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Saturday, May 12, 2012

Human Resource Information System Project Report

Executive Summary
Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources. The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource and line managers require good human resource information to facilitate decision-making.

Critical Analysis
The general perception about HRIS is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities. But HRIS would be very critical for organizations in the near future. This is because of a number of reasons. Large amount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization

But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs.

Objective of study
The objectives of this project report have been manifolds. In general the purpose of the project is to have indepth analysis and knowledge (personal details) about all the employees of all the departments. In a larger perspective the project aimed at finding out the complete details of the employees, so that the HR department can contact them in the case of emergency or official purpose. This study is the starting point for further analysis.

It is hoped that a more detailed study can use a survey instrument developed from the results found here. Understanding how to teach.

HRIS is more important, as organizations require their employees details for different purposes.

If a given HRIS is to have any value at all to HR then information should be based on two factors:

How many decisions will be improved by the HRIS and

How much values will each improved decision produce.

Understanding these two factors is equivalent to any HRIS

SCOPE OF STUDY
Human Resource Information system is an integrated system designed to provide information used in HR decision making it is a tool through which an HR department can take the informations of the employees when company requires any personal or any official informations.

Personnel Management and administration Industrial management Manpower management Organizational management Cordial employee relations.

HRIS is a new technique which is used in these different fields where HR can make there work more easy with the help of Human Resource information system they can collect the information by providing them a form of the same format which includes there company details and personal details also.

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Saturday, April 21, 2012

Employee Satisfaction project Report
Need for the Study Why Measure Employee Satisfaction A company is only as strong and successful as its members, its employees, are. By measuring employee satisfaction in key areas, organizations can gain the information needed to improve employee satisfaction, retention, and productivity. However, a recent study by the Society of Human Resource Management (SHRM) indicated that often the HR department's perceptions of employee satisfaction versus the true measure of employee satisfaction are not always in sync. Employees who arent satisfied with their jobs are very likely to leave. If they dont leave they can become a source of bad morale and do a great deal of harm in the organization. In many cases employers without proper data will assume the wrong reasons for employee dissatisfaction. Many bosses will automatically think that money is the top reason for leaving a job. Wouldnt it be better to have real data and react accordingly? Surveying employees on a regular basis is a great way to stay in touch with the pulse of the business. Before launching a survey though it is important to establish the ground rules. Many employees will be unwilling to express their honest feelings if they think they will be singled out. Make sure that the surveys are conducted with anonymity. Be certain to have the support of company management all the way to the top. Employees want to know that the leadership is behind the survey and that their responses will be taken seriously. Explain that employee comments are important to the company. State what will be done with the results. And then live up to those statements. Employees will become doubtful of managements intentions if they dont follow through. There are many resources to assist companies in the survey process. However most human resource managers are very capable of designing and conducting their own employee satisfaction survey.

Objectives of the study Primary: Since this has been a startup company entering into second year, it wanted to check out levels of satisfaction before coming up with new policies to take future course of actions. I was given the task to understand the various aspects related to Employees satisfaction in the organization. Halcyon also wanted to make out an external survey in indentifying the benefits other company offers to its Employees and compare those things along with the benefits offered by the company. Organization also wanted to know Employees understanding of companys mission and vision statement. Company also wanted to check Employees satisfaction levels with their team leaders, with the Management and within the team members. Some of the secondary objectives that I identified were: To measure Employees satisfaction on Compensation and Benefits. To find out the expectations of Employees from Management. To compare the desired satisfaction with the actual one. To compare the satisfaction in different levels i.e. female and male Employees, juniors and seniors and within different teams. Scope of the study The study covers all levels of Employees and various aspects of Employees like: Identifying Employees attitudes towards various attributes at work place. This study gives us an insight of how Employees see and perceive about Organization. Interpersonal relations, Opportunities for career growth, Compensation and benefits, Training and development, Working conditions, Communications, These aspects were taken into consideration to measure Employee Satisfaction at Halcyon Technologies. Dimensions of employee satisfaction survey are 1. The knowledge of the company vision/ mission and strategies of employees? 2. Satisfaction with HR Policies and Procedures 3. How confident is the employee about the Companys ability to reach its Goal? 4. Compensation and Benefits 5. Whether the company has made reasonable efforts to allow its Employees to balance their work and family? 6. Work Environments 7. Opportunities for growth 8. Whether individuals are respected in this company.

