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TRAINING REPORT ON ORGANISATION STUDY AND PROJECT ON Tritium

Submitted to GAUHATI UNIVERSITY, GUWAHATI In partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION (INDUSTRY INTEGRATED) (2nd Semester) Submitted by Name : K.Rajesh

Regn No : Roll No :11-01-0068 NAME OF THE ACADEMIC PARTNER INSTITUTION IZEE BUSINESS SCHOOL ,ELECTRONIC CITY PHASE 2,BANGALORE. July 2012

STUDENTS DECLARATION

I hereby declare that the Training Report conducted at Tritium consulting India pvt., ltd Shivaji nagar, BANGALORE. Under the guidance of

Mrs.Dipti Purohit

Submitted in Partial fulfillment of the requirements for the Degree of MASTER OF BUSINESS ADMINISTRATION (Industry integrated) TO GAUHATI UNIVERSITY, GAUHATI Is my original work and the same has not been submitted for the award of any other Degree/diploma/fellowship or other similar titles or prizes.

Place: BANGALORE Date :

Students Name :Veerabhadrayya Regn.No. Roll No : : 11-01-0096

CONTENTS PAGE NO 4 4

CONTENTS CHAPTER:1 INTRODUCTION 1.1 General introduction about the sector. 1.2 Industry Profile a. Origin and development of the industry b. Growth and Present status of the industry c. Future of the industry CHAPTER:2 PROFILE OF THE ORGANIZATION 2.1 Origin of the Organization 2.2 Growth and Development of the Organization 2.3 Present status of the Organization 2.4 Functional Departments of the Organization 2.5 Organizational structure and chart 2.6 Product and Service profile of the Organization 2.7 Market profile of the Organization CHAPTER 3: DISCUSSIONS ON TRAINING 3.1 Students work profile 3.2 Key learnings CHAPTER 4: Summary and conclusions Summary of learning experience Conclusions and recommendations.

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ACKNOWLEDGEMENT
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Thank God, the merciful and the passionate, for providing me the opportunity to step in the excellent world of Corporate. I owe a great many thanks to a great many people who helped and supported me during the writing of this report. My deepest thanks to Lecturer Prof. PalaniVel, the Guide of the project who helped me to prepare this organizational study report. He has taken pain to go through the report and make necessary correction as and when needed. I am thankful to Mrs.Dipti Purohit, my lecturer for supporting me and giving directions for preparation of this report. I express my thanks to our Director Dr. Fred Felix for extending his support. I would also thank my Institution Izee Business School and my Classmates without whom this project would have been a distant reality. I also extend my heartfelt thanks to my family and well-wishers.

v.veerabhadrayya MBA 2nd Semester Roll no: 11-01-0068

INTRODUCTION

1.1 Human Resource Management Introduction & Meaning

Human resource of paramount importance for the success of any organization. It is a source of strength and aid. Human resources are the wealth of an organization which can help it in achieving its goals. HRM is concerned with beings in an organization. It reflects a new outlook which views organizations manpower as its resources and assets. Human Resources is the total knowledge, abilities, skills, talents and aptitudes of an organizations workforce. The values, ethics, beliefs, of the individuals working in an organization also form a part of human resources. Human resources is a resources like any other natural resources. It means that management can get and use the skill, knowledge, ability, etc. through the development of skills, tapping and utilizing them again and again. HRM is that process of management which develops and manages the human elements of enterprise not only technical skills, knowledge, experience, etc. but also with their personal feelings, perception, desires, motives, attitude, values etc. An element of human resource management is the human approach which managing people. This approach helps a manager to view his people as an important resource. It is an approach in which manpower resources are developed not only to help the organization in achieving its goals but also to the self satisfaction of the concerned persons. This approach focuses on human resource development, on the one hand, and effective management of people on the other. Human resource management approach is a fundamental change in philosophy from the earlier thinking about manpower resources. It emphasis the human aspects of individual workers and their aspirations and needs.

Definition of HRM Human resource management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is such a process by which the people and organizations are bound together in such a way that both of them are able to achieve their objectives. According to Flippo, Human resources management is the planning , organizing, directing, and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individuals, organizational and societal objectives are accomplished. This definition reveals the human resource management is that an aspect of management which deals with the planning, organizing, directing and controlling the personnel functions of an enterprise. The purpose of these functions is to assist in the achievements of basic organizational, individual and societal goals.
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According to institute of personnel management [U.K] Personnel management is an integral but distinctive part of management concerned with people at work and their relationships within the enterprise. It seeks to bring together into an effective organizational the men and women who staff the enterprise enabling each to make his/her best contribution to its success, both as member of working group and an individual. It seeks to provide relationship with in the enterprise that is conducive both to effective work and human satisfaction. Importance of Human Resource Management The importance of human resource management can be discussed, after Yodder, Heneman and other, from three standpoints, viz social, professional and individual enterprise.
A. Social significance: Proper management of personnel enhances their dignity by

