Ty Bba Project Final

REPORT ON RECRUITMENT, SELECTION AND NEW HR PRACTICES

CHAPTER1.

About the Project 1.1 Objective of the Study. 1.2 Scope of the Study. 1.3 Utility. 1.4 Data Collection. 1.5 Limitations Of Study

1.1 Objective of the study:

PMC PROJECT (INDIA) PVT LTD 1


1. To understand & gain an insight of recruitment, selection & training fundamentals as well as to know how the same are implemented / executed in the Organizations.

2. To highlight the problem areas (if any) existing in the organization.

1.2 Scope of the study:

The project covers the following aspects of the HRM:

Points: 1) Recruitment & Selection. 2) Training & Development. 3) Induction 4) Motivation & Participative Management. 5) Promotion & Transfer. 6) Remuneration & Job Satisfaction.

1.3 Utility of study:-

1. To enable the company to think over the problems highlighted by the study or to cash upon the core competencies in the area of HRM.

2 Enable the users of the report to bridge the gap between theory and practical.

1.4 Data Collection



Primary data

Primary data is a kind of data which has been obtained directly from the respondent & it is more reliable in comparison to secondary data. This data is much more in accordance to the requirement of the study.

The main sources of the primary data collection for the project were:

Questionnaire. Interview. Observation. Analysis.

Secondary data

Secondary data is a kind of data which is easy to obtain but it is less reliable & less user friendly as well as less in accordance with the requirements. The main sources of the secondary data were:

Internet. Books. Magazines. Brochures etc.



Research flow :

Preparation of Questionnaires Of Employees and Employers

Visit the Company

Survey through questionnaires

Analysis

Conclusion

1.5 Limitation of the study:-

The report does not cover financial information related to the HR department and the practices.

Although the respondents answered the questions, there

could be some bias and some ambiguity in the answers.

The management was not willing to divulge information related to industrial comparison of employees satisfaction.

The management was not willing to divulge the information relating to some of the interpersonal questions.



CHAPTER

2



RESEARCH METHODOLOGY

Process Flow Diagram :

CONCCEPT FORMATION

OBJECTIVE

QUESTIONNAIRE PREPERATION

VALIDATION OF THE QUESTIONNAIRE

RANDOM SAMPLING

DISTRIBUTION OF QUESTIONNAIRE

DATA COLLECTION

DATA ANALYSIS

INTEPRETATION & SUGGESTIONS



CHAPTER

3. Company Profile 3.1 Objective

3.2 Vision3.3 Philosophy3.4 Journey



3.1 Company Profile.

PMC Project (India) Pvt Limited.

PMC project (INDIA) Pvt Ltd is one of the fastest growing professionally managed project management companies. The company has handled different types of infrastructure projects of global stature successfully for the country and has earned respect for executing projects within the regulated time, quality and cost framework.

Some of the feathers in their cap include Mundra Port with its backup facilities; the 57 km Mundra port-Adipur railway link ,Gas Distribution pipeline Network and CNG stations in Ahmedabad, SPM & Submarine pipeline project at Mundra, Terminal-2 and several infrastructure projects were under execution at Mundra and different parts of the country.

Infrastructure is the binding fabric of the economy, the medium expensed growth and enabler of development. PMC projects Pvt Ltd is a leader in the expertise-oriented high-technology industry. PMC has committed and dedicated workforce help anchor PMC success.

3.2 Objective To become a successful EPC (Engineer Procurement & Constructions) company.



3.3 Vision

To be professionally managed infrastructure managed infrastructure construction entity, which shall provide the strength to Adani Group to become one of the leading infrastructure company of the country, contributing in the economic development.

3.4 Philosophy

- Consistent commitment to Excellence- Execution of projects to the best standards- Innovation and application of novel construction technique- Requirements driven all project artifacts- “Thinking Best, Thinking Next”

PMC has a capability to break projects into work structure and to package it in order to bring cost effective solutions. The core strength of PMC is its project management capabilities.

PMC owns fleet of dredgers for maintenance dredging & reclamation. PMC is in the process of setting up for manufacturing of its construction equipments in near future.

PMC has adopted High end solutions in day to day functioning and is looking to the realm of Information Technology to improve the skill base and maintain high levels of efficiency and accuracy. The design software used includes primavera & SAP (ERP).



The Skill sets which PMC has as an organization

- Design & Engineering- Commercial procurement & contracts- Timely execution of projects in cost effective manner - Coordination of all the activities through proper planning- Project manager: work breakdown structure and packing it

into different contracts in cost effective manner.

3.5 A Journey To PMC.

PMC project Pvt. Ltd started way in 1993 as a department and was finally realized on May 3rd, 2005. From 3 person team to the current strength of more than 800 people. PMC has seen unprecedented growth. Vision to reality stands apt to describe what PMC has achieved till now. The infrastructure development at Mundra is a burning example of what can be achieved, by plain dedication and the passion to make difference.

SOME FACTS ABOUT PMC.

The numbers of employees are 495 in PMC. Workforce is differentiating on the basis of age, qualification, professional qualification etc in the PMC.

PMC also has process compliance audit by which company come to know deviation in the implementation of the process and that can be solved.

Relation of top level and bottom level is cordial in PMC.



The company also contributes to the welfare of society as a part of social responsibility. The company has adopted few villages near Mundra. It also provides education facility and medical facility as contribution towards society.

The company focuses on communication and transparency of communication to cope up with the current problems discussed in the last topic.

The behavior of the group is co-ordinative in PMC. Sometimes ill-behavior is punished by stopping increment. The company does not have any particular punishment for such kind of behavior.

PMC has not faced problem of strike yet.