9. About Training Need

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Tuesday, December 27, 2011

EFFECTIVENESS OF EXISTING PERFORMANCE APPRAISAL SYSTEM PROJECT REPORT
NEED FOR THE STUDY: The following are the needs to do the research at CAG Pride. 1. There is no such research work was carried before. 2. The management was in the position to know whether the existing performance appraisal system is effective or not. 3. To measure the satisfaction level of the employees. 4. To get suggestions from the employees for further improvement in existing performance appraisal system. 5. To contribute to the growth of the organization. OBJECTIVES: PRIMARY OBJECTIVE: Measuring the effectiveness of the existing performance appraisal system. SECONDARY OBJECTIVES: 1. Suggest the ways and means to improve the effectiveness of the existing Performance appraisal system. 2. To measure the subjectivity and objectivity, which influence the existing Performance appraisal system and remove the subjectivity and increase the objectivity. LIMITATIONS OF THIS STUDY 1. The respondent attitude did not allow me to get their true feelings. 2. Most of the respondent feared to give their name. 3. Most of the employees were busy with their tight work and they dont want to be disturbed. 4. Employees are very limited and duration is limited. RESEARCH METHODOLOGY RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. There are three types of research designs. They are, => Exploratory research design.

=> Conclusive research design. => Descriptive research design. => Casual research design. => Performance monitoring research. The research design that is been applied is Performance Monitoring research design. The performance of the employee is monitored based on the strategy of the organization and this research helps us to learn how this strategy is working.
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Grievance Redressal Procedure Project Report

Grievance redressal procedure: In view of C.B. memoria , A grievance procedure is essential because if brings uniformity in the handing of grievances. Which grievance are settled generally to the satisfaction of the trade union (or) employees and the management. Stages in grievance handling system scheme of grievance redressal for staff and officers in saffron micro system: Type of grievances: grievances arising out of acrs, promotions, issues concerning more than one employee, grievance arising out of discharge or dismissal of an employee or grievance arising out of disciplinary action. STAGE1: => Should be communicated to immediate supervisor orally who in turn should reply within one week => The grievance should be sent through personnel executive to department head; PE should record his comments and sent it to the department head within three days. STAGE2: The departmental head has to decide the issue within seven working days or refer the grievance to the unit grievance redressal committee. STAGE3: The grievance redresaal committee constituted by unit management should be processed within one month and the recommendations sent to the head of the division/unit for a decision. STAGE4: The head of the division/unit well be conveyed within 10 days and well be final. STAGE5: => In exceptional cases with the concurrence of the grievances redressal committee/head of division/unit the aggrieved employee who is not satisfied with the decision of the head of the unit well have the option to appeal to the director.

=> Appeals thus received well be processed by the corporate grievance committee who in turn well submit its recommendations to the director (personnal) within a period of one month. The decision of the DP well be conveyed in 15 days, which will be final and binding. SCCL has formulated a Grievance Redressal Mechanism for its employees, advising the officers from time to time to put in their best efforts, to examine the grievances submitted by the workmen in a better manner at different stages and redress the grievances expeditiously. The genuine grievances of the workmen are attended to by the managerial personnel in a well established manner and this procedure i.e. Grievance Redresseal Procedure is followed at 3 levels for prompt action. OBJECTIVES OF THE STUDY : => To know whether the employees are satisfied through the grievance redressal procedure in saffron micro system. => Problem faced by the employee. => To know whether the employees grievance arises towards welfare measures. => To study on effectiveness of grievance handling system of saffron micro system. => To analyse the impact of decision taken by the management.
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Saturday, November 12, 2011