satisfying their social needs. This it does by: (1) Maintaining a balance between the jobs available and the jobseekers according to the qualifications and needs; (2) Providing suitable and most productive employment, which might bring them psychological satisfaction; (3) Making maximum utilization of the resource in an effective manner and paying the employee a reasonable compensation in proportion to the contribution made by him; (4) Eliminating waste or improper use of human resource, through conservation of their normal energy and health; and (5) By helping people make their own decisions that are in their interests.
B. Professional Significance: By providing healthy working environment it promotes team

work in the employees. This it does by; (1) maintaining the dignity of the employee as a human being (2) providing maximum opportunities for personal development; (3)
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Providing healthy relationship between different work group so that work is effectively performed; (4) Improving the employees working skill and capacity; (5) correcting the errors of wrong postings and proper reallocation work. Significance for individual enterprise: It can help the organization in accomplishing its goals by; (1) Creating right attitude among the employees through effective motivation; (2) Utilizing effectively the available human resources; and (3) Securing willing co operation of the employees for achieving goals of the enterprise and fulfilling their own social and another psychological needs of recognitions. Love, affection, belongings, esteem and self actualization. Human Resource Management System Every system transforms the inputs into outputs, For the HRM system the inputs is the personnel and the outputs is the productive human resources. In this process it makes use of the various subsystems, like, recruitment and selection, training and development, compensation, employees welfare and services, personnel records and research etc. as the central subsystem human resources management interacts closely and continuously with all other subsystems of an organization. The quality of people in all subsystems of an organization. The quality of people in all subsystems depends largely on the policies, programs and practices of the HRM system. The qualities of people in the organization determine the success of the organization. In addition the HRM has also to operate within the framework of external environment consisting of market, technological, social, political, economic, cultural and internal forces. The HRM systems has also to adapt to the changes in the other subsystems and the external environment of the organization thuse,to be effective, the HRM systems must be open and dynamic. The following figure shows HRM as the central subsystems of an organization:
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HRM AS A CENTRAL SUBSYSTEM OF AN ORGANISATION HRM as a central subsystem in an organization. Work force of an organization is one of the most important inputs. Because of unique importance of human resource and its complexity due to ever changing psychology, behavior and attitudes of people at work, HRM function is becoming increasingly specialized. In the modern era of computerization and automation machine is useless without competent people to run it. It is the duty of the HRM managers to make people ready for change through effective training, development and communication. Objectives of HRM

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Personnel management has been assigned the task of not only helping the organization and its employees and its employees but also the society at large. The objectives of personnel management are discussed as follows:1.Enterprise objectives: The primary objective of personnel management is to help in achieving organizational goals. There will be a need for co-operation from everyone in the organization for achieving business goals. This requires that such persons should be employed who are capable of taking up the jobs assigned to them. They should also be given proper training for undertaking the work effectively. This will be ensured by a suitable policy of recruitment, training and placement. The satisfaction of employees should be ensured to get their whole hearted co-operation. This may be done by looking after their convenience at work and offering them financial and other incentives. The enterprise objectives will only be achieved if every body works for their attainment. Employees should be motivated to contribute their maximum to the organizational goals.

1. Personnel objectives: personnel management aims at the material and mental satisfaction to

each employees in the organization. This will be possible when employees are provided with proper work environment and job satisfaction. The work place should be neat, clean and properly ventilated. Job satisfaction will include good remuneration, job security, avenues for promotion, financial and other incentives for improving performance.
2. Social objectives: personnel management also aims at preserving and advancing general

welfare of the community. An enterprise owes a responsibility to the society at large. It can sense the society by creating more employment opportunities, producing quality goods at
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cheap rates. It can also help society by using productive resources in a best possible way and minimizing their waste. Functions of HRM In order to achieve the above objectives, Human Resource Management undertakes the following activities: Human resource or manpower planning. Recruitment, selection and placement of personnel. Training and development of employees. Appraisal of performance of employees. Taking corrective steps such as transfer from one job to another. Remuneration of employees. Social security and welfare of employees. Setting general and specific management policy for organizational relationship. Collective bargaining, contract negotiation and grievance handling. Staffing the organization. Aiding in the self-development of employees at all levels. Developing and maintaining motivation for workers by providing incentives.
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Reviewing and auditing manpower management in the organization Potential Appraisal. Feedback Counseling. Role Analysis for job occupants. Job Rotation. Quality Circle, Organization development and Quality of Working Life

Operative Functions The operative functions of P/HRM are related to specific activities of personnel management viz., employment, development, compensation and industrial relations. These functions are to be performed in conjunctions with managerial functions. Procurement function: Job analysis, HR planning, Recruitment, selection, placement, induction, internal mobility Development: - Training, executive development, career planning, HR development. Motivation and compensation:- Job design, work scheduling, job evaluation, performance appraisal, compensation administration, incentive benefits Maintenance:-Health and safety, Employee welfare, social security measures. Integration functions: - Discipline, team and team work, employee participation, international. Emerging issues: - Personal records, HR audit, HR research, HR accounting, Stress Counseling, International.

