This document provides an overview of International Tractors Limited (ITL), including its company profile, work culture, departments, and products. ITL is part of the Sonalika Group, a leading tractor manufacturer in India with over 80% domestic market share. The document outlines ITL's focus on quality, productivity, and cost reduction through practices like 5S. It also lists the various departments within ITL such as human resources, engineering, production, and quality control. Finally, it provides details on ITL's tractor models and other agricultural equipment.

1. A PROJECT ON
(A STUDY ON THE
RECRUITMENT, TRAINING AND
DEVELOPMENT,PROCEDURE OF
ITL)
Submitted in partial fulfillment of the requirement of
Bachelor of Business Administration
AT
SANT BABA BHAG SINGH UNIVERSITY, KHIALA, JALANDHAR
2019-2022
SUBMITTED TO:
Dr. Ramandeep Chahal
SBBSU, Jalandhar
SUBMITTED BY:
Bharit
BBA 5th Semester
19025007

2. Acknowledgement
Before I get into thick of things, I would like to add a few, heartfelt words for
the people whoare a part of this project in numerous ways, people who gave
unending support right from the stage, the project, ideas are conceived. No
work is considered complete unless due, and acknowledgement is given to
those who made the work possible. I think myself to be lucky tohave love and
blessings of my parents. I am indebted to, all those who, directly or indirectly
contributed to making this project a reality. Above all, I am grateful to God,
almighty, who sustains this beautiful world without whose grace nobody can
ever succeed.
Bharti
19025007

3. Declaration by Candidate
I hereby declare that I am Bharti, the BBA student at Sant Baba Bhag University,Khiala,
Jalandhar. I have prepared the project report on “A STUDY ON THE RECUITMENT,
TRAINING AND DEVELOPMENT OF ITL” in partial fulfilment of graduate degree in
Bachelor of Business Administration and the project report is my original work. However, I
take guidance from journals and researchpapers.
Bharti
19025007
BBA
2019-2022

4. Declaration by Guide
This is to certify that BHARTI student of BBA 5th
has undertaken project work on thetopic
“A STUDY ON THE RECUITMENT, TRAINING AND DEVELOPMENT OF ITL”
under my supervision and guidance. During this course,he found to be sincere and
hardworking.
Dr. Ramandeep Chahal
Guide
UICM
SBBSU

5. Chapter- 1
1 HUMAN RESOURCE MANAGEMENT
The human resource management is not only unique and valuable, but it is also an organisation’s
most important resource. It seems logical that an organisation would expand a great deal of effort to
acquire and make full use of such a resource, This effort is known Human resource management
which was earlier termed as staffing and personnel management.
According to Invancevich and Glueck, “ Human resource management is concerned with the most
effective use of people to achieve organisational and individuals goals”.
Human resource (HR) management refers to the practices and policies one needs to carry out to deal
with the personnel aspects of the management job. Human resource management (HRM) is the
effective management of people at work. The goal make workers more satisfied and productive.
When an organization is concerned about people, its total philosophy, culture, and orientation reflect
it. Every manager must be concerned with people, whether or not there is a human resources
department.
1.2 Objectives of the study
The main objectives of this study is to study, know and analyse human resource management policies,
practices and procedures followed by the human resource management.
This main objectives can be delineated into the following sub-objectives.
To know and analyse the recruitment and selection process, procedures and practices followed by
Sonalika.

6. To study and evaluate the employees training and development related process, programmes and
practices followed by Sonalika.
To know and analyse the joining and induction process, procedures and practices followed by
Sonalika.
To know and analyse the clearance and full & final settlement process of Sonalika.
To know and study the process and procedure of staff loan and advance.

7. Chapter- 2
COMPANY PROFILE
Sonalika Group Introduction
Sonalika Group is contributing to green revolution in India Since 1969. Initially it started with
Farm Equipments and Machinery. Brand name of the group products is "SONALIKA". Market share in
Farm Equipments is 80 % in India. Group turnover is (INR 3200 Crores). Sonalika Group is one of the
top five tractor manufacturers in India.
Apart from tractors its product line includes multi utility vehicles, three wheelers, engines ,
Hydraulic Systems , Casting , Forging , Brake System , Automotive components manufacturing and
various farm equipments and implements. Sonalika group since the inception has tried to
understand customers need to be able to facilitate them with its value for money products. The
company has a state of art manufacturing facilities, spread in acres, located in the pollution free
suburbs of Punjab and Himachal Pradesh.
Sonalika is also an environmentally responsible corporate citizen and has developed in-
house, the vehicle engines that confirm to Bharat II Norms. It is now in the process of developing the

