A
SUMMER TRAINING PROJECT REPORT
ON

“HR POLICIES AND ITS IMPLEMENTATION”
AT

TURT SOFTECH PVT. LTD.
SUBMITTED IN PARTIAL ...
PROJECT REPORT CERTIFICATE

This is to certify that Miss. Monika Gurdasani a student of MBA has submitted her
project repo...
August 10th, 2013

TO WHOM SO EVER IT MAY CONCERN

This is to certify that Miss. Monika Gurdasani has undergone summer int...
August 10th, 2013

CERTIFICATE
This is to certify that Miss. Monika Gurdasani, a student of MBA from Shree
College of Mana...
ACKNOWLEDGEMENT

This report is an outstanding prospect to convey my gratefulness to those many
people whose timely help a...
TABLE OF CONTENTS

INDEX
CERTIFICATE …………………………………………………………………………2
ACKNOWLEDGEMENT ………………………………………………………………5
DECLARATION …...
15. Company Vision …………………………..………………………………………33
16. Core Purpose & Corporate Values ……..…………………………………...….34
17. Value St...
Chapter – III
RESEARCH

OBJECTIVES,

SCOPE,

METHODOLOGY

AND

PROBLEMS
33. Objectives Of Study …………………………………………………………….74...
Chapter – VI
IMPLEMENTATION OF NEW HR POLICY
48. Hours Of Operations ……………………………….…………………….…..160
49. Attendance Policy ……...
DECLARATION

I MONIKA GURDASANI, hereby declare that all the information furnished in this
PROJECT entitled, “HR POLICIES ...
PREFACE

Human resource management is concerned with people element in management.
Since every organization is made up of ...
EXECUTIVE SUMMARY

My internship at TURT SOFTECH PVT.LTD., was a great exposure to the corporate
world. After going throug...
INTRODUCTION
INDUSTRY ANALYSIS

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Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
OVERVIEW OF THE IT INDUSTRY

The Indian IT industry is growing steadily despite the global meltdown in the year
2009. When...
INDUSTRY SEGMENTATION

IT industry can be broadly classified into three sectors:

1. Software
2. IT Services
3. IT enabled...
HISTORY AND EVOLUTION OF IT INDUSTRY

1. PHASE I – Prior to 1980
2. PHASE II – 1980 - 1990
3. PHASE III – 1990 - 2000
4. P...
LIST OF PLAYERS IN THE INDUSTRY

1. ESDS
2. TATA CONSULTANCY SERVICES
3. WIPRO LIMITED
4. INFOSYS
5. HCL TECHNOLOGY
6. TEC...
GROWTH OF THE INDUSTRY (FORECAST)



Competition globally.



India can sustain if the cost differential is attractive w...
19

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
COMPANY
PROFILE

20

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
ABOUT THE COMPANY

TURT is a group with the multidimensional and well diversified domain including
many aspects, such as:
...
TURT GROUP STRUCTURE

22

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
Turt Sccurities

Turt Softech

Turt Consultancy

Turt Infrabuild

23
TurtSummer Training Report | Turt Softech Pvt. Ltd. |...
BOARD OF DIRECTORS

CEO

MANAGING DIRECTOR

Dr. A. P Mishra

Mr. Prateek Dubey

DIRECTOR and LEGAL ADVISOR

MEMBER ADVISOR...
ABOUT BOARD OF DIRECTORS

CHIEF EXECUTIVE OFFICER

Mr. A.P Mishra
Academic: Completing his basic schooling from Uttarakhan...
MANAGING DIRECTOR

Mr. Prateek Dubey
Academic: Completing his basic schooling from Lucknow, the city of nawabs, he further...
ABOUT TURT SOFTECH (P) LTD.

TURT SOFTECH PVT. LTD. is a Web Development and Custom Application
Development company of Ind...
COMPANY HISTORY



Founded in 2011 as a small co. with a big vision, at Lucknow.



Maintained a phenomenal growth.



...
INFRASTRUCTURE

TURT SOFTECH has a dedicated development and service centre, which is an
extension of the customer‟s softw...
30

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
COMPANY MISSION

TURT Web Development team works with an objective to provide all the possible
services to get your busine...
COMPANY GOAL

TURT goal is to become the world‟s leading Information Technology Company
providing quality solutions backed...
COMPANY VISION

TURT want to extend their relationship with clients and become a trusted and
predictable outsourcing partn...
CORE PURPOSE & CORPORATE VALUES

CORE PURPOSE

“Improve Life through Innovative Technology”


We are a role model enterpr...
VALUE STATEMENT

Integrity
We are open, ethical, transparent & uncompressing in our work.

Decisiveness
Set a goal, analys...
Excellence
We are a role model and benchmark company for our products, services and
business processes.

Innovation
We nur...
ORGANIZATIONAL STRUCTURE

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Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
TURT TEAM

TURT SOFTECH is a group of dedicated team of skilled IT professionals. It brings in
a unique mix of specialists...
SOFTWARE TEAM SPECIFICATION:



24/7 Helpdesk & Customer Support at NOC.



24x7x365 monitoring & staffing in NOC.



E...
ORGANIZATION FEATURES

TURT TECHNOLOGY SERVICES:


Application Design



Product Development



Integration & Support

...


Online Marketing

TECHNICAL LANGUAGES:



Java



Java Script



HTML



XHTML



XML



PHP



SQL



MSSQL

...
Our dedicated servers are designed to deliver an optimum combination of
affordability, flexibility, reliability & most imp...
TURT AIMS AT PROVIDING



Quality Product



Excellent Customer Service



Cost Effective Solution



Economic Price S...
ADVANTAGES OF TURT SOFTECH

TURT ensure no. of advantages of its own:-



Ensure on time delivery.



Have skilled hardw...
QUALITY AND ENVIRONMENT

At TURT SOFTECH quality is the keyword in every activity and a constant endeavour
to achieve stan...
RESEARCH & DEVELOPMENT

At Turt Softech, R&D is the key to survival and growth, given that a fast paced global
environment...
ACHIEVEMENTS

TURT has many a firsts to its credit and these have been earned through its constant
endeavour for identific...


Expanded server site infrastructure with owned dedicated servers in London, U.K
and Nasik data centres.



Expanded bu...


TURT forwarding step in a new sector applied for news publication name RELATO

49

Summer Training Report | Turt Softec...
MILESTONE

In a short span of 3 years TURT has steadily climbed the steps of excellence and is
continuing in its efforts t...
TURT PRODUCT RANGE

Turt is a trusted partner for all & has a wide range of its product. There are ten
software products o...
OUR PRODUCT

52

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
SKLEP LITE

ABOUT:
SKLEP LITE is light weighted software suitable
for small scale industries. It is an online invoicing
sy...
ADVANTAGES:


It has advantage for invoicing online.



It is for maintaining invoice on daily, weekly, quarterly, month...
ADVANTAGES:


It has advantage of easy billing.



It is scalable of maintaining 1 lakh products.



It provides advant...


It is used for maintaining quotations.



It is used for entering customers‟ orders.



It is used for inventory mana...
BITE PLAZA

ABOUT:
BITE PLAZA is a complete restaurant management
system. The interface of it is available in 11 languages...
USES:


It is used for taking orders from the customers.



It is used for staff management.



It is used for inventor...
Comercio

ABOUT:
COMMERCIO software has an easy to
use functionality for shop owners. It has user
friendly design look & f...
USES:


It is used to maintain customer record.



It is used to record tangible and non-tangible products.



It is us...
SKOLAN

ABOUT:
SKOLAN is complete school management system software. It maintains complete
student record & details i.e. a...


It is used to record students and teachers detail.



It is used to prepare class time table.



It is used to mainta...
RELATO

ABOUT:

RELATO is an online news portal. It
is suitable for the clients who are in print & news media sector. This...


It is compatible to both mobile and tablet.

SKOLEARN

ABOUT:
SKO LEARN is software with feature
for online classes & c...


It provides online tests and results.

DIGICINE

ABOUT:
DIGI CINE is complete hospital
management software. It is suita...
ADVANTAGES:


It has advantage of online registration.



It maintains financial record.



It is flexible and scalable...
DIGIDENT

ABOUT:
DIGI

DENT

software

has

unique solution for private dental
practise management. It maintains
online pa...
ABOUT THE TOPIC
“HUMAN RESOURCE POLICY”

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Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
ABOUT THE TOPIC

‘HUMAN RESOURCE POLICIES’

Human Resource Policies refers to principles and rules of conduct which “formu...
FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:
1. Past practi...
BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits:

1. The work ...
PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and equal opportunities to every
employee to...
RESEARCH
OBJECTIVES, SCOPE
METHODOLOGY AND
PROBLEMS

73

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource ...
OBJECTIVES OF STUDY

“The word objective means purpose behind doing anything.”

Every research study has its own specific ...
SCOPE OF STUDY



In an organization human resource is the most important asset. In current scenario,
Turt Softech Pvt. L...
RESEARCH METHODOLOGY

Research has its special significance in solving various operational and planning
problems of busine...
2. SAMPLE SIZE
Here, I have taken 10 as the sample size.
3. HYPOTHESIS OF PROJECT



Human Resource Policies provided by ...
RESEARCH PROBLEM

The first and foremost step happens to be that of selecting and properly defined
research problem.
Resea...
THEORITICAL
BACKGROUND
STATE LABOUR LAWS

79

Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
INTRODUCTION

Labour law also known as employment laws the body of laws, administrative rulings,
and precedents which addr...
HISTORY OF LABOUR LAWS

Labour law arose due to the demands of workers for better conditions, the right to
organize, and t...
As the war drew to a close, two competing visions for the post-war world emerged.
The first was offered by the Internation...
freedom of speech, press, assembly, and association was amended to include only freedom
of association. A proposed ban on ...
PURPOSE OF LABOUR LEGISLATION

Labour legislation that is adapted to the economic and social challenges of the
modern worl...
EVOLUTION OF LABOUR LAW IN INDIA

The law relating to labour and employment is also known as Industrial law in India.
Cons...
CONSTITUTIONAL PROVISIONS FOR LABOUR LAWS

The relevance of the dignity of human labour and the need for protecting and
sa...
CONSTITUTIONAL STATUS

The legislations can be categorized as follows:
1) Labour laws enacted by the Central Government, w...
LABOUR POLICY OF INDIA

Labour policy in India has been evolving in response to specific needs of the situation
to suit re...


