Intership project

A
SUMMER INTERNSHIP PROJECT ON
“EMPLOYEE ENGAGEMENT”
AT
PARAMETRIQUE ELECTRONIC SOLUTIONS PVT. LTD
As the partial fulfillment for the particular ‘MBA’ Degree as per
University Guidelines
(2017-2019)
SIR CHOTTURAM INSTITUTE OF ENGINEERING AND TECHNOLOGY
(CCS UNIVERSITY, MEERUT, UTTAR PRADESH)
SUBMITED BY
SHIVANI SINGH
REGD.NO. : 17350027
UNDER THE GUIDANCE
INTERNAL GUIDE EXTERNAL GUIDE
MR. MANU SHARMA Ms.MANSI NIGAM (Dy.MANAGER)
PLACEMENT OFFICER Ms.SANGEETA GOSAIN(Sr. EXECUTIVE)
SCRIET,CCSUNIVERSITY. HR DEPARTMENT

CERTIFICATE BY THE CORPORATE GUIDE
This is to certify that the project work titled “A Study on
Employee Engagement” at PARAMETRIQUE
ELECTRONIC SOLUTIONS PVT. LTD. is an original piece
work done by SHIVANI SINGH, Regd. No: 17350027 under
my guidance and supervision for the partial fulfillment of MBA
degree from SCRIET, CCS UNIVERSITY.
Corporate guide signature
Place: -
Date : - (Ms.MANSI NIGAM)
DY.MANAGER (HR)

Ccs university certificate
This is to certify that project work entitled “Employee
engagement” at Paramertique Electronic Solutions Pvt.
Ltd. is an original piece of work done by SHIVANI
SINGH bearing MBA under my guidance & supervision
for the partial fulfillment of the requirement.
Place:
Date: Mr. Manu Sharma
Placement Officer
SCRIET, CCSU

ACKNOWLEDGEMENT
It is really a great pleasure to have this opportunity to
express the feeling of gratitude imprisoned in the core of
my heart.
I convey my sincere gratitude to Ms. Mansi Nigam
Deputy Manager HR in Parametrique Electronic
Solutions Pvt. Ltd. for giving me the opportunity to
prepare my project work in the field of “Employee
Engagement”.
I express my sincere thanks to all the staff members of
Parametrique who have spared their valuable time to
contribute their suggestions and data in order to enrich
my project.
I am thankful to Mr. Manu Sharma for his guidance
during my project work & sparing his valuable time for
the same.
I express my sincere thanks to all the faculty of
“SCRIET, CCS University” for their valuable advice in
guiding me at every stage in bringing out this report.

Shivani Singh
Regd. No: 17350027
DECLARATION
I Shivani Singh hereby declare that this project report
entitled “Employee Engagement” In Parametrique
Electronic Solutions Pvt. Ltd. developed by me is a
bonafide work done under the guidance of Mr. Manu
Sharma Placement Officer in SCRIET, CCSU partial
fulfillment for the award of degree in Master of Business
Administration .It is my original work & has not been
submitted earlier for the award of any degree or Diploma
either to this University or any other Institutions.
Shivani Singh

Regd No: 17350027
Place:
TABLE OF CONTENTS
Chapter
number
Contents Page
number
1. INTRODUCTION
2. LITERATUREREVIEW
3. COMPANY PROFILE
4. BIBILOGRAPHY&ANNEXURE

OBJECTIVE OF THE PROJECT:
Human being is the most important and valuable resource for every
organisation or institution has in the form of its employees. If the
employees are happy then automatically it affects their performance.
Objectives are:
Primary Objective:-
 The most important objective of employee engagement is to create
a sense of belongingness towards the organisation which would
lead to employee retention.
 To examine the HR functions at Parametrique this triggers
employee engagement. To study the organisation culture of
Parametrique
 To study the organisation culture of Parametrique.
 To study the factors affecting the Employee engagement.

 To give suggestions related to Employee Engagement initiatives
compiling the data collected.
Weekly Details
I had reported in Parametrique Electronic Solutions Pvt. Ltd
Noida (Uttar Pradesh) on June 18, 2018 to Dy. Manager HR
(Mansi Nigam).
Week 1:
On the first week, I observed about what the works are done
HR Department of the organization. My mentor taught me how to
checks the update of recruitment process and about employee
social environment in organization. Whole week I Observes the
working strategies of different departments in an organization.
Week 2 :
On the second week, I Started line-ups the calls to the
individual candidates who are eligible for the particular job
profile.
My key responsibilities were to select the candidate for particular
job profile and call them for interview and ask whether they are
interested for the job .I also shared the job description and salary
details with them .After all these process at the tentative date
when the candidates reached to venue my work was to give
them assessment sheet and clear them the instructions to fill
the form, than I collected the form after ½ hr from the candidates
and submitted to senior executive for the final interview and
interaction.

