Aditya Birla Final Project REPORT
Aditya Birla Final Project REPORT
Aditya Birla Final Project REPORT
A
PROJECT REPORT
On
Study of HR Practices & Process of Training &
Development
EXTERNAL GUIDE
MR.SUDARSHAN RAO
professor
General Manager
MBA Department
AIMIT, Beeri
Kumarapatanam
ACKNOWLEDGEMENT
The euphoria and access of any project is incomplete without mentoring of people who made it
possible.
I am conscious of my indebtedness to each and every individual who has helped me in many
ways in the preparation of this dissertation. It would be my grate privilege to express a few words
of gratitude and respect to all who guided and inspired me throughout my organization study.
It gives me great pleasure to extend my thanks and gratitude to those who have been instrument
in the completion of the project.
I sincerely express deep sense of gratitude and appreciation to my internal guide Dr. Benny
Godmin, MBA program Aloysius institute of management and information technology,
Mangalore
I am grateful to Mr.Sudarshan Rao R, Grasim industries Ltd, Kumarapatnam External guide
for providing me the opportunity to undertake this organization study, without which this
organization study would not be possible.
Finally, I would like to thank my parents and friends for their constant encouragement and
support in completing this report.
VINAY PRASAD L S
DECLARATION
I hereby declare that the Internship report is prepared based on organization study conducted by
me as organization study of Grasim industries Ltd, kumarapatnam under the guidance of
internal guide Dr Benny Godwin, faculty of M.B.A Department, AIMIT MBA Programme,
Aloysius Institute of Management and Information Technology and with the external assistance
by Mr. Sudarshan Rao R, Grasim industries Ltd, Kumarapatnam.
I also declare that this Internship work is towards the partial fulfilment of the university
regulations for the award of degree of Master of Business Administration by Mangalore
university.
I have undergone a summer project for a period of Two month. I further declare that this
Organization study is based on the original study undertaken by me and has not been submitted
for the award of any degree/diploma from any other University / Institution.
DATE:
PLACE: HARIHAR
SIGNATURE OF STUDENT
(VINAY PRASAD L S)
Table of Contents
CHAPTER NO.
TITLES
Executive Summary
Company Profile
Introduction
Learnings
Recommendations
Executive SummaryThe importance of personnel management is being increasingly realized in industrial and nonindustrial organization both in India and abroad. The realization has come about because of
increasing complexity of the task of managers and administrators. In most organizations the
problems of getting the competent and relevant people, retaining them, keeping up their motivation
and morale, and helping them to both continuously grow and contribute their best to the
organizations, are now viewed as the most critical problems.
Development has been conducted, based on the primary research poly fibers, Harihar Division has
been prepared to get a better insight into the management practices adopted by GRASIM with
reference to HR Policies prepared by the HR department in organization. It emphasizes on the
importance of a clear cut organization structure and culture to avoid any confusion in order to
achieve maximum result with minimum resources.
The project is aimed to cover maximum knowledge of the HR practices followed in the organization
and how the performance is evaluated of employees, what primary factors are considered , how data
is maintained and finally the evaluation done. Here the HR practices of the company have been
explained to understand how the company follows these practices and the performance appraisal
process adopted. The practical knowledge has been gained mainly by observing all the activities
taking place in the H.R. department. This is a brief study done to have understanding of the subject
H.R., how it is practically implemented, why it is necessary, its implications & the benefits.
With reference to the HR Practices brief knowledge has been gained how the Recruitment cycle
functions, Selection done, Training Calendar prepared, what does compensation & cost to company
means and the steps of performance appraisal.
COMPANY PROFILE
Mr Kumar Mangalam birla, chairman the Aditya birla group, the aditya birla group is Indians
first truly global corporation. Its 40 state of the art units, anchored by 72000 employees, cross 18
countries Including India, Thailand, Malaysia, Egypt, Canada, U.K, Australia, and china. Among
Indias largest business house, its revenue excess of US$ 5.8 billion, with an assets base of
$4.35billion , a market cap of over $3billion and 7000000 shareholders.
