HRM Process in Indo Gulf Fertilizer Pvt. Ltd

Name:         Shweta Bhardwaj (2008 – 2010)

Title:         HRM Process in Indo Gulf Fertilizer Pvt. Ltd.

Summary

The importance of Personal Management is being increasingly realized in industrial or non-industrial organization in both India and abroad. The realization has come about because of increasing complexity of the task of manager and administrators. In most organizations the problems of getting the component and relevant people, retaining them, keeping their motivation & morale, and helping them to both continuously grow and contribute their best to the organization, are now viewed as the most critical problems.  

Attrition rate in the companies is increasing day by day. Retaining employees in the company is the biggest issue for the company. For brining the right people to the company and retaining them in the organization, a well maintained recruitment and performance appraisal system is the major backbone of the company. Recruitment is the process of planning the right person in right place at the right time for the company. And performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim to measure what an employee does. And according to their performance they get rewarded with both as tangible and intangible reward, which provide motivation to employee for doing their best.

Successful recruitment and performance appraisal system may help a company to recruit the right and deserving person and retain them in the company for a long.

This project’s aimed to cover maximum knowledge of the HR practices followed in the organization and how the performance is evaluated of employees, how data is maintained and finally the evaluation is done. The practical knowledge has been gained mainly by observing all the activities taking place in the HR Department. This is a brief study done to have understanding of the subject HR, how it is practically implemented, why it is necessary, its implication and benefits.

Key Learning from this Project:

• I learned different HR policies of this organization which were unknown to me before entering to the corporate world.
• I also learned how much the values and culture of the organization impact the employee’s productivity. Like here senior were approachable in nature, I felt an open culture.
• I have gained some learning from many individual whose are working here; it might be in terms of skills, knowledge, behavior etc.
• I have learnt many small, minutes’ things by observations, which couldn’t learn simply reading the books. Practical experience was totally different.
• I have also learnt that a HR person should be very polite, soft spoken & good in handling the people. Co-ordination with all the departments is very necessary.

Observations and Findings:

• During the study of the project I observed different function of the HR Department. I got the knowledge about the different types of HR Policies functioning in the organization. I also got knowledge about how the organization is following their values in sincere way.
• I learnt what types of facilities are being provided to the employees.
• I also observed how they are doing the Performance Appraisal on basis of the achievement of the targets by the employees in the time given to them through the ERP.
• They emphasis on providing proper working averment to their employees, so that the employees work efficiently and smoothly.
• I also got the little bit knowledge about maintain the database of employees.
• I learnt the recruitment & selection process of the IGF.
• I also got the knowledge about compensation structure of the IGF.

Recommendations:

• The company should give the compensation as per to the skills, so that the employee could do the efficient work.
• Organizations must enhance work force motivation to improve productivity. Workers must be encouraged and motivated to develop the customer satisfaction mindset.
• Organization need to empower their by allowing them greater autonomy and control and to design jobs that are more stimulating. This will enhance the personal productivity.
• Interdependency of different departments should be well studied, co-ordinate for effective output.
• Recruitment proper planned structure according to opening in plant, new vacancy.
• Goals setting programs undertaken with schedule to find potential prospective employees for higher posts, giving training, discussing the on jobs responsibilities.
• The employee’s goals are well studied and structured. The key Related Areas properly designed and Cleary mentioned to employees.

Limitations:

• Shortage of time creating the problem to collect the details.
• The opinions of staff and manager are often in opposition, casting de-motivation.
• The process is usually Manger driven and the staff member is expected to be compliant in the interview.
• The process usually involves him Manager giving their opinion and the staff member having to defend the position, rather than a positive discussion.

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The above article is a summary extract from the dissertation projects of the MBA and BBA students of Skyline College. Skyline, situated in Delhi and Gurgaon (NCR) is a premier institute providing management education specialising in MBA and BBA degrees and specialist courses for travel and tourism as well as mass communication.