Week 3 :
On the third week a puja was organized by the HR
department in the occasion of peace & prosperity of an
organization.
All the employees of the different department have attend the
puja held’ in hall of the office, All of among give their contribution
in doing preparation of puja aarti Prasad distribution etc.
It was kind of employee engagement conduct by HR department.
Week 4 :
In this week I took the interview of the new staff of
Parametrique. Moreover I filled up the employee joining form,
ESIC form, and their data like CV, mark sheets photo,
certificates, blood group report ,identity proof ,residential proof,
and parent’s date of birth, which is necessary part of recruitment
process, for the employee.
Week 5 :
In the 5th
week, I took the interview of the temporary staff for
the purpose of sale in organization.
Then I receive all the data of those employees like their CV,
identity proof, and photo for the verification purpose.
Week 6 :
In sixth week, I gave the questionnaire from the seller as
well as from the managers. I took their feed back in the form of
questionnaire. Moreover regularly checked that the temporary
staffs are present or not.

Methodology of the Study:
Research Methodology:
ResearchType Descriptive Research
Data source Primary and secondary data
Research instrument Questionnaire, personal interview
Type of questionnaire
close ended questions
Sampling unit Employees of Parametrique
Problem identification-
In this step the objectives of the management behind the project are
ascertained.
1. Descriptive Research:
After identification of the problem,data is collected bothfrom primary and
secondarydata source.
2. ResearchDesigning :
In this step, the framework for the methods and procedures for collecting
and analyzing the needed information’s are specified and types of
questions need to be answered; scales for data measurement, sample

type, methods for collecting and analyzing the data etc are specified
accurately.
3. Questionnaire preparation:
Questionnaire is prepared by taking the help of the close ended
questions.
4. Sampling Planning:
In this step, target population for data collection, sample size etc is
determined.
5. Scaling :
For the purpose of getting accurate information I have used five point lickert
scales.
6. Data Analysis :
In this step, after the data has been collected, the data are analyses
using Microsoft Office.
7. Report Preparation :
This is the final step of the research. In this step, the description of the
whole research work is written, and several observations,
recommendations and conclusions are represented in a specific manner.
8. Software used for data analysis:
Ms Word is used to process and analyze data of research work.
Limitation of the Study :
 Time Span:-Employee Engagement is a very vast process in any
organisation. A time span of 45 days to understand a process is difficult.

 Many employeesare not interested to attend this kind of program me in a
regular basic.
Sampling Type-:
I used stratified sampling to conduct my research. Types of data collection
which
I used in my project are:
 Primary Data
 Secondary Data
Data Collection method:
I have used the method of questionnaire and personal interview method.Here
in questionnaire I collected the feedbackof the employees where questions are
in close ended form.Moreover I also took the personal interview of the
Employees where they said the advantage and disadvantage of employee
engagementprocess.
Chapter 2
Literature Review

INTRODUCTION
Engagement at work was conceptualized by Kahn, (1990) as the ‘harnessing
of organizational members’ selves to their work roles. In engagement, people
employand express themselves physically, cognitively, and emotionally during
role performances. The second related construct to engagement in
organizational behavior is the notion of flow advanced by Csikzentmihalyi
(1975, 1990). Csikzentmihalyi (1975) defines flow as the ‘holistic sensation’
that, people feel when they act with total involvement. Flow is the state in
which there is little distinction between the self and environment. When
individuals are in Flow State little conscious control is necessary for their
actions.
Employee engagement is thus the level of commitment and involvement an
employee has towards their organization and its values. An engaged employee
is aware of business context, and works with colleagues to improve
performance within the job for the benefit of the organization. The organization
must work to develop and nurture engagement, which requires a two-way
relationship betweenemployer and employee. Thus Employee engagement is
a barometer that determines the association of a person with the organization.
Engagement is most closely associated with the existing construction of job
involvement (Brown 1996) and flow (Csikzentmihalyi, 1990). Job involvement

