hr proj empl satifctn

7/29/2019 Hr Proj Empl Satifctn

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CONTENTS

Report 1

Introduction About Study

Statement of the Problem Objectives of the study Scope of the Study Limitation of the Study Research Methodology

Report 2

Introduction of the Company

Background Company Profile Vision and Value SWOT Analysis Objectives of the UPT BOD of the UPT Product Profile Competitors of the UPT

Report 3


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Departmental Analysis

Organizational Chart Finance Dept.

Production Dept. Marketing Dept. HRD Dept.

Report 4

Human Resource Department

Introduction of H.R Management. Objectives of H.R Mgt Brief Role of Personnel or H.R mgt Manpower planning Recruitment Selection

Training Wages and Salary Welfare Facilities


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Report 5

Findings Suggestion

Conclusion Bibliography

Report1

INTRODUCTION ABOUT STUDY


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Statement of the problem:

The Title of the Project EMPLOYEE SATISFACTION at UPT Pvt. Ltd. The

topic is selected to analyses employees satisfaction at United Precision Tooltech Pvt.ltd

Dharwad. Which is being showing good performance and turnover since its inception this

study is conducted to evaluated the level of employees satisfaction in the company in order to

give a better scope to the members, shareholders and the management themselves about the

rating of the company and its performance in the market this analyses is necessary.

OBJECTIVES OF THE STUDY

The Following are the main Objectives of the Study

To study the employees satisfaction in Private ltd. To calculate the satisfaction level to the employees towards different facilities provided

for employee Motivation.

To understand the reasons to the dissatisfaction towards monitory and non monitorySchemes.

To suggest remedial measure for increasing employee. Satisfaction in UPT.

SCOPE OF THE STUDY


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The scope of the study is that it is in depth study of human nature. It

requires along with term research and study to trap the right satisfaction level among

employees.

Here by it require constant observation interaction and study alone the

person his attitude perception and personal life many times and persons personal life highly

affects his professional life.

Job satisfaction cannot be checked just using the questionnaire hence

personal interaction is must which is very time consuming.

LIMITATION OF THE STUDY

The good report sells the result of the study but every project has its own limitation.

The study is based on sample method hence limitation of sample method areapplicable.

As the study has been conducted during short period (only for 1 month) thereforethere was wile deficiency for collection of data.

Since the work is purely explanatory the study is subjective. An attempt has been made to collect the relevant information from the primary and

secondary sources but the extent of relevance is entirely dependent on the data given

by the company so this becomes another limitation of the study.


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RESEARCH METHODOLOGY

The methods use to conduct this study are short term nature the various data

collections methods are as follows:

Primary data Collection Secondary data Collection

PRIMARY DATA COLLECTION

Primary data is the data collected by wary of face to face communication

that is collection the data by way of discussing with the managerial personal of the

organization and through Observation.

Following are the Sources of Primary Data Collected.

Primary source is through question to the employee working in

UPT around 40 workers have been Interviewed personally on satisfied randomsampling method.

Interaction with different department Head.


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SECONDARY DATA COLLECTION

Secondary data is the data which is not collected through face to face

discussion this type of data is collected from the papers and books, which is provided by

Organization.

In other words secondary data is data which is already collected by

someone else.

Following are the sources of Secondary data Collected.

From company Profile From Text Books The analysis to the data is made with the help of Percentile method.

Report2

BACKGROUND OF UNITED PRECISION TOOLTECH Pvt. Ltd

UNITED PRECISION TOOTECH PVT.LTD started production in the year 2006

Company has transformed themselves from a humble manufacturing unit to a multi

dimensional industrial engineering tool manufacturing conglomerate. By meeting the needs

of burgeoning industrial sector and catering to its every demand, they have been growing


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and evolving in new direction. Their manufacturing prowess covers a wide range of cutting

tools and precise engineering tools. UPT Industries is a leading manufacturer and suppliers

of high quality engineering tools and have been supplying to over 500 companies since 2006

to 2012.

It is known as time series analysis. It gives the indication of direction of change and reflects

whether the firms financial performance has improved, deteriorated or remained constant

over time. The company should determine these changes, but more importantly understand

why ratios they have changed. Liquidity ratios demonstrate a company's ability to pay its

current obligations. A class of financial metrics is used to determine a company's ability to

pay off its short term debt obligations. Instead of finding the ratio, maintaining physical

records of all transactions Enterprise Resource Planning (ERP) Software could be effectively

used to manage all such time consuming work.