Employee Satisfaction Survey at SAI Engineering Foundation

Name:       Puneet Thakur (2008 – 2010)
Title:         Employee Satisfaction Survey at SAI Engineering Foundation

Summary
Objectives of the Study:

• Conduct Employee Expectancy Survey for the organization
• To raise the Employee Satisfaction level based on the Analysis made
• To bridge the gap between the management and the employees

Scope of the Study:
The research project will be undertaken at “Sai Engineering Foundation - New Shimla”. The study will be carried out in HR Department and the HR processes / functions of Sai Engineering Foundation.

Limitations of the Study:

• The time limit within which the study has to be conducted is short for a real thorough analysis of the organization.
• Since Ace has many co-partners under the Ace umbrella, it is not possible to extend the study on all its partners.
• All the departments may not be contacted for the study. Most of the information will be sourced from HR department.
• Organization may not disclose all information from the management.

Findings:

• Overall the employees enjoy a good quality work life.
• Work at the staff level requires to be enriched so as to provide opportunities to tap the employees’ skills and abilities.
• Employees learn a lot of new things trust the management and are proud to be working for Sai Engineering Foundation.
• Scores indicate that the employees are not very satisfied with the pay level.
• Operators most unhappy about the pay, pay scale and educational opportunities, followed by the executives, staff and managers.
• Operators more satisfied with the medical insurance and facilities followed by the staff, executives and managers.
• All the groups indicate mild dissatisfaction with the retirement and recreational benefits.
• All almost agree that pay hike is time bound but not linked to individual or team performance and could be based on Senior management’s impression about individual.
• No significant satisfaction or dissatisfaction about the annual bonuses & performance based bonuses.
• Executives, managers and operators disagree that the pay and fringe benefits are comparable with other organizations; staff more neutral in this regard.
• Executives and staff neutral on most aspects and indicate dissatisfaction with career development prospects & opportunities for training and higher studies.
• Managers not very satisfied with career development prospects though agree on quality training provided & neutral about intent to quit.

Recommendations: 

• Increase salary and yearly increments.
• Pay & promotion to be based on :
  Performance
  Seniority (some against this)
  Qualification (some against this)
• More medical benefits, housing loans & tax beneficial salary structure.
  

Conclusion:

• Overall employees are satisfied with the recruitment and training process that is followed in the organization.
• There is not much difference in the opinions among the employees of various departments regarding the aspects of the interviewing process, the interviewer and their interaction during the interview, which is highly satisfactory and also the training, promotion basis is fairly good.
• The employees of all the departments have assigned highest priority to company reputation and then the opportunity for advancement (career growth).
• The company had been following the panel interview method, which can be cumbersome to the recruitment process.
• There is wide acceptance that the functional knowledge of the employees is very important secondly the attitude of the employees and then compatibility of the employees, assessing style and lastly smartness and wit of the employees. We also noticed that the management takes good initiative for the development of the employee’s morale, status and quality of approach.

  

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The above article is a summary extract from the dissertation projects of the MBA and BBA students of Skyline College. Skyline, situated in Delhi and Gurgaon (NCR) is a premier institute providing management education specialising in MBA and BBA degrees and specialist courses for travel and tourism as well as mass communication.

Marketing Strategy of Two Wheeler Segment in Automobile Industry – a Study on Bajaj & Hero Honda

Name: Chaittick Sahdev (2008 -2010)
Title: Marketing Strategy of Two Wheeler Segment in
         Automobile Industry – a Study on Bajaj & Hero Honda