8. Bharat III engines for its advanced products. No wonder Sonalika products have created a niche for
themselves not only in India but also in foreign markets including France, Zimbabwe.
An average growth rate of 30% makes it one of the fastest growing corporate in India. The
company works on the maxims of low production cost and clean and safe environment. Such efforts
have fetched the company the accreditations like ISO 9001:2000 and ISO 14001.
Sonalika Group started its journey of success during 1976 when foundation of small-scale unit to
fabricate and assemble Wheat Harvesting Machines (Thrashers) was laid. With the passage of time
this small initiative was taken by Mittal brothers in 1976 turned into a great success due to the
undulated efforts of its promoters and thousands of employees who worked unaltered throughout.
The great success provided further motivation ultimately resulting in setting up a new plant in the
name of International Tractors Limited for the production of tractors, the demand and requirement
of which was steadily growing at that time. The plant which set up at Chak- Gujran (Hoshiarpur) is
now spread over an area of 65 acres (approx.) Now Sonalika group consists of 2 companies:
International Tractors limited (JOINT VENTURE WITH RENAULT FROM FRANCE).
Group Units:
WORK CULTURE
The I.T.L. Seeks to create a culture where each employee, vendor, and dealer feels himself
responsible and integral part of the enterprises. The work culture at I.T.L. is open & participative.
Learning is encouraged in the company.
Every member respects 5 F formulas
1. Fast 2.Focused 3. Fair
4. Friendly
5. Fun
This governs its approach to business and relationships within the organization. It has
designed its management structure in response to the needs of quick decision-making and operational
International Tractors LTD Sonalika Agriculture Industries
Sonalika Capital Ltd. Punjab Agriculture Industries
Casting Corporation of India International Cars & Motors Ltd

9. flexibility even through hierarchies and designation does exit. It is a highly informal organization
where communication moves in all direction, decision-making is quick and to a large extent delegated
Every member respects 5 S formulas also:-
1. Seiri
2. Seiton
3. Seiso
4. Seiketsu
5. Shitsuke
5s stands for the first five letters of the Japanese words:
S.No. JAPANESE
WORD
Meaning
1s SEIRI sorting out, clearing, segregation, proper selection, remove the
waste
2s SEITON systematic arrangement, keeping things at proper place.
A place for every thing and every thing in its place
3s SEISO cleaning (spick and span) quality by the cleanliness. Keep clean
all area, equipment and work place
4s SEIKETSU standardizing, environment, cleanliness. Light, noise,
punctuality.(order and save time)
5s SHITSUKE maintain discipline and standards
to maintain above 4s,respect of rules.
The 5s are also five operations to keep a good behavior for every work place 5s program started in
ITL from December 2000 achieving clean floor and organized racks is not an end in itself. The
ultimate goal of housekeeping through 5s is to reduce the cost of product by increasing productivity
and contributing to total quality.
HOW TO ACHIEVE 5 “S”
5’s’ can be achieved very easily by every employee by having close look at his work-place, he is to
ensure that:
 By organizing of work place & surrounding area in a better way.
 No rejected/ unwanted items are lying at his work place.

10.  By keeping all items, equipments at identified place.
 Everybody should co-operate with each other in keeping his and other’s area clean.
 Follow and respect of rules & regulations and maintain required standards.
5 S OBJECTIVE:
 Productivity high.
 Quality high.
 Cost down.
 Delivery on time.
 Safe work place.
 Moral high.
GAINS OF CLEANLINESS (5 “S” RESULTS)
 work place neat & clean (good housekeeping)
 clean work place is high in productivity
 clean work place has high quality
 keeps the cost down (reduces rejection, rework, reducing down in time)
 ensure delivery in time
 keeps moral high of people (encouragement)
 safe for people to work (preventing accidents, creating healthier environment etc.)
 lowers the defect rate & exposes the quality problem promptly
 sales department will be eager to show the plant to the customers and feel proud of it
 everybody feels free & works proudly
 appreciation to the management & the business increase
 proper utilization of work place, workmen & machinery
 customer satisfaction and continuous improvement