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Procurement function: The first operative function of personnel management is procurement. It is concerned with the procuring and employing people who possess necessary skills, knowledge and aptitude. Under its purview you have job analysis manpower planning recruitment selection, placement, induction and internal mobility. Job Description: Broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. Essential functions should be included in the job description for ADA purposes.
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Job Specification: Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job/s. Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialized. 1) Job analysis: Job analysis is information about a position to be filled that helps to identify the major job requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job. The purpose of the job analysis is to identify the experience, education, training, and other qualifying factors, possessed by candidates who have the potential to be the best performers of the job to be filled. It can also be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements. There are two key elements of a job analysis: 1. Identification of major job requirements (MJRs) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source of MJRs is the most current, official position description. 2. Identification of knowledge, skills and abilities (KSAs) required to accomplish each MJR and the quality level and amount of the KSAs needed. Most job analyses deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. The goal of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled; they are most useful when they provide meaningful distinctions among qualified candidates. Source documents for KSAs may be the position description, Office of Personnel Management qualification standards and job classification standards. Purpose and uses of job analysis 1. Purpose of job analysis in Recruitment and Selection: Job analysis is very important for contents as:

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Job duties that should be included in advertisements of vacant positions; Appropriate salary level for the position to help determine what salary should be offered to a candidate; Minimum requirements (education and/or experience) for screening applicants; Interview questions; Selection tests/instruments (e.g., written tests; oral tests; job simulations); Applicant appraisal/evaluation forms; Orientation materials for applicants/new hires 2. Purpose of job analysis in Job evaluation Judges relative worth of jobs in an organization Sets fair compensation rates 3. Purpose of job analysis in Job design Reduce personnel costs, streamline work processes, Increase productivity and employee empowerment, Enhance job satisfaction and provide greater scheduling flexibility for the employee. Simplify job with too many disparate activities Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it. 4. Purpose of job analysis in Compensation and Benefits: Job Analysis can be used in compensation to identify or determine: Skill levels Compensation job factors Work environment (e.g., hazards; attention; physical effort) Responsibilities (e.g., fiscal; supervisory) Required level of education (indirectly related to salary level 5. Importance of job analysis in Performance Appraisal: Job Analysis can be used in performance review to identify or develop: Goals and objectives Performance standards Length of probationary periods Duties to be evaluated Evaluation criteria 6. Importance of job analysis in Training and development: Job Analysis can be used in training needs assessment to identify or develop:
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Training content Assessment tests to measure effectiveness of training Equipment to be used in delivering the training Methods of training (i.e., small group, computer-based, video, classroom) 7. Job analysis increases productivity How a job analysis increases productivity? Job analysis also identifies performance criteria so that it promote worker for best performance. Job analysis can use methods of time and motion study or micro-motion analysis in order to time and motion for job. 8. Importance of job analysis in Compliance with labor law: Identify requirements in compliance with labor law. Compliance with Civil Rights Legislation in US. EEO (Equal Employment Opportunity) compliance in US

2) Human resources planning Human resources (HR) planning refers to classic HR administrative functions, and the evaluation and identification of human resources requirements for meeting organizational goals. It also requires an assessment of the availability of the qualified resources that will be needed. To ensure their competitive advantage in the marketplace and anticipate staffing needs, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies. Human resources planning is one way to help a company develop strategies and predict company needs in order to keep their competitive edge. Human resource planning include:Recruiting, selecting, training, developing and motivating employees to perform job effectively. Planning, designing and evaluating employees jobs. Providing satisfactory relationship between the organization and people through fringe benefits and labour relations. To contribute to the formulation of organization personnel policies and agreement to ensure their effective implementation. Advantages of human resource planning a) Human resource planning is necessary of all organization .The cooperate pal of the organization regarding expansion, diversification, technological change, should be backed up by the availability of human resources. It suggests modification in the plan when the expected manpower is not available.
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b) It offsets uncertainty and change. Sometime the organization may have machines and money but not men and consequently the production cannot be started. It offsets such uncertainly and changes to the maximum possible and enables the society to have right men at right time and in the right place. c) It provides scope for advancement and development of employees through training, development etc. d) It helps to satisfy the individual needs of the employees for the promotions transfers, salary enhancement, better benefits etc. e) It helps in anticipating the cost of salary, benefits and all the cost of human resources facilitating the formulation of budgets in a society. f) It helps to foresee the need for redundancy and plans to check of human resources and to change the techniques of management. g) It helps in planning for physical facilities, working conditions, the volume of fringe benefits like canteen, schools, hospitals, conveyance, child care centers, quarters, company stores etc. h) It causes the development of various sources of human resources to meet the organizational needs. i) It helps to take steps to improve human resource contributions in the form of increased productivity, sales, turnover etc. j) It facilitates the control of all functions, operations, contribution and cost of human resources.