SOME MAJOR LANDMARKS ESTABLISHED BY “PMC” WERE

- Multiple terminal- Liquid storage Facility- Container terminal - Narmada water pipeline - City gas distribution\ CNG station - Bunkering Line at Mundras- Mundra port with its its backup facilities - Port User Building (5b) at Mundra- SPM & submarine pipeline projects at Mundra- Air strip at Mundra



Various Departments and Their Key Functions :

Operations:

1. Planning :

Scope finalizing

Basic planning document

3 level planning

Strategic planning

2. Engineering :

Value engineering

BOQs (Bill on Quality)

Working Dredgers

3. Construction :

Execution of the project on time, quality and stipulated

cost

Project coordination

CTC minus 5%

4. HR and Administration

Recruitment & Selection

Induction

Performance Management System



Wage & salary Administration

Training & Development

Statutory and Legal compliances

Administrative and Welfare Activities



CHAPTER4.

4.1 Job Analysis & Design.4.2 Recruitment & Selection.4.3 Induction.4.4 Training & Development.4.5 Performance Appraisal.4.6 Promotion & Transfer.4.7 Remuneration & Job Satisfaction.4.8 Welfare & Benefits.4.9 Grievance & Reddresal.4.10Motivation & Participative

Management.4.11 Future challenges & HRP.



Spectrum of HR Activities in PMC

Human Resource Department Mission in PMC.

PMC believes that their employees are their most valuable resources. PMC’s mission in Human Resources is to provide a full range of quality human resource services to support each employee in contributing at optimum levels towards the mission and goals.

They will strive for excellent customer service in providing recruitment and selection, benefits administration, job classification, employee relations, performance management, salary and payroll administration, equal employment opportunity, human resource policy development, employee assistance and risk management. PMC will advocate for consistency, fairness and equity in all human resource activities.


Feed-back

Admin & Welfare

Activities

Reward Mech.

Statutory Compliance

Wage & Salary Admin.

Training &Devpt.

PA/PMS

Induction/Orientation Programme

Recruitment

Spectrum Of HR

Activities


Creating and delivering exemplary human resources services, processes, and outcomes.

Promoting and enhancing competency, effectiveness, and well-being as a showered responsibility of our organization and its people. Creating a learning environment by generating a positive and

productive work culture.

HRD Value in PMC

Respect for dignity of all employees Fair and equitable treatment of individuals in our

diverse employee base Highest standards of personal integrity and

trustworthiness Creativity And Initiative Learning, growth and development



Recruitment, Selection & Induction.

Recruitment is the preliminary process of scanning for the prospective employees of the company and stimulating them for the purpose of filling the vacancy in the company. As a H.R. person we should have an eye for the person who will be a profitable investment for the company.

To a large extent the cost of the co. can reduce the cost by optimizing the recruitment function it is imperative to find the right person for the right job.



4.1 Job Analysis and Design

Job analysis may be understood as a process of collecting job related information. In the other words it is a systematic exploration of the activities within a job. The process of job analysis result in two sets of data:

1. Job Description.2. Job Specification.

Generally job analysis involves the following steps:

1) Collecting and recording job information.2) Checking the job information for accuracy.3) Writing job descriptions based on the information.4) Using the information to determine the skills, abilities and

knowledge that are required on the job.5) Updating information from time to time

Job Analysis in PMC

In PMC for the job analysis detailed engineering work is carried out. They prepare budget and allot resources and time as per the requirement.

How many employees are required is prepared by H.O.D and the job description is sent to HR Department, before that position is justified. They give fair chance to freshers also. They have their own test for this purpose. The minimum percentage for passing is also fixed. They have different strategies for the fresher’s. They practice the techniques like brain storming for the fresher’s. The method practiced for the collection of job data by P.M.C. are consultants, through E-



mail, Reference group & for fresher’s they conduct campus recruitment.

4.2 Recruitment & Selection.

Employees are vital cogs in the wheel of business. One of the entrepreneur’s greatest attributes is to hire the right people. Putting a successful business team together is as important as putting a good sports team together. Finding the right people, having the right people, in the right place, at the right time, is vital to organizational performance. Getting this right through successful recruitment and selection strategy is critical.

The dictionary provides very functional definition of the word “Recruitment”, the process of obtaining new members or employees, giving little away about the crucial role recruitment placed in work force development. However the routes of the word “Recruitment” Come from the 17tn century French word ‘recoitre’ , meaning the “new growth”, and from the Latin word ‘crescere’ meaning “to grow”. Providing an insight in to the fresh ideas and new opportunities for development that recruitment can offer.

“Recruitment means to find out required people and stimulate them to apply for the job in our organization.”

In other words “Recruitment is the process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measure for attracting that manpower in adequate numbers to facilitate, effective selection of an effective working force”



The recruitment process is not just about employers identifying suitable employees, its also about candidates finding out more about the business, and considering whether the organization is one where they would like to work. A balanced recruitment process will attract candidates, impress them, provide and opportunity to assess and select the best candidates and recruit them in to organization.

Recruitment lends itself as a potential source of competitive advantage to the firm. An effective approach to recruitment can help a company successfully compete for limited human resource. An organization must choose a recruiting approach that produces the best pool of candidates quickly & cost effectively. A recruiting programme helps the firm in at least 4 ways:

Attract highly qualified & competent people. Ensure that the selected candidates stay longer with

the company. Make sure that there is match between cost &

benefit. Help the firm create more culturally diverse work-

force.

Recruitment Needs are Of Three Types.

Planned i.e. the needs arising from changes in organization and retirement policy.

Anticipated Anticipated needs were those movements in personnel, which an organization can predict by studying trends in internal and external environment.



Unexpected Resignation, deaths, accidents, illness give rise to unexpected needs.

On the other side of the coin a poor recruitment process speaks volumes about its role in a firm. When a recruitment result fails to meet organizational needs for a talent, a typical response is to raise entry-level pay scales. This can distort traditional wage & salary relationships in the company, resulting in unavoidable consequences.

Types of Recruitment:-

Recruitment can be done in two ways(A) Internal Recruitment(B) External Recruitment

(A)Internal Recruitment:-

It involves recruiting people from internal sources or within the organization.