Amendments to Industrial Disputes Act in tune with the times.



Efficient functioning of Labour Department.



More ...
LABOUR LAWS IN INDIA

The term „labour‟ means productive work especially physical work done for wages.
Labour law also kno...
against discrimination, prohibition of child labour, just and humane conditions of work, social
security, protection of wa...
b) Labour laws enacted by Central Government and enforced both by Central and State
Governments.
c) Labour laws enacted by...
b) Labour laws enacted by Central Government and enforced both by Central and
State Governments
13. The Child Labour (Proh...
31. Merchant Shipping Act, 1958
32. Sales Promotion Employees Act, 1976
33. Dangerous Machines (Regulation) Act, 1983
34. ...
CLASSIFICATION OF LABOUR LAWS IN INDIA:

Labour Laws may be classified under the following heads:

I.

Laws related to ind...
13. Motor Transport Workers Act, 1961.
14. Beedi & Cigar Workers (Conditions of Employment) Act, 1966.
15. Contract Labour...
V.

Laws related to deprived and disadvantaged sections of the society such as:
32. Bonded Labour System (Abolition) Act, ...
51. Unorganised Workers‟ Social Security Act, 2008

APPRENTICES ACT, 1961

The main purpose of the Act is to provide pract...


Employer can engage
minimum.[Section 8(1)].



The employer has to make arrangements for practical training of apprent...
Reservation of training places for scheduled castes

Section 3A provides that in every designated trade, training places s...
Date of commencement of apprenticeship training

The apprenticeship training shall be deemed to have commenced on the date...
Novation of contract of apprenticeship:

Where an employer is for any reason unable to fulfill his obligations under the
c...
Termination of contract

The contract of apprenticeship training shall terminate on the expiry of the period of
apprentice...
held that other things being equal, a trained apprentice should be given preference over
direct recruits. It was also held...
Disputes under contract and settlement thereof

Section 20 of the Act provides that if out of the terms and conditions of ...
shall, after the successful completion of the apprenticeship training, serve the
employer, the employer shall, on such com...
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This report is developed regarding the summer training in TURT SOFTECH PVT. LTD. from 05th June 2013 for 08 weeks, on the project entitled –

“HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD.