Process of HUMAN RESOURSE PLANNING:

1. Define goals and opportunities. Objectives must be clearly stated. Is it a process metric

that needs improvement? Is there functionality that needs to be integrated into the current system or process? Is there an undesirable effect to be reduced or eliminated?
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2. Map the process or system. Each step of the process or constituent element of the system

must be identified. While this most often takes the form of a process map (a.k.a. wall-map, functional map or diagram, flowchart, swim lanes), systems are sometimes described using inter-relational diagraphs or tree representations. 3. Express impact of each step or element. Each process step or system element is analyzed in turn. How does this step or element support the process or system? What is its role? What are its effects both useful and harmful? The answers are ideally expressed fewer than five words; if more are needed, this could be an indication that step 2 is incomplete ( i.e., has not been sufficiently expanded). 4. Link each impact back to each goal. While step 3 focuses on putting each step or element in context within the process or system, this step expressly contrasts the impact of each step or element with the objectives set forth in step 1. How does this step or element support the goal(s)? How is it leveraged to realize the opportunity? How does it contribute to the problem? The output is then phrased as a question that defines the new problem to solve. 5. Organize and consolidate statements. Finally, all problem statements that were generated need to be organized. Are there recurrent themes? If so, they may point to a powerful opportunity in that one solution may address several problem statements. Are there interactions among steps or elements? Perhaps there are synergies or contradictions that can be worked on. Is the problem statement stand-alone or isolated? Then there is an opportunity to work on a focused, well-scoped problem. 2) Recruitment: It is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

MEANING OF RECRUITMENTRecruitment is the process of searching the candidates foremployment and stimulating them to apply for jobs in theorganization. Recruitment is the activity that links the employers andthe job seekers. A few definitions of recruitment are: DEFINITIONS RECRUITMENT : A process of finding and attracting capable applicants foremployment. The process begins when new recruits are sought andends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet therequirement of staffing schedule and to employ effective measures forattracting that manpower in adequate numbers to facilitate effectiveselection of an efficient working force.

Recruitment of candidates is the function preceding this management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

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Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED: The needs arising from change in organization and retirement policy.

ANTICIPATED: Anticipated needs are 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 need selection, which helps create a pool.

Purpose and importance of recruitment The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purpose and needs are: Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce.
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Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants The recruitment function of the organizations is affected and governed by a mix of various internal and external forces Internal: RECRUITMENT POLICY HUMAN RESOURCE PLANNING SIZE OF THE FIRM COST GROWTH AND EXPANSION External: SUPPLY AND DEMAND LABOUR MARKET IMAGE / GOODWILL POLITICAL-SOCIAL- LEGAL ENVIRONMENT UNEMPLOYMENT RATECOMPETITORS

Recruitment Process The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:
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Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

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1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making Selection Process The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. The Employee selection Process takes place in following order1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the

minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

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3. Written Tests- Various written tests conducted during selection procedure are aptitude

test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. 5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter. 5) Placement: It is the process that ensures a 3600 fit, matching the employees qualifications, experience skills and interest with the job on offer: It is the personnel managers responsibility to position the right candidate at the right level. 6) Induction and orientation: Induction and orientation are techniques by which a new employee is rehabilitated in his new surrounding and introduced to the practices policies, and people He must be acquainted with the principles which define and drive the organization its mission statement and values which form its backbone. 7) Internal Mobility: The movement of employees from one job to another through transfers and promotions is called internal mobility. Some employees leave an organization due to various reasons leading to resignation retirement and even termination. These movements are known as external mobility. In the best interest of an organization and its employees such job changes should be guided by well conceived principles and policies. Development: It is the process of improving molding changing and developing the skills knowledge creative ability, aptitude, attitude, values and commitment based on present and future requirements both t the individuals and organizations level. This function includes: 1) Training: Training is a continuous process by which employees learn skills, knowledge, abilities, and attitudes to further organizational and personnel goals. 2) Executive development: it is a systematic process of developing managerial skills and capabilities through appropriate programs. 3) Career planning and development: It is planning of ones career and implementation of career plans by means of education, training job search and acquisitions of work experience. It includes succession planning which implies identifying developing and tracking key individuals for executive positions. 4) Human resources development: HRD aims at developing the total organization. It creates a climate that enables every employee use his capabilities in order to further both individual and organizational. Motivation and compensation: It is a process which inspires people to give their best to the organization through the use of intrinsic (achievement, recognition, responsibility) and extrinsic (job design, work scheduling, appraisal based incentives) rewards.
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Job design: Organizing tasks and responsibilities towards having a productive unit of work is called job design. The main purpose of job design is to integrate the needs of employers to suit the requirements of an organization. Work scheduling: Organizations must realize the importance of scheduling work to motivate employees through job enrichment, shorter work weeks, flexi-time work sharing and home work assignments. Employees need to be challenged at work and the job itself must be one that they value. Work scheduling is an attempt to structure work, incorporating the physical physiological and behavioral aspects of work. Motivation: Combining forces that allow people to behave in certain ways is an integral aspect of motivation. People must have both the ability and the motivation if they are to perform at a high level. Managers generally try to motivate people through properly administered rewards (financial as well as non-financial).