11.  top management hours the commitment
 team-work, leadership, motivation and professional expertise
Different products / activities of the Industry
 Sonalika Threshers
 Sonalika Tractors
 Sonalika Silent Diesel Generators
 Sonalika Maize Sheller Cum Dehuskar
 Sonalika Self Propelled Combine Harvester
 Sonalika Potato Planter
 Sonalika Automatic Cutter Model (Haramba)
 Sonalika Cranes
 Sonalika Rhino
SONALIKA TRACTOR MODELS

12. THE VARIOUS DEPARTMENTS OF ITL
1. HUMAN RESOURCE MANAGEMENT
2. HEAVY MACHINE SHOP
3. LIGHT MACHINE SHOP
4. ENGINE ASSEMBLY SHOP
5. BODY ASSEMBLY SHOP
6. ENGINE TESTING
7. R & D DEPARTMENT
8. QUALITY CONTROL DEPARTMENT
9. PAINT SHOP
10. PRODUCTION
11. GEAR DIVISION
12. PRESS SHOP
13. STORE
14. FINANCE
15. PURCHASE
16. MATERIAL

13.  Recruitment: Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.
What is Recruitment Process in HRM?
The recruitment process is the most important function of HRM
department. The Human Resource Manager use different tactics to
reach the potential candidate. The recruitment method used to contact
the candidates differs based on the source of recruitment.
The Recruitment In-charge often does the job analysis to find out the
skills and ability to perform the job. Once the skills and abilities
required are clear they start searching for people with such specialties.
The HRM department explains the potential candidate about their job
profile and the benefits (rewards) they can gain from the organization.
The candidates interested in the job are further screened, interviewed
by HR and finally best fit candidates are selected for the job. In short,
a good hiring process involves the following:
1. Identify the Recruitment Needs through Job analysis
2. Recruitment or Manpower Planning
3. Writing or Creating a Right Job Description
4. Advertisement for Open Job Vacancies
5. Screening of Job Applications
6. Initial Short- Listing of the Candidates
7. Conducting Interviews
8. Assessment of the Applicant
9. Reference / Background Check
10.Issuance of Job Offer Letter
11.Joining & On-boarding
Methods of Recruitment
There are three significant methods of recruitment which are regularly
used in the corporate world namely:

14. 1. Direct Recruitment Methods
2. Indirect Recruitment Methods
c. Third Party Recruitment Methods
The major difference between direct and indirect method of
recruitment is that the organization send a representative to contact the
potential candidate (which means direct contact) in the case of direct
recruitment method while in the case of indirect recruitment methods
the candidates are informed about job vacancy through different
channel of advertisement.
1. Direct Recruitment Methods:
The campus recruitment is a major part of recruitment carried out
using direct method. The organization sends a representative from
HRM department in educational institutes to interact with potential
candidates. The candidates who are seeking for jobs are explained
about the job vacancy in the organization and the skills which are
required to perform the job. The representative interacts with the
candidates with the help of placement cells of the institutions. A
briefing session is conducted before the actual screening and interview
process.
The Organization (Employer) gets information about the academic
records of the candidates through the placement cell. Once the
organization is ensured about the presence of excellent working skills
in the candidate the Human Resourse Representative is sent to the
institution to conduct recruitment process. The organization use
various recruitment methods like conducting seminars, participating in
conventions, job fair to recruit the candidates using direct method.
Through this method the candidates from the academic background of
engineering, management and medical science are mostly recruited by
the organization.
2. Indirect Recruitment Methods:

15. In the indirect method of recruitment the organization use the
advertisement channel such as news papers, radio, job sites, radio,
television, magazines and professional journals to reach the potential
candidates. The advertisement provides information about the job
requirement, the range of salary offered, the type of job (full time or
part time) and job location. The candidates who are interested in the
job apply for it and share their resume with the organization.
The Human Resource Management (HRM) Department of an
organization uses indirect method of recruitment in three situations :
 When organization doesn’t have a suitable employee who can be promoted to
perform the higher position jobs.
 When the organization is new to the work territory and want to reach out new
talent in the market
 This method is often used to fill up the vacancy in scientific, technical and
professional department.
To fill up the higher position in the organization the widely dispersed
advertisement is very useful as it helps the company to reach various
suitable candidates. Many organizations also use blind advertisement
to reach out candidates in which the identity of the organization is not
revealed.
3. Third Party Recruitment Methods:
The third party method of recruitment includes the helping hands
which are outside the organization. The Recruitment Consultant or
Employment Agencies, Search & Select Companies, Employee
Referral, Voluntary Organization, Data Banks, Trade Unions and
Labor Contractors are different channels which help the organization
to establish contact with the potential candidates.
Recruitment Process Steps
Broadly, there are five steps of recruitment process in HRM which is
used by many companies in corporate world to increase the efficiency
of hiring. The five Recruitment Process Steps ensure that recruitment