A Study on Employee Motivation - Project Report
Abstract This study helps to know the satisfaction level of employees with the motivational factors used by the company. This project had been undertaken by me to find out the needs and wants of the employees. Under this Study a questionnaire which constituted questions relating to the employees expectation. The gathered data had been critically analyzed relating to employee motivations. NEED FOR THE STUDY The needs for the study are given below such as follows. To study and know the employee motivation scenario in Anglo French Textiles Limited. To know the employees satisfied level with the motivation factors undertaken by the company. To identify how the organization motivates the employees. To measure the level of performance before and after motivation to find out the improvement factors for motivating the employees. OBJECTIVES OF THE STUDY

=> To identify the different ways in the organization to motivate the employees. => To find out the factors that affect the employees motivation provided by an organization. => To know how motivation creates job satisfaction among the Employees. => To identify the significance of motivation that has an impact on productivity. => To identify the factors which bring high level of satisfaction.
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Women Entrepreneurship With Special Reference to Small Scale Industries Project Report
Business environment for women entrepreneurs in small scale industries It is estimated that women entrepreneurs presently comprise about 10% of the total number of entrepreneurs in India, with the percentage growing every year. If the prevailing trends continue, it is likely that in another five years, women will comprise 20% of the entrepreneurial force. With corporates eager to associate and work with women-owned businesses, and a host of banks and non-governmental organisations keen to help them get going, there has rarely been a better time for women with zeal and creativity to start their own business. Endowed with the famous female intuition that helps them make the right choices even in situations where experience and logic fail, women have innate flair for entrepreneurship. Although men and women may be motivated by different goals and expectations (In her book, When Money Isn't Enough, Connie Glaser reports that male entrepreneurs are motivated by the potential to earn lots of money, while women start their own companies because they seek greater control over their personal and professional lives.) women entrepreneurs are just as competent, if not better, than their male counterparts. Women are more likely than men to admit when they do not know something and ask for help. They are natural networkers and relationship builders, forging powerful bonds and nurturing relationships with clients and employees alike. They are also more inclined to seek out mentors and develop supportive teams. In business this translates into establishing rapport with clients and providing great customer service. This perhaps is the reason why many women tend to launch businesses that are client based or service-oriented. Sometimes, however, a lack of training and prior experience can render women entrepreneurs susceptible to a number of pitfalls. The following guidelines are aimed at helping women entrepreneurs cross some of the typical pitfalls that may crop up on their path to success: Don't undervalue your abilities. Women typically tend to give away too much and charge too little. This is a common phenomenon in service-based industries where they may charge by the hour instead of charging a fee on the merit of knowledge or service rendered. Adopting valuebased charges and charging per project (not on weekly or monthly basis), will help women entrepreneurs gain the actual worth of the services rendered.

Learn to juggle family with business. Unlike men, it is difficult for women to completely ignore family obligations when pursuing business, and they can quickly lose sight of their desire to have a balanced life in the face of a demanding new business. It is important to sustain a personal life and balance family obligations with professional ones, if they are to be successful and happy. Women also need to be twice as persistent and assertive to make their presence felt in a predominantly male business world. Network, but in a way you feel comfortable with. Establish limits and do make sure that you are well within your comfort zone when networking with others. Do not forget you are running a business. Piling on work/life benefits will not do anyone any good if doing so cuts too deeply into the company's bottom line. You have to learn to be attentive to people's needs and still run a profitable business. Women typically fight shy of selfendorsement. Do not be afraid to promote yourself. Remember, if you want a thriving business you must market yourself and take credit for your achievements. If your marketing is shoddy no one will know what you have to offer Though sidelined as the `weaker sex' for long, with encouragement, support and a conducive environment, woman entrepreneurs are fast becoming a force to reckon with in the business world. An entrepreneur perceives a need and then brings together the manpower, materials and capital required to meet that need. Entrepreneurs search for change, respond to it and exploit it as an opportunity. Entrepreneurship involves combining factors of production to initiate changes and it is a discontinuous process. The high rate of economic growth strengthens the nation, provides a high standard of living to the people to protect the interest of the poor. Women constitute almost half of the total population in the world. But their representation in employment is comparatively low According the I.L.O report in 1980, Women are 50 per cent of the worlds population, do the two-thirds of the worlds work hours, receive ten percent of the worlds income and own less than one percent of worlds property
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Friday, November 11, 2011