is defined as ‘the degree to which the job situation is central to the person and
his or her identity (Lawler & Hall, 1970). Kanungo (1982) maintained that job
involvement is a ‘Cognitive or belief state of Psychological identification. Job
involvement is thought to depend on both need saliency and the potential of a
job to satisfy these needs. Thus job involvement results form a cognitive
judgment about the needs satisfying abilities of the job. Jobs in this view are
tied to one’s self image. Engagementdiffers from job in as it is concerned more
with how the individual employees his/her self during the performance of his /
her job. Furthermore engagement entails the active use of emotions. Finally
engagement may be thought of as an antecedent to job involvement in those
individuals who experience deep engagement in their roles should come to
identify with their jobs.
When Kahn talked about employee engagementhe has given importance to all
three aspects physically, cognitively and emotionally. Whereas in job
satisfaction importance has been more given to cognitive side
HR practitioners believe that the engagement challenge has a lot to do with
how employee feels about the about work experience and how he or she is
treated in the organization. It has a lot to do with emotions which are
fundamentally related to drive bottom line success in a company. There will
always be people who never give their best efforts no matter how hard HR and
line managers try to engage them. “But for the most part employees want to
commit to companies because doing so satisfies a powerful and a basic need
in connect with and contribute to something significant”.
Definition:-
Employee engagement is a process of retaining the employees in the
organisation. Emotional connection of employee feels towards his/her
employmentorganisation which tends to influence his/her behavior and level of
effort in work related activities.
According to different scholars/practitioners Employee Engagement is;
 Engaged employees are not recruited, they are created-Lisa Wojtkowiak

 Management can’t manage without employee-Tim Lobzun
 From “me” to “we” to “us” is employee engagement–Tom Rausch
 Ask much more than you tell is employee engagement –Richard Lock
 Engage your people from their soul are employee engagement – David. L
Cowen
Aspects of Employee Engagement ;
Three basic aspects of employee engagement according to the global studies
are
 The employees and their own unique psychological makeup and
experience
 The employers and their ability to create the conditions that promote
employee engagement.
 Interaction between employees at all levels.
Thus it is largely the organization's responsibilityto create an environment and
culture conducive to this partnership, and a win-win equation.
Categories of Employee Engagement
According to the Gallup the Consulting organization there are different types of
People:

ENGANGED - Engaged” employees are builders. They want to know the
desired expectations for their role so they can meet and exceed them. They're
naturally curious about their company and their place in it. They perform at
consistently high levels. They want to use their talents and strengths at work
every day. They work with passion and they drive innovation and move their
organization forward.
NOT ENGAGED-Not-engaged employees tend to concentrate on tasks rather
than the goals and outcomes they are expected to accomplish. They want to
be told what to do just so they can do it and say they have finished. They focus
on accomplishing tasks vs. achieving an outcome. Employees who are not-
engaged tend to feel their contributions are being overlooked, and their
Potential is not being tapped.They often feel this way because they don't have
productive relationships with their managers or with their co-workers.
IMPORTANCE OF ENGAGMENT
Engagement is important for managers to cultivate given that disengagement
or alienation is central to the problem of workers' lack of commitment and
motivation (Actium). Meaningless work is often associated with apathy and
detachment from ones works (Thomas and Velthouse). In such conditions,
individuals are thought to be estranged from their selves (Seeman, 1972)
.Other Research using a different resource of engagement (involvement and
enthusiasm) has linked it to such variables as employee turnover, customer
satisfaction -loyalty, safety and to a lesser degree, productivity and profitability
criteria (Harter, Schmidt & Hayes, 2002).

There is a significant link between employee engagement
and profitability.
 They form an emotional connection with the company. This impacts their
attitude towards the company's clients ,and thereby improves customer
satisfaction and service levels
 It builds passion, commitment and alignment with the organization's
strategies and goals.
 Increases employees' trust in the organization
Creates a sense of loyalty in a competitive environment
 provides a high-energy working environment
 Boosts business growth
Makes the employees effective brand ambassadors for the company a highly
engaged employee will consistently deliver beyond expectations. In the work
place research on the employee engagement (Harter, Schmidt & Hayes, 2002)
have repeatedly asked employees ‘whether they have the opportunity to do
what they do best everyday'. While one in five employees strongly agrees with
this statement those work units scoring higher on this perception have
substantially higher performance.
Thus employee engagement is critical to any organization that seeks to retain
Valued employees The Watson Wyatt consulting companies has been proved
that there is an intrinsic link between employee engagement, customer loyalty,

and profitability. As organizations globalize and become more dependent on
technology in a virtual working environment, there is a greater need to connect
and engage with employees to provide them with an organizational ‘identity.
Employee engagement carries 3 points:
1. Growth
2. Recognition
3. Trustand confidence
Factors Leading to Employee Engagement ;
 Studies have shown that there are some critical factors which lead to
Employee engagement.Some of them identified are
 Career Development
 Leadership-Charity of company value
 Leadership-Respectfultreatment
 Leadership-Company’s Standards
 Equal opportunities & fair treatment
 Performance Appraisal
 Pay & Benefits
 Health & Safety
 Job Satisfaction