16. takes place without any interruption and within the allotted time
period. It also helps to maintain compliance and consistency in the
recruitment process.
Five Best Recruitment Process Steps:
1. Recruitment Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control
Recruitment Planning
It is the first step of HR Recruitment Process in which the job
vacancies in the organization are analyzed and relevant job
description is prepared. It also includes preparation of job specification
and details about qualification and skills needed to perform the job.
This step is very vital for recruitment process as it helps in attracting
the right and suitable candidates for the job. Based on the education
and experience requirement described in the recruitment plan a pool of
interested candidate can be created.
Strategy Development
After the job description and job specification is prepared the
organization decides the number of recruits needed to work on the
profile to close the vacancy as soon as possible. The recruiter decides
the strategy that should be adopted for successful recruitment of
employee. The strategic draft includes the following point:-
a. Sources of Recruitment- Based on the job position and skills required to perform
the job the recruiter choose the source of recruitment. The internal and external
are the two categories of the recruitment source. This decision is critical as rest
of the recruitment strategy is based on this step of recruitment.
b. Methods of Recruitment- The HRM department decides on the method of
recruitment whether the firm wants to recruit the candidate using direct or
indirect method. A lot of companies now are using third party recruitment

17. method and outsourcing some part of recruitment process to the experienced
consulting firms.
c. Geographical Area- The location of job is fixed and thus recruitment team has to
decide the area from which they can search candidates who want to join the job.
The area in which large amount of qualified candidates are located is selected to
search the suitable employee for the organization.
d. Make Employees or Buy Employees- The investment required for recruitment is
depending on this decision. The organization can choose to select the skilled
employees and pay them appropriate salary or can selected less qualified people
and trained them to perform better.
Searching
The searching step is divided into two parts that is :
i. Source activation
ii. Selling.
The activation took place when the department which has vacancy
confirms it to the HR manager about the requirement; also approve the
draft of job description as well as specification. Under selling the
organization selects the channel of communication to reach the
prospective candidates.
Screening
Once the job applications are received by the HR Recruiter it starts the
screening process. It is a step in which the application are shortlisted
for the further selection process. After short-listing of application
based on the job specification the selection process begins. At the
early stage the recruiter has to remove the applications which are
clearly under qualified and not suitable for the job.
Evaluation and Control
The validity and effectiveness of HR Recruitment Process is assessed
in this step. The step is essential as organization has to check the cost
incurred during recruitment and the output in terms of selection of
suitable candidates and their joining. The cost of recruitment includes

18. the time spent by the management by involving in the recruitment
process, the cost of advertisement, selection, consultant fees in case
of recruitment outsourcing and also the salaries of recruiter. The
output is calculated in terms of selection and how soon the employee
as joined the organization also the suitability as well as performance of
the newly joined employee.
 Recruitment Process In Sonalika: Basic points relating to Recruitment
process in sonalika are as follows;
 Receive the Approved vacancy from the concerned department.
o Various cases in which vacancy is created:
Vacancy
New
project Transfer Replace-
ment
Retireme
-nt
Others

19.  Verification of the receipt verification in terms of;
o Level of position
o Experience requirement
o Skills needed
o Qualification
o Against the approved Authority
 Recruitment Head allocates vacancy to concern recruiter.
 Sourcing and shortlisting the resumes through different sources:
 Telephonic interview of shortlisted candidates.
 Send resumes to department for shortlisting with lead time.
 After getting confirmation on time date from department head send interview call letters to the
shortlisted candidates.
 Interview in department according to category of job.
 Under this Technical & Behavioral Skills, Job related requirements are checked.
 If candidate passes the first level of interview then interview of that candidate at next level is
conducted.
Naukri.co
m
Emp.
Exchance-
s
Referenc
es
Web
Portals Advertise-
ment
Various Sources
To find Resumes

20.  Communicates the results to candidates.
 Recruiter verifies the salary proofs & other compensation relating documents, if OK then
move to next step.
 Preparation of compensation package & comparison chart.
 Recruitment Head verifies the compensation package if OK than move to next step.
 Send the Compensation Package to selected candidate.
 If candidate confirms the offered compensation package then Manpower Approval is
prepared.
 Management approves the manpower approval.
 Send “ LETTER OF EMPLOYMENT” to the selected candidate.
 Selected candidate accepts the offer.
Time spent on hiring
is time well spent.
 Joining & Induction
Under joining and induction the employee joining file is prepared and welcome the new employees in
the organisations.