The common methods preferred in case of internal recruitment are

Present Employees Employee reference Former employees Previous Applicants



(B) External Recruitment:-

It involves recruiting people from external sources like: Advertisement Campus Recruitment Walk-In Interviews Contractors Consultants Competitors (Head-hunting)



Recruitment process flow chart. :


CV SOURCING

SEARCH*Plan Search

*Identify Targets*Contact Targets

EXTERNAL SOURCES

CAMPUS

ADVERT-

SMENT

CONSUL-ANTS

E-RECRUITMENT

INTERNAL SOURCES

EMPLOYEE REFRENCE

PROMOTION / TRANSFER

TAKE CALLS FROM CANDIDATES

MAN POWER PLANNING



Mapping candidates

against positional

competencies

Reimbursement of expenses

INTERVIEWS & ASSESSMENT*Skill Interview

*Behavioral Interview

SHORT LISTING

VARIOUS TESTS*Psychometric Test*Multiple Assessment of Personality Test*Technical Test*Situational Reaction Test*Medical Test

FINAL SELECTION

ADVISE UNSUCCESSFUL CANDIDATES

THOROUGH REFERENCE CHECK

NEGOTIATE WITH THE CANDIDATES

Cont….



OFFERLETTER

SEND CANDIDATESTO

SITES

YES

NOENTRY IN HR DATABASE WITH

REASONS

FOLLOW UP FOR JOINING

ACCEPTANCE

Relieving & Resignation Certificate or Affidavit, Experience Certificate,

Salary Slip, Expected D/O/J.

JOINING FORMALITY

SAP ENTRY

APPOINTMENT LETTER

INDUCTION


4.3 SELECTION.

“Selection is the process of choosing the person most competent for a particular job or weeding out the unsuitable”.

In other words Selection is the process of differentiating between applicants in order to identify & hire those with a greater likelihood of a success in a job.

The selection process should be based on an ability of the recruiter, who is capable to make a contribution to the organizations effectiveness and potential for development. A rigorous and structured approach should be taken to select the candidates. This will ensure that the process is seemed to be fair to both successful and unsuccessful candidates.

Importance:-

To attract and encourage more and more candidates to apply in the organization.To create a talent pool of candidates to enable the selection of the best candidates for the organization.To determine present and future requirement of the organization in conjunction with its personnel planning and job analysis activities.To increase the pool of candidates at minimum cost.To meet the organization’s legal and social obligation regarding the composition of its workforce.To reduce the probability that the job applicants once recruited ad selected will leave the organization only after shot period of time.



To increase the success rate of selection process by decreasing number of visibly under qualified or over qualified job applicants.

Recruitment & Selection are the two main swords in the HR process. A fine line of distinction between the two swords are i.e. recruitment refers to the process of identifying & encouraging prospective employees to apply for jobs, selection is considered with picking the right candidates from a pool of right applicants.

Recruitment is positive as it seeks to as many candidates as possible selection on other hand is negative as it seeks to eliminate as many unqualified applicants as many as possible in order to identify the right candidate.

Recruitment in PMC

PMC is a project based company which started way back in 1993 & was realized on 3rd May, 2005 is working into Infrastructure Development Business. As an India being developing country, in order to be in the group of developed countries the infrastructure sector is one of the key areas to be focused on this can make a big difference in terms of growth & development of our country. It is very surprising that very less Indian companies are in this business. So it’s a big achievement on part of PMC who has taken a big initiative in this direction. As it is the fastest growing company the human capital is required on regular basis. Hence recruitment is one of the major activities of the HR Department.



Recruitment process in PMC

Step 1. Organogram:

The first step of the process is manpower planning which is done by the departments after taking into consideration their goals. This is done by project/departmental head in consultation with the concerned person in the HR Department. They make the decision after taking into consideration the following matters:

1. Duration of the project, based on which it is decided whether to take the employee on the permanent basis or on Fixed Term Appointment (F.T.A.)

2. Whether to go for replacement vacancy or new recruitment or temporary recruitment for specific period.

3. Designation of the person to be recruited.4. Qualification of the person.5. Experience of the person.6. Job description.7. His reporting relationship.8. Placing of posting.

Based on this information the department submits a manpower requisition to HR department which contains all the details mentioned above and it is need to be signed by the Functional head, head of the department and CEO of PMC.

Step 2. Sourcing of Profiles:



Once it is known how many and of what types of

recruits are required, serious consideration can be given to,

Where to look : With a view to reduce costs, organizations

look to labour markets most likely to offer the required job

seekers. Generally companies look to national market,

regional market, or local market as per the necessity of the

employees. The companies have to look to different markets

considering the factors like location of the company, literacy

level of the respective city.

How to look : It refers to the method or sources of

recruitment. The recruitment of worker through various

intermediaries has been a marked feature of several Indian

industries for a long time. They are known by different

names such as jobbers, sardars, mistry, chaudhary,

mukaddam etc. But, the system of recruitment through

intermediaries has always been subject to various ills. The

bribe and corruption has been the chief ill of the system. But

the employment exchanges are being used more. Labour

legislation in India needs employees to notify vacancies to

employment exchange. But it is a common experience of

many organizations that they have not found this source



effective. The third popular source of recruitment of skilled

workers and high cadre posts is the recommendation of

present employees, relatives and friend. There are several

sources and they can be broadly categorized into,

Internal sources of recruitment:

Present employees

Employee referrals

Former Employee

Previous applicants

External sources of recruitment:

Campus recruitment

Professional or trade associations

Advertisements

Employment exchanges

Consultants

Contractors

Radio and television

Competitors

PMC mainly recruit H.R. guys form MHRM, MHRD, MLW from

Surat, Baroda and Ahmedabad.



Step 3. Screening of Profiles:

After completion of sourcing of profiles the next step is the

screening of profiles and short listing of the applicants. This

is done by HR department taking into consideration

following criteria:

Qualification of the applicant

Special training if any

His/her work experience

His/her present pay package

Project undertaken and present job

responsibilities

Willingness to locate to the place of

work.