Summary
In India, a two-wheeler is used as a personal/family vehicle or a goods carrier, whereas it is confined to sports/racing (heavy motorcycles) or short distance shopping (mopeds). So this report records the findings and analysis of a survey conducted in order to assess the marketing strategies of two wheeler segment in automobile industry of bajaj and hero Honda. The survey has been conducted in a systematic manner right from investigating the objective and breaking it down to the various components of the research to arriving at final conclusions on possible parameters to study the customer satisfaction level toward dealer services. An attempt has been made to understand the satisfaction level of the customers toward dealer services depending on the profile, i.e. customer income, demographics such as age, gender, occupation, etc. The questionnaire was designed on the basis of an exploratory research. The actual data collection was through personal surveys of a convenient sample of units. Based on analysis and what was found, I have tried to develop that the players will have to compete on various fronts viz pricing, technology, product design, productivity, after sale service, marketing and distribution. In the short term, market shares of individual manufacturers are going to be sensitive to capacity, product acceptance, pricing and competitive pressures from other manufacturers.
According to the survey, All the three segments, motorcycles, scooters and mopeds have witnessed capacity additions in the last one-year and it will continue in the upcoming period. Over this period, only the motorcycle segment is expected witness higher demand vis-à-vis supply, while the scooters and mopeds supply will outstrip demand. As incomes grow and people feel the need to own a private means of transport, sales of two-wheelers will rise. Penetration is expected to increase to approximately to more than 25% by 2009. While buying a motorcycle economy is the main consideration in form of maintenance cost, fuel efficiency. Hero Honda is considered to be most fuel-efficient bike on India road.

Objectives:
The project title “Marketing Strategies of Two Wheeler Segment in Automobile Industry: A Study on Bajaj and Hero Honda” tells about the objective of the study in a nutshell.

• To identify and analyze the marketing strategies of automobile industry in two wheeler segment of:
  
  
  
  
  • Bajaj Auto
  • Hero Honda 
• To assess a comparative analysis of the above 2 companies
• To study the customer satisfaction level toward dealer services.
• To study the preference / perception of the customers toward the two-wheeler brand satisfaction

Conclusion:
The two-wheelers market has had a perceptible shift from a buyers market to a sellers market with a variety of choices. Players will have to compete on various fronts viz pricing, technology, product design, productivity, after sale service, marketing and distribution. In the short term, market shares of individual manufacturers are going to be sensitive to capacity, product acceptance, pricing and competitive pressures from other manufacturers.

• All the three segments, motorcycles, scooters and mopeds have witnessed capacity additions in the last one-year and it will continue in the upcoming period. Over this period, only the motorcycle segment is expected witness higher demand vis-à-vis supply, while the scooters and mopeds supply will outstrip demand. 
• As incomes grow and people feel the need to own a private means of transport, sales of two-wheelers will rise. Penetration is expected to increase to approximately to more than 25% by 2009. 
• While buying a motorcycle economy is the main consideration in form of maintenance cost, fuel efficiency
• Hero Honda is considered to be most fuel-efficent bike on India road.

Recommendations:
Bajaj Auto

• Broader production base: The Company should be poised to drop its costs and increase its competitive strength in the market place so that it may be able to broader its production bases.
• Low per capita use: The per capita consumption Bajaj auto products in general and Bajaj Caliber in particulars in India is not so high as in China and Japan. This notwithstanding the fat that the Company has been able to achieve a mixed bag of success and failures recently. The fact remains that this disparity is expected over the coming years especially with prices expected to drop in the coming year
• It should increase its number of authorized dealers and service centers in India.
• Global thrust: It can thrust to emerge as a global player of respect for which it is necessary to export in bigger quantities than it has done in the past. This will require big capacities.
• The media Revolution, Exposure to foreign brands and raising incomes will promote greater consumer awareness. The market for consumer goods will continue to grow and rural demand is expected to be particularly strong as a result of several years of comparative agricultural prosperity. Therefore the company should increase its production capacity and capitalize on its resource-mobilizing capabilities to this end only.

Hero Honda

• The company should supply products of highest quality at restorable prices for customers satisfaction and for the benefit of the society in general.
• The company should ensure timely supply.
• The company should have a better work culture among all employees and it should generate and sustain the concretion among all employees and it should generate and sustain the concretion among all employees through systems education and training.
• The company has to increase its capacity. This shall cater to the demand for the future. The company shall be spending Rs.100 Cr this year towards this end. For expansion a feasibility study should be conducted on the setting up of a new plant.
• They should also give a thought to venture into other segments of two wheelers.

