PPT on summer internship project report

1. PRESENTATION ON SUMMER INTERNSHIP PROJECT REPORT
ON “RECRUITMENT, TRAINING AND EMPLOYEE ENGAGEMENT AT XYZ (P) LTD. (MUMBAI)
SUBMITTED TO
ABC INSTITUTE OF MANAGEMENT, NEW DELHI
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE AWARD OF POST GRADUATE DIPLOMA IN MANAGEMENT
UNDER THE GUIDANCE OF
DR.######
SUBMITTED BY
ANUSHREE MUKHERJEE
PGDM BATCH- 2016-18

2. Contents
 About the company
 SWOT analysis of the company
 Objectives of the study
 Method of study
 Discussion of the issues related to the objectives
 Learning outcomes and conclusions
 Recommendations
 Limitations
 References

3. ABOUT THE COMPANY
 XYZ (P)Limited was incorporated in 1989 and is a 50:50 Joint Venture
between ### Enterprises and US group ##Connectivity (formerly Tyco
Electronics).
 It is involved in energy sector and provides engineering products and services
such a power, telecommunication, hydrocarbon, oil&gas and water.
 XYZ has over 100 national channel partners and over 125 global channel
partners having annual revenue of more than Rs.1000 Cr. and 1447
employees in total.
 ### has three manufacturing facilities at- Vasai (Mumbai), Halol (Vadodora)
and Chakan (Pune).
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Five SBUs
of###
•EPD
IBD (Vasai)
Transformer
Division
Oil and Gas
Division
Solar
Division
Founder of
###Enterpr
ises:
Late Sri
###
Chairman
of ###:
Sri###
Other Companies under ### Gr :CEAT tyres, Zensar technologies, KEC
International, XYZ LifeSciences, Harrison Malayalam

4. ### offers a comprehensive range of cable accessories for almost all cable
types (in conformance to ISO 9001 & ISO 14001 standards ) which are as follows:
Cable lugs,
glands and
wire
connectors
Electrical
safety
Products
Clamping
Solutions
Enclosure
Earthing
and
Lighten
Protection
System
IBD(International
Business
Division)
EBU(Engineering
Business Unit)
Warehouse Manufacturing Unit
GMD(Global
Manufacturing
Division)
CARS(Cable
accessories
Raysulate)
Business Division
at IBD
Product
Portfolio of
IBD
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5. SWOT Analysis
• Local competitors in
foreign market.
• local competitors in
domestic market.
• Competitors marketing
through online suppliers.
• Market growth in Power
and Electrical Industry.
• Collaboration with foreign
market.
• Low product demand in
domestic market.
• High cost of production.
• Lack of Distributors for
International market and
major business software
• Strong employee
management network.
• Technologically superior
and anti-theft products.
• Superior R&D center
“Raynovation”.
• Business tie-up with 67
foreign markets
Strength Weakness
ThreatOpportunity
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6. Objectives of the Study
To study the HR policies of ### regarding Recruitment, Training and Employee
Engagement
To assist the recruitment and selection procedure of the organization
To prepare training plan after identifying training gaps.
To find out actual relationship between the management and the employees
through employee engagement activities.
To identify the need of the training for untrained workers at GMD-CA shop floor
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7. Method of Study
• QualitativeType of
Research
• Secondary data collected from company
documents,
• journals published on websites
• ### monthly newsletter.
• “###” Magazine
Tool of
Research
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8. Obj. 1: Studying the various HR policies of ### regarding the
following issues: Recruitment, Training and Employee
Engagement.
• Step 1: Manpower Planning
• Step 2: HR Budgeting
• Step 3: Sourcing of suitable candidates.
• Step 4: Selection and short listing of resumes
• Step 5: Schedule interviews.
• Step 6: Conduct interviews.
• Step 7: Offer of Employment.
• Step 8: Reference Check.
• Step 9: Letter of Intent.
• Step 10: Pre-employment medical check-up.
• Step 11: On-boarding and Induction.
1.
Recruitment
Policies
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9. Obj. 2: Assisting the recruitment and selection procedure of the organization.
Sourcing of suitable candidates from Naukri.com on the basis of specified job
description for various job positions.
Learnt to make Job Description.
• Reactive and Proactive approach for new,
untrained workers.
• Multi-skilling activity for old, uni-skilled operators.
• Worker-teacher training to the Level-3 operators
2. Training
Policies for
workers
• Initiated in the month of January through the
survey among all employees.
• Analysis of the findings of the survey.
• Submission of report to the Corporate, Location
HR and all SBU heads.
• Action plan taken by corporate HR.
3. Employee
Engagement
Policies
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10.  Screening of resumes
 Forwarding screened resumes.
 Scheduling the final round of interview for the shortlisted candidates .
 Assisting the interviewer.
 Regular follow-up.
Obj. 3: Identifying the need of training for untrained workers at the shop floor
of GMD-CA
 Step 1: Filling up the “Contract Labor Joining and Induction Training Form” for 10 shop floor labors
based on their training covering 8 topics.
 Step 2: Forming questionnaire on eight different topics covering five spokes- safety, system,
process, basic engg. And quality. 50 questions are there each of which must come under ar least
one spoke.
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11. Based on the questionnaire, new workers are being
evaluated out of 50 marks.
Step 3: Preparing “Gap Identification Matrix”
Step 4: Forming “Training Plan Matrix”
Step 5: Training Schedule: Designing a seven days training
Program.