1.2 - Industry profile A.) Origin of the Organization Sprinkles HR Experts is one of the emerging consultancy in south India especially in Bangalore and Karnataka. Nowadays India is one of the fastest growing economies in the world. Lot of industries and companies started or going to start their operations in India. Great advantage India has is its huge manpower. In this scenario scope of manpower consultancies are also increasing. Human Resource Consulting Human Resource Consulting Human resource consulting is an $18.4 billion industry that has emerged from management consulting, as clients needs have become more complex and specialized, widening gap between HR needs and work force capabilities, and thus accentuating the ability of HR management consulting firms to fill this gap. While the multi-faceted nature of business sometimes causes overlap in consulting industries (i.e., with regards to human resources, general management, and
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information technologies), the following are core fields around which most HR consultancies are based.

B.) - GROWTH AND PRESENT STATUS OF HRM IN INDIA

Early Phase: Coming to the evolution of HRM as a subject, it may be stated that concern for the welfare of the workers in the management of business enterprises has been in existence since ages. Kautilyas Arathastatra states that there existed a sound base for systematic management of resources during as early as 4th century BC. The government then took an active interest in the
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operation of public and private sector enterprises and provided systematic procedures for regulating employer relationships. Elsewhere, the minimum wage rate and incentives wage plans were included in the Babylonian code of ham murabi around 1800 BC. The Chinese, and as early as in 1650 BC, originated the principle of division of labor and they understand labor turn over even in 400 BC.

Legal phase: The early roots of HRM in India could be tracked back to 1920s. the royal commission on labor recommended in 1931 the appointment of labor officers in order to protect the workers from the Elviss of jobbery and indebtedness, to check corrupt practices in recruitment and selection in Indian industry, to acts as a spokes man of labor and to promote an amicable settlement between the workers and management. After independence , the factories act 1948 made it mandatory for factories employing 500 or more workers to appoint welfare officers. The act also prescribed the qualifications and duties of welfare officers. In view of legal compulsions and the enumeration of duties, the entire approach of organization towards their personnel was to comply with the laws and keep the welfare officers busy with routine functions. Nean whils, two professional bodies viz, the Indian institute of personnel management [IIPM], Calcutta and national institute of labor management [NILM], Mumbai were established during the 1950s. Welfares phase: The aftermath of Second World War and the countries political independence witnessed increased awareness and expectations of worker. During the 1960s the professional function began to expand beyond the welfare aspects, with labor welfare, industrial relations and personnel administration integrating into the emerging profession called personnel management.
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Simultaneously, the massive thrust given to the heavy industry in the context of planned economic development. Particularly since the second five year plan and accelerated growth of thr public sector in the national economy resulted in a shift in focus towards professionalization of management. Development phase: In 1970s concern for welfare shifted towards development aspects of human resources. In the 1980s professionals began to talk about new technologies, HRM challenges and human resources development. The two professional bodies, HRM and LILM were merged to form thr national institute of personal management [NIPM] at Calcutta. In the 1900s the emphasis shifted to human values and productivity through people.

The following table captures the picture more accurately EVOLUTION OF HRM IN INDIA

Period

Development

Outlook

Emphasis

Status

statutory, welfare, 1920 1930 Beginning Legalistic parternalism Clerical

Struggling for 1940 1960 recognition Technical Paternalism

Administration & Legalistic

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Achieving 1970 1980 sophistication

Professional and Legalistic Regulatory conformance Human values Management

1990's to till now Promising Philosophical

productivity through people Executive

C) Future of HR Industry Insights into 2020's work future. Intellectual capital or simply put, people are at the core of any business. Globally and in SA, companies are grappling with acute skills shortages. The ways in which people wish to be managed is changing as the flexible and/or work-from-home concepts gain momentum, more stringent techniques are introduced to measure performance, the workforce in Western countries is ageing, global mobility increases and social responsibility becomes one of the main drivers of how successful a business is. The human resource management function in an organization has traditionally been viewed as passive, reactive and transactional. But over the past few years and looking at these impending changes in the workplace, it now sits at a crossroad with a need to redefine itself and with several directions available.