Final technical short listing is one by the concerned

departmental experts. In case of campus recruitment candidates are

first required to appear in an aptitude test and technical test and

based on their performance in the both they are short listed for the

personal interview.



Step 4. Communication to short listed candidates:

Short listed candidates are informed to appear for the

personal interview by an email, mentioning the date, time and

location of interview, required documents, mode of transportation

etc. Same information is given to the candidate by calling him

personally on his number and also at the same time confirmation is

also taken from his side that he is appearing for the interview or

not and the final list who are going to appear for the interview is

prepared.

Step 5. Scheduling of Interviews:

Location of the interview is decided taking into consideration the

number of candidates who will attend the interview, for that

conformation from the all candidates id taken whether they are

appearing for the interview or not. If the interviews are at the place

like Mundra ,candidates are provided transportation facility. For



campus recruitment the campus coordinator is informed before

hand for the interviews and interviews are conducted in the college

campus itself. Interviews are scheduled in consultation with the

concerned departments. Interview panel consists of concerned

department head and the senior persons of the same who assesses

the subject knowledge of the candidate and give their feedback for

the same.

Step 6. Conducting Interviews and Selection:

An interview is formal in-depth conversation to evaluate the

applicant’s acceptability. Interview can be adapted to unskilled,

skilled, managerial and professional employees.

The interview can be :

1. One to one- in which there are only to participants i.e.

interviewer and interviewee

2. Sequential – is a serious of one to one interview technique

where one candidates is interviewed by different person in

sequence.



3. Panel – In which there are 2 or more interviewer. It can

provide very good information of the candidates. The

company mainly uses this technique to avoid biasness.

First all the candidates are made to fill up the candidate detail

form which includes the date of birth, education, experience,

present & past salary(if any) , expected salary. Interview of the

short listed candidates are done at the same time by concerned

departmental head. Factors like body language, reaction,

knowledge etc are taken into consideration however subject matter

is given more important. After the interview the member of the

interview panel record their feedback in the Interview Assessment

and Approval Form and give their decision and the sheet is

required to be signed by the members of interview panel, head of

the concerned department and the CEO.

The next step is Negotiation. It is very important part of the

entire process. Since from here it is decided whether the candidate

is finally willing to join or not. Negotiation is also a art since it is

all about how attractively the offer is made so that there will be a

win-win situation for both the sides. If this process is not done then

after effects will start from having a pool of Poor Human capital

and will end up to the problem of retention which is one of the

biggest challenge which majority of companies all over the world



facing nowadays. It gives light to the fact that the process of

retention has its roots hidden in the process of negotiation and

which ultimately affects the company’s ROI made on the human

capital. Thus company may end up loosing its talented employee.

Step 7. Joining:

Scanned copy of the original offer letter is sent to the

candidate through email and he is informed for the same and at

the same time a date of joining is taken from and finally the

original offer letter is field in the offers file and it is given to the

candidate when he comes for joining, at the same time a

photocopy of offer of letter signed by the candidate is taken

from him and it is field in his personal file for documents. The

most ethical part of the company is that they do not demand the

BOND’S from the employees joining the ethical firm.

Following documents are required at the time of joining:

Mark sheets – S.S.C, H.S.C, and Degree’s mark sheet.

One copy of latest resume.

Qualification Certificate.



Relieving letter of last employer.

Experience letter of last employer.

Copy of salary/ appointment letter of last employer.

Accepted copy of resignation letter.

Copy of Driving license/passport/PAN/ID card.

Photographs: passport size 5nos. stamp size 3nos.

Blood group Certification.

Reference certificate-2nos.

If the candidate has no relieving letter from last employer he needs

to make one affidavit.

Example of Recruitment in the PMC held on 28 th and 29 th

may.

The entire recruitment process was conducted with a sole

purpose of acquiring the man power needed for the development of

West and South ports i.e. Dahej and Mundra sites respectively.

The figures given in the below table gives an overview of how the

entire process was done in PMC’s Corporate office at Ahmedabad.

Total Vacancies 250

Total applications Received 400

Short listing 200

Called for the Interview 77

Appeared in the test 30



Cleared test and call for the interview 20

Final selection 12

Given offer letter 12

Offer accepted 12

4.4 Induction.

Induction is the process which enables new employees

to become familiar with their job, organization, and the other

people with whom they will work. The main object of Induction is

to make the new hires feel “at home” in the new environment. In

the first stage all employees feels fear about their performance in

the new job. It helps to reduce fear and attrition among new hires.

In the modern corporate world we can put it as an “ICE

BREAKING”.

Important facts related to Induction:

On an average, 17% of working population leaves their

job per annum. This means that potentially, one out of six

employees’ faces a first day in a new job every year. One reason



people change job is that they never feel welcome or a part of the

organization. As a result many choose to switch rather than fight

and simply quit their job and move to another company.

A thoughtful new employee induction program can

reduce labour turnover and can save thousands of rupees of an

organization.

Induction is the process of acquiring new employees

with the organization. Orientation topics range from such basic

items as the location of the company cafeteria to such concerns as

various career paths within the firm.

Hence we can say that induction is the process through

which a new employee is introduced to the job and the

organization. A good induction programs also shows the

organization’s culture. It also affects reputation of the organization

Importance of Induction:

Induction helps:



To know more about the job, its contents, policies,

rules, and regulations.

To know the people with whom he has to work.

To know terms and conditions of employment

To adjust and adapt to new demands of the job

To get along with the people

To get off to good start.

Topics often covered in Employee induction Program:

About the Organization:

History of employer

Organization of employer

Names and titles of key executives

Lay out of physical facilities

Probationary period

Product line or service provided



Overview of service process

Company policies and rules

Disciplinary regulations

Safety procedure and enforcement.