Out of all manmade silk industries, Grasim industries ltd, is one of the world recognized
industries, which has made a good name in producing the pulp and fibers to meet the high
changing requirements of the customers. This industry became a tough competitor to the cotton
industries, as fiber is a major substitute for cotton in the market. Though it is a private sector
industry, it has worldwide recognition.
The BIRLA GROUP incorporated Grasim industries ltd. In 1947 it is one of the largest rayon
grade pulp manufacturing units in India and it is only the one, which has an integration of both
pulp and fiber. The company has striving in foster a simple corporate philosophy that is to
constantly achieve excellence, which has judiciously and successfully make investment in core
sector for meeting the basic requirements.
After the demise of the great ADITYA BIRLA in 1955, the BIRLA GROUP was taken over by
his son, MR.KUMARAMANGALAM BIRLA. The group has grown into Indias second large
industrial house employing about 65,000 people worldwide. It has registered a turnover of more
than Rs 20,000 crores during 1997-98.
Grasim industries is owned and efficiently managed by ADITYA BIRLA GROUP. It consists or
more than 55 professionally managed large units enjoying the confidence of more than 6 lakh
shareholders.
Division
Harihar poly fibres
Grasiline division
Year
of Product
installation
1972
Wood pulp
1977
Sulphuric Acid
Carbon Di Sulphide
Viscose staple Fiber
Rayon Grade Pulp
Sodium Sulphate
Installed capacity
74,400 TPA
87600 TPA
HARIHAR POLYFIBERS:
HPF is a unit which was established in 1972. It is located on the bank of river Tungabhadra
Kumarapatanam near Harihar in Karnataka. This plant was set up in the year 1972 to produce
rayon grade pulp with indigenous know-how engineering and equipment. Rayon grade pulp is
the basic raw material used in the manufacture of viscose staple fiber.
GRASILINE DIVISION:
This plant was set up in the year 1977 to produce viscose staple fiber, sodium-sulphate sulphuric
acid carbon di sulphide. It has started producing VSF with indigenous technical knowhow i.e.,
with own engineering and equipment. Viscose staple fiber is the closet man-made substitute for
cotton, used in the manufacture of fabrics for common man.
QUALITY POLICY:
To meet the needs and expectations of the customer of the customer through continuous
improvements in all spheres with active participation the people.
AIMS:
Head HR
Recruitment
Org.
Zonal Coordinators
specialist
Development
North/East/West/South
Assistant
Poornat
a/MIS
MS/PM
S
Training
School
City HR/IR
& Safety
Introduction
HR PRACTICES
The success of any business depends as much on appropriate, effective, well-communicated, HR
and business practices as it depends on meeting the requirements of mandated laws and regulations.
In fact, good planning and the development of effective practices make regulatory compliance much
easier.
HR practices helps in increasing the productivity and quality, and to gain the competitive advantage
of a workforce strategically aligned with the organizations goals and objectives.
Some of the key performance indicators for Human Resources include but are not limited to the
following.
Employees clarity on HR policies
Employees clarity on roles, responsibilities and expectations
Development of qualitative staff
Number of HR issues arising for which there are no clear policies and guidelines
Competitiveness of compensation structure relative to industry benchmark
Usefulness and accuracy of compensation survey
Lead time to respond to staff welfare issues
Employees assessment of promotion criteria and process (clarity, fairness)
Measurement of HR policy violation
Average time required to fill vacancies
Proportion of training programs resulting in productivity improvement
Staff attrition rate
Understanding / Clarity of the Organizational philosophy
Outline Internal capabilities and identify gaps on skills-competencies-behavioral aspects
Prepare HR strategic Objectives and bring in clarity as to how the HR strategy supports the
organizational strategy
The HR policies of the organization have been mentioned in the HR Practices. All the rules &
regulations for the employees have been also mentioned in this. All the welfare of the employees
processes is also mentioned in this.
So the study of the HR Practices means basically the brief study of all HR functions in the
organization. I believe the HR Practices is a vital part of an organization, which helps the
organization to achieve the goal of the organization.
All companies are having their HR Practices but the company who is having the best, is the most
successful company among its competitors. So the company can get success within its competitors
by applying best, effective HR Practices.