Limitations:

• The sample was collected using convenient sampling technique. So result may not give an exact representation of the population.
• Shortage of time is also reason for incomprehensiveness.
• The views of the people are biased therefore it does not reflect true pictures.
• The data is secondary and has been collected from various websites. So its authenticity is questionable. 
  

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The above article is a summary extract from the dissertation projects of the MBA and BBA students of Skyline College. Skyline, situated in Delhi and Gurgaon (NCR) is a premier institute providing management education specialising in MBA and BBA degrees and specialist courses for travel and tourism as well as mass communication.

Analysis and Study of Digital Marketing and its Scope in India

Recruitment and Selection Procedure in PSUs

Name:         Gitesh Singh (2008 – 2010)
Title:            Recruitment and Selection Procedure in PSUs

Summary

Objective:
The main aim of the research is to compare the recruitment and selection procedures of the public sector organisations in India and draw out similarities and differences based on the outcome. While doing so we will get an in-depth knowledge about the criteria and the policies PSUs follow while recruiting the best among the vast and competent human resource available.
The research is based on the recruitment and selection policies and procedures adopted in three of the best PSUs in India i.e. BHEL, NTPC and IOC.
The objective of the research on The recruitment and selection procedures in the PSUs of India will be seeked by knowing how these public sector organisations recruit and select the best talent available.
The research also throws light on some of the important debates in the field of HR like “should we recruit from internal sources or the external one?”, “should there be induction programme and if yes how should it be conducted and for how long?”. The research seeks to answer these debates which come up while an organisation has to recruit the best from an internal source of 106 billion creative minds.
The research will also help us in drawing some facts on the common practices in the industry while recruiting and selecting employees.

Conclusion:
Recruitments and selection as seen are carried out in all three organizations and is a very vital part of their human resource (HR) activities. All the three organizations have their selection procedures, policies and norms which come into play every time when selections are conducted.
It is seen that organization prefers big selection boards being cautious enough that the right and the most appropriate candidate is selected for the vacant post with valuable and experienced opinion of various field experts. The board definitely consists of Personnel Heads and CMDs. It is also seen that firms keep specially appointed members for selection of SC/ST reserved seats.
The pre-requisite of selection procedure is planning of budgets according to which various other aspects are decided.
The other common feature in all the three PSUs is that all use Advertisements, campus recruitment and personnel consultants/agencies for recruitment. In addition IOC also consider website as a source of recruitment.
In internal sources firms uses Promotion, Transfer and Deputed employees for recruitment, it should be noticed that none of the three firm uses Employee referrals as a source so that selection can be kept as unbiased as possible. In IOC Fresh blood are invited for the lowest grade only i.e. grade A and for higher posts personnel are placed internally.
To know the real caliber of the candidate the organizations follow the practice of taking tests and specially WRITTEN TESTS. This shows the increasing trend of testing not only the knowledge of the candidate but his/her ability to express and spontaneity of the applicant.
Induction training is becoming an integral part of the selection procedure with organization paying adequate or large time of selection process on induction. To make it more effective NTPC has divided its executive recruits into two groups i.e. E1 and E2 through which selected candidates can be familiarized to their work groups more efficiently.
Whereas BHEL and IOC provide the recruits with common induction, with BHEL training its members as long as one year proving that what a vital role induction plays in the success of whole process.

In all it can be analyzed that RECRUITMENT and SELECTION are very meticulous processes and require expertise to perform them. Nowadays organizations especially PSUs who are receiving hefty competition from private sector have to tap upon the best possible work force available in the market in least cost possible and to perform this task they practice a detailed recruitment and selection process.

Suggestions:All the three organization should consider more sources of recruitment as it will broaden their choice group and facilitate selection for e.g. Field trips, unsolicited applicants.
Unlike BHEL both IOC and NTPC do not consider deputed employees as a source of recruitment which can prove a very important source as cost over induction can be curbed in such an case
As done by NTPC both BHEL and IOC should also categorize their executives into different groups so that more appropriate and concerning training could be imparted to the candidates.
Like NTPC the other two organizations can also employee Experts in the selection committee for selection purpose

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The above article is a summary extract from the dissertation projects of the MBA and BBA students of Skyline College. Skyline, situated in Delhi and Gurgaon (NCR) is a premier institute providing management education specialising in MBA and BBA degrees and specialist courses for travel and tourism as well as mass communication.