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A recent PwC survey identifies three possible worlds or plausible future scenarios in which organizations, HR departments and employees may find themselves over the next decade, building up to 2020. In a world dominated by the corporate known as the Blue World technology, capitalism, globalization and sheer size are what count. Staff working for mega-corporations are well looked after in an effort to lock in their talents for the long-term. But the company wants to know what it is getting in return and demands accountability, so sophisticated people metrics will keep track of individual productivity and performance. Recruitment processes will become highly rigorous to ensure new staff fit the corporate ideal and staff will be compelled to adopt the corporate culture. Flexible hours will be an unlikely option, but in return, everything down to housing, health and childrens education will be provided for a throw back to the models used by corporates such as General Motors in the mid-1900s. A second 2020 scenario sees companies as caring and socially responsible in a Green World. They have a powerful social conscience and are accountable to the consumer and the environment, qualities which attract potential employees. The HR function is renamed People and Society and technology, such as virtual social networks, replaces environmentally-unfriendly travel to clients and colleagues. Companies may even relocate to be closer to where staff lives. Although employees would naturally share the same social values as the company, they will be paid extra to work for social projects and needy causes. The job for life trend increases as people are holistically developed in the workplace and all their broader needs can be satisfied here.

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ORGANISATION PROFILE

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CHAPTER 2 - PROFILE OF Tritium Consulting

COMPANY PROFILE Company Name Pin Code : Tritium consulting India Pvt Ltd. : 560076

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Address City State Industry Website No of Employees Level of Office Sector

: Shvajinagar, : Bengaluru /Bangalore : Karnataka : Placement : www.climaties.co.in : 10-50 : Head Office : Private Sector

2.1 - Orgin Of Tritium consulting Welcome To Tritium Consulting Tritium Consulting is a 7 year old Recruitment Firm promoted by two alumni from Indian Institute of Management, Ahmadabad with over 25 years of combined professional experience in reputed companies. We enable corporate in meeting their human resource requirements. Our focus areas are BFSI,IT ,KPO and Engineering. A unique search and evaluation process, combined with a strong database and the teams domain knowledge, helps Tritium exceed client expectations. About Us

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Hiring quality Human Resources in quick time is one of the toughest tasks on the KRA of every Human Resource professional. We at Tritium have been known for two words Quality and On Time Delivery. With these two words as our mantra we have built an organization that has stood by its values and has never disappointed clients. From a modest 2 people office in a single room we are now over 100 well trained recruitment professionals in two offices, working relentlessly on the requirements of our clients delivering extraordinary results. We constantly innovate and try new methods to find the best possible talent for our clients. This ability to think different and implement ideas successfully has been nurtured over the years by our founders who are two experienced professionals with an IIM Ahmadabad graduation under their belt. We attribute our productivity and the uncompromising delivery quality to our people. Regular training and a motivating environment gets the best out of our carefully chosen people. In a short span of 7 years from establishment we can proudly claim to be one of the best recruitment firms for BFSI segment in India and are racing towards being the best in IT, KPO and Engineering segments. About Tritium Established in 2004 Two Branches in Bangalore Promoters : IIM Ahmedabad Alumni with over 25 years of combined formidable corporate experience. 2.2 Growth and Development OF Tritium consulting Motto behind the company is to provide the best service to the diligence with professional, accurate and high standard of service. We struggle to lead in the invention, and development of the industrys most advanced information technologies, including computer systems, software, services , web designing and SEO. We translate these advanced technologies into value for our customers through our professional solutions, and services worldwide. Our mission and values are to help people and businesses throughout the world realize their full potential. Delight our customers and employees by relentlessly delivering the platform and
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technology advancements that become essential to the way we work and live. Adsys Indias mission is to be the most successful service providing company in the world at delivering the best customer experience in markets we serve. Our mission is to revolutionize how the world engages with ideas and information. Our vision is to become earths most customer centric company; to build a place where people can come to find and discover anything they might want to order for our service Adsys India is committed to providing a total solution and where it is advantageous to utilise the expertise of other companies and incorporating it into our software.

2.3 Present status of Tritium consulting.

2.4 Functional department of Tritium consulting. Sectors BFSI Tritiums primary forte is in the BFSI domain where we specialize in hiring across all levels which include overseas operations. Our clients comprise of leading Banks (Core Banking, Retail, Private, Corporate, Investment), NBFCs, AMCs, Insurance Companies, Securities and the like. Sheer dedication and hardwork has yielded in Tritium being one of the best sources which meet clients requirements with great gusto within the stipulated timeframe. With BFSI recruitment posing a challenge in todays competitive environment, it has always provided us great opportunities to prove ourselves that we are one of the most sought after consultants in the business. Information Technology Tritium Consulting has a dedicated team working full-time, to meet the challenging demands of the IT industry in India. Our staffing services encompass various kinds of hiring be it Volume or Quality hiring that include Junior, Middle, Senior and Top management professionals. Our clientele include multinational companies into Product development and Services. KPO
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This vertical which has been set up recently has met with phenomenal success. This team hires for people-critical businesses like KPO, Shared Services and Consulting. Engineering We venture into areas where we possess domain expertise. In these lines, we recently set up the Engineering practice and thanks to our quality driven approach, we have replicated the success we saw in BFSI. This team specializes in Manufacturing, Oil & Gas/EPC, Real Estate and Infrastructure recruitments and currently works with some reputed names in the GCC and India. 2.5 Organizational Structure of Tritium consulting. Managing Director Promoter Director Executive Director Senior Vice President Vice President Assistant Vice President Manager Deputy Manager Assistant Manager Principal Recruiter Senior Recruiter Recruiter