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  1. 1. A SUMMER TRAINING PROJECT REPORT ON “HR POLICIES AND ITS IMPLEMENTATION” AT TURT SOFTECH PVT. LTD. SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION AFFILIATED TO ( G.B. TECHNICAL UNIVERSITY, LUCKNOW ) SUBMITTED TO: Miss. Shweta Trivedi SUBMITTED BY: MONIKA GURDASANI ROLL NO. – 1267470021 MBA IIIrd Semester (2012 – 2014)
  2. 2. PROJECT REPORT CERTIFICATE This is to certify that Miss. Monika Gurdasani a student of MBA has submitted her project report entitled “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD. in partial fulfilment of the requirement for summer training of “Master of Business Administration” of the “Gautam Budhha Technical University, Lucknow (U.P.)”. The training has been carried out under our supervision during academic session 2012-2014. I wish her to be successful in all her effort and achieve all that she hoped for. Prof. Dr. C.R. Bharol Director 2 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  3. 3. August 10th, 2013 TO WHOM SO EVER IT MAY CONCERN This is to certify that Miss. Monika Gurdasani has undergone summer internship in our organization for a period of 08 weeks w.e.f. 05th June 2013 as a part of her MBA Course curriculum from SHREE COLLEGE OF MANAGEMENT, LUCKNOW. She has successfully completed her internship in HUMAN RESOURCE department. During the tenure of internship, we found her sincere and hardworking. We wish all success in her future endeavours. Thanks & Regards, Prateek Dubey (Managing Director) 3 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  4. 4. August 10th, 2013 CERTIFICATE This is to certify that Miss. Monika Gurdasani, a student of MBA from Shree College of Management, Lucknow has undergone training in TURT SOFTECH PVT. LTD. from 05th June 2013 for 08 weeks, and worked under my guidance on the project entitled – “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD. For the purpose of her summer internship project while forwarding the project work the mentioned topic above, I certify that she has completed her project work in the prescribed period and the project incorporated the result of the job done by her during this period. She showed interests and inquisitiveness throughout the project training. I wish her luck in all her future endeavours. Thanks & Regards, Anand Nigam (PROJECT GUIDE) (HR Manager) 4 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  5. 5. ACKNOWLEDGEMENT This report is an outstanding prospect to convey my gratefulness to those many people whose timely help and guidance went a long way in finishing this project work from commencement to achievement. I would like to express my sincere thanks to Anand Nigam for giving me an opportunity to explore the practical knowledge practiced by the company. I am very glad to work with the organization as a trainee. I am grateful to HR Department of TURT SOFTECH PVT.LTD. for helping me to get the information and an invaluable experience. Last but not the least would like to thank my friends, family members and all those people who helped me for the completion and deeper understanding of the concept of performance appraisal. Working on this project to be an enlightening experience for me. MONIKA GURDASANI 5 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  6. 6. TABLE OF CONTENTS INDEX CERTIFICATE …………………………………………………………………………2 ACKNOWLEDGEMENT ………………………………………………………………5 DECLARATION ……………………………………………………………………….10 PREFACE ……………………………………………………………………………...11 EXECUTIVE SUMMARY …………………………………………………………….12 Chapter – I INTRODUCTION INDUSTRY ANALYSIS 1. Overview Of The Industry ………………………………………………………..13 2. Industry Segmentation ……………………………………………………………14 3. History And Evolution Of IT Industry ……………………………………………15 4. List Of Players In The Industry …………………………………………………..16 5. Growth Of The Industry (Forecast) ……………………………………………...17 Chapter – II COMPANY PROFILE 6. About The Company …………………………………………………………......21 7. Turt Group Structure …………………………………………………………......22 8. Board Of Directors .......................................................................................24 9. About Board Of Directors .............................................................................25 10. About Turt Softech (P) Ltd. ...………………………………………………….…27 11. Company History ……………....……………………………………………….…28 12. Infrastructure ……………………....………………………………………………29 13. Company Mission …………………....……………………………………………31 14. Company Goal ………………………....………………………………………….32 6 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  7. 7. 15. Company Vision …………………………..………………………………………33 16. Core Purpose & Corporate Values ……..…………………………………...….34 17. Value Statement ……………………………..……………………………………35 18. Organizational Structure ……………………..…………………………………..37 19. Turt Team ………………………………………...………………………………..38 20. Organization Features …………………………………………………………....40 21. Turt Aims At Providing ……………………………………………………….......43 22. Advantages Of Turt Softech ………………………………………………….....44 23. Quality And Environment ……………………………………………………......45 24. Research & Development …………………………………………………….....46 25. Achievements …………………………………………………………………......47 26. Milestone ………………………………………………………………………,.....50 27. Turt Product Range ………………………………………………………….…...51 28. Our Product ………………………………………………………………….…....52 Chapter – II ABOUT THE TOPIC HUMAN RESOURCE POLICY 29. About The Topic : ‘Human Resource Policies’ …………………………..........69 30. Formulating Policies ………………………………………………………….......70 31. Benefits Of Hr Policies ……………………………………………………….......71 32. Principles Of Hr Policy ……………………………………………………...........72 7 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  8. 8. Chapter – III RESEARCH OBJECTIVES, SCOPE, METHODOLOGY AND PROBLEMS 33. Objectives Of Study …………………………………………………………….74 34. Scope Of Study …………………………………………………………….......75 35. Research Methodology ..........................................................................76 36. Research Problem .................................................................................78 Chapter – IV THEORITICAL BACKGROUND STATE LABOUR LAWS 37. Introduction …………………………………………………...........................80 38. History Of Labour Laws ……………………………………………............…81 39. Purpose Of Labour Legislation ………………………………...............……84 40. Evolution Of Labour Law In India …………………………...............………85 41. Constitutional Provisions For Labour Laws .............................................86 42. Constitutional Status ..............................................................................87 43. Labour Policy Of India ............................................................................88 44. Labour Laws In India .............................................................................. 90 45. Classification Of Labour Laws In India ...................................................95 Chapter – V FINDINGS, RESEARCH AND RESOLUTION 46. HR Policies At Inspection ..........................................................................144 47. Impact Of HR Policies ...............................................................................158 8 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  9. 9. Chapter – VI IMPLEMENTATION OF NEW HR POLICY 48. Hours Of Operations ……………………………….…………………….…..160 49. Attendance Policy …………………………………….………………………161 50. Leave Policy …………………………………………………………………..163 51. Holidays …………………………………………………………………….….171 52. Recruitment ………………………………………………………………..….172 53. Manpower Requirement Requisition Form ……………………………..…175 54. Job Application Form ………………………………………………………...177 55. Importance Of Job Application Form ....................................................182 56. Interview Assessment Form .................................................................183 57. Training And Probation Policy ………………………………………….......185 58. Performance Appraisal Policy ……………………………………………....186 59. Key Responsibilities Assessment ………………….................................187 60. Counselling …………………………………………………………………....191 61. Career Planning Policy ........................................................................192 62. Pay And Compensation .......................................................................193 63. Dress Code Policy ............................................................................... 194 64. Safety Policy .......................................................................................197 65. Work Place Security Policy……………………………………………….....198 66. Equal Employment Policy …………………………………………………...199 67. Business Expense Reimbursement ……………………………………......200 68. Telephone And Computer Use Policy …………………………………......201 69. Drug, Alcohol And Smoking Policy …………………………………….......202 70. Termination Policy ............................................................................... 203 71. Grievance Handling Process ................................................................207 72. Comparison Between The Two Policies ………………………………......208 73. Conclusion ........................................................................................... 210 REFERENCE 9 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  10. 10. DECLARATION I MONIKA GURDASANI, hereby declare that all the information furnished in this PROJECT entitled, “HR POLICIES AND ITS IMPLEMENTATION” at TURT SOFTECH PVT. LTD. is my original work containing authentic facts. This work is only being submitted to SHREE COLLEGE OF MANAGEMENT in the partial fulfilment of the requirements for the award of Masters of Business Administration is the outcome of original study undertaken by me and it has not been submitted earlier to any other University or Institution for the award of any Degree. Date: 8th August, 2013 Place: Lucknow 10 MONIKA GURDASANI Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  11. 11. PREFACE Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. This project is meant to know the Human Resource Policies in the organization. The HR Policies are a tool to achieve employee satisfaction and thus highly motivated employees. The main objective of various HR Policies is to increase efficiency by increasing motivation and thus fulfil organizational goals and objectives. The objective is to provide the reader with a framework of the HR Policy Manual and the various objectives that the different policies aim to achieve. The main focus was on the managerial levels of employees in TURT SOFTECH PVT. LTD. 11 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  12. 12. EXECUTIVE SUMMARY My internship at TURT SOFTECH PVT.LTD., was a great exposure to the corporate world. After going through my summer training, I had a first-hand experience of how a Company as well as HR department functions. INTRODUCTION OF PROJECT This project is about the HR Policies in TURT SOFTECH PVT. LTD. The HR Policies in an organization helps every individual to raise his/her potential in all facets by helping him to be satisfied and secured about his present and future. PROJECT TITLE The title of the project is “HR Policies and Its Implementation” in TURT SOFTECH PVT.LTD. As the name indicates it is the study of the HR Policies prevalent in TURT SOFTECH PVT.LTD. ORGANIZATION TURT brings in a unique mix of specialists in information technology areas. The solution requirements of Information Technology demand experts in these areas and TURT geared up to offer a comprehensive suite of services to the IT Industry. We have a huge Development, Testing, Maintenance, Support and Business Development Team having vast experience and in-depth knowledge of different technologies for developing complex business solutions with focus on the core requirements. We bring innovative ideas and cutting-edge technologies, to help our customers just to concentrate on their respective business. 12 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  13. 13. INTRODUCTION INDUSTRY ANALYSIS 13 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  14. 14. OVERVIEW OF THE IT INDUSTRY The Indian IT industry is growing steadily despite the global meltdown in the year 2009. When the whole of the world witnessed the negative growth, Indian IT industry still managed to register a growth of 5.5%. The industry is about to register the historic landmark of Rs. 300 thousand crores exports last financial year, according to NASSCOM President, Som Mittal. The domestic market is also slotted to witness 12% growth, this year. Potential size of India‟s offshoring industry is estimated at Rs. 750 thousand crores to 1200 thousand crores by 2015. The industry currently employs around 10 lacks people and provides indirect employment to around 25 lacks people. It is expected to add another 1,50,000 jobs in the next fiscal according to NASSCOM. Indian IT/ IT-es sector is growing substantially with its  Expansion into varied verticals  Well differentiated service offerings  Increasing geographic penetration The phenomenal success of the Indian IT- IT-es industry can be attributed to the favourable government policies, burgeoning demand conditions, healthy growth of related industries and competitive environment prevalent in the industry. The interplay of these forces has led to putting the industry on the global map. 14 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  15. 15. INDUSTRY SEGMENTATION IT industry can be broadly classified into three sectors: 1. Software 2. IT Services 3. IT enabled Services (IT-es)- BPO 15 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  16. 16. HISTORY AND EVOLUTION OF IT INDUSTRY 1. PHASE I – Prior to 1980 2. PHASE II – 1980 - 1990 3. PHASE III – 1990 - 2000 4. PHASE IV – Post 2000 YEAR GROWTH PHASE I 16 PHASE II PHASE III PHASE IV Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  17. 17. LIST OF PLAYERS IN THE INDUSTRY 1. ESDS 2. TATA CONSULTANCY SERVICES 3. WIPRO LIMITED 4. INFOSYS 5. HCL TECHNOLOGY 6. TECH MAHINDRA 7. COGNIZANT 8. I - FLEX SOLUTIONS 9. L&T INFOTECH 10. MINDTREE 11. I- GATE 17 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  18. 18. GROWTH OF THE INDUSTRY (FORECAST)  Competition globally.  India can sustain if the cost differential is attractive which is 1:3 currently.  Containing costs one of the challenges.  Quality control  Focus and build Indian market.  Moving up the value chain.  Making good revenue in the software service sectors. 18 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  19. 19. 19 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  20. 20. COMPANY PROFILE 20 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  21. 21. ABOUT THE COMPANY TURT is a group with the multidimensional and well diversified domain including many aspects, such as:  IT Sector for development, maintenance and commissioning, along with support for business promotion and internet marketing.  Business consultancy for helping business to initiate, propagate and stand, with the features of plant side reporting, land and material procurement and commissioning.  Pharmaceuticals sector for pharmacological research, medicine testing and manufacturing.  Tele media sector for researching, producing and distributing the feature films and television motion pictures. and many more… TURT group is one of the trusted partners for aforesaid sectors & have the capabilities, manpower, methods, technologies and the desire to be your strategic partner of choice. Their primary objective is to develop an environment of fairness, honesty, integrity and courtesy towards their clients, employees, vendors and society at large. They are committed to their Customers and partners and have a passion for technology. They take on big challenges, and pride themselves on seeing them through 21 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  22. 22. TURT GROUP STRUCTURE 22 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  23. 23. Turt Sccurities Turt Softech Turt Consultancy Turt Infrabuild 23 TurtSummer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department Healthcare