Employee benefits:

Pay scale and pay days

Vacation and holidays

Rest breaks

Counseling

Insurance benefits

Retirement program

Employer-provided services to employee

Rehabilitation program

Introduction:



To supervisor

To trainer

To co-worker

Job duties:

Job location

Job tasks

Job safety requirements

Overview of job

Job objectives

Relationship to other jobs

Awareness about performance management system

This is general overview of the entire induction process.

Induction in PMC



The PMC has five days induction program for the new

employees. They have also three days tailor made induction

program of a new blood that needs to be circulated in a particular

department. The induction program is started by HR head with

welcome speech. He makes the presentation of Adani Group which

gives the thorough information of Adani Group i.e. history of

Adani Group, various group of companies as well as history of

PMC, services provided by PMC, projects undertaken by PMC,

successful projects, geographical functional area, departments etc.

After that separate presentations were made by each and

every department’s senior manager who explained that what their

department’s role in the organization is. At the end of each and

every presentation there is a session for the question & answer

which made the session very interactive. Employees get the chance

to meet the head of each department and they also come to know

Who is the right person to contact in case they have some problem

or they have any work in other departments.

After that employees are given feedback forms for the

induction program and filled forms sent for analysis.



They have a visit of various locations i.e. Office of PMC,

Mining and quarrying area, West port, North port, South port and

aerodrome etc. during this program.

During the induction program all employees were treated in

equal and fair manner. During the program new employees from

the various departments are called so they have chance to interact

with the employees of the other departments and this leads to

formation of informal groups. It will settle down the butterflies in

the stomach of an employee.

In short by such program employee will come to know rules,

regulations, policies, hierarchy of the organization. They also

understand the working of the organization.

Employees may provide the valuable suggestions which can

be taken into consideration.

Observations:-

Some of the employees suggested that such kind of the

induction program should be held at least once in a month so

that employees can the latest information of the organization.



A well arranged induction program provides the employee

with the feeling of acceptance and also that they are

important for the organization.

A good induction programmes also shows the organizational

culture.

It can also affect the brand reputation of the company.

4.5 Training and Development.

“Training is the act of increasing the knowledge and the skills of an employee for doing a particular job.”

Basically it’s a going process.

In the simple words training means to increase ability to work in some specific field. It is required for all kind of organization. Even though the new hired are highly qualified or educated employee they can not work without proper training. So, the management of any organization can not think that if they hired highly qualified employees than it will save cost of management

on behalf of training. Training is not important only for new hired but sometimes existing workers are also provided training through their management if they required or if new technology is exported.



Development is something different than training. Development means, “To provide knowledge and understanding that will enable people to carry out non-technical organizational functions more effectively.” Generally development is related to higher management.

Development also refers to the learning opportunities designed to help employees grow.

Importance of Training and Development:

Training is necessary when person moves from one job to another.Training is necessary to prepare existing employees for higher level job.Newly hired employees are required training to perform their task with efficiency.Training is required to make employees more productive and useful in the long run.Development aims at improving the total personality of an individual.Development is mostly the result of internal motivation.Development is less skill oriented but it stresses on knowledge which leads to personal growth of an individual.

Training and Development in PMC.



Like all other company PMC also needs to train its employees. The company is project based so it do not have any repetitive work hence needs of training is according to project.

The company has on going skill enhancement program which helps to update the skills to employees. It also help in Role redundancy. The main focus of T&D program is skill, ethics and attitude.

The company hires experts for the foreign consignment purpose. The company also has internal trainers to train the internal employees. Besides this company have also well equipped training centre.

Two steps are followed in training:1. Unlearned things. 2. Learn things.

Unlearned Things

It also very important for the any company that their new employees or existing employees should unlearned things first which were learned by them before their engagement with company.

Learned Things

Then training according to the company’s need is given. Then they are under continous supervision.

PMC prefers fresher. One of the reasons why company prefers fresher is that unlearning is not required in the case of fresher. The other reasons for preferring freshers are as under.



They are like water i.e. mouldability. They can be used as per your requirementFlexibility is more in the case of freshersThey put an extra mile effortsThey have high motivation to go ahead in careerThey have good ability to think freelyThey are more innovative & the reason behind it is that feresher do not have any fear of failure.Results into belongingnessThe other reason is that as they are not married so they will contribute more no. of hours to the work.

The budgets of the T&D every time depends on project requirement.

After the training has been provided company uses the parameters like ROI, Kirckpatericks Model, Reaction and learning to measure the improvements.

The potential problems like cost and time during T&D is faced by the PMC.



4.6 Performance Appraisal.

“Performance appraisal is a process of assessing, summarizing and developing the work performance of employee”

In other words it is an objective assessment of an individuals performance against well defined benchmarks.

All organizations use performance appraisal for different purpose. The main issue is that what should be the criteria for the same. Generally all performance involves judgments which are not always fair. Different organization use different kind of tools for performance appraisal.

Objects of performance appraisal:

To let employees know do a better job by clarifying what is expected of them.To plan opportunities for development and growth.To let employees know where they stand.To provide an opportunity for employees to express themselves on performance related issues.To strengthen the superior-subordinate working relationship by developing a mutual agreement of goals.To asses the training & development needs of employees.



In short performance appraisal is the systematic evaluation of the individual with respect to his performance on the job, his potential for development.

Performance appraisal in PMC

The company’s main objective for the performance appraisal is to ensure accountability from the two perspectives i.e. employee & company. The employees come to know what they are doing, what is expected, what is to be done, finally salary at the end of the year. It also helps employers to measure the performance on the basis of parameters like ROI, cost, quality, feasible performance, time. They are mainly concerned with the return by the employees.

The company has financial budget, Activity budget, functional budget to measure the performance of the employees. According to the company performance appraisal is the gap between expectation and achievement. Final approval is with HR head. All the employees are covered in the process of performance appraisal.

The company follows this process of appraisal once in a month.