12. Obj. 4: Finding out the actual relationship between the management and the employees
through employee engagement activities.
 Conducting weekly basis fun-Friday- with new games and activities ending up with some refreshments,
funny-dress up, fun-snacks, fun-games.
 Conducting yearly basis activity – Annual sport “### Volleyball Premier League

13. Learning outcomes and conclusion
 Understanding of various job descriptions for different job position.
 Learnt the interaction tactics with candidates over phone.
 Understanding the quality of the questions after assisting the Interview Process for
Technology, Accountant, HR, Quality and Sales vacancy.
 Learnt to make training plan for workers and to handle grievance issues to some extent
during conducting the canteen survey.
 Learnt to make communication with employees belonging to various other departments
during arranging engagement activities and making rapport with them.
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14. Recommendations
 It is recommended to recruit more female employees to bring gender diversity in all
departments.
 To speed up the recruitment and selection process, it is recommended to separate the
sourcing process from the evaluation and hire external sourcing professional with
specialized knowledge.
 Achievable target of recruiting employees for a particular job position will help finding
suitable candidates.
Limitations
 Achieving target of recruiting specified number of candidates for a particular job vacancy
within very short time-span, seemed very challenging sometimes.
 Placing right question under right spoke to form perfect questionnaire during making
training plan was a challenging task.
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15. References
BOOK REFERENCES
 HUMAN RESOURCE HANDBOOK OF XYZ (P) LTD: VERSION 1.1 DATE: 01.03.2014
ACCESSED ON FROM 11.04.2017 TO 16.07.2017
 “ ENGINEERING GROWTH, PIONEERING EXCELLENCE, CORPORATE PROFILE 2016”,
XYZ (P) LTD. PDF FILE OF ACCESSED ON FROM 09.04.2017 TO 16.07.2017
 “ENERGY PRODUCT DIVISION: SAFETY” XYZ (P) LTD. PDF FILE OF ACCESSED ON
FROM 09.04.2017 TO 16.07.2017
 “E-CARE MONTHLY MAGAZINE” PUBLISHED BY XYZ (P) LTD. : ISSUE JAN 2017 TO
APRIL 2017
 “ ### NEWSLETTER” PUBLISHED BY XYZ (P) LTD : ISSUE JULY 2017
ONLINE REFERENCES
 INFO.SHINE.COM/ARTICLE/###-GROUP-RETENTION-LEVEL-RANGES-FROM-80-
90/1124.HTML ACCESSED ON 11.05.2017
 WWW.PEOPLEMATTERS.IN ACCESSED ON 22.05.2017
 WWW.###.COM ACCESSED ON FROM 05.04.2017 TO 17.07.2017
 WWW.SOLARQUARTER.COM ACCESSED ON 12.06.2017
 WWW.MONEYCONTROL.COM ACCESSED ON 05.07.2017
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