  24. 24. BOARD OF DIRECTORS CEO MANAGING DIRECTOR Dr. A. P Mishra Mr. Prateek Dubey DIRECTOR and LEGAL ADVISOR MEMBER ADVISORY BOARD Mrs. Rajshree Mukherjee Mr. Soumak Mukherjee 24 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  25. 25. ABOUT BOARD OF DIRECTORS CHIEF EXECUTIVE OFFICER Mr. A.P Mishra Academic: Completing his basic schooling from Uttarakhand, the land of mountains, he further accomplished his Medical Education in Dentistry from Moradabad (Uttar Pradesh), the brass city. After completion of his education from two entirely different atmospheres, he started a company in 2011 which shined like brass and stood strong as mountains. Work Role:  Meeting the needs of employees, customers, and investors.  He decides, sets budgets, and hires a team to steer the company accordingly.  His duty is building culture. Work gets done through people, and people are profoundly affected by culture.  Team-building is his duty. He hires, fires, and leads the senior management team, they, in turn, hire, fire, and lead the rest of the organization.  Allocation of capital is his duty. He sets budgets within the firm.  Setting up strategy and vision for the company.  Keeping the Board informed of existing or impending Board policy issues  Contributing to the development of annual goals and objectives 25 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  26. 26. MANAGING DIRECTOR Mr. Prateek Dubey Academic: Completing his basic schooling from Lucknow, the city of nawabs, he further attained his graduate degree of Engineering in Electronics and Communication from Moradabad (Uttar Pradesh). After completion of his education he came forth with a new idea of setting up a IT business in Lucknow. The competition was tough and he was new. He was not able to survive, but he fought, against adversary, employees, money, family and most important of all, he fought against himself. Work Role:  He is holding the top management position in a company.  He acts as a head of the company scrutinizing, assessing, and monitoring various departments.  He is answerable to the customers, and also the board of directors, on issues regarding the company performance.  He takes decision, holds meetings, and formulates strategic plan for daily activities.  He maintains the operational performance of the company.  He directs strategy towards the profitable growth and operation of the company.  He motivates the employees of the company from time to time. 26 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  27. 27. ABOUT TURT SOFTECH (P) LTD. TURT SOFTECH PVT. LTD. is a Web Development and Custom Application Development company of India. It provides custom solutions of high quality and low cost with their rich experience in Web Development, Project Management and technical knowhow. They bring innovative ideas and cutting-edge technologies to help their customer just concentrate on their respective business. They, in a short span of time, have established a reputation as the most definitive work for website development, software development, in house and offshore server, domain management and cloud setup. They have indigenously developed the concept of high specification, carrier neutral & fully managed Servers in Lucknow, Nashik (India) & London (U.K). They have a huge Development, Testing, Maintenance, Support and Business Development Team having vast experience and in-depth knowledge of different technologies for developing complex business solutions with focus on the core requirements. Apart from developing and maintaining the solutions for their esteemed customers they also thrive to make their customers smile without worry. 27 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  28. 28. COMPANY HISTORY  Founded in 2011 as a small co. with a big vision, at Lucknow.  Maintained a phenomenal growth.  Achieving total financial stability since inception & the growth is solely based on internally generated funds.  Consistent record of 50% of business coming from repeated customers.  Spotless delivery of record of many successful projects.  A dedicated team of brilliant software and hardware professionals.  Providing complete peace of mind & satisfaction to our clients.  In 2012 set up its two branches one at Siliguri (West Bengal) and the one at Sitapur (U.P). 28 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  29. 29. INFRASTRUCTURE TURT SOFTECH has a dedicated development and service centre, which is an extension of the customer‟s software engineering facility from carefully selected building materials to unique power saving systems. They have ensured that they keep their operations & premises as a contributing factor in maintaining the environment equilibrium. DATA CENTRE SPECIFICATION:  A large working area.  Complete multi powered network.  Healthy environment.  Fully air-conditioned.  Multiple internet connection from different backbone providers to provide 100% uptime.  Vision cameras.  Providing good training facility for staff.  Dedicated servers for application hosting, testing & client presentation.  A good communication facility with clients with co-ordination.  Well maintained to overcome any disaster.  Environmental monitoring system. 29 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  30. 30. 30 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  31. 31. COMPANY MISSION TURT Web Development team works with an objective to provide all the possible services to get your business IT enabled with easy-to-use facilities and software tools to upgrade clients business to a new height which your competitors can never think of. They believe in planned approach for future by securing your online presence today. To capitalize on the efficiency of information technology industry to same clients, they work hard constantly. At TURT clients get the highest quality & value for their investment with complete peace of mind and satisfaction. They believe in providing a user-friendly application with a unique presentation, easy & simple to understand approach. They embrace bold strategies that will lead to their success in market place & will make TURT SOFTECH a winning competitor both today & in the future. 31 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  32. 32. COMPANY GOAL TURT goal is to become the world‟s leading Information Technology Company providing quality solutions backed up by unbeatable customer service. They see themselves on the heights which no one has ever achieved. They aspire to become the best cutting edge technology provider, that too responsibly and in a fair way. They want to maximize the rewards of our diversity by providing end to end solutions, which are easy to maintain and upgrade. 32 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  33. 33. COMPANY VISION TURT want to extend their relationship with clients and become a trusted and predictable outsourcing partner. They look forward to commence a mutually beneficial and long-term relationship. They dream to be the fastest, safest, most progressive technology builder, relentless in the pursuit of client & employee‟s excellence & strive to achieve higher customer satisfaction with information product & service. They work with honesty, integrity & commitment. They are the most economical service providers on the globe providing the most economical plans for website & software solutions. 33 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  34. 34. CORE PURPOSE & CORPORATE VALUES CORE PURPOSE “Improve Life through Innovative Technology”  We are a role model enterprise, respected globally for excellence in quality and innovation.  We enhance stakeholder value while adhering to the code of responsible care and ethical values.  We are an employer of choice and preferred business partner worldwide. CORPORATE VALUES TURT SOFTECH PVT. LTD. believes in honouring its commitment, integrity and transparency are an integral part of our relationship with customers, employees, society. Respect for Life: The Company believes that life in all its forms must be respected. We respect and value our people. Our employees are our value creators whose efforts, creativity and bond we cherish. Our customers, who reward us for our value creation and our stakeholders, who are committed to us in our endeavour to improve life. We also recognize and respect our environment and take every effort to preserve it. 34 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  35. 35. VALUE STATEMENT Integrity We are open, ethical, transparent & uncompressing in our work. Decisiveness Set a goal, analyse the facts and work on alternatives and conclude them in fixed time frame. Team Spirit We encourage group interaction and working together. United and collective drive achieves the desired goal. Commitment We keep all promises made within and outside the company. Caring We are concerned for our environment, society and employees and work for their betterment. 35 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  36. 36. Excellence We are a role model and benchmark company for our products, services and business processes. Innovation We nurture creativity and encourage application of knowledge and ideas in all facets of our business. Customer Orientation Customer is uppermost in our mind. We work to exceed his expectations. 36 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  37. 37. ORGANIZATIONAL STRUCTURE 37 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  38. 38. TURT TEAM TURT SOFTECH is a group of dedicated team of skilled IT professionals. It brings in a unique mix of specialists in information technology areas. We have our own staff, monitoring entire network & all our servers. We employ an experienced team of professional engineers, with proven track records who are committed, responsive & Information Technology demand experts. TURT has geared up to offer a comprehensive suite of services to the IT Industry. HARDWARE TEAM SPECIFICATION:  10 AM to 6 PM Helpdesk & Customer Support.  Experienced professionals of hardware and networking sector.  Good analysis, resolution & delivery of products.  Disaster recovery & Backup Solutions.  Honest & Hardworking staff.  Providing satisfaction to Customers. 38 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  39. 39. SOFTWARE TEAM SPECIFICATION:  24/7 Helpdesk & Customer Support at NOC.  24x7x365 monitoring & staffing in NOC.  Experienced professionals of IT sector.  Good analysis, implementation & delivery of projects store technology.  Research & Development team.  Managed Web Hosting & Data centre Services.  Email services.  Disaster recovery & Backup Solutions.  Share point services.  Global server load Balancing.  Network Designing & Implementation.  Virtualization Technology & Cloud Computing.  Geospatial Information System & Web Making.  E-Governess & M-Governess.  Honest & Hardworking staff.  Providing satisfaction to Customers. 39 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  40. 40. ORGANIZATION FEATURES TURT TECHNOLOGY SERVICES:  Application Design  Product Development  Integration & Support  Network Management  Network Security  Dynamic Web Application Development  Web Designing  Web Optimization  Web Promotion  Link Building  Web Maintenance  E-Commerce Solution  Animation  Flash  Cloud Hosting  Search Engine Submissions  Hosting  Graphic Designing  Consultancy. 40 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  41. 41.  Online Marketing TECHNICAL LANGUAGES:  Java  Java Script  HTML  XHTML  XML  PHP  SQL  MSSQL  MySQL  C#  ASP.NET DEDICATED SERVERS: Cent OS, Open BSD, Cold Fusion DNS, Hyper V-tech, Microsoft SQL Server 2008Enterprise Edition R2, Microsoft SQL Server 2008- Web Edition R2, Virtuzzuo Container, Parallel Plesk Expand Unlimited with Power Pack 2, Dotnet panel. 41 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  42. 42. Our dedicated servers are designed to deliver an optimum combination of affordability, flexibility, reliability & most important a higher level of security that makes your hosted environment complete. SYSTEM & PRODUCTS:  Incorporate user feedback points & are enriched with onsite experience.  Deploy modular, Plug in Framework.  Can be installed maintained & understood by end user.  Have excellent user interface & Reporting.  Use latest networking technologies like IPVG, SNMPU3, XML, and RPC.  Are designed for affordable Solutions.  Can be maintained through remote software updates. 42 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  43. 43. TURT AIMS AT PROVIDING  Quality Product  Excellent Customer Service  Cost Effective Solution  Economic Price Structure  Flexible Payment Mode  Right Time Delivery  Satisfaction to Customers  Quick resolution to problems  Healthy Environment  Satisfied clients 43 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  44. 44. ADVANTAGES OF TURT SOFTECH TURT ensure no. of advantages of its own:-  Ensure on time delivery.  Have skilled hardware and network professionals.  Healthy environment.  Good communication with clients through a simple & understanding language.  Quick resolution to problems.  Consistent growth & performance.  Satisfied clients.  Proximity to skilled manpower.  Multicultural & Multi location understanding.  Flexible to work with needs of the clients.  Provide high quality & cost effective solution.  Competitive pricing & risk sharing.  Local LANS, local time, local responsibility, local guarantee, global quality.  Pre-active client management accessing from 10am to 9pm. 44 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  45. 45. QUALITY AND ENVIRONMENT At TURT SOFTECH quality is the keyword in every activity and a constant endeavour to achieve standards of the highest levels has been an on-going commitment from the time of its inception as well as recognition and acknowledgement of this devotion. This achievement has been set as a benchmark to go forward in excellence. For TURT it is an on-going process to continuously explore new product applications, competitive technologies and potential markets. TURT has scaled his success with its aim of commitment and quality. The commitment towards this is apparent from the fact that TURT has a total manpower of 85 persons supporting the Quality and Technical functions at its various technical facilities 45 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  46. 