This document provides a summary of Shruti Parakh's summer internship project on the employee life cycle at Havells India Ltd. It discusses the various stages of the employee life cycle including recruitment, onboarding, training and development, retention, and offboarding. It provides details on Havells' recruitment processes, onboarding procedures, training programs, and statutory compliance with regulations like ESI, PF, gratuity, and minimum wage acts. The project helped Shruti gain experience in understanding HR operational activities from joining to exit of employees and learning communication skills through direct interaction with candidates.

1. Summer Internship project on
“Employee Life Cycle in Havells India Ltd.”
Submitted in Partial Fulfilment for the requirement of
Post Graduation in Industrial and Organisation
Psychology, Amity University.
Submitted to: Submitted by:
Niraj Kumar (GM, HR) Shruti Parakh
Prateek Singhal (HO, HR) MA-OP (2017-19)
(A1698917028)

2. CONTENTS
Acknowledgement
Executive summary
Objective
About the company
About Employee Life Cycle
Steps in employee Life Cycle
 Recruit/ Talent acquisition
 Onboard
 Training and development
 Retaining
 Off board/Exit
 Statutory Compliances
Key Learning
Bibliography

3. ACKNOWLEDGEMENT
This venture is a fruit of all those hands that have contributed directly and indirectly
getting it into existence. I am highly indebted to all those who have helped me in venturing
this document, without whom this wouldn’t have been possible.
I would specifically like to thank
Dr. S.C Parakh
For referring me in the prestigious organization, Havells India Ltd. and constantly motivating
me to give my best and work well.
Mr. Rajesh Gupta – CFO, Director (Havells India Ltd., Noida)
For giving me this opportunity of working in the organization.
Mr. Niraj Kumar –General Manager (HR - Operations) (Havells India, HO, Noida)
For not only helping me with reports and research data but also being an excellent mentor all
through this venture. Without his help this venture wouldn’t have been possible.
Ms. Bhawana Rawat, Ms Deepika Tanwar, Mrs Nazia Irshad, Mr Aditya Saha, Mr Sudhir
Vats, Mr Prateek Singhal, Mrs Urjita Singh, Mrs Neera Singh (HO-HR)
For guiding me through out.
Dr. Ritu Sharma – College Mentor (AIPS, Amity University, Noida)
For her constant feedbacks.

4. EXECUTIVE SUMMARY
This project explores the employee life cycle of the employees in the Havells
India Ltd. It emphasizes on the different factors in each stage of the employee
life cycle. Different organization adopts different approaches and techniques for
their employees.
Employee life cycle is an HR model that identifies the different stages a worker
advances through in an organization and the role HR plays in optimizing that
progress.
In short, it refers to an employee's journey with the company. Certain stages in
employee life cycle management overlap with core HR responsibilities and may
involve using recruitment portals, talent management software and ERP
software. Therefore, it is sometimes also referred to as HR life cycle, or simply
HR cycle.
The employee life cycle encompasses various stages in the career of an
employee, beginning with recruitment and concluding with resignation,
termination or retirement.
My Summer Project has helped me learning a lot of things about the corporate
world. As a summer trainee I was required to understand the all the operational
activities undertaken in the human resource department from the joining process
of the new candidates at the head office, branches and hospital to their salary
structure, leaves, insurance, compliances, payroll activities and their resign &
resignations. I learned to communicate directly with the candidates that helped
me enhance my communication skills.
Human Resource is like stars in the eyes of every Management Professional &
this experience becomes more profound when the inception is with a pioneer
like Havells India Ltd. During my summer project with Havells India I had a
nice corporate exposure, which I think will serve as stepping stone for my
corporate journey.

5. OBJECTIVE
Objective of the project is to study the employee life cycle of the Company and
various operational activities and formalities. .