Effectiveness of Performance Appraisal System at Eureka Forbes Limited Project Report
1.INTRODUCTION Appraising the performance of individuals, groups and organizations is a common practice of all societies. While in some instances the appraisal processes are structured and formally sanctioned, in other instances they are an informal and integral part of daily activities. Thus, teachers evaluate the performance of students, bankers evaluate the performance of creditors, parents evaluate the behavior of the children, and all of us, consciously or unconsciously evaluate our

own actions from time to time. Performance appraisal has been identified as one of the most complex of man-management activities. It is often a difficult and emotion laden process. Performance appraisal has become part of organizational life. Every organization has some kind of evaluating the performance of its personnel. Performance appraisal or Merit rating is one of the oldest and universal practices of management. This approach resulted in an appraisal system in which the employees merits like initiative, dependability, personality etc were compared with others and ranked or rated. HISTORY During and after World War I, systematic performance appraisal was quite prominent. Credit goes to Walter Dill Scot for systematic performance appraisal technique of man-to-man rating system (merit rating). It was used for evaluating military officers. Industrial concerns also used this system during 1920s and 1940s for evaluating hourly paid workers. However, with the increase in training and management development programs from 1950s, management started adopting performance appraisal for evaluating technical, skilled, professional and managerial personnel as a part of training and executive development programmes. With this evolutionary process, the term merit rating had been changed into employee appraisal or performance appraisal. MEANING Performance Appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks the make up an individuals job. It indicates how well an individual is fulfilling the job demands. Often the term is confused with effort, which means performance is always measured in terms of results. Performance appraisal is a systematic evaluation of present and potential capabilities of personnel and employees by their superiors, superiors superior or a professional from outside. It is a process of estimating or judging the value, excellent qualities or status of a person or thing.
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Sunday, August 28, 2011

Training and Development at HCL Infosystem Project Report
The game of economic competition has new rules. Firms should be fast and responsive. This requires responding to customers needs for quality, variety, customization, convenience and timeliness. Meeting these new standards requires a workforce that is technically trained in all respects. To survive and flourish in the present day corporate jungle,

companies should invest time and money in upgrading the knowledge and skills of their employees constantly. Here arises the necessity of Training and Development since any company that stops injecting itself with intelligence is going to die. This project is intended to give an insight to one of the primary Human Resource function i.e. Training and Development being followed in HCL infosystem. The document begins with a brief overview, objectives of the study and goes on to elaborate on the need and significance of the study. It proceeds further with the methodologies being followed and how the data is collected, analyzed and interpreted. This is mainly is dealt with and the Company profile is elaborated followed by the Human Resource analysis, Statistical analysis and is concluded with Recommendations and suggestions. In this project, I have learned many things about training and development programmes carried out at HCL Infosystem.
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Training And Development Project Report

very organization needs to have well-trained and experienced people to perform the activities that have to be done. So it is necessary to raise skill levels and increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break-through require some type of training and development efforts. As jobs become more complex, the importance of employee development also increases. In a rapidly changing society, employee training and development is not only an activity that is desirable but also an activity that an organization must commit resources to if it is maintain a viable and knowledgeable workforce. Training is a process of learning a sequence of programmed behaviour. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on the current job or prepare them for an intended job. Development is the related process. It covers not only those activities, which improve job performance, but also those, which bring about growth of the personality; help individuals in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but also better men and women. Training a person for a bigger and higher job is development.
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Rewards and Recognition Schemes for Staff and Officers of Hindustan Unilever Limited