The latent potential of this sector and its inherent strengths lent credence to the belief that the

Indian machine tool industry can become a significant global player and carve a niche for

itself in the high technology sunrise segment of NC/CNC machine tools. However, towards

achieving this status, the industry does need to adopt a visionary approach and aim at astretched goal of exponential growth, which must essentially be export-driven.

COMPANY PROFILE

Name of the CompanyUnited Precision Toolings Pvt.Ltd

Year of Establishment 2006


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M.D and Chairman Yashkaran Laully - Chairman.

Jasbinder Singh- M.D

Works and Office Address Opp.4th Cross ,Near GIP Kalyan Nagar Dharwad-

580007 Karnataka-India.

Registered Office Hill View , Attikolla Dharwad580007

Tele - fax 0836- 2748264

Email/ Website Email:[email protected]

Website:-www.upt.co.in

Renamed United Precision Tooltech Pvt.Ltd.

Trademark

Nature of the Activity Its Manufacturing tool holding Like:

Collets, Chuck, Adopters, Fixtures, Micro, Boring head

Air Chuckles, and Sockets

No. of Employees 50 including Staff

Banker State bank Of Mysore.

Turn Over 2.50 Crore Per year

OBJECTIVES OF THE UPT

UPT
mailto:[email protected]:[email protected]:[email protected]://www.upt.co.in/http://www.upt.co.in/http://www.upt.co.in/http://www.upt.co.in/mailto:[email protected]


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Every industry and company has its own set off objectives. The basic

objectives of every industry is to earn profit and its fund by the expansion of business

customers orientation meeting with the heard of customer etc.

The UPT Pvt. Ltd have the following Objectives

To bring the light product at the light price and developing on organization which iscustomer oriented and customer Driven.

To maintain good quality product in the market available at affordable price. To become a key player in economy to fast trade. Creating employment opportunity,

increasing industrial production and accelerating the process of substantial

development.

To modernize the organization culture through the introduction of new ideas. To use modern technology in maintaining quality and increasing production. To develop team of managers capable of meeting the future needs of the productivity. To faster a climate in which individual can grow realize these full potential.

SWOT ANALYSIS

SSTRENGTH

W-WEAKNESSES

O- OPPORTUNITY

T- THREATS

1. STRENGTHS


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A firm's strengths are its resources and capabilities that can be used as a basis for developing

a competitive advantage.

22 years experience of staff Willingness to take challenges good reputation among customers cost advantages from proprietary know-how manufacture import substitute products special products manufactured with the expertise of in house design and research

2. WEAKNESSESThe absence of certain strengths may be viewed as a weakness.

lack of patent protection Inconsistency in accuracy. a weak brand name & marketing strategies training and up gradation of staff knowledge Poor after sales service lack of access to resources nearby raw materials bought from distant places company is not in industrial area so less government facilities

3. OPPORTUNITIESThe external environmental analysis may reveal certain new opportunities for profit and

growth. Some examples of such opportunities include

arrival of new SEZ in Belgaum loosening of regulations
http://www.quickmba.com/strategy/competitive-advantage/http://www.quickmba.com/strategy/competitive-advantage/


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willingness of workers to grow situated in dharwad workers are available for less wages compared to industrial areas

nearby.

there are many industries which are still unaware of the company in Karnataka regionas they concentrate more on large scale industries

4. THREATSChanges in the external environmental also may present threats to the firm. Some examples

of such threats include:

Competition from international players manufacturing in India. competitors are rising day by day in their business. new manufacturers sell products at lower price to get large orders new regulations by government. technology improvement reduces the life cycle of the product which is only 3yr now.

VISION AND MISSIONS

VISIONS:-

1.The co. willbe continue to all the over cos in India to continue in future of the business

will be the all conditions to control in the market field in store combination of the co.


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2.The co. will help to order of the any Indian co. to permit the order in programme of an co.

3.The co.s provide all the condition to use and provide to all the cos private ltd and it is all

the co. to procedure will be the particular area of any combination.

4.The particular to produce all the material like CNC machining tools in the 5 yearperformance of the co.

5.The investment of all the combines like in stock statement and all the overall measurement

of the particular organization.

MISSION:-

1.The co. will be the passion of an the conditioning through all the organized co.