 Communication
 Family friendliness
 Co-operation
CareerDevelopment-Opportunitiesfor PersonalDevelopment
Organizations with high levels of engagement provide employees with
opportunities to develop their abilities, learn new skills, acquire new knowledge
and realize their Potential. When companies plan for the career paths of their
employees and invest in them in this way their people invest in them.
Career Development -Effective Management of Talent
Career development influences engagement for employees and retaining the
most talented employees and providing opportunities for personal
development.
Leadership - Clarity of Company Values
Employees need to feel that the core values for which Leadership -Respectful
Treatment of Employees their companies stand are unambiguous and clear.
Leadership -Respectful Treatment of Employees

Successful organizations show respect for each employee's qualities and
contribution regardless of their job level.
Leadership - Company’s Standards of Ethical Behaviour
A company's ethical standards also lead to engagementof an individual.
Empowerment
Employees want to be involved in decisions that affect their work. The leaders
of high engagement workplaces create a trustful and challenging environment,
in which employees are encouraged to dissent from the prevailing orthodoxy
and to input and innovate to move the organization forward.
Image
How much employees are prepared to endorse the products and services
which their company provides its customers depends largely on their
perceptions of the quality of those goods and services.High levels of employee
engagement are inextricably linked with high levels of customer engagement.
Other factors are:-
Equal Opportunities andFair Treatment
The employee engagement levels would be high if their bosses (superiors)
provide equal opportunities for growth and advancement to all the employees.
Performance appraisal

Fair evaluation of an employee's performance is an important criteria for
determining the level of employee engagement.The company which follows an
appropriate performance appraisal technique (which is transparent and not
biased) will have high levels of employee engagement.
Pay and Benefits
The company should have a proper pay system so that the employees are
motivated to work in the organization. In order to boost his engagement levels
the employees should also be provided with certain benefits and
compensations.
Healthand Safety
Research indicates that the engagement levels are low if the employee does
not feel secure while working. Therefore every organization should adopt
appropriate methods and systems forthe health and safety of their employees.
Job Satisfaction
Only a satisfied employee can become an engaged employee. Therefore it is
very essential for an organization to see to it that the job given to the employee
matches his career goals which will make him enjoy his work and he would
ultimately be satisfied with his job.
Communication
The company should followthe opendoor policy. There should be both upward
and downward communication with the use of appropriate communication
channels in the organization. If the employee is given a say in the decision
making and has the right to be heard by his boss than the engagement levels
are likely to be high.

Family Friendliness
A person's family life influences his wok life. When an employee realizes that
the organization is considering his family's benefits also, he will have an
emotional attachment with the organization which leads to engagement.
Co - operation
If the entire organization works together by helping each other i.e. all the
employees as well as the supervisors co-ordinate well than the employees will
be engaged.
How to measure Employee Engagement?
Gallup research consistently confirms that engaged work places compared
with least engaged are much more likely to have lower employee turnover,
higher than average customer loyalty, above average productivity and
earnings. These are all good things that prove that engaging and involving
employees make good business sense and building shareholder value.
Negative workplace relationships may be a big part of why so many employees
are not engaged with their jobs.
StepI: Listen
The employer must listen to his employees and remember that this is a
continuous process. the information employee's supply will provide direction.
This is the only way to identify their specific concerns. When leaders listen,
employees respond by becoming more engaged. This results in increased
productivity and employee retention. Engaged employees are much more likely
to be satisfied in their positions, remain with the company, be promoted, and
strive for higher levels of performance.
Step II: Measurecurrentlevelof employee engagement