Market analysis of LG consumer durables

Name:      Anil Kumar (2008 – 2010)
Title:         Market analysis of LG consumer durables               

Summary
Indian Consumer durables market used to be dominated by few domestic players like godrej Voltas allwyn and kalvinater. But post liberalization much foreign company have entered into Indian market dethroning the Indian player and dominating Indian market  the major categories in the market CTV, REFRIGRATOR, AIR CONDTIONERS  AND WASHING MACHINE.

India being the second largest growing economy with huge consumer class has resulted in consumer durables as the fastest growing industries in India LG, SAMSUNG the two Korean companies has been maintaining the lead in the industries with LG being leader in almost all the categories. 

The rural market is growing faster than the urban market, although the penetration level is much lower. The CTV segment is expected to the largest contributing segment to the overall growth the industry. The rising income levels double-income families and consumer awareness are the main growth drivers of the industries.
Consumer durables major LG Electronics India Pvt. Ltd. (LGEIL) will invest nearly Rs 500 crore in India this year in research and development, brand-building and other marketing initiatives.

The company, having a turnover of Rs 9,500 crore and market share of 26 per cent, is investing Rs 360 crore on brand-building and other marketing initiatives and around Rs 140 crore on research and development, besides launching new platforms in information technology and related areas,
LG’s innovative ‘211 campaign’ to provide quality after-sales service, will also be expanded from the existing 22 to 40 cities by next month,  The campaign, for which IT infrastructure has been set up, includes the company’s response to customer complaint within two hours. The fixing time for complaints varies from one hour to a maximum of 24 hours.

Objective:
To objective of the report is to study of the main objective of filed survey during the project was to find out the market share of the LG and also calculate the display share. Find out the positional dealer who can sale the LG product in large volume.

Scope of project:-
This project gives me great exposure to the consumer durable market because it includes product knowledge and the filed job in which I have visited the store comes under the region of Pune. During this project I also took part in the exhibition of LG which held for the purpose branding and awareness of LG product. This project helps me to know the market practically. My job was during this project to see the market share and also the display share of the LG product in the store. LG always insist the 50% display share of LG product because LG believes that “JO DIKHTA HAI WO BIKTA HAI”.


Key Findings:

• By calculating the display share we found that in most of store LG has 50% display share almost all categories.
• By the actual monthly sale of particular store we came to know the capacity of the store and how much product can they sale.
• It helps us to know that weather dealer is capable of being a direct dealer of LG or not and it also helps to find out the new dealer who are capable of being the dealer of LG.
• We also came to know while visiting the shops that there was big problem of after sale service.
• Many dealers were facing the problem of after sale service because there is no follow up calls from LG.
• Demo calls also not done properly.

Reason for Choosing This Topic:
I have taken this topic to get the insight market analysis of consumer durables of LG and thereby understanding their rudimentary rules or strategies to gratify the consumers and ultimately being an invincible player in the Electrical market since long. What makes LG immaculate in the execution of its services to damndest is the main question to answer via this report.

Methodology:
I have got 100 Questionnaires filled by localities and customer of LG. These questionnaires will account for primary data where as the secondary data has been picked up from the internet, book and articles.

Recommendations and Suggestions:

• Exhibitions do not help to generate so much sells but they should be conducted regularly. This helps in generating awareness regarding the product in customers which ultimately helps in sales. 
• Also it is helps in advertising for the new products. Like in this exhibition new LCD SCARLET was advertised. Company should always focus on service.
• Display share should be increased where there is less than 50% as LG also believes that “JO DIKHTA HAI WO BIKTA HAI”.
• Company should try to improve service. No doubt the company products have technically edge over competitors but in long run it may hamper the company’s profit.
• Company should concentrate more on its major drivers LCD, IT, and GSM. Branding and promotions should be done effectively as it creates a long lasting image in the mind of customers. 
• Company should also cater to the needs of sub dealers as some of the sub dealers have potential of high sales.
  