2.The co. will be the in the stock of the raw material will be the cooperation of all the co. in

last 5 year experience staff .

3.To all the particular statement in condition to prisons in term of all the material transaction

will be all over in conditions.

4.To procedure in condition to introduce to all over co. organization of an particular virtualto perfect to in term of all the manufactured in business.

5.To product of an co. to introduce all over procedure to visual lateral mode in mission.

UPT Pvt. Ltd ACCESSORIES MAN POWER

Consists of the Following

BOARD OF DIRECTORS


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Shri. Yashkaran Laully Chairman.

Shri. Jasbinder Singh Managing Director

Shri. Gurumeet Singh Technical Director

MANAGEMENT TEAM

Mr. Gurumeet Singh - Director

Mr. B.K. DattaMarketing / Sales Engineer

Mr. S.V. JayaramnavarSales Engineer

Mr. Sukhwinder SinghMaintainer of CNC Machines And Director.

Mr. Sawanthwadi - Sales / Marketing.

Mr. B.S. HiremathStore Keeper

Mrs. Geeta AmbroseClerk

Mr. PachangeSupervisor (Milling)

Mr. Shankar MadanbhaviSupervisor (Grinding)

Mr. KattimaniSupervisor (Turning)

PRODUCT PROFILE
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Boring Head Boring Tool CAT Collets Coolant Series

DAT Drill Chuck ER EOC

HSK TG Milling Chuck Straight Shank Series

PRODUCT DESCRIPTIONS

Micro Boring and facing head for boring machine, jig bores, milling machine radialdrilling machines and lathe.

Hardened and ground collets of all size with various rangers. Air operated and heating treatment processes.
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Pneumatics cylinder of various size lever operated collets chucks. Muting adopters and adjustable adopters. Jig grinder attachments. Hardened and ground collets Clare chucks and collets. Flash chine tool holders. Auto grip adopters. Micro boring bars. Adjustable adopters.

No Product Range Application

1 Collets Gripping size 3mm to60mm

Used to hold cutting toolslike chills and mill etc.

2 Collets holder ---------------- Use to hold collets

normally used on milling

Machines

3 Reduction Sockets Mt 1 to Mt 2 Use to hold taper Shank

Drills.

4 CNC Toolings ---------------- Used to CNC Milling

machines.5 Stub Arbors 160600 Used to hold side and

Face Cutters and face

mill Cutters

6 Micro boring Facing

Heads

1000 to 12000 Used for finishes forcing

of per drilled holes and

also used for facing.

7 Pneumatics Chucks 160 to 3150 Used to lathe to hold

work pieces by air

pressure.

8 Jaw Cell Centering

Chucks

1000 to 3500 Used to lathe to hold

work pieces by air


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pressure.0

9 Micro Boring Bars 500 to 2000 Used on CNC millingmachines to finish per -

drilled hold but individualsitting of boring range

will be very less ascompared to boring

heads.

10 Milling Indexing

Fixture

--------------- Used to hold work Pieceand for index milling of

the same.

COMPETITORS OF UPT

This co.s compitator are :-

Like :-Elmeca works pvt.ltd co. in it is competitors of this co. since from 6 year and

Like to tell in conditioning are

Secniu precision Ram Precision Mac turn Co. Pvt. Ltd.


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To produce of an to control the conditions to provide in all material in cheapest material in

position of all over controlling unit prisons.

ORGANIZATION STRUCTURE

MR.YASHKARAN LAULLY

TECHNICAL

DIRECTOR

FINANCE

MANAGER

MARKETING

MANAGER

SALES

ENGINEER


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Report3

FUNCTIONS OF ORGANIZATION SET UP IN BREIF

A.HUMAN RESOURCE DEPARTMENTB.

PRODUCTION DEPARTMENT

C.MARKETING DEPARTMENTD.FINANCE DEPARTMENT

A.HUMAN RESOURCE DEPARTMENT

H. R.

MANAGER

ACCOUNTANT

SALES REPCASHER

TURNING MILLING GRINDING

SUPERVISOR

HEAT

TREATMENT

SUPERVISORSUPERVISOR

GRINDERS

ASSEMBLY

MILLERTURNERS STORE

STORE

KEEPER

HELPER


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It is the branch of personnel department, time office is the key to the personnel department

It performs the basic function of the personnel departments it maintains the record of the

arrival & departure time of all the staff members including the managerial staff. the person

who looks after the record of the time office is called time keeper. The company issues a

digital ID card which is used to sign in as well as security purpose of the company withfingerprint scanner which is later analyzed at the time of paying the salary to the individual.