Employee engagement needs to be measured at regular intervals in order to
track its contribution to the success of the organisation. But measuring the
engagement (feedback through surveys) without planning how to handle the
result can lead employees to disengage. It is therefore not enough to feel the
pulse—the action plan is just as essential.
Knowing the Degree in which Employees Are Engaged ?
Employee engagement satisfaction surveys determine the current level of
employee engagement.A well-administered satisfaction survey will let us know
at what level of engagement the employees are operating. Customizable
employee surveys will provide with a starting point towards the efforts to
optimize employee engagement. The key to successful employee satisfaction
surveys is to pay close attention to the feedback from the staff. It is important
that employee engagement is not viewed as a onetime action. Employee
engagementshould be a continuous process of measuring, analyzing, defining
and implementing.
Step II1:- Identify the problem areas
Identify the problem areas to see which are the exact areas, which lead to
disengaged employees
Step IV: Taking action to improve employee engagement by acting upon
the problem areas
Nothing is more discouraging to employeesthan to be asked for their feedback
and see no movement toward resolution of their issues. Even the smallest
actions taken to address concerns will let the staff know how their input is
valued. Feeling valued will boost motivate and encourage future input. Taking

action starts with listening to employee feedback and a definitive action plan
will need to be put in place finally morale.
Conclusion:
Employee Engagement is the buzz word term for employee communication. It
is a Positive attitude held by the employees towards the organization and its
values. It is rapidly gaining popularity, use and importance in the workplace
and impacts organizations in many ways. Employee engagement emphasizes
the importance of employee communication on the success of a business. An
organization should thus recognize employees, more than any other variable,
as powerful contributors to a company's competitive position. Therefore
employee engagement should be a continuous process of learning,
improvement,measurement and action. We would hence conclude that raising
and maintaining employee engagement lies in the hands of an organization
and requires a perfectblend of time, effort,commitmentand investment to craft
a successful endeavor.
“Great managers play favorites and spend most of their time with
their Most productive people, not because they discriminate, but because
they deserve the attention and have so much to teach you.”
--Curt Coffman
References:-

 Zinger David. (2014), Employee Engagement in six word.
 Albrecht L. Simon. Hand book of Employee Engagement perspectives,
issues, Research and practices, Edward Elgar Publishing
 Kruse Kevin, (2012). Employee engagement, 2.0.
 Kruse Kevin, Employee engagementforeveryone: 4 keys to happiness &
engagement at work, NY Times
Chapter- 3

Company Profile (Parameterique)
Parametrique Electronic Solutions Pvt. Ltd

Automation: The Latest Wave of Technology's
Usefulness
We develop and manufacture a complete range of integrated solutions to fully
automate your home or place of work to make your life stress-free and more
efficient. Parametrique software platforms provide address control,
audio/video, telephony, security, digital display, energy management and the
media integration needs for your residence and offices. Parameterique’s
innovative home automation control solutions continue to define the future of
control and automation for both residential and commercial purposes.
It is a kind of home automation organization which provides safeness and
securities’.
Organization also provides fibers’ like (WI-Fi- wires) CCTV cameras in
societies and all kind of home automation machines.
ABOUT PARAMETRIQUE:
We develop and manufacture a complete suite of integrated solutions that has
defined the modern age of home and commercial automation. Parameterique
software platforms provide address control, audio/video, telephony, digital
display, energy management and the media integration needs for your homes
and offices. Through ongoing innovation, Parametrique continues to define the
future of control and automation for residential and commercial applications.
Home Automation in simple basic terms mean anything that gives us a remote
or automatic control of things around our home. As the world gets more and

more technologically advanced, we find new technology coming in deeper and
deeper into our personal lives at home. Home automation is becoming more
and more popular around the world and is becoming a common practice in
today's world.
Commercial Automation helps your business to grow in a better way. Every
business needs a little more control. Automate your lights, temperature,
audio/video and energy systems to make your business more effective, more
efficient and let's face it, more cool.
MISSION OF THE ORGANASITION ;
We believe life's better and peaceful when everything works together in a
controlled manner. Let us help you in making your life more efficient,
comfortable and safe.
VISION OF THE ORGANASITION ;
We develop and manufacture a complete suite of integrated solutions that has
defined the modern age of home and commercial automation
PRODUCTS

Automated Barriers
Automated barriers are a kind of entry barriers which are used for securing
premises.They are used for residential, industrial and commercial purposes to
control and manage vehicles as well as access of certain areas to people.
Automated barriers are useful and efficient and provide security against
intruders. They come with several control and monitoring options as well as a
hydraulic lock to keep the barrier open or closed. Automated barriers have a
wide variety of applications, ranging from shopping malls, schools and
colleges, to residential and commercial car parking.
Security Management System
Security Management System provides real time monitoring in all areas where
cameras are located. The system automatically starts recording when any
movementis detected by the cameras. It has a single point monitoring for multi
acre campus which is invaluable for video surveillance
GPON