HR function is very important in every organization. It helps the organization to manage not only
the people of the organization but to manage all the working processes in it also. HR is management
function that helps managers to recruit, select, train and develop members for an organization.
Training DesignThe trainer Before starting a training program, a trainer analyzes his technical, interpersonal,
judgmental skills in order to deliver quality content to trainers.
The trainees A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the important factors that
affect training design.
Training climate A good training climate comprises of ambience, tone, feelings, positive
perception for training program, etc.
Trainees learning style The learning style, age, experience, educational background of trainees
must be kept in mind in order to get the right pitch to the design of the program.
Training strategies Once the training objective has been identified, the trainer translates it into
specific training areas and modules. The trainer prepares the priority list of about what must be
included, what could be included.
Training topics After formulating a strategy, trainer decides upon the content to be delivered.
Trainers break the content into headings, topics and ad modules. These topics and modules are
then classified into information, knowledge, skills, and attitudes.
Sequence the contents Contents are then sequenced in a following manner:
From simple to complex
Topics are arranged in terms of their relative importance
From known to unknown
From specific to general
Dependent relationship
Training tactics Once the objectives and the strategy of the training program becomes clear,
trainer comes in the position to select most appropriate tactics or methods or techniques. The
method selection depends on the following factors:
Trainees background
Time allocated
Style preference of trainer
Improve performance
Training & Development is any attempt to improve current or future employee performance by
increasing an employees ability to perform through learning, usually by changing the employees
attitude or increasing his or her skills and knowledge.
Needs of Training
Individual level
Diagnosis of present problems and future challenges
Improve individual performance or fix up performance deficiency
Improve skills or knowledge or any other problem
To anticipate future skill-needs and prepare employee to handle more challenging tasks
To prepare for possible job transfers
Training given on
Safety aspects
Behavorial aspects
Technical aspects
Communication skills
Performance Appraisals
2.
Interviews
3.
Questionnaires
4.
Attitude Surveys
5.
6.
Work Sampling
7.
Rating Scales
2.
3.
4.
Efficiency Indices
5.
Exit Interviews
6.
7.
Quality Circles
8.
9.
2.
Trainers Perception Gaps can be reduced between employees and their supervisors
3.
Trainers can design course inputs closer to the specific needs of the participants
4.
The different designations given to the employees in POLYFIBERS (HARIHAR Division) are given
in the following table.
Designation (s)
Jt. President /Jt. Exc. President
Sr. Vice President
Vice President
Asst. Vice President
Sr. General Manager / General Manager
Dy. General Manager
Sr. Manager
Manager
Dy. Manager
Asst. Manager
Sr. Engr. /Sr. Officer
Engineer / Officer
Asst. Engr. / Asst. Officer
Jr. Engr. /Jr. Officer
Sr. Supervisor
Supervisor
Support Staff
They can know these policies directly from the ERP system.
They can also fill their problems which they face during their work and send to their
departments.
In this way Poornata helps not only the managers but the employees also.
Poornata (ERP) helps TRAINING & DEVELOPMENT in the following ways
Poornata helps in performing day to day roles.
Introduction Poornata helps in creating and updating of the positions of the employees.
Each position will correspond to specific vacancy in the organization, have a specific headcount
defined for it and is also tied to the following specific attributes:
Business unit
Department
Company
Job code
Location
Regulatory Region
Job Function
Reporting to position (The position to which this particular position reports to)
Career stages
Every time one or more of the above attributes change, the same have to be updated for the position,
or a new position may need to be created corresponding to the new combination of the attributes.
Any individual who occupies a position will inherit the above-mentioned attributes of the position.
A position is thus specific and particular opening in the organization, as opposed to job codes, which
are more generic in nature. Job codes reflect the job points of the jobs across the organization,
whereas a position number reflects a specific job description in the organization.
Poornata helps and gives hints and warns the user the important information he must know about
the Poornata system.
It provides the additional information to assist the user & provide key information.
It also tells the frequently asked questions with respect to hiring employees.
It also shows the common error and warning messages that the user may get at the time of hiring.