EXECUTIVE SUMMARY/INTRODUCTION In spite of theoretical knowledge gained through classroom study, a person is incomplete if not subjected to practical exposure of real corporate world and the challenges and problems that one has to face at the actual work place. In this context the study has been taken to make the person aware of happening of the real business world. The project entitled REWARDS AND RECOGNITION FOR STAFF AND OFFICERS with the special reference to HINDUSTAN UNILEVER LIMITED has been done in GURGAON as a summer training part of MBA program and it helped in understanding about the policies and procedures of a company and how these should be formulate together so that they solve the real purpose. It also gave a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities. The generosity & the patience of these people for spending their valuable time for having discussions and interactions has also been a rich experience for me. The study was made to formulate a manual by collecting relevant information about the contents with the help of Questionnaire survey and face to face interaction with the HR MANAGERS & HR OFFICERS of 7 other companies as well from the valuable information & suggestions provided by the members of HLL itself (people from different departments and the sales force members). Secondary data was collected from the other manuals provided by the HR department and website of the company. The final outcome of the study is various schemes of rewards and recognitions for staff and officers of HLL, which will help them in getting motivated and improvising their performances at work place.
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Performance Appraisal Effectiveness Analysis Project Report

Aim of the Research To ascertain the effectiveness of Performance Appraisal methodology used by the Organization. Objectives of the study The following are the objectives of the study => To develop my understanding of the subject. o Performance Appraisal System implemented in various Organizations varies according to the need and suitability. Through my research, I have tried to study the kind of Appraisal used in the Organization and the various pros and cons of this type of system. => To conduct a study on social behavior. o Social behavior is a very unpredictable aspect of human life but social research is an attempt to acquire knowledge and to use the same for social development.

=>To enhance the welfare of employees. o The Appraisal system is conceived by the Management but mostly does not take into consideration the opinion of the employees. This can lead to adverse problems in the Organization. Therefore by this study I have attempted to put forth the opinion of the employee with respect to the acceptability of the Performance Appraisal System. => To exercise social control and predict changes in behavior. o The ultimate object of my research is to make it possible to predict the behavior of individuals by studying the factors that govern and guide them.
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Saturday, August 27, 2011

Performance Appraisal System at Lilavati Hospital & Research Centre Project Report
Lilavati hospital & research centre is very well known hospital in Mumbai & in India also with its excellent research facilities & world famous researchers. This project is titled as performance appraisal system at Lilavati hospital & tries to find out the different aspects of performance appraisal in the hospital. Different officials working in the HRD department have provided very important data in this respect. Formal & informal interviews as well as the research (through questionnaire) are the basic methods of data collection used in this project work. Also secondary data provided by the hospital officials is of immense importance. Every effort has been made to understand the long term plans of hospitals for implementing performance appraisal program. As the hospital is a service industry; the employees serving in the hospital are the most important elements & that is why performance appraisal becomes very important in the long run. Taking into consideration this aspect, the performance appraisal program currently being carried out is been observed. Also the training given to employees is studied & suggestions have been suggested to improve quality & implementation of performance appraisal program. From this project work; hospital officials will get new insights about performance appraisal program & also acquired the knowledge of how the performance appraisal program is carried out in hospitals.
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Effectiveness of Recruitment Process at Bajaj Allianz Project Report

Bajaj Allianz Life Insurance Co.Ltd and Bajaj Allianz General Insurance is very well known Insurance Co in Pune & in India also with its largest insurer in the world had joined hands with famous Bajaj Auto one of the trusted name in automobiles and house industry in India. This project is titled as Effectiveness of Recruitment process and Analysis of Employees settlement in Baja Allianz Life Insurance & tries to find out the different aspects of Recruitment process and settlement analysis in company. Different officials working in the HR department have provided very important data in this respect. Formal and Informal interviews as well as the research (through questionnaire) are the basic methods of data collection used in this project work. Also secondary data provided by the company officials is of immense importance. Every effort has been made to understand the long term plans of company for implementing Recruitment process and Employees settlement. As the Insurance Co is a service industry; the employees serving in the company are the most important elements and that is why recruitment process becomes very important in the long run. The settlement analysis also gives the company the final version of Exit process. Taking into consideration this aspect, the effectiveness of recruitment program and analysis of employees settlement. recently being carried out is been observed. From this project work; company officials will get new insights about Recruitment process and Full and Final settlement of employees analysis. Also acquired the knowledge of how the Recruitment process and Full and Final settlement of employees is carried in Bajaj Allianz Life Insurance Head Office Pune.
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Absenteeism - Causes, Effects & Control Project Report