Limitations:
Every study has certain limitations. In my study, also there were certain limitations, which I could not able to solve.

• The research was conducted in a very small area.
• My research work period witness the biggest ups and downs in product sale of different brands, which affected the perception of the customer. This was biggest drawback of my study.
• Time factor was also important for me. I had only 60 days to complete my research, for which a full-fledged report was insufficient for me.
• The customer filled the questionnaire mostly in careless manner, so it was difficult to make them hold for time. 
• I had only found the upper-middle class family to fill up the questionnaire, but generally, an average middle class family was required for the study.
• The sample size is also very small which represent my research on consumer behavior
  My study is not recognizable in whole INDIA as well as outside Ranchi due to the above limitations and less area coverage.

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The above article is a summary extract from the dissertation projects of the MBA and BBA students of Skyline College. Skyline, situated in Delhi and Gurgaon (NCR) is a premier institute providing management education specialising in MBA and BBA degrees and specialist courses for travel and tourism as well as mass communication.

Impact of Job Design on Employee Satisfaction at J.K. Cement Kanpur

Name:   Abhineet Anand (2008 – 2010)
Title:     Impact of Job Design on Employee Satisfaction at J.K. Cement Kanpur

Summary

Short Description about the Project:
There is an established body of knowledge supporting the idea that certain jobs and goal setting can enhance performance. This project focuses on motivating performance through job design. It is experienced that well designed jobs can have a positive impact on both employee satisfaction and the quality of performance. In the present project, it is proposed that a well-defined job would enhance motivation, satisfaction and performance of the employees. Thus, for both academicians and practitioners, job design takes on special importance in today's human resource management. It is essential to design jobs so that stress can be reduced, motivation can be enhanced, and satisfaction of employees and their performance can be improved so that organizations can effectively compete in the global marketplace.

Objectives:

• To gain familiarity with a phenomenon or to achieve new insights into it – Exploratory or formularize research.
• To portray accurately the characteristics of a particular individual, situation or a group – Descriptive research.
• To determine the frequency with which something occurs or with which it is associated with something else – Diagnostic research.
• To test a hypothesis of a causal relationship between variables – Hypothesis-Testing research.

Conclusion:
We have reviewed three factors which qualify the general proposition that increases in the motivating potential of a job foster greater internal work motivation on the part of the people who perform it. These factors are a person's job relevant knowledge and skill; growth need strength; and level of satisfaction with aspects of the work context, particularly satisfaction with job security, com¬pensation, co workers, and supervision.

While each of these factors may, in its own right, affect the responses of a person to a job, they become especially significant when they occur in combination. The "worst possible" circumstance for a job that is high in motivating potential, for example, would be when the job incumbent is only marginally competent to perform the work and has low needs for personal growth at work and is highly dissatisfied with one or more aspects of the work context. The job clearly would be too much for that individual, and negative personal and work outcomes would be predicted. It would be better, for the person as well as for the organization, for the individual to perform relatively more simple and routine work.

On the other hand, if an individual is fully competent to carry out the work required by a complex, challenging task and has strong needs for personal growth and is well satisfied with the work context, then we would expect both high personal satisfaction and high work motivation and performance. The work, in this case, would fit well both with the talents and the needs of the individual, and the out¬comes should be beneficial both to the individual and to the organization.

Recommendations:

• Based on the study I would suggest the company to go for work redesign
• The company should offer employees more chances to show their skills
• Company should also provide employees with certain degree of autonomy so that they feel their job significant.
  
  

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The above article is a summary extract from the dissertation projects of the MBA and BBA students of Skyline College. Skyline, situated in Delhi and Gurgaon (NCR) is a premier institute providing management education specialising in MBA and BBA degrees and specialist courses for travel and tourism as well as mass communication.