The company has “n” number of problems like responsibility issue, align objective of the company with that of individual etc. The company does not have any specific solution for such problems.



4.7 Promotion and Transfer.

Promotion:

Promotion does not mean a mere shifting of an employee to a different job which has better working hours, better location but it can be called promotion only when it carries increased responsibilities and enhanced pay.

“Promotion means an improvement in pay, prestige, position and responsibilities of an employee within his/her organization”

Purposes of Promotion:

To attract and retain the service of qualified and competent person.

To motive employees for higher rate of productivity.

To build loyalty, morale and sense of belongingness in the workers.

To fill up higher vacancies from within the organization.

To increase the effectiveness of the employees.

Promotion can be given either on the base of merit or seniority.



SENIORITY: In seniority base the person who have joined

the organization first are given first promotion. The workers efficiency is not taken in to account in this base. So, in the organization which follows that base of promotion the young and competent get frustrated. However labour unions welcome this criteria.

MERIT: In the merit base promotion the person who performs best during the last year are given first promotion. If this base of promotion is follows by any organization than the efficiency if its workers can be encouraged. Competent people are retained because better prospects are open to them. Productivity of workers will be increased. However Labour unions do not welcome these criteria. Also in these criteria there will be scope of favoritism.

Transfers:

The transfer refers to the movement of employee from one job to another or from one department to another or from one branch to another branch without increase in duties, responsibilities and pay. Generally transfer is given if there are more employees in one department and less in other department in comparison with work load.

Promotion and Transfer in PMC

As all the employees expect some progress in their career every company needs to give promotion to their employees to higher position.



Following criteria is taken into consideration for the promotion in PMC:

o Ageo Time spent in the organizationo Performanceo Liking face

In PMC transfer and promotion take place according to the requirement. The company transfer its employee either inter department or inter location.

If both of these activities are done intelligently then company can use its human capital in highly advantageous manner otherwise there may be a problem like conflicts, reduction in productivity, high Labour turnover etc.

4.8 Remuneration and Job satisfaction.

It is the duty of every organization to design a cost effective pay structure that will attract, motivate and retain competent employees. Organizations have to take care of ever rising expectations along with the legal requirement.

Remuneration is the compensation an employee receives in return for his or her contribution to the organization. Remuneration occupies an important place in the life of an employee, his/her living standard, status in society, motivation, loyalty and productivity.

General Components of Remuneration:

Wages and Salary



IncentivesFringe BenefitsPerquisitesNon monetary benefits

It is said that satisfied employee is very valuable asset of the organization. Satisfied employee puts his/her heart in the work towards the success of organization. Employee’s satisfaction is affected by the factors like salary, environment, relation with superior, alignment between personal goals and that of organization etc. On the other side if employee is not satisfied then it leads to organization’s failure in the long run.

Remuneration and Job satisfaction issues in PMC

The company takes into consideration following factors to determine remuneration of its employees.

KnowledgeSkillAbilityQualificationLast salary

Basically demand and supply factor is also taken into consideration.

The company has Employee Satisfaction Service (ESS) to increase and measure the satisfaction level of the employees.

The company has started this from last year only and the level of satisfaction was 64% last year. Next year’s target is 85%.



4.9 Welfare and Benefits.

“Employee welfare work is work for improving the health, safety and general well being and the industrial efficiency of the workers beyond the minimum standard lay down by labour legislation”

Employee work is undertaken by various groups within and outside an organization to improve the living conditions of the workers. The objective is to make the worker loyal, healthy, happy and committed.

Importance of the employee welfare.

Employee welfare enables workers to have a richer and more satisfactory life.

Employee welfare promotes a real change of heart and a change of out look on the part of both the employers and employees.

Employee welfare raises the standard of living of the workers by indirectly reducing the burden on their pocket.

Employee welfare absorbs the shocks injected by industrialization, urbanization on workers.



Employee welfare prevents social evils like drinking, gambling etc. by improving the materiel, social and cultural condition of work.

Welfare & benefits of employees in PMC

The main objective of the PMC in providing welfare facilities are as under:

o To get the more engage from employeeso To increase the productivityo To change their attitude towards organization’s success

PMC is not providing any overtime benefits.

Incentive payment is based on the performance in PMC.

PMC believes in more welfare facilities and less of fringe benefits.

Few examples of the welfare and benefits provided by PMC:

Canteen facilities. Get together. Picnic. Celebration of festival like Navratri. Conveyance (Only for Mundra).



4.10 Grievance & Redressal

Industrial disputes mean any dispute or difference between employers and employers, or between employers and workmen or between workmen and workmen, which is connected with the employment or non employment or terms of employment or with the conditions of labour of any person.

The reasons for the disputes may be: Wages demand Union rivalry Political interference Unfair labour practices Multiplicity of labour laws

A grievance may be understood as an employee’s dissatisfaction or feeling of personal injustice relating to his or her employment relationship. Conditions which may give rise to a grievance are:

o A violation of company ruleso A change in the working condition or change in past

practiceso A violation of health and safety standardo A violation of lawo A violation of any clause of contract of employement



Grievances & redressal in PMC

PMC is not free from the fact that in ever company employees have more or less grievances.

Grievances in PMC are handled by HOD. Whole of the redressal process is also done by HOD.

Exit interview is the interview taken at the time of leaving. PMC do not conduct exit interview. The company believes that it is not necessary. The employees leave the organization due to common reason like transfer to native place.

Following the current situation PMC do not have thought about VRS or Golden hand shake or retrenchment.

4.11 Motivation and Participative Management.

It is duty of the manager to stimulate employees to act to achieve goals; he must know the capacities of the different employees and their powers to work in smoothly working team.

“Motivation is the process of stimulation employees to action to accomplish desired goals”. Motivation in simple terms may be understood as the set of the forces that cause people to behave in certain manner.

Motivation persists until the satisfaction or reduction of a need state occurs. It sustains behavior in progress.