46. RESEARCH & DEVELOPMENT At Turt Softech, R&D is the key to survival and growth, given that a fast paced global environment results in ever changing customer needs and new products and processes drain away competitiveness. From mere quality issues, Turt Softech has now moved into the field of newer technologies, expanding applications that satisfy customers. To that end we have a central R&D facility, the TURT Research & Development Centre (TRDC) at Lucknow. TRDC has a sophisticated analytical facility for testing new technologies and new products. A team of over 30 persons, looks after the department activities. 46 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  47. 47. ACHIEVEMENTS TURT has many a firsts to its credit and these have been earned through its constant endeavour for identification of products that are required by the clients. TURT R&D centre in Lucknow aims to provide specialized products that add value and enhance every aspect of life. Success can be measured in many ways.” Success is a journey, not a destination.” And for TURT, it‟s been a period of tremendous achievements. Mentioned here are some of the company's achievements:  Started in November 2011 with a small area in Murari Yadav Complex Faizabad Road and maintained 20 clients in first financial year.  Expanded its business a year later in 2012 with 120 clients consisting of 20 old clients. 47 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  48. 48.  Expanded server site infrastructure with owned dedicated servers in London, U.K and Nasik data centres.  Expanded business in 2012 by opening two branch office at Siliguri (West Bengal) and Sitapur (U.P).  Further expansion of business was seen in third year 2013 with expansion of business area and a new office set up at Sinha Complex, Gole Market Mahanagar.  Company made its contribution by sponsoring BHARAT JAGO DAUD at Siliguri (West Bengal) in 2013.  In 2013 TURT formed a group with its following subsidiaries:  TURT SECURITIES PVT. LTD.  TURT SOFTECH PVT. LTD. o It has its sister concern TURT EDUTECH  TURT CONSULTANCY SERVICES PVT. LTD. o It has its sister concern WINAXIS CONSULTANTS PVT. LTD.  TURT HEALTH CARE SERVICES o It has its sister concern GLOW DENTAL CARE o It has its sister concern AXILTH REMEDIES  SVYAMSIDHA ENTERTAINMENTS (I) PVT. LTD  TURT INFRABUILD PVT. LTD. o It has its sister concern GOODWILL INFRA  The inauguration of WIN AXIS CONSULTANTS PVT. LTD. was done by our esteemed guest Mr. Ambika Choudhary, Minister of Pichda Varg and Vikalang Kalyan.  In this year the clientele reached upto 500+. 48 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  49. 49.  TURT forwarding step in a new sector applied for news publication name RELATO 49 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  50. 50. MILESTONE In a short span of 3 years TURT has steadily climbed the steps of excellence and is continuing in its efforts to reach the top and be the best. Mentioned here are some of its milestones: 500+ 120 GROWTH 20 2011 50 2012 2013 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  51. 51. TURT PRODUCT RANGE Turt is a trusted partner for all & has a wide range of its product. There are ten software products of our company. They all are well developed with high technology features in grouped in all. List of Products: 1. SKLEP LITE 2. SKLEP ELITE 3. SKLEP PLUS 4. BITE PLAZA 5. COMERCIO 6. SKOLAN 7. RELATO 8. SKO LEARN 9. DIGI CINE 10. DIGI DENT 51 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  52. 52. OUR PRODUCT 52 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  53. 53. SKLEP LITE ABOUT: SKLEP LITE is light weighted software suitable for small scale industries. It is an online invoicing system with unique features and functionality. It has provision to record complete personal details of customer and his account details. It is helpful in making records of sales and invoice on daily, weekly, quarterly, monthly and yearly basis. This software also has provision for preparing balance sheet of the business. USES:  It is used for recording customer details.  It is used for preparing balance sheet. 53 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  54. 54. ADVANTAGES:  It has advantage for invoicing online.  It is for maintaining invoice on daily, weekly, quarterly, monthly and yearly basis. SKLEP PLUS ABOUT: SKLEP PLUS to be known as point of sale solution has special features of billing. It is billing system software with new and different features comparable to other software. It is helpful in inventory management of the business. This software also has the bar code printing facility. It records complete client details and manages client account. This software is scalable upto 1 lakh products. USES:  It is used for inventory maintenance.  It is used to record client details. 54 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  55. 55. ADVANTAGES:  It has advantage of easy billing.  It is scalable of maintaining 1 lakh products.  It provides advantage of bar code facility. SKLEP ELITE ABOUT: SKLEP ELITE to be known as enterprise resource planning is an entirely web based software. This software is helpful for maintaining quotations and for entering customer orders. It has feature for maintaining both sales and purchase order. The inventory managed is easily done by this software. It maintains a fixed asset register. It is easily accessible in multi languages and facility for multi-currency is usage is there in this software. It is for making daily sales report of the business. It records complete details of the customers personal and the account detail both. Using this software number of bank accounts can be maintained. It also has provision for preparing balance sheet of the business. USES: 55 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  56. 56.  It is used for maintaining quotations.  It is used for entering customers‟ orders.  It is used for inventory management.  It is used for recording customer detail.  It is used for managing bank accounts.  It is used for managing customer queries/complaints.  It is used for salary management.  It is used for production management.  It is used for service request resolution. ADVANTAGES:  It has advantage of preparing balance sheet.  It is for maintaining number of bank accounts.  It has advantage of multi-language interface.  It has advantage of multi- currency usage facility. 56 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  57. 57. BITE PLAZA ABOUT: BITE PLAZA is a complete restaurant management system. The interface of it is available in 11 languages. This magnificent product works well with all types of printers, cash drawers, line display, bar code readers & magnetic strip readers. It has provision for taking orders from the customers. It is very easy accessible for generating billing with tax reports. Including all the above it also provides inventory record & management provision. It maintains complete staff management i.e. salary, report time etc. It has one new feature of Kitchen Order Ticket printing (KOT). The daily, weekly, monthly, quarterly & yearly sales & invoice reporting is done by it. It also works in networks. It is having comprehensive set of reports i.e. sales, taxes, Z-out, inventory, profit margin & others. 57 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  58. 58. USES:  It is used for taking orders from the customers.  It is used for staff management.  It is used for inventory management.  It is used for restaurant billing.  It is used for report viewing. ADVANTAGES:  It has advantage of multi-language interface.  It is for generating bills with tax reports.  It has advantage of working in networks.  It has advantage of working with all type of printers, cash drawers, line display, bar code readers & magnetic strip readers. 58 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  59. 59. Comercio ABOUT: COMMERCIO software has an easy to use functionality for shop owners. It has user friendly design look & feel. This software is compatible for both mobile & tablet. It is fully scalable upto 1 lakh products. It has feature of online ordering with 2 steps & 5 steps check out procedures & supports all available payment gateways including wire transfer & cash on delivery. This software is used for tangible & non-tangible products i.e. grocery items, mobile etc. Using this software owner can fully customise his shop & can run on multiple online stores. The software maintains full customer records, a/c & invoices. It is feature for customer to track their orders. The software is also having logisticians panel. 59 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  60. 60. USES:  It is used to maintain customer record.  It is used to record tangible and non-tangible products.  It is used for online product selling.  It is used for online product showcasing.  It is used for e commerce discount deals.  It is used for shipment management. ADVANTAGES:  It provides advantage to customer for tracking their orders.  It is scalable to 1 lakh products.  It has feature of online ordering.  It is compatible with mobile and tablet. 60 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  61. 61. SKOLAN ABOUT: SKOLAN is complete school management system software. It maintains complete student record & details i.e. attendance, growth & progress. It is helpful to teachers for preparation of grade books & report cards. It maintains complete teacher record & details i.e. attendance, progress & consignment. This software has a unique feature of online parent & teacher relationship management. It is having online leave application facility. There is a portal for parents to view their child‟s performance. The software is helpful for preparing class time table schedule both for teacher & student. It has a provision for maintaining a/c, salary & fee structure of the teachers and students both. It maintains complete class wise record & details. USES: 61 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  62. 62.  It is used to record students and teachers detail.  It is used to prepare class time table.  It is used to maintain complete class record.  It is used to maintain grade book and results.  It is used for fees management. ADVANTAGES:  It has advantage of online leave application facility.  It maintains online parent & teacher relationship.  It provides portal for parents to view their child‟s performance. 62 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  63. 63. RELATO ABOUT: RELATO is an online news portal. It is suitable for the clients who are in print & news media sector. This software has friendly search engine system can archive unlimited news posts. The software has quick & easy to use functionality. It has provision for newsletter & subscription. It is compatible to both mobile & tablet. This supports text, images, as well as videos. USES:  It is used to support text, images and videos.  It is used by clients in print and news media sector. ADVANTAGES:  It has a great advantage of friendly search engine system.  It has portal for newsletter and subscription. 63 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  64. 64.  It is compatible to both mobile and tablet. SKOLEARN ABOUT: SKO LEARN is software with feature for online classes & courses. It is scalable of upto unlimited subjects, courses & topics. In this the online registration for both students & teachers can be done. It has a unique feature carrying social networking site and file storage. This software provides interactive communication between teachers & students. It has a feature for online messaging and it also carry out online tests and results. It maintains complete profile of student and teacher. USES:  It is used by student and teachers.  It is used to record teachers and students detail. ADVANTAGES:  It has advantage of online registration.  It provides a social networking site and online messaging facility.  It is scalable of upto unlimited subjects, courses & topics. 64 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  65. 65.  It provides online tests and results. DIGICINE ABOUT: DIGI CINE is complete hospital management software. It is suitable for both OPD & IPD functionality. It is having facility of patient registration; complete details of patient can be maintained and can be kept for future reference. It maintains records & details of all the departments & department heads. It has a feature of pharmacy management and store management. It maintains complete record of employee‟s and their details of salary. It has provision for making financial record. USES:  It is used to record patient detail and make registration.  It is used for both OPD and IPD functionality.  It is used for maintain employee‟s record and details.  It is used to prepare details of all departments.  It is used for online registration of patients.  It is used for pathological result storage.  It is used for radiological result storage. 65 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  66. 66. ADVANTAGES:  It has advantage of online registration.  It maintains financial record.  It is flexible and scalable.  It provides billing facility.  It also has one more feature of pharmacy and store maintenance. 66 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  67. 67. DIGIDENT ABOUT: DIGI DENT software has unique solution for private dental practise management. It maintains online patient registration according to slots. It maintains complete patient record & details which are easy accessible for future references. It has unique feature of maintaining patient‟s radiograph record. It also provides interactive communication with patients. This software has multi-speciality management and has provision of online lab & radiograph ordering. USES:  It is used to record patient detail and make registration.  It is used to maintain patient‟s radiograph record. ADVANTAGES:  It has advantage of online registration.  It provides interactive communication with patients.  It provides multi-speciality management.  It provides online lab & radiograph ordering. 67 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  68. 68. ABOUT THE TOPIC “HUMAN RESOURCE POLICY” 68 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  69. 69. ABOUT THE TOPIC ‘HUMAN RESOURCE POLICIES’ Human Resource Policies refers to principles and rules of conduct which “formulate, redefine, break into details and decide a number of actions” that govern the relationship with employees in the attainment of the organization objectives. HR Policies cover the following:  Policy of hiring people with due respect to factors like reservations, sex, marital status, and the like.  Policy on terms and conditions of employment-compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off and the like.  Policy with regard medical assistance-sickness benefits, ESI and company medical benefits.  Policy regarding housing, transport, uniform and allowances.  