The workers are also required to sign in the attendance register to avoid manipulation or

escaping tricks, later the data is sent to finance department for allocation of the salary.

B. PRODUCTION DEPARTMENT

OWNER/PROPRIETOR

HR MANAGER

ALL EMPLOYEES

TECHINICAL DIRECTOR

PRODUCTION MANAGER

SUPERVISOR

DRILLING TURNING HEAT TREATMENT GRINDING

OPERATORS


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The main aim of the production department is the optimum utilization of available resources

and to supply the products on time .this dept aims at the attainment of the objective To plan

and meet the production requirements as per customer specification through continual

improvement in planning, procuring, processing and optimum utilization of resource.

FUNCTIONS:-

1).The main function of this dept is to organize material procurement, design, production

planning and periodic review with all concerned heads.

2).To plan for manpower and equipment for production control purpose.

3).To plan and organize the layout of RPO and assembly for effective operations.

4).To co-ordinate and arrange for the preventive break down maintenance of machinery and

equipment.

THE MAIN PRODUCT OF THE ORGANISATION ARE:

Collets Boring Heads Boring Bars Sockets Milling Chuck Coolant Series Drilling Chuck.

C. MARKETING DEPARTMENT


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This department manages the sales of the tools as well as the advertisement. It sells the

goods directly to another business and government entities using the brand name UPT.

D. FINANCE DEPARTMENT

This department takes Care of all the normal calculations and maintenance of their ledgers

with the help of accountant and a casher and also takes care all government requirements

which even include pollution, labor, sales & income tax departments etc.

TECHNICAL DIRECTORS

MARKETING MANAGER

SALES ENGINEER

ACCOUNTANT

FINANCE MANAGER

OWNER / PROPREITORS


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Report4

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is that of the process of management

specifically concerned with the people employed in an organization. Its purpose it to

establish and maintain sound relation at all levels of the organization and to secure the

effective use of personnel by ensuring such conditions of employment as well as to attain for

these personnel, Social satisfaction which they tend naturally to seek within working

environment.

Objectives of Human Resource Management

This topic leads us to the question : What are the objectives of an Organization

Peter Ducker has correctly stated that the primary objectives of an Organization is survival


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In fact this objective is primary to all existing institutions as well as organisms. The rest of

the function flow from this Objective, if an Organization needs profits, for Survival, it has to

concentrate on growth. Broadly speaking, the objectives of an organization, the key role of

personnel management lies in guiding the organization to contribute its optimum in the area

of human resources for achieving the objectives. Apart from this there are certain

fundamental objectives of personnel management which flow from its concern for the

human being and which should be uppermost in the minds of personnel men, namely.

1. Due concern for the dignity of human Labor.2. Ensuring equity and justice.

Role of Personnel or Human Resource Manager in an Organization

Success of a personnel manager depends on the degree of Contribution to

solve management problems in dealing with human resources in the Organization, yet the

personnel manager as a special role to play. Some of the important roles of personne

manager in an Organization in addition to the Managerial and Operative functions are

discussed below.

a) Policy Initiation:Policy initiation and formulation is one of the important tasks of a

personnel manager. It is with a view to overcome problems of recurring nature , or to

prevent anticipated problems in the area of human resource management that

company policies are framed to communicate to the employ basic ground rules under


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which the organization function and thus avoid discrimination inconsistency

aphorism, and Confusion.

b) Advisory Role:The advisory role of personnel manager is of crucial importance. Line

managers are generally confronted with a variety of problems me their day to day

operations. These problems may include grievance over distribution of overtime

work annual increase in pay, transfer, promotion, disciplinary action, and so on. In all

such matters the personal manager can offer useful advice because he is familiar with

personnel policies and practices, of bulletins report, and procedural guidelines for the

interpretation and implementation of policies.