GPON which stands for Gigabit Passive Optical Network is a type of passive
optical network. This short-haul network of fiber-optic cable is used for high
bandwidth multi-play application. GPON is used for Internet access, Wi-Fi
hotspots, video conferencing, IPTV and online gaming. The advantages of
GPON are higher bandwidth, higher split ratio which allows better CAPEX
utilization, and better efficiencies
Home Automation
The automation and control of the home and all household activities to simplify
a person's life is known as home automation. Home automation can take
enhance quality of life and make it more efficient. Through home automation
one can control the lighting, alarms, household electronic devices, HVAC
(heating, ventilation and air conditioning) and windows and doors remotely.
Through connectivity with smart phones and tablets, automation of homes has
become simpler and efficient.

Smoke Detection
A smoke and a alarm that notifies people about the possibility of a fire. The
device may be powered by a battery or a home's electrical system. Smoke
detectors are of two types; photoelectric detectors and ionization detectors.
Both types of smoke detectors are effective in detecting smoke and setting off
an alarm. Smoke detectors can also be set off due to some factors other than
fire, such as detector is a device that senses smoke and emits an audible or
visual alarm. It consists of two basic components; a sensor that detects the
smoke humidity and steam which can lead to condensationon the circuit board
and sensor, triggering the alarm.
Prepaid Smart Metering
A smart meter is an energy meter that allows the consumer to observe how
much energy (electricity or gas) they are using. A smart meter directly sends all
readings to the energy company who compute the bills accordingly. Smart
meters are accurate and reliable and allow consumer to track how much
electricity or gas they are using. This in turn helps consumers to manage their

energy bills and save energy. Prepaid smart meters allow consumers to make
prepayments on their bills. Moreover customers can top up their meters
through various modes, such as by phone or online.
SERVICES
Range of Services
We develop and manufacture a complete range of integrated solutions to fully
automate your home or place of work to make your life stress-free and more
efficient. Parameterique software platforms provide address control,
audio/video, telephony, security, digital display, energy management and the
media integration needs for your residence and offices. Parameterique's
innovative home automation control solutions continue to define the future of
control and automation for both residential and commercial purposes.

1. Comfort
2. Security
3. Energy Efficiency
4. Lifestyle
5. Safety
CONTACT
Get in Touch
Corporate Office Address: Parametrique Electronic Solutions Pvt. Ltd.Plot-16,
ATS Tower, 2nd Floor, Sector-135 NoidaUP-201301

+91 - 120 6697600
CustomerCare No.(For Support)+91 - 120 6697669
sales@parametrique.com
Values of Parametrique:-
Simplicity & positivity:-simplicityand positivity in our thought, The success
story of Parametrique had built on a number of core company values that have
remained almost unchanged. These values are:-
Leadless: - Confidence in their business structure.
Leadership: - To be a leader, both in thought and business.
Respect & humility: -To respect every individual and be humble in conduct.
Introspection :- Leading to purposeful thinking .
Valuing and nurturingrelationship:-To build long term relationships
business and action.
Adaptability:-Tobe flexible and adaptable, to meet challenges.
Flow:-To respectand understand the universal laws of nature.

Promotion Policy and Rules:
Promotionpolicy and rules are applied to employees depending upon on their
ability of performing work, managing their skills and the level of experience.
Wage structure
Every job has awarded different wages depending upon the position of the
employee and the responsibility levels which the employees take over. This
enables the company to: Provide competitive salaries for each job taking into
account market rates. Reward everyone according to their contribution.
The salary allocated ranges depends upon the employees position type for
employees performing the standard duties of their jobs. Set up maximum and
minimum levels within those ranges to account for variation in experience and
skill levels. The pay differs from store administrative to head office
administrator. The payment of employees deposited in their accounts. The
company reserves the right to suspend pay where an employee fails to notify
about absence from work.
Employee Motivation & Welfare Schemes:
Reward Policies :- Parametrique believe in sharing its progress and
profitability and reward accordingly. They offer a range of benefits which are
service related, so they build up as service of an employee increases. Each
element of the benefits package is reviewed regularly to ensure it remains
competitive and maintains Parametrique as a leading employer .Some of them
are:-
Healthcare Offers
Parametrique offer following healthcare options to all monthly paid employees
and their partners.