It needs the information about regarding these:
Employee ID, Position Number, Job code (the job points of the employee), Company (The legal
entity to which an employee /department is attached.), The Business unit to which the employee
belongs to, Location (i.e. where the employee works), Department etc.
Following are the steps that will be used to maintain positions and department budgets
Creating new positions
Updating the information for existing positions as and when required
1. Creating a new position
A position corresponds to a specific vacancy in the organization. Hence a position should be created
in Poornata, only when a new vacancy has arisen in the organization, and the approval for the same
has been obtained offline.
Only after the offline approval has been obtained, should the position be created in the system, i.e.
only pre-approved positions should be entered in to the system.
The following information would be captured at the time of hiring the employee.
Personal information Name, address, NIN, DOB, gender marital status, religion / caste.
Job related information related to hiring, his position a related details.
Compensation information with respect to the break of his CTC
Recording personal actions for an employee
Introduction: Post hiring as the employee moves through the organization, there would be various
kinds of updation in the employee data. Broadly the processes that an employee could move through
in the course of his life cycle in the organization comprise:
Probation, followed by confirmation.
Promotion
Pay rate change
Transfer
Resignation
Termination
Separation /Retirement
During the study of the project I observed different functions of the HR Department. I got
the knowledge about the different types of HR Policies functioning in the organization. I
also got knowledge about how the organization is following their values in a very sincere
way.
I learnt how and what types of facilities are being provided to the employees .
I also observed how they are doing the Performance Appraisal on basis of the achievement
of the targets by the employees in the time given to them through ERP.
I got the knowledge about different departments in a manufacturing company and idea
about the challenges what the employees are facing while performing their work.
As I worked on the ERP system of the organization, I came to know that how they are
maintaining the database of the employees for all departments region-wise & its
importance.
They emphasis on providing proper working environment to their employees, so that the
employees can work efficiently & smoothly .
RECOMMENDATIONS
The company should give the compensation as per to the skills, so that the employees could
do the efficient work.
Organizations must enhance work force motivation to improve productivity. Workers must
be encouraged and motivated to develop a customer satisfaction mind set.
Organizations need to empower their workers by allowing them greater autonomy and
control and to design jobs that are more stimulating. This will enhance the personal
productivity.
Training schedule is worked out well here with proper planning schedule.
Recruitment proper planned, structured according to openings in plant, new vacancies.
Goal Setting programs undertaken with schedule to find potential prospective employees for
higher posts, giving training, discussing the on job responsibilities.
The employee goals are well studied and structured. The Key Related Areas are properly
designed & clearly mentioned to employees.
Limitations
Time is major constraint The employees were too busy with their own schedule which gave
me not much information on what I really need to find out. No one was ready to give their time to
answer question, had to meet them as soon as they arrive at work or in the office bus while going
home.
Interaction with the respondents is also limited due to their work Since all the employees
had to complete their given tasks for the day, even going near them was not possible as their managers
were always around and questioning them becomes very difficult.
No access to other departments Those who work in the admin department do not get to access
the production or quality control department due to proper hygiene conditions. Interns were confined
only to a few areas.
Time for project was limited as, had to complete the tasks given by them Only a little
information could be conducted as I had to complete the tasks given to me and it would take all day
long to complete just a single task. The time given for the project was plenty, just didnt have time
solely for the project.
People refused to give feedback Getting feedback from the employees was very difficult as
they believed that its a waste of time and they had better things to do. No one was ready to even fill
up the questionnaires and return back. If employees were asked again and again the response gained
back would be negative on purpose.
Too many Interns in one company Since there were too many interns from other colleges it
was tough to gain information from the same employees as they were getting fed up giving the same
information more than twice. Had to race against them or come up with a different strategy or even
change my style to get information from the employees.
BIBILOGRAPHY
American Society for Training & Development. (2008). State of the Industry Report.
Baldwin, T. and J. Ford. (1988). Transfer of Training: A Review and Directions for Future
Research. Personnel Psychology, 41, 63-105.
WEBSITES
https://en.wikipedia.org/wiki/Aditya_Birla_Group
www.adityabirla.com