Absenteeism refers to unauthorized absence of the worker from his job. Absenteeism can be defined as failure of employees to report for work when they are scheduled to work. Employees who are away from work on recognized holidays, vacations, approved leaves of absence, or leaves of absence allowed for under the collective agreement provisions would not be included . In India, the problem of absenteeism is greater than other countries. When the employee takes time off, on a scheduled working day with permission, it is authorized absence. When he remains absent without permission or informing, it is wilful absence without leave. In these days, when the needs of the country require greater emphasis upon increase of productivity and the economic and rational utilization of time and materials at our disposal, it is necessary to minimize absenteeism to the maximum possible extent. Recent surveys indicate the following trends in absenteeism: 1. The higher the rate of pay and the greater the length of service of the employee, the fewer the

absences. 2. As an organization grows, there is a tendency towards higher rates of absenteeism. 3. Women are absent more frequently than men. 4. Single employees are absent more frequently than married employees. 5. Younger employees are absent more frequently than older employees but the latter are absent for longer periods of time. 6. Unionized organizations have higher absenteeism rates than non-union organizations.
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Tuesday, July 26, 2011

Wages and Salary Administration Project Report
A Study on Wages & Salary Administration INTRODUCTIONWAGES AND SALARLY: Wages and salary administration is an integral part of the management of the organization. Wages and salary is a systematic approach to providing monetary value to employees in exchange for work performed. It may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is the remuneration received by an employee in return for his\her contribution to the organization .It is an organized practice that involves balancing the work employee relation by providing monetary and non-monetary benefits to employees. The vast majority of American adults gain their livelihoods by working for a corporation or partnership that they do not own. This is true of people who work in factories, stores, or offices. It is also true of many highly educated workers, such as doctors, and non-tenured college professors (who have no property rights in their jobs). Most unskilled and semi-skilled workers are paid by the hour, most professionals or semiprofessionals are paid by the month or the year. Although hourly employees are called wage workers and others are generally considered salaried, all depend for their livelihoods on payment by the owners of productive property (capital) that makes a profit on their labor. In that sense they are all wage workers. But like assembly line workers, wages are ballplayers' primary source of income, and they are employed by corporations that make a profit from their work. If an owner's team consistently loses money, players will be paid lessor traded.

MEANING OF WAGES: Wages means all remuneration capable of being expressed in terms of money, which would, if the terms of contract of employment ,express or implied, were fulfilled, be payable to a person employed in respect of his employment or of work done in such employment. MEANING OF SALARY: A salary is a form of periodic payment from an employer to an employee, which may be specified in an employment contract. It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis. From the point of a business, salary can also be viewed as the cost of acquiring human resources for running operations, and is then termed personnel expense or salary expense. In accounting, salaries are recorded in payroll accounts. INCREMENT: An employee or any other staff working in the concern has yearly increment, if he has regular attendance they are eligible to get the increment It is maintained by the personal branch of ICF, based on the post or position in which they are placed in the organization.
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Employee Welfare Project Report

A Study on Employee Welfare Measures MEANING OF WELFARE MEASURES: Labor Welfare is a term which must necessarily be elastic, bearing a somewhat different interpretation in one necessary country from another, according to the different social customs, the degree of industrialization and educational level of the workers. Welfare means faring (or) doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Trade unions and governmental and non-governmental agencies. It is rather difficult to define the term labour welfare precisely because of the relatively of the concept. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms, DEFINITION OF WELFAREMEASURES: According to the committee on labor welfare, welfare services should mean: => Such services, facilities, and amenities s adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from place of work, and for the accommodation of workers employed at a distance from their homes; => Such other services amenities and facilities, including social security measures, as contribute