.

c) Linking Pin Role:The personnel manager attempts to achieve and maintain good industrial

relations in the Organization. He is responsible for setting up various committees on

discipline, labor welfare, safety, grievance etc. he helps in laying down the grievance

procedure to redress the grievance of the employees. He gives authentic information

to the trade union leaders regarding the personnel policies and programmers of the

enterprise. He also conveys the view of the trade union leaders to the higher

management. Thus he acts as a linking point between the management and the

workers.

d)Representative Role:The personnel manager generally acts as a spokesman of the top

management or representative of the company and communicates management


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policies and decision. The personnel manager generally acts as a spokesman of the

top management policies and decision that affect people in the organization. It is

because he has better understanding and overall picture of the companys operations

Sometimes, he also as workers representative to put forward their problems to

management, particularly in nonunionized organization.

e) Decision - Making Role:The personnel manager also plays an effective role in decision making on

issues related to human resources. He formulates and designs objectives, policies

and programmes of human resource management. For instruct, he decides about

the contents and duration of training programmers for various categories of

workers and executives.

f) Mediator Role:The personnel manager often acts as mediators in the event of

conflict between employees, or group of employees, superior and Subordinates,and even between management and employees. Thus he attempts to maintain

industrial peace and harmony the organization.

g) Leadership Role:The personnel manager provides leadership and guidance to the workers

and their groups. He ensures effective communication, in the organization and

influences the workers for extending their co operation in the organizational

objectives. He also acts as a counselor by providing advice to workers on their work

and personal problems.


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h)Welfare Role:The personnel manager acts as a welfare officer in the organization, as

welfare officer, he is concerned with provision of canteen, crches, transport,

hospital and other welfare services for the benefit for the benefit of workers and

their family members.

MANPOWER PLANNING

According to Geisler, Manpower planning is the process including forecasting,

developing and controlling by which a firm ensures that it has right number of and the right

kind of people at the right place at right time doing work for which they are economically

most useful. Thus man power consists of projecting future manpower requirements and

developing man power plans for the implementation of Projections.

Benefits of Manpower Planning

Manpower planning is the important tool of human resource management as it

helps in the Following ways.

Manpower planning results in reduced labor costs as it helps the management toanticipated shortage and / or surpluses of manpower and corrects these

imbalances before they became unmanageable and expensive.

It is better basis for planning employee development that is designed to makeoptimum use of the workers skills within the organization.

It enables identification of the existing manpower so that corrective trainingwould me imparted. Thus the training programmers become effective.

It leads to improvement in the overall business planning process.Problem in the Human Resource Planning


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Human resource planning is not always successful. Some of the major

stumbling blocks are described below.

Identity Crisis:

There is an identity crisis and many managers well as human process.

Support of Top Managements:

The Support from the top management is essential to ensure the necessary, co-

operation and support of the success of the human resource planning.

Size of the Essential Effort:

Human resource planning fails because of lack of sufficient initial effort./ to be

successful, human resource planning should start slowly and expand gradually.

Co- Ordination with other Management Function:

To be effective, human resource planning must be co- ordination with

other management function.

Integration with Organizational Plan:

In many Organizations, such a communication is lacking and the human

resource plans are prepared in isolation of the fundamental organization plans.

Involvement of Operating Managers:

The Successful human planning requires a co ordinates effort on the part of

personnel department and the Operating Managers.


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RECRUITMENT

According to Edwin B. Flippo, Recruitment is the process of searching

the candidates (or employment and stimulating them) to apply for the job in the

organization. It is the linking activity that brings together those offering jobs and those

seeking jobs.

Internal Sources

1. Transfer2.

Promotion

External Sources

1. Recruitment at factory Gate2. Casual Callers


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3. Advertisements4. Employment agencies5. Management Consultants6. Education Institution7. Recommendations8. Labor Contractors9. Telecasting

Internal Sources

1. Transfer: It involves the shifting of an employee from one job to another, onedepartment to another or from one shift to another. Transfer is a good source of filling

vacancies employees from overstaffed department or shifts.

2. Promotion: It leads to shifting of an employee to higher position, carrying higherresponsibilities, facilities, status and pay. Many companies follow the practice of

filling higher jobs by promoting employee who is considered fit for such positions.

External Sources

1. Direct Recruitments: An important source of recruitment is direct recruitment byplacing a notice board of the enterprise specifying the details of the job available. It is

also known as recruitment at factory gate.


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2. Media Advertisements: The advantage of advertising is that more information aboutthe organization, job description and job specifications can be given in advertisement

to allow self screening by the prospective candidates.