21.  Process of Joining & Induction in Sonalika;
 Receive and welcome the new joinee on specified date of joining.
 Provide a set of joining forms to be filled by the joinee’s
 Joining Information form
 Employment form
 Joining Report
 Nomination Form
 Declaration by Employee
 Medical Policy
 Work Experience
 Uniform Requirement .
 Receive all documents from new joinees mentioned in the offer letter.
 In case of freshers take the signed Service Bond of 3 years.
 File all documents provided by joinees.
 Start the presentation about the company and presentation forms different departments.
 In case of non ICICI Or HDFC Bank accounts, Arrange to open the bank account .

22.  After that Medical test of new joinee’s is conducted & receive Medical Fitness Report from
OHC.
 Send the new joinee’s according to the category for Product training at training center.
 Issue the Joining Letter , Employee Code & Identity Card to the new Joinee’s.
 Feedback Form to be filled after completion of Induction.
 Training & Development
Training is the important subsystem of human resource management . It is specialized function and
and is one of the fundamental operative functions of human resource management. Training is a
process of learning a sequence of programmed behavior. It is the application of knowledge and gives
people an awareness of rules and procedures to guides their behaviour. It helps in bringing about
positive change in the knowledge, skills, behaviour and attitudes of employees towards the
requirements of the job and organization.
“Training is an act of increasing the knowledge and skills of an employee for doing a particular
job”.

23. TRAINING AND DEVELOPMENT:
To identify the training needs provide for the training of all personnel performing activities,
affecting quality. The personnel department is responsible for the implementation and
maintenance of the procedure through employees of his department.
TYPES OF TRAINING:
There are three types of training in the organization.
ON THE JOB TRAINING
Depending upon the job requirement and the new employee's previous experience, the
Personnel department in consultation with the Head of the user department, decides whether
the new employee is to be provided initial 'ON THE JOB TRAINING.'
INDUCTION TRAINING
For each new employees, the Personnel department organizes Induction Training Personnel
department instructs the new employees about the company's quality policy, organizational set
up and introduces the employees to the department where he will be finally working.
DEVELOPMENT TRAINING
The Head of the department concerned identifies the development-training needs of the
employees. Every year, each Head of the department prepares a training needs identification
sheet for employees of this department.
TRAINING EVALUATION:
The HOD concerned evaluates the effectiveness of training imparted to the workers after one
month of each training. To ascertain whether the trainer has communicated the trainees'
subject matter, do the trainer's evaluation of the topic of practice, and record for the same is
maintained.
MARKETING DEPARTMENT: The marketing department is an important financial area of
business mgt. Marketing mgt is responsible for the flow of goods from production to the
customers/consumers. Marketing mgt's main task is to combine market-related elements into
an effective operating system and arrange the system to interact with a dynamic environment.
In the marketing department H.O.D. OF MARKETING department control all the marketing
procedure.
FUNCTIONS OF MARKETING DEPARTMENT
 The first function of marketing department is assessing marketing opportunities. It
involves the identification of the company goals and the analysis of established and new
profit opportunities. This function's significance is that market opportunities are
changing, and marketing management must develop creative strategies to cultivate
these opportunities.