Policy regarding training and development-need for, methods of, and frequency of training and development.  Policy regarding industrial relations, trade-union recognition, collective bargaining, grievance procedure, participative management and communication with workers. 69 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  70. 70. FORMULATING POLICIES There are five principal sources for determining the content and meaning of policies: 1. Past practice in the organization. 2. Prevailing practice in rival companies. 3. Attitudes and philosophy of founders of the company has also its directors and the top management. 4. Attitudes and philosophy of middle and lower management. 5. The knowledge and experience gained from handling countless personnel problems on day to day basis. 70 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  71. 71. BENEFITS OF HR POLICIES Organizations should have personnel policies as they ensure the following benefits: 1. The work involved in formulating policies requires that the management give deep thought to the basic needs of both the organization and the employees. The management must examine its basic convictions as well as give full consideration to the prevailing practices in other organizations. 2. Established policies ensure consistent treatment of all personnel throughout the organization. Favouritism and discrimination are, thereby, minimized. Continuity of action is assured even though top management personnel change. The CEO of a company may possess a very sound personnel management philosophy. 3. He/she may carry the policies of the organization in his/her head, and he she may apply them in an entirely fair manner. But what happens when he/she retires? The tenure of office of nay manager is finite. But the organization continues. Policies promote stability. 4. Policies serve as a standard of performance. Actual results can be compared with the policy to determine how well the members of the organization are living upto the professional intentions. 5. Sound policies help build employee motivation and loyalty. This is especially true where the policies reflect established principles of fair play and justice and where they help people grow within the organization. 6. Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts. 71 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  72. 72. PRINCIPLES OF HR POLICY 1. Principle of individual development to offer full and equal opportunities to every employee to realize his/her full potential. 2. Principle of scientific selection to select the right person for the right job. 3. Principle of free flow of communication to keep all channels of communication open and encourage upward, downward, horizontal, formal and informal communication. 4. Principle of participation to associate employee representatives at every level of decision-making. 5. Principle of fair remuneration to pay fair and equitable wages and salaries commensuration with jobs. 6. Principle of incentive to recognize and reward good performance. 7. Principle of dignity of labour to treat every job and every job holder with dignity and respect. 8. Principle of labour management co-operation to promote cordial industrial relations. 9. Principle of team spirit to promote co-operation and team spirit among employees. 10. Principle of contribution to national prosperity to provide a higher purpose of work to all employees and to contribute to national prosperity. 72 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  73. 73. RESEARCH OBJECTIVES, SCOPE METHODOLOGY AND PROBLEMS 73 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  74. 74. OBJECTIVES OF STUDY “The word objective means purpose behind doing anything.” Every research study has its own specific research objective. Without objective no one is doing any work. To do anything there is a purpose behind it. Here in „TURT SOFTECH PVT. LTD‟ my research objectives are as follows:  To study the HR Policies of the company.  To study the amendments made in the HR Policies of TURT SOFTECH PVT. LTD. since the time of incorporation.  To incorporate the amendments in the base policy and prepare a final policy.  To design a HR Policy manual for the company with special emphasis on the “Managerial Service Conditions”. 74 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  75. 75. SCOPE OF STUDY  In an organization human resource is the most important asset. In current scenario, Turt Softech Pvt. Ltd. is a very large company with talented & qualified employees.  As most of the company‟s overall performance depends on its employee‟s performance which depends largely on the HR POLICIES of the organization.  So the project has wide scope to help the company to perform well in today‟s global competition.  The core of the project lies in analysing and assessing the organization and to design an HR POLICY manual for the organization. 75 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  76. 76. RESEARCH METHODOLOGY Research has its special significance in solving various operational and planning problems of business and industry. Research inculcates scientific and inductive thinking and promotes the development logical habits of thinking and organization. Thus, Research is the foundation of knowledge for the sake of knowledge and an important source of providing guidelines for solving different business, governmental and social problems. It is a sort of formal training which enables one to understand the new developments in one‟s field in a better way. 1. METHOD OF DATA COLLECTION I have chosen the questionnaire methods of data collection due to limited time in hand. While designing data-collection procedure, adequate safeguards against bias and unreliability must be ensured. I have examined the collected data for completeness, comprehensibility, consistently and reliability. I have also gathered secondary data which I got from various journals, historical documents, magazines and reports prepared by the other people. For the present piece of research I have used the following methods:  Questionnaire  Observation 76 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  77. 77. 2. SAMPLE SIZE Here, I have taken 10 as the sample size. 3. HYPOTHESIS OF PROJECT  Human Resource Policies provided by the organization of employees works as an agent for the growth of employees and also motivates the employees to perform well i.e. employee performance and satisfaction is the valuable outcome of sound HR Policies of the organization.  The various HR Policies in Turt Softech Pvt.Ltd. makes the employees enthusiastic towards work. 4. ABOUT THE QUESTIONNAIRE In this method a questionnaire is sent to the HR Manager concerned with a request to answer the questions and return the questionnaire. The questionnaire consisted of a number of questions printed or typed in a definite order. The HR Manager has to answer the questions of their own. The researcher has chosen this method of data collection due to low cost incurred, it is free from bias of the interviewer and respondent have adequate time. 5. ABOUT OBSERVATION In this method I observed the activities carried out in the organization. The way different policies were followed in the company by the employer as well as employees. 77 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  78. 78. RESEARCH PROBLEM The first and foremost step happens to be that of selecting and properly defined research problem. Research Problem refers to some difficulty which a researcher experiences in the context of either a theoretical or practical situation and wants to obtain a solution for the same. A research problem is one which requires a researcher to find out the best solution for the given problem that is to find out by which course of action the objective can be attained optimally in the context of a given environment. Thus zest for the work is must. The subject or the problem selected must involve the researcher and must have an upper most place in his mind so that he /she undertake all the pains for the study. I have selected the research problem in is as follows:  To know the HR POLICIES AND ITS IMPLEMENTATION 78 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  79. 79. THEORITICAL BACKGROUND STATE LABOUR LAWS 79 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  80. 80. INTRODUCTION Labour law also known as employment laws the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In other words, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally, labour law covers:  Industrial relations – certification of unions, labour-management relations, collective bargaining and unfair labour practices;  Workplace health and safety;  Employment standards, including general holidays, annual leave, working hours, unfair dismissals, minimum wage, layoff procedures and severance pay. There are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries. Labour rights have been integral to the social and economic development since the industrial revolution. 80 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  81. 81. HISTORY OF LABOUR LAWS Labour law arose due to the demands of workers for better conditions, the right to organize, and the simultaneous demands of employers to restrict the powers of workers in many organizations and to keep labour costs low. Employers' costs can increase due to workers organizing to win higher wages, or by laws imposing costly requirements, such as health and safety or equal opportunities conditions. Workers' organizations, such as trade unions, can also transcend purely industrial disputes, and gain political power - which some employers may oppose. The state of labour law at any one time is therefore both the product of, and a component of, struggles between different interests in society. International Labour Organisation (ILO) was one of the first organisations to deal with labour issues. The ILO was established as an agency of the League of Nations following the Treaty of Versailles, which ended World War I. Post-war reconstruction and the protection of labour unions occupied the attention of many nations during and immediately after World War I. In Great Britain, the Whitley Commission, a subcommittee of the Reconstruction Commission, recommended in its July 1918 Final Report that "industrial councils" be established throughout the world. The British Labour Party had issued its own reconstruction programme in the document titled Labour and the New Social Order. In February 1918, the third Inter-Allied Labour and Socialist Conference (representing delegates from Great Britain, France, Belgium and Italy) issued its report, advocating an international labour rights body, an end to secret diplomacy, and other goals. And in December 1918, the American Federation of Labour (AFL) issued its own distinctively apolitical report, which called for the achievement of numerous incremental improvements via the collective bargaining process. 81 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  82. 82. As the war drew to a close, two competing visions for the post-war world emerged. The first was offered by the International Federation of Trade Unions (IFTU), which called for a meeting in Berne in July 1919. The Berne meeting would consider both the future of the IFTU and the various proposals which had been made in the previous few years. The IFTU also proposed including delegates from the Central Powers as equals. Samuel Gompers, president of the AFL, boycotted the meeting, wanting the Central Powers delegates in a subservient role as an admission of guilt for their countries' role in the bringing about war. Instead, Gompers favoured a meeting in Paris which would only consider President Woodrow Wilson's Fourteen Points as a platform. Despite the American boycott, the Berne meeting went ahead as scheduled. In its final report, the Berne Conference demanded an end to wage labour and the establishment of socialism. If these ends could not be immediately achieved, then an international body attached to the League of Nations should enact and enforce legislation to protect workers and trade unions. The British proposed establishing an international parliament to enact labour laws which each member of the League would be required to implement. Each nation would have two delegates to the parliament, one each from labour and management. An international labour office would collect statistics on labour issues and enforce the new international laws. Philosophically opposed to the concept of an international parliament and convinced that international standards would lower the few protections achieved in the United States, Gompers proposed that the international labour body be authorized only to make recommendations, and that enforcement be left up to the League of Nations. Despite vigorous opposition from the British, the American proposal was adopted. The Americans made 10 proposals. Three were adopted without change: That labour should not be treated as a commodity; that all workers had the right to a wage sufficient to live on; and that women should receive equal pay for equal work. A proposal protecting the 82 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  83. 83. freedom of speech, press, assembly, and association was amended to include only freedom of association. A proposed ban on the international shipment of goods made by children under the age of 16 was amended to ban goods made by children under the age of 14. A proposal to require an eight-hour work day was amended to require the eight-hour work day or the 40-hour work week (an exception was made for countries where productivity was low). Four other American proposals were rejected. Meanwhile, international delegates proposed three additional clauses, which were adopted: One or more days for weekly rest; equality of laws for foreign workers; and regular and frequent inspection of factory conditions. The Commission issued its final report on 4 March 1919, and the Peace Conference adopted it without amendment on 11 April. The report became Part XIII of the Treaty of Versailles. (The Treaty of Versailles was one of the peace treaties at the end of World War I. It ended the state of war between Germany and the Allied Powers. It was signed on 28 June 1919.) The first annual conference (referred to as the International Labour Conference, or ILC) began on 29th October 1919 in Washington DC and adopted the first six International Labour Conventions, which dealt with hours of work in industry, unemployment, maternity protection, night work for women, minimum age and night work for young persons in industry. The prominent French socialist Albert Thomas became its first Director General. 83 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  84. 