Private health insurance Gratuity Scheme Free medical treatment for the
employee, spouse and the dependant family members.
Female employees can have Maternity leave –84 days maximum on
completion of 160 days.
Travel & Expenses:-
Travel is an integral part of work for many people. Parametrique offers travel
options travel in a secure and comfortable manner.
Social Activities:
Parametrique provides the employees the scheme named “Seekho” which
enables them to develop their skill sets and opt for any educational courses so
that they can increase their productivity which adds additional value for the
company developmentin future. Every employee of the pantaloon contributes
small amount of money from their salary each month voluntarily to the
Parametrique, foundation which they can use for any emergencyneeds.
Health & safety rules:
Parametrique is committed to ensure the health, safety and well being of all its
employees, customers and others who visit or work in their premises.
Company’s Policy on Health and Safety includes:
The Health & Safety Committee, the Committee member’s advice on health &
safety policy who monitor employees effectiveness and reviews the key
performance and take measures on a quarterly basis
The Store/Site Manager

The Store/Site Manager is responsible for ensuring with Fire, Health & Safety
Officer that Company Health & Safety Policy is implemented. This includes:-
 Suitable Induction and Legislative Update training for Fire, Health & Safety
 The prevention, investigation and the reporting of accidents
 The completion of ongoing Risk Assessments and maintenance of known
hazard information
 Property, Development and Facilities Management
Training and development
Learning & careerdevelopment:-
Parametrique are committed to develop its employees into skilled, customer-
focused, enthusiastic and motivated employees.
An employee is equally responsible forlearning and development.Training is
given as and when required e.g. the implementation of new systems.
Review of performance line managers review performance continually in order
to assess how a particular employee is doing. It helps employee in assessing
themselves and look for further development.
Highlights of Equal Opportunities Policy are: Promote a working environment
free from discrimination, harassment and victimization on the basis of:

 Gender, sexual orientation.
 Marital status.
 Race, color Nationality.
 Working hours.
 Religion or political views.
 Age and Disability.
JOB DESCRIPTION:
The Applicant for the Stockand Inventory the employeesare responsible
for shipping of inventory and supplying the inventory from the internal locations
to the other departments. This means he pulls all the items from the storage,
physically move them.
JOB SPECIFICATION
 Strong Organizational Skills.
 Multi Tasking Ability.
 Basic computerknowledge.
 Strong communication skills.
 Able to work under pressure.
Detailed recruitment and staffing:

For recruitment in this level a mass number of people are required.
The company goes with advertisements and newspaper for walk in interviews.
The company chooses reference and consultancies for the recruitment of the
employees as one strategy.
There are interviews conducted by departmental managers, store managers,
HR heads and the team leaders respectively. After all this process done if the
person gets through all the interview rounds then he is given his place in the
team or the job part for which he/she is fit
MIDDLE LEVEL:
The middle level job is of a Store Manager who is supposed to be responsible
for both the functioning of the firm in maintaining the store and the
management of the entry level people.
Job Description:
Minimum 3-5 years of experience in maintaining stores and performing the
operational requirements.
Monitoring the entire store and planning about the future services and training
the new employees in their work.
Must provide extremely high customer service and must make sure that the
employees working under him must also provide same level customer
satisfaction.
The candidate is expected to develop functional understanding of business as
well as understand the way information about the workplace and scheduling
the processes.
Good understanding of concepts such a Market basket analysis, Regression
analysis etc.

SENIOR LEVEL:
The senior level job is of Operations Manager who is responsible for all
marking targets for different groups and is responsible for the other high end
activities in the organization.
Job Specification:
 Excellent communication is required.
 Knowledge of business processes & their interdependencies.
 Ability to give short term solutions to business problem from a business
continuity point of view.
 Develop report and review on all the operations which are taking place
under his control.
 Ability to develop long term solutions for business problems with a view
on repercussions on the whole business.
 Leadership skills required
 An experience of minimum 5+ years is required.
Detailed recruitment and staffing:
Same process is followed while giving ads in the news papers and
consultancies.
The main interview is taken by the HR and then supervised by the directors
and the BOD’s.
SELECTIONPROCESS:-