Motivation is the driving state that channels behaviors into a specific course that is fulfillment of a felt need. It is goal directed.

Motivation triggers behavior impelling a person to action. It results from a felt need.

Motivation is necessary for all kind of organization to retain the interest of the employees.

Participative management means an associating representative of the employees at every stage of decision making. Participative management is considered as a process by which the workers’ share in decision making extends beyond the decision that is implicit in the specific contents of the jobs they do. In short the workers are involved as partner in every decision making in participative management. This results in to employee’s motivation and also their efficiency level is increase.

Motivation and Participate Management in PMC

The basic policy of the company is to create a highly motivated and self drive team. The company cares for each and every employee. Motivation plays very important role in the HR department of the company.

To motivate their employees PMC celebrates their birthday, arrange picnic for them, arrange get together, ESS etc.



The company also provides the scope of suggestion to its employees as motivation. If their suggestion will be put in to action then they are motivated.

About the participate management PMC believes that without participative management no company can last long in today’s competitive environment. So employees are also involved in decision making process in PMC.

4.12 Future challenges and HRP.

Every company nowadays is facing more or less challenges and tries to cope up with it.

PMC faces few challenges which are as under:

To get meaningful and more engagement of employees

Multiplicity of law related to employees is also the problem faced by the company

To decrease Labour turnover rate from 25 %( Current) to 0%.

According to the company most of the Labour laws are redundant. It is to ensure exploitation of Labour.



CHAPTER

5.



Detailed Analysis of the Project on Work Life Balance

Objective:

To ascertain the Work Life Balance of the employees and to arrive at the facilitating as well as hindering factors for the same.

Methodology:

Questionnaire method was used to collect the data from the respondents .

Sample Size:

18 samples were randomly selected with a major focus on 3 departments.

The study conducted on 18 employees of the company brought out the following analysis:



INTEPRETATION & SUGGESTIONS.Data InterpretationPart 1

A)Question wise Analysis of the WLB :

Question 1: How many hours a day do you spend for traveling to work?

ParameteresNo'of respondents %

Less than half an hour 6 33%Nearly one hour 10 56%Two hours 2 11%TOTAL 18 100%

Labeling of the graph

0

2

4

6

8

10

12

1

Less than half an hour

Nearly one hour

Two hours



Interpretation:

56% of the respondents commute nearly one hour to reach the place of work.

33% of the respondents take less than half an hour to travel to and fro.

11% of the respondents take more then 2 hrs to travel to and fro.

Question 2: What is your quantum of work?Define: high medium low-worker’s perception

Parameters No's %High???? 12 67%Medium 6 33%Low 0 0%Total 18 100

0

2

4

6

8

10

12

14

1

High

Medium

Low



Interpretation:

67% of the respondents quantum of work is high 33% of the respondents quantum of work is medium

Question 3: How many hours in a day do you spend with your Family?

Parameters No's %Less than 2 hours

4 22%

2-3 Hours 2 11%3-4 Hours 6 33%4-5 Hours 6 33%Total 18 100%

0

1

2

3

4

5

6

7

1

Less than 2 hours

2-3 Hours

3-4 Hours

4-5 Hours



Interpretation:

33% of the respondents spend 3-4 hours with their family. 33% of the respondents spend 4-5 hours with their family. 22% of the respondents spend less than 2 hours with their

family. 11% of the respondents spend 2-3 hours with their family.

Question 4: Do you ever miss out any quality time with your family or friends because of pressure of work?

Parameteres No's %Never 1 6%Rarely 1 6%Sometimes 11 61%Often 5 27%Always 0 0%Total 18 100%

0

2

4

6

8

10

12

1

Never

Rarely

Sometimes

Often

Always

Interpretation:



61% of the respondents sometimes miss out quality time with their family or friends because of pressure of work

27% of the respondents often miss out quality time with their family or friends because of pressure of work

6% of the respondents never miss out quality time with their family or friends because of pressure of work

6% of the respondents rarely miss out quality time with their family or friends because of pressure of work

Question 5: Do you ever feel tired because of work?

Parameteres No's %Never 3 17%Rarely 3 17%Sometimes 11 61%Often 1 5%Always 0 0%Total 18 100%

0

2

4

6

8

10

12

14

16

18

20

1

Never

Rarely

Sometimes

Often

Always

Total



Interpretation:

61% of the respondents sometimes feel tired because of

work.

17% of the respondents never feel tired because of work.

17% of the respondents rarely feel tired because of work.

5% of the respondents often feel tired because of work.

Question 6: How do you manage stress arising from your work?

Parameteres No's %Yoga 0 0%Meditation 1 6%Entertainment 6 33%Dance 0 0%Music 7 39%Others 4 22%Total 18 100%

0

1

2

3

4

5

6

7

8

1

Yoga

Meditation

Entertainment

Dance

Music

Others



Interpretation:

39% of the respondents are managing their stress through Music.

33% of the respondents are managing their stress through Entertainment.

22% of the respondents are managing their stress through other sources.

6% of the respondents are managing their stress through meditation.

Question 7: Do you personally feel any of the following will help you to balance your work life?

Parameters No's %Flexible starting hours 2 11%Flexible finishing time 2 11%Flexible hours in 8 44%



generalHolidays/Paid time offs 3 17%Time-off for family functions 3 17%Total 18 100%

0

1

2

3

4

5

6

7

8

9

1

Flexible starting hours

Flexible finishing time

Flexible hours in general

Holidays/Paid time offs

Time-off for familyfunctions

Interpretation:

44% of the respondents feel that Flexible hours in general will help them to balance their work life.

17% of the respondents feel that Holidays/Paid time offs will help them to balance their work life.

17% of the respondents feel that Time-off for family functions will help them to balance their work life.



11% of the respondents feel that Flexible starting hours will help them to balance their work life.

11% of the respondents feel that Flexible finishing time will help them to balance their work life.

Question 8: Do any of the following help you balance your work and family commitments?