84. PURPOSE OF LABOUR LEGISLATION Labour legislation that is adapted to the economic and social challenges of the modern world of work fulfils three crucial roles:  it establishes a legal system that facilitates productive individual and collective employment relationships, and therefore a productive economy;  by providing a framework within which employers, workers and their representatives can interact with regard to work-related issues, it serves as an important vehicle for achieving harmonious industrial relations based on workplace democracy;  it provides a clear and constant reminder and guarantee of fundamental principles and rights at work which have received broad social acceptance and establishes the processes through which these principles and rights can be implemented and enforced. But experience shows that labour legislation can only fulfils these functions effectively if it is responsive to the conditions on the labour market and the needs of the parties involved. The most efficient way of ensuring that these conditions and needs are taken fully into account is if those concerned are closely involved in the formulation of the legislation through processes of social dialogue. The involvement of stakeholders in this way is of great importance in developing a broad basis of support for labour legislation and in facilitating its application within and beyond the formal structured sectors of the economy. 84 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  85. 85. EVOLUTION OF LABOUR LAW IN INDIA The law relating to labour and employment is also known as Industrial law in India. Considerations of British political economy were naturally paramount in shaping some of these early laws. Thus came the Factories Act. It is well known that Indian textile goods offered stiff competition to British textiles in the export market and hence in order to make India labour costlier the Factories Act was first introduced in 1883 because of the pressure brought on the British parliament by the textile magnates of Manchester and Lancashire. While the impact of this measure was clearly welfares the real motivation was undoubtedly protectionist. The earliest Indian statute to regulate the relationship between employer and his workmen was the Trade Dispute Act, 1929 (Act 7 of 1929). Provisions were made in this Act for restraining the rights of strike and lock out but no machinery was provided to take care of disputes. The original colonial legislation underwent substantial modifications in the postcolonial era because independent India called for a clear partnership between labour and capital. The content of this partnership was unanimously approved in a tripartite conference in December 1947 in which it was agreed that labour would be given a fair wage and fair working conditions and in return capital would receive the fullest co-operation of labour for uninterrupted production and higher productivity as part of the strategy for national economic development and that all concerned would observe a truce period of three years free from strikes and lockouts. Ultimately the Industrial Disputes Act (the Act) brought into force on 01.04.1947 repealing the Trade Disputes Act 1929 has since remained on statute book. 85 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  86. 86. CONSTITUTIONAL PROVISIONS FOR LABOUR LAWS The relevance of the dignity of human labour and the need for protecting and safeguarding the interest of labour as human beings has been enshrined in Chapter-III (Articles 16, 19, 23 & 24) and Chapter IV (Articles 39, 41, 42, 43, 43A & 54) of the Constitution of India keeping in line with Fundamental Rights and Directive Principles of State Policy. Labour is a concurrent subject in the Constitution of India implying that both the Union and the state governments are competent to legislate on labour matters and administer the same. The bulk of important legislative acts have been enacted by the Parliament. 86 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  87. 87. CONSTITUTIONAL STATUS The legislations can be categorized as follows: 1) Labour laws enacted by the Central Government, where the Central Government has the sole responsibility for enforcement. 2) Labour laws enacted by Central Government and enforced both by Central and State Governments. 3) Labour laws enacted by Central Government and enforced by the State Governments. 4) Labour laws enacted and enforced by the various State Governments which apply to respective States. The Constitution of India provides detailed provisions for the rights of the citizens and also lays down the Directive Principles of State Policy which set an aim to which the activities of the state are to be guided. These Directive Principles provide:  for securing the health and strength of employees, men and women;  that the tender age of children are not abused;  that citizens are not forced by economic necessity to enter avocations unsuited to their age or strength;  just and humane conditions of work and maternity relief are provided; and  that the Government shall take steps, by suitable legislation or in any other way, to secure the participation of employee in the management of undertakings, establishments or other organisations engaged in any industry. 87 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  88. 88. LABOUR POLICY OF INDIA Labour policy in India has been evolving in response to specific needs of the situation to suit requirements of planned economic development and social justice and has two fold objectives, namely maintaining industrial peace and promoting the welfare of labour. LABOUR POLICY HIGHLIGHTS  Creative measures to attract public and private investment.  Creating new jobs.  New Social security schemes for workers in the unorganized sector.  Social security cards for workers.  Unified and beneficial management of funds of Welfare Boards.  Reprioritization of allocation of funds to benefit vulnerable workers.  Model employee-employer relationships.  Long term settlements based on productivity.  Vital industries and establishments declared as `public utilities`.  Special conciliation mechanism for projects with investments of Rs.150 crores or more.  Industrial Relations committees in more sectors.  Labour Law reforms in tune with the times. Empowered body of experts to suggest required changes.  Statutory amendments for expediting and streamlining the mechanism of Labour Judiciary. 88 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  89. 89.  Amendments to Industrial Disputes Act in tune with the times.  Efficient functioning of Labour Department.  More labour sectors under Minimum Wages Act.  Child labour act to be aggressively enforced.  Modern medical facilities for workers.  Rehabilitation packages for displaced workers.  Restructuring in functioning of employment exchanges. Computerization and updating of data base.  Revamping of curriculum and course content in industrial training.  Joint cell of labour department and industries department to study changes in laws and rules. 89 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  90. 90. LABOUR LAWS IN INDIA The term „labour‟ means productive work especially physical work done for wages. Labour law also known as employment law is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. There are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The law relating to labour and employment in India is primarily known under the broad category of "Industrial Law". The prevailing social and economic conditions have been largely influential in shaping the Indian labour legislation, which regulate various aspects of work such as the number of hours of work, wages, social security and facilities provided. The labour laws of independent India derive their origin, inspiration and strength partly from the views expressed by important nationalist leaders during the days of national freedom struggle, partly from the debates of the Constituent Assembly and partly from the provisions of the Constitution and the International Conventions and Recommendations. The relevance of the dignity of human labour and the need for protecting and safeguarding the interest of labour as human beings has been enshrined in Chapter-III (Articles 16, 19, 23 & 24) and Chapter IV (Articles 39, 41, 42, 43, 43A & 54) of the Constitution of India keeping in line with Fundamental Rights and Directive Principles of State Policy. The Labour Laws were also influenced by important human rights and the conventions and standards that have emerged from the United Nations. These include right to work of one‟s choice, right 90 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  91. 91. against discrimination, prohibition of child labour, just and humane conditions of work, social security, protection of wages, redress of grievances, right to organize and form trade unions, collective bargaining and participation in management. The labour laws have also been significantly influenced by the deliberations of the various Sessions of the Indian Labour Conference and the International Labour Conference. Labour legislations have also been shaped and influenced by the recommendations of the various National Committees and Commissions such as First National Commission on Labour (1969) under the Chairmanship of Justice Gajendra gadkar, National Commission on Rural Labour (1991), Second National Commission on Labour (2002) under the Chairmanship of Shri Ravindra Varma etc. and judicial pronouncements on labour related matters specifically pertaining to minimum wages, bonded labour, child labour, contract labour etc. Under the Constitution of India, Labour is a subject in the concurrent list where both the Central and State Governments are competent to enact legislations. As a result , a large number of labour laws have been enacted catering to different aspects of labour namely, occupational health, safety, employment, training of apprentices, fixation, review and revision of minimum wages, mode of payment of wages, payment of compensation to workmen who suffer injuries as a result of accidents or causing death or disablement, bonded labour, contract labour, women labour and child labour, resolution and adjudication of industrial disputes, provision of social security such as provident fund, employees‟ state insurance, gratuity, provision for payment of bonus, regulating the working conditions of certain specific categories of workmen such as plantation labour, beedi workers etc. The legislations can be categorized as follows: a) Labour laws enacted by the Central Government, where the Central Government has the sole responsibility for enforcement. 91 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  92. 92. b) Labour laws enacted by Central Government and enforced both by Central and State Governments. c) Labour laws enacted by Central Government and enforced by the State Governments. d) Labour laws enacted and enforced by the various State Governments which apply to respective States. a) Labour laws enacted by the Central Government, where the Central Government has the sole responsibility for enforcement 1. The Employees‟ State Insurance Act, 1948 2. The Employees‟ Provident Fund and Miscellaneous Provisions Act,1952 3. The Dock Workers (Safety, Health and Welfare) Act, 1986 4. The Mines Act, 1952 5. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare (Cess) Act, 1976 6. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labor Welfare Fund Act, 1976 7. The Mica Mines Labour Welfare Fund Act, 1946 8. The Beedi Workers Welfare Cess Act, 1976 9. The Limestone and Dolomite Mines Labour Welfare Fund Act, 1972 10. The Cine Workers Welfare (Cess) Act, 1981 11. The Beedi Workers Welfare Fund Act, 1976 12. The Cine Workers Welfare Fund Act, 1981 92 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  93. 93. b) Labour laws enacted by Central Government and enforced both by Central and State Governments 13. The Child Labour (Prohibition and Regulation) Act, 1986. 14. The Building and Other Constructions Workers‟ (Regulation of Employment and Conditions of Service) Act, 1996. 15. The Contract Labour (Regulation and Abolition) Act, 1970. 16. The Equal Remuneration Act, 1976. 17. The Industrial Disputes Act, 1947. 18. The Industrial Employment (Standing Orders) Act, 1946. 19. The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979. 20. The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by Certain Establishments) Act, 1988 21. The Maternity Benefit Act, 1961 22. The Minimum Wages Act, 1948 23. The Payment of Bonus Act, 1965 24. The Payment of Gratuity Act, 1972 25. The Payment of Wages Act, 1936 26. The Cine Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981 27. The Building and Other Construction Workers Cess Act, 1996 28. The Apprentices Act, 1961 29. Unorganized Workers Social Security Act, 2008 30. Working Journalists (Fixation of Rates of Wages Act, 1958 93 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  94. 94. 31. Merchant Shipping Act, 1958 32. Sales Promotion Employees Act, 1976 33. Dangerous Machines (Regulation) Act, 1983 34. Dock Workers (Regulation of Employment) Act, 1948 35. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997 36. Private Security Agencies (Regulation) Act, 2005 c) Labour laws enacted by Central Government and enforced by the State Governments 37. The Employers‟ Liability Act, 1938 38. The Factories Act, 1948 39. The Motor Transport Workers Act, 1961 40. The Personal Injuries (Compensation Insurance) Act, 1963 41. The Personal Injuries (Emergency Provisions) Act, 1962 42. The Plantation Labour Act, 1951 43. The Sales Promotion Employees (Conditions of Service) Act, 1976 44. The Trade Unions Act, 1926 45. The Weekly Holidays Act, 1942 46. The Working Journalists and Other Newspapers Employees (Conditions of Service) and Miscellaneous Provisions Act, 1955 47. The Workmen‟s Compensation Act, 1923 48. The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959 49. The Children (Pledging of Labour) Act 1938 50. The Bonded Labour System (Abolition) Act, 1976 94 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  95. 95. CLASSIFICATION OF LABOUR LAWS IN INDIA: Labour Laws may be classified under the following heads: I. Laws related to industrial relations such as: 1. Trade Unions Act, 1926 2. Industrial Employment Standing Order Act, 1946. 3. Industrial Disputes Act, 1947. II. Laws related to wages such as: 4. Payment of Wages Act, 1936 5. Minimum Wages Act, 1948 6. Payment of Bonus Act, 1965. 7. Working Journalists (Fixation of Rates of Wages Act, 1958 III. Laws related to Working Hours, Conditions of Service and Employment such as: 8. Factories Act, 1948. 9. Plantation Labour Act, 1951. 10. Mines Act, 1952. 11. Working Journalists and other Newspaper Employees‟ (Conditions of Service and Misc. Provisions) Act,1955. 12. Merchant Shipping Act, 1958. 95 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  96. 96. 13. Motor Transport Workers Act, 1961. 14. Beedi & Cigar Workers (Conditions of Employment) Act, 1966. 15. Contract Labour (Regulation & Abolition) Act, 1970. 16. Sales Promotion Employees Act, 1976. 17. Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979. 18. Dock Workers (Safety, Health & Welfare) Act, 1986. 19. Building & Other Construction Workers (Regulation of Employment & Conditions of Service) Act, 1996. 20. Building and Other Construction Workers Welfare Cess Act, 1996 21. Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981 22. Dangerous Machines (Regulation) Act, 1983 23. Dock Workers (Regulation of Employment) Act, 1948 24. Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997 25. Employment of Manual Scavengers and Construction of Dry Latrines (Prohibition) Act, 1993 26. Industrial Employment (Standing Orders) Act, 1946 27. Mines and Mineral (Development and Regulation Act, 1957 28. Plantation Labour Act, 1951 29. Private Security Agencies (Regulation) Act, 2005 IV. Laws related to equality and empowerment of women such as: 30. Maternity Benefit Act, 1961 31. Equal Remuneration Act, 1976. 96 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  97. 97. V. Laws related to deprived and disadvantaged sections of the society such as: 32. Bonded Labour System (Abolition) Act, 1976 33. Child Labour (Prohibition & Regulation) Act, 1986 34. Children (Pledging of Labour) Act, 1933 VI. Laws related to social security such as: 35. Workmen‟s Compensation Act, 1923. 36. Employees‟ State Insurance Act, 1948. 37. Employees‟ Provident Fund & Miscellaneous Provisions Act, 1952. 38. Payment of Gratuity Act, 1972. 39. Employers‟ Liability Act, 1938 40. Beedi Workers Welfare Cess Act, 1976 41. Beedi Workers Welfare Fund Act, 1976 42. Cine workers Welfare Cess Act, 1981 43. Cine Workers Welfare Fund Act, 1981 44. Fatal Accidents Act, 1855 45. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare Cess Act, 1976 46. Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare Fund Act, 1976 47. Limestone and Dolomite Mines Labour Welfare Fund Act, 1972 48. Mica Mines Labour Welfare Fund Act, 1946 49. Personal Injuries (Compensation Insurance) Act, 1963 50. Personal Injuries (Emergency Provisions) Act, 1962 97 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  98. 98. 51. Unorganised Workers‟ Social Security Act, 2008 APPRENTICES ACT, 1961 The main purpose of the Act is to provide practical training to technically qualified persons in various trades. The objective is promotion of new skilled manpower. The scheme is also extended to engineers and diploma holders. The Act applies to areas and industries as notified by Central government. [Section 1(4)]. Scheme of the Act There are 38 Sections in total and 1 Schedule. This Schedule is about modifications in the Workmen‟s Compensation Act, 1923 with regard to its application to apprentices under the Apprentices Act, 1961. Obligation of Employer  Every employer is under obligation to provide the apprentice with the training in his trade in accordance with the provisions of this Act and the rules made there under.  If the employer is not himself qualified in the trade, he has to ensure that a person who possesses the prescribed qualification is placed in charge of the training of the apprentice.  Every employer has to provide adequate instructional staff, possessing such qualifications as may be prescribed for imparting practical and theoretical training and facilities for trade test of apprentices; and  Every employer is under obligation to take apprentices in prescribed ratio of the skilled workers in his employment in different trades. [Section 11].  In every trade, there will be reserved places for scheduled castes and schedules tribes. [Section 3A]. Ratio of trade apprentices to workers shall be determined by Central Government. 98 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  99. 99.  Employer can engage minimum.[Section 8(1)].  The employer has to make arrangements for practical training of apprentice [Section 9(1)].  Employer will pay stipends to apprentices at prescribed rates. If the employees are less than 250, 50% of cost is shared by Government. If employer is employing more than 250 workers, he has to bear full cost of training. more number of apprentices than prescribed Obligations of Apprentices Every trade apprentice undergoing apprenticeship training shall have the following obligations, namely:  To learn his trade conscientiously and diligently and endeavour to qualify himself as a skilled craftsman before the expiry of the period of training;  To attend practical and instructional classes regularly;  To carry out all lawful orders of his employer and superiors in the establishments;  To carry out his obligations under the contract of apprenticeship. In case of graduate or technician apprentice or technician (vocational) apprentice, apart from the afore stated obligations, the Act imposes further obligation to learn his subject in Engineering or Technology or Vocational Course. (Section 12) Who can be an Apprentice Apprentice should be of minimum age of 14 years and he should satisfy the standard of education and physical fitness as prescribed. [Section 3]. 99 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  100. 100. Reservation of training places for scheduled castes Section 3A provides that in every designated trade, training places shall be reserved by the employer for the Scheduled Castes and Scheduled Tribes (as defined in clauses (24) and (25) of Article 366 of the Constitution) and where there is more than one designated trade in an establishment, such training places shall be reserved on the basis on the total number of apprentices in all the designated trades in such establishment. The reservation shall be such as may be prescribed having regard to the population of the Scheduled Castes and Scheduled Tribes in the State concerned. Duration of Training Duration of training period and ratio of apprentices to skilled workers for different trades has been prescribed in Apprenticeship Rules, 1991. Duration of Apprenticeship may be from 6 months to 4 years depending on the trade, as prescribed in Rules. Period of training is determined by National Council for training in Vocational Trades (established by Government of India)-(Section 6). Contract with Apprentice Apprentice appointed has to execute a contract of apprenticeship with employer. The contract has to be registered with Apprenticeship Adviser. If apprentice is minor, agreement should be signed by his guardian. [Section 4(1)] Apprentice is entitled to casual leave of 12 days, medical leave of 15 days and extraordinary leave of 10 days in a year. 100 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  101. 101. Date of commencement of apprenticeship training The apprenticeship training shall be deemed to have commenced on the date on which the contract of apprenticeship has been entered into. Registration  The employer shall send the contract to the Apprenticeship adviser for registration within three months of the date on which it was signed (Rule 6).  The contract shall be registered by the Apprenticeship Adviser on being satisfied that the person described as an apprentice in the said contract is qualified under this Act.  Registration of contract of apprenticeship under Section 4(4) is not a necessary ingredient of definition of apprentice. Terms and conditions of contract The contract may contain such terms and conditions as may be agreed to by the parties to the contract. In case, the Central Government after consulting the Central Apprenticeship Council makes any rule varying the terms and conditions of apprenticeship training of any category of apprentices undergoing such training then the terms and conditions of every contract relating to that category of apprentices and subsisting immediately before the making of such rule shall be deemed to have been modified accordingly. 101 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  102. 102. Novation of contract of apprenticeship: Where an employer is for any reason unable to fulfill his obligations under the contract and with approval of the Apprenticeship Adviser it is agreed between the employer, the apprentice or his guardian and any other employer that the apprentice shall be engaged as an apprentice under the other employer for the unexpired portion of the period of apprenticeship training, the agreement, on registration with the Apprenticeship Adviser shall be deemed to be the contract of apprenticeship between the apprentice or his guardian and other employer. Such contract on and from the date of such registration shall be terminated with the first employer and no obligation under that contract shall be enforceable(Section 5). Payment to apprentices This is a contractual as well as statutory obligation imposed under Section 13 of the Act that an employer pays to every apprentice during the period of training such stipend at a rate not less than the prescribed minimum rate and this rate will be specified in the contract. An employer shall pay such stipend at such intervals and subject to such conditions as may be prescribed. However, an apprentice shall not be paid on the basis of piece-work nor he shall take part in any output bonus or other incentive scheme. 102 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  103. 103. Termination of contract The contract of apprenticeship training shall terminate on the expiry of the period of apprenticeship training. Either party can make application for termination of contract to the Apprenticeship Adviser and thereafter send a copy of the same to the other party, who on being satisfied that the parties have failed to carry out the terms and conditions of the contract and it is desirable in the interests of the parties or any of them to terminate the contract, shall register the same. However, the employer shall pay the prescribed amount of compensation to the apprentice where the contract is terminated for failure on the part of the employer to honour the contract. Where the contract is terminated for failure on the part of the apprentice, he or his guardian shall refund the cost of the training to the employer. (Section 7) Legal Position of Apprentices An apprentice is not a workman during apprentice training. [Section 18] Provisions of labour law like Bonus, PF, ESI. Act, gratuity, Industrial Disputes Act etc. are not applicable to him. However, provisions of Factories Act regarding health, safety and welfare will apply to him. Apprentice is also entitled to get compensation from employer for employment injury. [Section 16]. An employer is under no obligation to employ the apprentice after completion of apprenticeship. [Section 22(1)]. However, in UP State Road Transport Corpn v. UP Parivahan Nigam Shishukh Berozgar Sangh AIR 1995 SC 1114 = (1995) 2 SCC 1 , it was 103 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  104. 104. held that other things being equal, a trained apprentice should be given preference over direct recruits. It was also held that he need not be sponsored by the employment exchange. Age bar may also be relaxed, to the extent of training period. The concerned institute should maintain a list of persons already trained and in between trained apprentices, preference should be given to those who are senior. Stipend payable The minimum rate of stipend payable per month is as follows - (a) Engineering graduates - Rs 1,970 p.m. for post-institutional training (b) Sandwich course students for degree examination - Rs 1,400 p.m. (c) diploma holders - Rs 1,400 p.m. for post-institutional training (d) Sandwich course students for degree examination - Rs 1,140 p.m. (e) Vocational certificate holder - Rs 1,090 p.m. [w.e.f. May 2001] In case of 4 year training, the stipend is as follows – first year – Rs 820 pm. Second year – Rs 940 pm. Third year – Rs 1,090 pm. Fourth year – Rs 1,230 pm. Test and Proficiency certificate On completion of training, every trade apprentice has to appear for a test conducted by National Council. If he passes, he gets a certificate of proficiency. Apprenticeship Adviser Government is empowered to appoint Apprenticeship Adviser, Dy Apprenticeship Adviser etc. to supervise the scheme. Various powers have been conferred on them under the Act. 104 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  105. 105. Disputes under contract and settlement thereof Section 20 of the Act provides that if out of the terms and conditions of the contract any dispute arises, it will be referred to Apprenticeship Adviser for decision. An appeal can be preferred by the aggrieved party within 30 days of the communication of the Adviser‟s decision to the Apprenticeship Council and such appeal shall be heard and determined by the Committee of that Council appointed for the purpose, and such decision of the Committee shall be final. Holding of Test and Grant of Certificate and Conclusion of Training (Section 21) 1. Every trade apprentice who has completed the period of training shall appear for a test to be conducted by the National Council to determine his proficiency in the designated trade in which he has undergone his apprenticeship training. 2. Every trade apprentice who passes the test referred to in sub-Section (1) shall be granted a certificate of proficiency in the trade by the National Council. 3. The progress in apprenticeship training of every graduate or technician apprentice, technician (vocational) apprentice shall be assessed by the employer from time to time. 4. Every graduate or technician apprentice or technician (vocational) apprentice, who completes his apprenticeship training to the satisfaction of the concerned Regional Board, shall be granted a certificate of proficiency by that Board. (2) Notwithstanding anything in sub-Section (1), where there is a condition in a contract of apprenticeship 105 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department
  106. 106. shall, after the successful completion of the apprenticeship training, serve the employer, the employer shall, on such completion, be bound to offer suitable employment to the apprentice, and the apprentice shall be bound to serve the employer in that capacity for such period and on such remuneration as may be specified in the contract: Provided that where such period or remuneration is not, in the opinion of the Apprenticeship Adviser, reasonable, he may revise such period or remuneration so as to make it reasonable, and the period or remuneration so revised shall be deemed to be the period or remuneration agreed to between the apprentice and the employer. Offences and Penalties (Section 30) 1. If any employer a. Engages as an apprentice a person who is not qualified for being so engaged, b. Fails to carry out the terms and conditions of a contract of apprenticeship, or c. Contravenes the provisions of this Act relating to the number of apprentices which he is required to engage under those provisions He/she shall be punishable with imprisonment for a term which may extend to six months or with fine or with both. 2. If any employer or any other person a. Required to furnish any information or return i. Refuses or neglects to furnish such information or return, or ii. Furnishes or causes to be furnished any information or return which is false and which he either knows or believes to be false or does not believe to be true, or 106 Summer Training Report | Turt Softech Pvt. Ltd. | Human Resource Department

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