3. Management Consultants: A management consultancy firm helps the organizationto recruit technical, professional and managerial personal. They specialized in middle

level and top level executive placements.

4. Educational Institution: Recruitment from Educational institutions is a wellestablished practice of thousands of business and other organizations. It is also known

as campus recruitments.

5. Recommendations: Applications introduced by friends and relatives may prove to bea good source of recruitments. In fact, many employers prefer to take such persons

because something about their background is known.

6. Labor Contract: Labor contract is an important source of recruitment in some ofindustries in India. Workers are recruited though labor contracts who are themselves

employees of the Organization.

7. Telecasting: The practices of telecasting of vacant post over T.V is gainingimportance these days. Special programmers like job \ Watch, Youth pulse

Employment news Etc.


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SELECTION

Meaning of Selection

Selection involves a series of steps by which the candidates are screened for

choosing the most suitable persons for vacant posts. The process of selection leads to

employment of persons who possess the ability and qualification to perform the jobs

which have fallen vacant in an organization.

Purpose of Selection and Recruitment:

The basic purpose of selection process is to choose right type of candidates

to man various position in the organizations. In orderto achieve this purpose as well as

organized selection procedure involves many steps and at each step, unsuitable

candidates are rejected. In other words the aim of selection process is to reject the

unusable candidates. But recruitment, on the other hand, is positive process. Its aim is to


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attract applicant for vacant jobs in the organizations, various sources of recruitments are

used for this purpose.

Selection Process

The procedure of selection will vary from organization to organization and

even from department to department within the same organization according to kinds of

jobs to be filled. The number of steps in procedure and the sequence of steps also vary.

For instance, some organizations do not hold preliminary interviews, test or screening,

whereas in other organization such as commercial banks, preliminary tests are given to

eliminate a large number of applicants. Similarly in some cases, medical examination is

given before final selection and in others medical follows final selection. Thus , every

organization will design a selection procedure that suits its requirements. However the

main steps could be incorporated in the selection procedure are as under.

1. Preliminary Interview2. Receiving Applications3. Screening of Application4. Employment Tests5. Employment Interview6. Final Selection

1) Preliminary Interview:The preliminary interview is generally brief and the job of eliminating the

totally unsuitable candidates. Preliminary interview offers advantages not only to the

organization, but also to the applicants if an applicant is eliminated at this stage, the

organization will be saved from the expenses of processing him through the remaining


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steps of selection procedure and the unsuitable candidates will be saved from the

trouble of passing through the long procedure.

2) Receiving Applications:Whether there is a vacancy, it is advertised or enquiries are made from the

suitable sources, and applications are received from the candidates, standard

application forms may be drawn up for different jobs and supplied to the candidates

on request.

3) Screening Application:After applications are received, they are screened by screening committee

and a list is prepared of the candidates to be interviewed. Applicants may be called for

interview on some specific criteria like sex, desired are group, experience and

qualifications.

4) Employment Tests:Individuals differ in almost all aspects one can think off. They differ with

respects to physical characteristics, capacity, level of mental ability, their likes and

dislikes and also with respect to personality traits.

5) Employment Interview:1. The main purposes of an employment interview.


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2. To find out the suitability of the candidates;3. To seek more information about the candidates; and4. To give him an accurate picture of the job with details of terms and

conditions and some idea of organizations policies.

6) Checking References:Prior to final selection, the prospective employer normally makes an

investigation on the references supplied by the applicant and undertakes more or less a

through search into the candidate past employment education personal reputation

condition, police record, etc.

7) Medical Examination:The pre- Employment physical examination or medical test of a candidate is

an important step in the selection procedure. Through in the suggested selection

procedure, medical test is located near the end , but this sequence need not be rigid.

8) Final Selection and Appointment Letter:After selection has cleared all the hurdles in the selection procedure, he is

formally appointed letter or by concluding with him a service agreement.


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TRAINING

INTRODUCTION

The candidate selected is issued the appointment latter and is requested to

join the organization within a specified period. The introduction function follows this step in

generally considered to be part of hiring procedure. Introduction is concerned with

introducing or orienting a new employee to the organization and its procedures, rules and

regulations.

OBJECTIVE OF TRAINING

For devising adequate training programmers for individuals , it is necessary to

conduct accurate analysis of the individuals aptitude and performance level. This must then

be compared with the requirements of the job that he is required to perform, the object of


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training is thus to bridge the gap between the present performance and the desired

performance.