Parameteres No's %Working from home 3 17%support from colleagues at work

9 50%

support from family members

4 22%

Others 2 11%Total 18 100%

0

1

2

3

4

5

6

7

8

9

10

1

Working from home

support from colleaguesat work

support from familymembers

others

Interpretation:

50% of the respondents feel that support from colleagues at work can help them to balance their work and family commitments.



22% of the respondents feel that support from family members can help them to balance their work and family commitments.

17% of the respondents feel that working from home can help them to balance their work and family commitments.

11% of the respondents feel that other sources can help them to balance their work and family commitments.

Question 9: Do any of the following hinder you in balancing your work and family commitments?

Parameters No's %Frequently traveling away from home

5 28%

Work load 6 33%Office timings 1 5%Others 2 11%No Response 4 22%Total 18 100%



0

1

2

3

4

5

6

7

1

Frequently travelingaway from home

Work load

Office timings

Others

No Response

Interpretation:

33% of the respondents feel that work load hinder them in balancing their work and family commitments. However PMC being Project based company & with a bunch of upcoming projects.

28% of the respondents feel that frequently traveling away from home hinder them in balancing their work and family commitments.

22% of the respondents refrained themselves from replying. 11% of the respondents have other reasons. 5% of the respondents feel that Office timings hinder them in

balancing their work and family commitments.



Question 10: Does your organization provide you with following additional work provisions?

Parameteres No's %Telephone for personal use 9 50%Counseling services 2 11%Health programmes 1 6%Parenting / Family support programmes 1 6%Exercise 3 17%Relocation 2 11%Total 18 100%



0

1

2

3

4

5

6

7

8

9

10

1

Telephone for personal use

Counseling Services

Health programs

Parenting / Family supportprograms

Exercise

Relocation

Interpretation:

50% of the respondents agreed that the Organisation give Telephone / Mobiles as additional work provisions.

17% of the respondents feel that exercise facilities provided by company helps as additional work provisions.

11% of the respondents agree that Counseling Services provided by company helps as additional work provisions.

11% of the respondents feel that the relocation facility provided by company.



Question 11: Does your organization have social functions at times suitable for families?

Parameters No's %Yes 16 89%No 2 11%Total 18 100%

0

2

4

6

8

10

12

14

16

18

1

Yes

No

Interpretation:

89% of the respondents have agreed that such functions are carried out.

11% of the respondents have not agreed on the above mentioned statement; however these people might have joined after such programmes were conducted.



Question 12: Do you spend time for working out?

Working out means employees

Parameteres No's %Yes 7 39%No 11 61%Total 18 100%

0

2

4

6

8

10

12

1

Yes

No

Interpretation:

61% of the respondents are not working out which is quite high.



39% of the respondents do regularly working out which could still be further enhanced.

Question 13: Do you feel work life balance policy in the organization should be customized to individual needs?

Parameteres No's %Strongly agree 11 61%Agree 5 28%Indifferent 2 11%Disagree 0 0%Strongly disagree 0 0%Total 18 100%



0

2

4

6

8

10

12

1

Strongly agree

Agree

Indifferent

Disagree

Strongly disagree

Interpretation: 61% of the respondents strongly agree that the work life

balance policy in the organization should be customized to individual needs.

28% of the respondents agree 11% of the respondents are not sure as to whether work life

balance policy should be customized on individual needs or not.

Question 14: Do you think that if employees have good work-life balance the organization will be more effective and successful?

Parameteres No's %Yes 18 100%No 0 0%Total 18 100%



0

2

4

6

8

10

12

14

16

18

20

1

Yes

No

Interpretation:

100% of the respondents feel that by having good work-life balance the organization will be more effective and successful.

Since all the respondents have agreed that by having a Proper Work Life Balance Organizations can actually be more effective and eventually emerge as a successful Organisation.

CHAPTER 6Conclusion:



The main aspect of our questionnaire has resulted in to the following conclusion.

Majority of employees spend nearly one hour for travelling to work place.

They are satisfied with their family life as they don’t have to sacrifice precious time with their family as consequences there is no pressure of work on employees.

To overcome the stress of work employees generally use the means of entertainment like movies, dance etc.

With the support of colleague at the work employees need more flexibility in general work hours.

Sometimes frequent travelling and work load hinder their satisfaction of family life.

The majority of the employees believe that the company is providing welfare facilities and it is socially responsible.

CHAPTER 7SUGGESTIONS:-

FROM THE ANALYSIS WE CAN SUGGEST THE FOLLOWING POINTS:



1. Company should take Initiative on Health Programme / Physical Fitness Programme, Get Together, Counseling, Flexible Working Hours.

2. Company should organize Sport Event for refreshment.

3. Company should conduct Picnic with Family / Family Outing

4. Facilities like Holidays /Paid Time-Off should be provided.

5. There Should Be Open Discussion with Employee before putting up Any Project.

6. Entertainment Programmes should Be Organized by company.

7. Flexible Working Time should be more emphasized by company.8. More Recreational Facilities should be provided to the employees

9. More of Welfare measures to be taken care off.

10. Ideally there should be a customized Work Life Balance Programme to be competitive



CHAPTER 8Appendix

Example of Recruitment in the PMC held on 28 th and 29 th

may.

The entire recruitment process was conducted with a sole

purpose of acquiring the man power needed for the development of

West and South ports i.e. Dahej and Mundra sites respectively.



The figures given in the below table gives an overview of how the

entire process was done in PMC’s Corporate office at Ahmedabad.

Total Vacancies 250

Total applications Received 400

Short listing 200

Called for the Interview 77

Appeared in the test 30

Cleared test and call for the interview 20

Final selection 12

Given offer letter 12

Offer accepted 12

CHAPTER 9BIBLOGRAPHY

1. Human Resource Management By K.Aswathappa2. H.R. Practices By Monnappa



3. Internet www.adanipmcprivatelimited.com


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