Finalization of the Candidate: Once a candidate is finalized, he has to submit
the following documents:
 Last salary slip.
 Last appointment letter.
 ReferenceCheck;
 Educational background.
 Professionalbackground.
 Interpersonalskills for the formalities.
OFFER LETTER:
After checking all the references, if the candidates are found suitable, the offer
letter is rollout to the candidate for joining.
EFFECTIVE TRAINING METHODOLOGIES:
Effective training methodology which a firm uses to adopt for the junior level
executive is “Experiential action learning”.
This method requires an instructor to be very skilled and knowledgeable about
the process which the firm is following for its growth.
Employees who are new to the organization are a part in the experiential
action learning which may indeed help them to develop a better sense of
knowledge which can improve the capabilities of the employee.31.
Effective training methodology which a firm uses to adopt for the middle level
executive is “On-the-job training” which is a kind of Word-Driven Training, in
this type of training, supervisors or mentors-who must be very skilled in the
work being taught-instruct participants in a hands - on environment.
Design time is usually minimal because on-the-job training is not a formal
process.

Effective training methodology which a firm uses to adopt for the senior level
executives are “Problem-bases learning” in which participants focus on
problems with the help of resource person, as required. Learners determine
the pace of the training and its content.
Training occurs in the sense that the group learns about the problem; at the
same time, a solution is developed.
The research indicated that people learning through problem-based training
are more motivated.
SWOT Analysis:-
Strength
 Presence in many cities.
 Highly strategic human resource management & development.
 Most trusted & respected brand by the customers.
Weakness:-
 Parameterique don’t have its store overseas area.

Opportunity:-
 Huge untapped market.
Threats:-
 Being number one means that you are the target of competition.
 Consumer life style changes could lead to less of a demand for
Parametrique Electronic Solution Pvt .Ltd.
CONCLUSION:
Parametrique Electronic Solution Pvt.ltd is not only an organization but it is an
institute which provides its employees an opportunity for learning which helps
in development of the company.
The way we work is distinctly "Parametrique ". The biggest advantage of
Parametrique is the courage of dreaming of becoming diversified into many
fields and turning the dream into reality which changes the lives of the
consumer. Parametrique is an invitation to join a place where there are no
boundaries to what you can achieve. Means employee are given importance to
be open in their thoughts and requested to give their opinions for the
organizational success.
Reference:-

 With reference to my present study I would like to say that, the employee
engagement activities at Parametrique are up to the mark further I
suggest there must be gaming activities for the employees as well as
they must appreciated for the same.
 Recognition is the need of human so does the employees at
Parametrique. The recognitions such as birthday celebrations,
extracurricular activities like painting, poem writing, Paper cuttings should
be noticed by Parametrique. For which the employees will be emotionally
attached to the organisation.
 Moreover in these events the employees family member should be
involved which will create a familiar environment in the organisation.
“Great managers play favorites and spend most of their time with their most
productive people, not because they discriminate, but because they deserve
the attention and have so much to teach you.”
- Curt Coffman”.
At last I would like to conclude that its a practice that is continuously going on
at Parameterique but few suggestions as I have mentioned above would make
this process lively one and it would also enhance the employee productivity.

Chapter- 3
BIBILIOGRAPHY &
ANNEXURE

WEBSITES:-
www.parametrique.com
Zinger David. (2014), Employee Engagement in six word.
Albrecht L. Simon. Hand book of Employee Engagement
perspectives, issues, Research and practices, Edward Elgar
Publishing.
Kruse Kevin, Employee engagement for everyone: 4 keys to
happiness & engagement at work, NY Times.
QUESTIONNAIRE
1. I receive the information & communication I need to do my
job.
O Strongly disagree
O Disagree

O Neither agree nor disagree
O Agree
2. I regularly receive the recognition/praise for doing good work.
O Strongly disagree
O Disagree
O Agree
O Strongly agree
3. Here the people are co-operative & pleasant to work with.
O Strongly disagree
O Disagree
O Agree
O Strongly agree
4. There is always someone at work who encourages my
development.
O Strongly disagree
O Disagree

O Agree
O Strongly agree
5. My opinions & ideas seem to matter.
O Strongly disagree
O Disagree
O Agree
O Strongly agree
6. My supervisor helps me to know what is expected from me &
guide me in that manner.
O Strongly disagree
O Disagree
O Agree
O Strongly agree
7. My supervisor cares about me as a person.
O Strongly disagree
O Disagree

O Agree
O Strongly agree
8. I would recommend the organisation as a good place to work.
O Strongly disagree
O Disagree
O Agree
O Strongly agree
9. Overall I am extremely satisfied with my internship.
O Strongly disagree
O Disagree
O Agree
O Strongly agree
1O. The benefits offer here are fair & reasonable
O Strongly disagree
O Disagree

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