WAGE AND SALARY ADMINISTRATION

Wages:

Wages may be defined as the aggregate earning of an employee for a given period

time such as a day or a week or a month. Wages are basically the price paid for the service

of the labor in the process of production. They are composed of two parts the basic wage and

other allowances. The allowances include DA, CA, OT pay, Medical Allowances, etc.

Salary:

It is the compensation to the employee for service rendered on a weekly, monthly or

annual basis. It is usually associated with office staff, supervisors, researchers, managers,

etc. whose performance cant be measured Directly.

EMPLOYEE BENEFITS AND SERVICES

Meaning and Definition:

Employee benefits and services include any benefits that the employee receives

in addition to direct remuneration. A formal definition is Fringes embrace a board range of

benefits and services that the employee receives as part of their total compensation packages

pay or direct compensation is based on critical gob factors and performances.


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COMMUNICATION STRATEGY

Every organization must have a communication strategy. The first step in the

formulating strategy is to identify areas of communication. It is too well known that all

human activities in an organization are covered by communication.

Broadly 3 areas of communication are universal: 1) Management 2) Internal and

3) External. The well known downward, upward and horizontal and diagonal flows of

communication come under first category. Internal communication takes place when two or

more people exchange thoughts . they are sharing information, providing feedback , or

Simply maintaining social relationship. The third area comprises the receipt and analysis of

information from outside which effects the companys interest. It also includes presentation

of information about the company and its products to the government, customer and the

public at large. Employee motivation is mainly affected by managerial and internal

communications. Although external communication is an additional source of information.

HUMAN RESOURCE DEPARTMENT IN UNITED PRECISION TOOLTECH

PVT.LTD.

HRD is a process of organizing and increasing the physical, mental and

emotional capabilities of individuals for productive work.HRD is as systematic of improving

the Quality of Human life.

The HRD is covered with organization of manpower, planning, training,

performance appraisal and organization development. The main idea of which is to develop

certain capabilities of people concerned to help them to perform the present job in a better

way and accept future job challenges.

The UPT Pvt. Ltd. have the following objectives of HRD in these Group.


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To optimum the utilization of resources for the achievements of individual ororganizational goals so its help to increase the productivity.

To improve the employee moral i.e., to develop constructive mind and an overallpersonality of the employee.

To identify talents and develop theme, it means to provide an opportunity andcomprehensive framework for the development of human resources in an

organization for fuel expression of their talent and manifest potential.

To create right organizational environment. It means to develop the organizationalhealth, culture and effectiveness.

To development the sense of spirit, team work and inter team collaboration and alsofeeling of belonging of employees with the organization.

Introduction to the Human Resource Department of UPT Pvt. Ltd.

It is one of the inseparable organs of industrial organization. This Department is

managed by Gurumeet Singh. Unit Consists of 52 Employees and labors , to have better

bargaining capacity and to know utilize their rights and power of labors have organized trade

union.

Here training facilities are available to train the under trained labors. The period

for training about 3- 6 Months under the supervision of Shankar Madanbhavi. The reward

for the employees are as well as labor on the average salary of Rs. 4000 per month. The unit

provides leave about 8 to 10 casual leaves per year.


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Labour welfare programs are essential in every organizations because labours are

important aspects to the factory or any organizations. If the labour are happy there

production are also increase and cost of unit will be decreases for this purpose UPT pvt. Ltd

provides following welfare programmes.

1. Canteen Facilities.2. Uniforms.3. Educational Recreation facilities.4. Medical Facilities.

Recruitment

Recruitment forms the first stage in the process that continues with selection and

ceases with the placement of candidates. Recruiting is a discovering of potential applicants

for actual or anticipated organizations vacancies.

For the purpose of recruitment the advertisement is placed in news paper.

Recruitment is based on qualification and experience.

Selection

Applications received from prospective candidates are called for personal

interviews. This personal department selects the appropriate candidates however; board of

directors gives the final approval.

Performance Appraisal

In UPT Pvt. Ltd supervisors prepare daily reports with respect to the performance

of his sub ordinates. Based on this suitable candidates are given incentives.


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Grievance Handling

Whenever there is a dispute between employees, head of the personnel department

settles it. Whenever there is a dispute between employer and employees, the dispute is

referred to labor welfare officer for settlement.