2.6 Product and service of Tritium consulting. Verticals / SBU BFSI (Banking, Financial Services, Insurance) KPO IT (Software Services, Software Product, Hardware, Networking)
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Manufacturing BFSI Clients Banks Axis Bank (www.axis bank.com) ING Vysya Bank (www.ingvysyabank.com) Bank Muscat (www.bankmuscat.com) Deutsche Bank (www.db.com) Standard Chartered Bank (www.standardchartered.co.in) The Ratnakar Bank (www.theratnakarbank.com) Kotak Mahindra Bank (www.kotak.com) IndusInd Bank (www.indusind.com) HSBC (www.hsbc.co.in) YES Bank (www.yesbank.com)
Dhanlaxmi Bank (www.dhanbank.com

Toyota Financial Services India Ltd. (www.toyotafinancial.com) Vistaar Finance (www.vistaarlfi.com) India Finserve Advisors Pvt. Ltd. (www.ivfa.com/IndiaFinserveAdvisors.aspx) Axis Mutual Fund (www.axismf.com)
ING Pvt Banking (www.ingprivatebanking.com)

KPO Clients Deutsche Bank Global Market Centre (www.db.com) KPMG (www.kpmg.com) Credit Suisse (www.credit-suisse.com) Fidelity (www.fidelity.co.in) Deloitte (www.deloitte.com)
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Scope International (Standard Chartered Bank) (www.scopinternational.com)

IT Clients Product Sonus Networks (www.sonusnet.com) Nokia (www.nokia.com) Samsung Software (www.samsungindiasoft.com) Toshiba Embedded Software Development (www.toshiba-tesi.com) Walmart Global Sourcing Pvt. Ltd. (www.walmart.com) PricewaterhouseCoopers (www.pwc.com) Flextronics (www.flextronics.com)

IT Clients Services

Tata Consultancy Services (www.tcs.com) MphasiS (www.mphasis.com) Accenture (www.accenture.com) ITC Infotech (www.itcinfotech.com) Wipro Limited (www.wipro.com)
Dun & Bradstreet (www.dnb.com)

Manufacturing Clients Bosch (www.boschindia.com) IFB Automotive Pvt. Ltd. (www.ifbautomotive.com) WS Atkins India (www.atkinsglobal.com) Scalene Greenergy (www.ss-greenergy.com)
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Sami Labs (www.samilabs.com) Renault Nissan (www.renault.com) XCyton Diagnostics Ltd. (www.xcyton.com) Volvo (www.volvobuses.com)
Win Wind (www.winwind.com)

Tritium: Key Differentiators People Quality Domain Knowledge Unconventional Approach (RMH Approach) Performance Driven High Ethical Standards

2.7 Market Profile of tritium consulting. Tritium is an offshore service provider for Recruitment Process Outsourcing (RPO) to the global recruitment markets. With global competition increasing, it is essential for high performing businesses to build a competitive organizational capability. Competition for the best talent and knowledge is increasing. For this reason, RPO is a vital component within the HR strategies of today's leading companies. Strengths: Creating new, innovative product or service. Location of market business.
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Quality processes and procedures. Many other aspect of business that adds value to product or service.

Weakness Lack of marketing expertise. Undifferentiated products or services (i.e. in relation to your competitors).

Opportunity: A developing market such as the Internet. Mergers, joint ventures or strategic alliances. Moving into new market segments that offer improved profits. A new international market.

Threat Many competitors in your home market. Price wars with competitors. A competitor has a new, innovative product or service.

SWOT analysis projects an idea about the Recruitment area which will yield more profit as well as the risk concerned

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DISCUSSIONS ON TRAINING

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Job profile

I am veerabhadrayya, working as an HR EXECUTIVE in SPRINKLES HR EXPERTS.

3.1 Student work profile (roles and responsibility): I Joined Sprinkles HR Experts on March 8th as a HR Management Trainee.The main responsibility of the HR Trainee is to develop, implement and manage the HR policies and procedures in the company. It is a great opportunity to gain work experience in a young and dynamic company working in a fast growing industry. The trainee will be able to work independently on projects, which offers a great opportunity for learning and self-development. Roles and Responsibility Performing the pre recruitment processes for recruiting the employees. Taking the requirements of manpower from departments. Taking approval from Management for recruitment. Recruitment Consulting the consultants, colleges and training institutes for the candidates Screening the resumes and shortlist profile Joining Formalities Call and confirming the dates of joining of candidates Arrangements for the systems from Admin Collection of required documents while joining from employees

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3.2 Key learnings:


Experienced the behavior in office administration Analyzed different consumer and clients perspectives The way of talking to clients Faced problems in automation and pressures from superiors Behavior with other workers and with colleagues The Selling Process as a fresher to the market Preparation of daily report on the job performed Experienced leadership quality in an organization Talking to the anxious and angry customers. As an industry integrated programmer handling of both studies and job. Issue Identification and Assessment of the clients. Growth and Change of mine and my company. Getting clients to pay attention to what I am saying How to work with team as a team member

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STUDY OF SELECTED RESEARCH PROBLEM

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4.1 STATEMENT OF RESEARCH PROBLEM : 4.2 STATEMENT OF RESEARCH OBJECTIVES: 4.3 RESEARCH DESIGN AND METHODOLOGY:

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ANALYSIS

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5.1 ANALYSIS OF DATA :

Strengths:

I am very confident and assertive. I have been able to leverage customers service by converting unhappy customers to loyal customers.
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I have been able to solve the customer problems. I have been imparting training. I have been good team worker.

Weakness:

I sometimes tend to get into too many details that delay execution. I cant say NO if someone asks me for help with some work.

Opportunities:

While working, I may have the opportunity to learn new cultures, new ways of working. By imparting training, I will be able to improve my confidence level and presentation skills.

Threats:

Competition from colleagues Overworking myself by taking on so many responsibilities. Changing job requirements of the field.

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5.2 SUMMARY OF FINDINGS

I found there is experienced Team of HR Consultants TE INFOTECH is expertise in Diverse Range of Domains & Industries TE INFOTECH provides Recruitment Staffing and Training Solutions Online Resume and Openings Tracking TE INFOTECH is providing Temporary Staffing Services On-Demand Now my comapny is hiring Lateral/Sr. Executive

AXIS bank is an international bank. It providing better service to the customers. It providing many financial services like insurance, banking, mutual funds, etc. AXIS has developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities.

The Bank also has a network of 4055 ATMs across India. AXIS providing different types of debit cards to the customers such as Easy shop debit card, Gold card, Titanium card, Titanium Royale card, Platinum card, etc.

It providing different types of accounts for attracting different types of customers like Savings Bank Account, Kids Account, Senior Citizens Account, etc.

It providing different types of loans to the customers. It is a growing concern. It has strategy to grow ahead.
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It has good organizational structure. It has the strong people for giving or providing better service to the customers. AXIS continuous growth in market. It has many branches for providing good service to the customers.

SUMMARY AND CONCLUSIONS

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6.1 SUMMARY Power point presentation in front of the employees and management. Formulation of different HR policies and Manuals and Training Materials. Concerning with clients. Had successfully attended all Training

program conducted by the company Giving good services to the candidates Scheduled interviews to the candidate Actively participated in different programs conducted by my

organization Had good follow up with the clients


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Reporting my daily details to the Senior HR. Call the candidate at particular time and explain the candidate how

they can benefit from our consultancy. It was a great experience to work as a HR Trainee in Sprinkles HR Experts It was a complete learning experience because through that I came in contact with highly professional managers & employees My internship at Sprinkles provided me a clear view of what organizations are all about, how they form their strategies, how they achieve their goals and specifically how HR Department contributes towards the achievement of goals of the company.

As a MBA student I have learnt that, without practical knowledge the course is incomplete. From this innovations industry training program one can obtain industry experience. For me, on job training provides the exposure of present corporate world scenario. One get aware of strategies that are involved in the smooth functioning of the industry. If I have practical knowledge, then we will get some extra value when we complete our MBA course. So, practical knowledge is very important as well as theoretical knowledge. From this job I got to learn a lot:

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I came to know how to interact with people. My communication skills got strengthen. I learned how management theory is different from practice. I gained knowledge about the varies MNCs I developed the leadership skills i.e., Talk to the people, convince the people, is important for HR

Developed the presentation skills

6.2 Conclusions and Recommendations: Employees should be given more relevant trainings according to their job requirements to boost their effectiveness & efficiency. Certified trainings should be given to the employees to enhance their satisfaction. Management should review on the requirement of employees, for materials & Software requirements to do their jobs within the limited time.

BIBILOGRAPHY
A) Subba Rao, P, (1999), 'Essential of Human Resource Management and Industrial

Relation', An International Thomson publishing company, P.P. 45-48.

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B) Edwin B Flippo, (1980), Personal Management, McGraw-Hill Publication, P.P.

210-225
C) VSP ROA,(2002), Human Resource Management, publications Excel Books, P. P.

310-340
D) K Aswathappa, 4th edition (JUL-07), Human Resource And Personnel Management,

Tata McGraw-Hill Education, P. P. 12 - 25 ANNEXURE WEBSITES: http://www.citeman.com/7392-hrm-evolution-in-india/ http://www.thehumanracehorses.com/2009/10/02/the-development-of-human-resources-in-india/ http://www.hrvillage.com http://www.hr.com www.climaties.com http://www.hrmguide.net www.performance-appraisal.com www.managementparadise.com

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