24.  The second function of marketing department is planning the marketing activities and
planning an integral part of marketing management. It is used to develop and define
objectives and then derives strategies and design programmers that enable the firm to
achieve these net aims.
 The third step of this department is marketing research. This department is
accountable for recording and analyzing the quantity and trend of demand through
marketing research.
RESEARCH AND DEVELOPMENT DEPARTMENT
Today customer is demanding on quality, and we intend top delight him through good product
design, as a marketing strategy. Design control is regarding as one of the cardinal facts of our
tractor quality. It has a major role in the properties and growth of the company. By way of
quality in design, we can stay ahead and maintain our leadership in the market place real
potential of good design lies in the providing product as a competitive price guaranteed our
repeated performance and fitness for purpose. However, for an effective and flow less design,
assigning specific responsibilities for various design activities to qualified designers, design
inputs matching its outputs, and mistake-proofing place a particular role of an ant. This
procedure has been documented in achieving the excellent design, which could be executed to
our customers' entry specification.
RESPONSIBILITIES
R&D (RESEARCH AND DEVELOPMENT DEPARTMENT) is responsible for upgrading
existing tractors and designing new tractors.
DEVELOPMENT OF NEW DESIGN
This could be an account of:
A new product initiated by the company. Further development is initiated by marketing,
usually due to external influences like competition and customer needs changes.
DESIGN ACTIVITIES:
 Design planning
 Organization and technical interfacing
 Design output
 Design review
 Design verification
 Activity assignment
 Design validation

25. MISSION STATEMENT
ITL Group is synonymous with fair business practices and ethics, quality service and a
commitment to society.
VISION STATEMENT
To be the leader in the chosen fields, with a reputation for Performance, Customer Care and
Transparency.
To be a dynamic growth-oriented enterprise in which individuals are highly motivated team
players take up challenges and aim towards excellence and leadership.
 Process of Training & Development in Sonalika
 Analyse;
 Capturing of Training needs of employees through;
1. Departmental Recommendations
2. Technical / Behavioral trainings
3. Technology Change
4. Previous Training issues
5. Competancy Mapping

26.  Preparation of Training Celender.
 Approval of Training Celender.

27. Joining & Induction
Joining:
The joining process starts right after the selection. After selection, the
employee comes to join. It is a very important process both for the
employee and the company. HRD depts are doing number of formalities.
A study made regarding the project-------
Employees should therefore be carefully selected, managed and retained,
just like any other resource.
I. Joining Information Form:
In this form, the employer fulfills all the information related to the
employee i.e.
1. Required document:
Some document is required by the company from the candidate are as
(a) Qualification certificates
(b) Residential proof
(c) Experience certificate from the previous employer
(d) Salary proof in the prior employer
2. Necessary information:
In this step, a candidate is required to give the following information:
i) Employee code:
It is the unique identification number which is given to the candidate by
the company.
ii) Employee name:
Name of the candidate is mentioned here.
iii) Father's name:
The candidate's father's name is required here.
iv) Mother's name:

28. Name of his/her mother
v) D.O.B:
Details of his/her date of birth.
vi) Blood group:
The blood group of the candidate is mentioned here.
vii)Place of birth:
Here the birthplace of the candidate is required.
viii) Domicile:
It is required for the residential proof of the candidate.
ix) Qualification:
Here the qualification of the candidate is described.
x) Experience:
If a candidate has any previous experience regarding the job, then it will
be mentioned here.
xi) Date of joining:
This is the date when the candidate is told to join the company.

29. xii)Designation /grade:
Here the designation or grade which is assigned by the company is given.
xiii) Department:
The department for which the candidate is selected is given here.
xiv) Salary:
The salary amount is given here.
xv) PAN/WARD/Circle no:
This is the permanent account number [income tax], which is used for
filling the income tax return
xi) Address - correspondence: corresponding address of the candidate
is given here.
xii) Address – permanent: - permanent address of the candidate is
given here.
I) NOMINATION FORM:
In this form, the employee nominates one person from his family as a
nominee. This form is addressed to chief factory manager ITL,
Hoshiarpur. The employer fulfills this form because any miss happening
in the factory occurred and the employee dies, or if there is an emergency
and a financial crisis occurs then, the company helps the nominee.
II) PF NOMINATION FORM NO-2:
In this form, HRDdept. fulfill all the information of the employee like
 EMPLOYEE NAME
 FATHER'S NAME

30.  DATE OF JOINING
 DATE OF BIRTH
 ADDRESS
 NOMINATION
This form is used for any type of miss happening to the employee. The
PF amount and pension are paid to the nominee who is nominated by the
employee.
PF contribution is 12% of the basic is deducted from the employee salary,
and 12% of the employers essential is paid.PF is deposited in the
commissioner's office, Jalandhar.
III) SSN FORM:
This form is related to PF .in this form; the employee fulfills all the
information related to him like name, father's name, etc. This form is
used for a social security number. His PF number throughout India will
remain the same.
IV) EMPLOYEE STATE INSURANCE FORM:

31. In this form, the HRD dept fulfills the information of the employee
himself and his dependents. In this form, the employee nominates the
nominee who will be eligible to get the benefits from ESI after the
employee's death. After getting an ESI card employee himself and his
dependents can get free medical treatment from the ESI hospital. In the
case of a married employee, the employee himself, his wife, children, and
parents are covered. His brother and sisters are not covered under this
policy.
The employee whose salary is less thanRs10, 000 is covered under ESI
from employee salary, 1.75% of the gross is deducted per month, and
4.75%is paid by the employer.
V) MEDICLAIM POLICY:
Those employees covered under this policy whose salary is more than
10,000. The company contributes to the employees covered under this
policy. There are two different categories under this policy.
a) Assistant Manager and above:-Their mission are Rs 2lakh.
b) Executive Category:-Their insurance is Rs 1lakh.
 At the executive level, it is of Rs1,00,000.
 At Assistant Manager and above it is of 2 lakh.
 For unmarried-employees, his mother and his father are
considered.
 For a married-employee, his wife and two children are
considered. (only two children can be accepted)
VI) PERSONAL FILE:

32. It includes the entire above mentioned document. In the future, if the
company needs any information related to the employee. Then it can be
searched in this personal file.
A personal file contains the following things:-
1. NAME
2. DESIGNATION.
3. DEPARTMENT
4. CODE NO.
5. DATE OF JOINING.
6. QUALIFICATION
7. DATE OF LEAVING
8. EXPERIENCE BEFORE JOINING.
9. DATE OF LEAVING.
10. DATE OF BIRTH.
VII) MEDICAL CHECK-UP:

33. During a medical check-up, the employee undergoes a physical fitness
test. Candidates are set for physical examination in the company's
dispensary, where the medical officer examines the following:
1. HEIGHT
2. WEIGHT
3. EYESIGHT
4. SUGAR TEST
5. E.C.G ETC
A job offer is often contingent upon the candidate being declared after
the physical examination. The results of the medical fitness test are
recorded in a statement and preserved in personal records.
Such records will protect the employer from worker's compensation
claims that are not valid because the injuries were present when the
employee was hired. The medical report given by the doctor is put up in
the personal file of the employee.
VIII) APPOINTMENT LETTER:
This letter contains information like
1. DESIGNATION
2. SALARY
3. GRADE
4. TERMS AND CONDITIONS OF THE COMPANY.
Induction
An employee’s induction process is often what makes or breaks his experience at a company.
Employee Induction is the first step of welcoming new employees to the company and
preparing them for their respective roles. Induction is the introduction and orientation of the

34. employee in the organizational culture and showing the employees how interconnected he/she
is to everyone in the organization.
A good induction program ensures that the employees contribute more effectively and
efficiently to their team.
An induction makes the employees feel
● Welcome into the organization and team
● Associated with the company’s policies and objectives
● Confident that they can successfully do their job
● Positive about their future in the company
● Energized about his potential opportunities
An employee on-boarding should be taken seriously. The employee induction process is to be
planned well before the employee joins and the number of days depends on the demands of
the role.
Joining & Induction in Sonalika
Three Types of Induction in Sonalika
1. Company profile & Policies
2. ITI
3. Fire and Safety

35. RESEARCH METHODOLOGY
Research methodology is a systematic process of identifying and formulating by setting objective and
method for collecting, editing and to tabulating to find solution.
RESEARCH DESIGN
Research design used is descriptive research.
SAMPLING TECHNIQUE:
The non-probability sampling technique has been used.
SAMPLING METHOD;
Convenience sampling method has been used.
SAMPLING SIZE:
Sampling size used is 50.
SOURCE OF DATA COLLECTION
 Primary source
 Secondary source
PRIMARY DATA
The primary data is collected by the questionnaire.
SECONDARY DATA
Books referred Websites
RESEARCH INSTRUMENT
The instrument used is questionnaire.
STATISTICAL TOOLS
Percentage analysis method

36. CONCLUSION
My training was the great experience. I had the pleasure to do the work with one
of the most reputed manufacturer in their field INTERNATIONAL TRACTOR
LIMITED. I received experience in private sector. It was a good learning time during my
training, as I was fortunate to be placed in the HR department. I feel training has given
me exposure to undergo projects in HRM as well as help me a lot to understand the
company work culture, working with terms and much more. In the end I will like to thank
all people who helped me throughout my training to enhance my experience. I also pay
my regards to my lecturers for their guidance during my training.