to the conditions under which workers are employed. MERITS AND DEMERITS OF WELFARE MEASURES: => It is desirable to recollect the service of a typical worker in the context. => His/Her labour helps dig and haul coal from the depth of the earth. => To fetch and refine oil, to build dams and reservoirs, to lay pipes, canals railway lines and roads. => His/Her actions and interactions within the industrial framework will have a great impact and influence (or) industrial development. => Welfare facilities tend to make the worker happy, cheerful and confident looking. => Welfare may not directly increase productivity, but it add to general feelings of satisfaction with the company and cut down labor turnover. MAIN FEATURES: 1) It is the work which is usually undertaken within the promises (or) in the vicinity of the undertakings for the benefit of the employees and the members of their families. 2) The purpose of providing welfare amenities is to bring about the development of the whole personality of the worker his social, psychological, economic, cultural and intellectual development to make him a good works. A good citizen of a good member of the family.
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Posted by Abhishek Kamdi at 10:13 PM 0 comments Labels: employee welfare, project report

Friday, April 15, 2011

Inplant Training Project Reoprt
SWOT Analysis: STRENGTH 1. Latest technology use in company. 2. RGI develop firstly because there environment positive & suitable to growth. 3. Biggest PT & CED line. 4. Use the Kaizen policy for the problem solution. WEAKNESS 1. No strong management in company. 2. Difficulty in exporting some raw material. OPPORTUNITIES 1. New businesses with automobile industry it will improve sales turnover and profitability. 2. Opportunities invariably bring with company competition in every business and industry. And the recent years have seen influx of a large number of players with the result that competition is increasing in the automobile parts industries.

3. To increase the product rang 4. To achieve the zero customer complain 5. To get & achieve international standards. THREATS: 1. Competition from other company they are also created the competition an Indian presence. The entry of new players in the business has made the automotive sector much more competitive affecting the pressures on margins. 2. A major threat lies in the escalation of raw material prices. Such price hikes are likely to put pressure on prices and could affect margin or demand. 3. Changes in government policy. 4. Entry of big/ large size companies. Company plans to counter these threats by a stronger focus on reducing costs and increasing efficiency of operations.
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Posted by Abhishek Kamdi at 12:56 AM 0 comments Labels: project report

Sunday, March 20, 2011

A Study on Attrition Level in Polymer Company
ABSTRACT Attrition is a critical issue and pretty high in the industry these days. Its the major problem which highlights in all the organizations. Though the term ATTRITION is common, many would be at a loss to define what actually Attrition is, Attrition is said to be the gradual reduction in the number of employees through retirement, resignation or death. It can also be said as Employee Turnover or Employee Defection Whenever a well-trained and well-adapted employee leaves the organization, it creates a vacuum. So, the organization loses key skills, knowledge and business relationships. Modern managers and personnel administrators are greatly interested in reducing Attrition in the organization, in such a way that it will contribute to the maximum effectiveness, growth, and progress of the organization. NEED FOR THE STUDY The success of any manufacturing organization depends largely on the workers, the employees are considered as the backbone of Pondicherry Polymers Private Ltd. The attrition rate of the company is 11.4%. So this study focused on why the Attrition occurs and the possible ways to reduce it. The study was mainly undertaken to identify the level of employees attitude, the dissatisfaction factors they face in the organization and for what reason they prefer to change their job. Once the levels of Employees attitude are identified, it would be possible for the management to take necessary action to reduce attrition level. Since they are considered as backbone of the Company, their progression will lead to the success of the Company for the long

run. This study can be helpful in knowing, why the employees prefer to change their job and which factors make employee dissatisfy. Since the study is critical issue, it is needed by the originations in order to asses the overall interest and the feelings of the employees towards their nature of job and organization. This study can be helpful to the management to improve its core weaknesses by the suggestions and recommendations prescribed in the project. This study can serve as a basis for measuring the organizations overall performance in terms of employee satisfaction. The need of this study can be recognized when the result of the related study need suggestions and recommendations to the similar situation.
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