Disciplinary Measures

There a certain standing order, violation of which may lead to punishment. If any

employee is found guilty, a notice containing charges against him is sent and enquiries are

conducted. The employee is given maximum opportunity to express his feelings. If he is

found guilty necessary actions are taken.

Welfare Measures Provided to Employee at UPT

Safety Conditions:- UPT is a manufacturing organization and safety conditions ofthe employees assumes pre dominant importance. As industrial safety ensure safe

working conditions for employees. Accident may be caused in the manufacturing

process and the material used in the manufacturing process may also cause it. To

protect the employees from the hazardous of the industry. The company has taken

the measures in this area by implementing the companies act 1948 and providing

safety working condition.


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Rest Rooms:- The Company has provided adequate and suitable rest rooms for theuse of employees. There are two rest rooms within the company premises.

Drinking Water:- The management of UPT has made arrangement for sufficientsupply of drinking water ate suitable point.

Medical Facility :- UPT provides medical facility to its employees. There is anofficial doctor appointed by the UPT. First Aid are provided and maintain at proper

location.

Leave Facility:- The company provides annual leaves , casual leave and sick leaveswith pay for its employees. The policy covers all the employees of the company.

Incentives:-The company pays incentives in the form of bonus. Productionincentives will be issued on basis of production.

FINDINGS

Sale of products is increased. The company maintains all accounts and documents in traditional manner instead of

using the in-house computers.

Due to Lack of training institutions and increase in demand for skilled labours in nearby manufacturing industries ,the UPT is facing shortage of skilled labours.

Problem of raw material because they are purchased from distant places like Miraj,Pune, Mumbai which is increasing their production cost.

They have more debtors which has blocked their funds leaving less short term capitalto operate on.

They have created new products which stand apart from others in market forCrompton greaves and their subcontractors, which are not patented.


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They are not updated with the recent technologies which could help them forinventory management such as using software.

SUGGESTIONS

The company should take precautionary measure for investing & controlling funds. The company can increase its turnover by efficient and effective use of resources. Operating costs should be minimized by using ERP software or by provided excel

programs which save time.

Based on the ratio analysis the liquidity position should improve more byconcentrating on recovery of .

As cash ratio is marginally good they should avoid blocking up of funds in form ofcredit.

Marketing of the products should be more aggressive than before. Payroll management should be implemented to avoid salary conflicts within company.


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In house training should be done as they have facility as well as space or go for ITIfreshers instead of hiring an experienced worker.

Co-ordination and communication between different departments should improvemore to work more effectively.

Flexibility in work time should not be allowed as it effects the other employees. Website is used for only displaying their products it can also be effectively used for

other sales related work like quotations, order forwarding etc.

Office work should be done using the existing computers instead of using type writerand hand written invoices.

New SEZ has been commissioned in Belgaum they should prepare for the newproducts for the aeronautics industry.

Participation in major trade shows must be done which will help to get industrypeople know about the brand and organization.

Optimal utilization of the given software and excel programs will help them to savemajor part of their office expenses

CONCLUSION

EMPLOYEES SATISFACTION is one of the basic objectives of UPT Pvt.ltd.

The organization is reaching the expected level of satisfaction. Overall the employees are

happy with facilities provided by the organization. During the survey it was found that 42%

of workers who are technically qualified and 58% are of workers either below.

SSLC or PUC Qualified.


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To overcome this problems requirement process should be encouraged and the

technical training should be given to the workers. I got the opportunity to visit and involve in

the actual work of all the department in the organization. I was inspired to know about an

organization which would probably give me sense of duty in future prospects, in plant

training also helped to know how different employees/ workers have different skills, talents,

abilities, attitudes, etc and how they are being coordinates and upto maximum extent in

achieving the organizational goals. Al together it was good learning Experience.

BIBLIOGRAPHY

1. Principles of Management-By Gordon and Enrich (Mc Graw hill Publications)

2. Human Resource ManagementBy S.S. Khanka and Koontz and O donell.

3. International Business ManagementBy P. Subbarao.

4. www.managementstudyguide.com

5. www.managementparadise.com

6. www.ehow.com
http://www.managementstudyguide.com/http://www.managementstudyguide.com/http://www.managementparadise.com/http://www.ehow.com/http://www.ehow.com/http://www.managementparadise.com/http://www.managementstudyguide.com/


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