6. ABOUT THE COMPANY
INTRODUCTION
Havells India Ltd is FMEG companies in India and a major power distribution equipment
manufacturer with a strong global presence. founded in 1983, the company has products
ranging from home and kitchen appliances, lighting for domestic, commercial and industrial
applications, LED lighting, fans, modular switches and wiring accessories, water heaters,
industrial and domestic circuit protection switchgear, industrial and domestic cables and
wires, induction motors, and capacitors among others.
Havells India owns some of the most prestigious Indian brands like Havells, Lloyd, Crabtree,
Standard Electric, and Promptech, REO. The company has 40 branches, 11 manufacturing
plants in India located at Haridwar, Baddi, Noida, Faridabad, Alwar, Neemrana,
and Bengaluru.
Market Capital of Havells is 15,000 Crores (as of 6 November 2015). The shares of Havells
are listed in Bombay Stock Exchange in ‘A’ category and are included in S&P BSE 200
Group. Promoters hold a 61% stake in the company followed by 23% FIIs. During 2011–14,
the stock gave more than 300% Return following its exceptional growth. Havells major peers
include Crompton Greaves and Orient Electric.
In 2014, Havells was listed 125th among 1200 of India's most trusted brands according to
the Brand Trust Report 2014, a study conducted by Trust Research Advisory.
In December 2015, Havells India Ltd. sold 80% stake in Sylvania Malta, and Havells Exim
Hong Kong to Shanghai Feilo Acoustics for Rs 1,100 crore. Havells had invested Rs 980
crore in both the subsidiaries.

7. Products
 Building Circuit Protection
 Miniature Circuit Breaker
 Industrial Circuit Protection
 Motors
 Professional and Consumer Lighting
 LED Lights and Bulbs
 Small Domestic Appliances
 Air Purifiers
 Air Coolers
 Capacitors
 Ceiling Fans, Table Fans, Pedestal Fans, Wall Fans, Exhaust Fans
 Water Heaters
 Water Purifiers
 Domestic Water Pumps
Major Acquisitions
Havells had a track record of five successful acquisitions, and high growth in its Indian
operations. In 1983, it bought the loss-making Delhi-based Towers and Transformers Ltd and
turned it around in an year. Between 1997 and 2001, Havells also bought ECS, Duke Arnics
Electronics, Standard Electricals and Crabtree India. There was a 50:50 joint venture between
Havells and the UK-based Crabtree, and Havells later acquired Crabtree's stake in the JV.
The latest acquisition of Lloyd Electricals has marked its entry in new segments of consumer
electronics.

8. VISION, MISSION & VALUES
VISION
"To be a globally recognized corporation that provides best electrical & lighting solutions,
delivered by best-in-class people."
MISSION
To achieve our vision through fairness, business ethics, global reach, technological expertise,
building long term relationships with all our associates, customers, partners, and employees.
VALUES
 Customer Delight :
 Leadership Example
 Integrity and Transparency
 Pursuits Of Excellence
Founder: Mr. Qimat Rai Gupta
Managing Director & Chairman: Mr Anil Rai Gupta
Head Office: Noida, UP

9. EMPLOYEE LIFE CYCLE
Employee Life Cycle is an HR model that identifies the different stages a worker advances
through in an organization and the role HR plays in optimizing that progress.
There are basic 5 stages in the Employee Life Cycle that every organisation follows:
 Recruit/ Talent Acquisition
 Onboard
 Training & Development
 Retain
 Off board

10. Recruit/ Talent Acquisition
Talent Acquisition is the process of finding, acquiring, assessing and hiring candidates to fill
the required position to meet the company goals and fulfil project requirements. Talent
acquisition also ensures that newly hired employees are effectively and efficiently acclimated
to the organisation, enabling the organisation to rapidly and fully benefit from their
capabilities.
Talent Acquisition in Havells India Ltd.
The talent Acquisition role was outsourced to Korn Ferry Futurestep Company which was
onsite at Havells Human Resource Department.
The team consisted of six personnel who performed different tasks of listing candidates from
various job portals such Naukri.com, selecting suitable resumes as per the job description and

11. job requirement of the company, lining up candidates for the interviews and further selection
processes.
Later, this team was also hired by the company and the process was no longer outsourced but
was the part of the company HR itself.
As per the requirement the company also did campus recruitment from various colleges such
as DTU, MNIT, Thapar University, NIT etc.
The students were first hired as trainees in different location and after completion of their
training they were given job roles in specific departments and locations as per the suitability.
After the selection process the candidates were given a Letter Of Intent (LOI) for the
confirmation of their hiring.
The acceptance of the same was asked to submitted/mailed with the following documents:
 Resume
 Qualification Documents
 PAN Card
 Aadhaar Card
 Cancelled Bank Cheque
 Documents of the previous company in which he/she was working (not in case of
campus recruits).
After this a kit was prepared and a check list was maintained in which documents were
arranged in following order
1. Manpower Requirement Form (MPR)
2. Application for Employment
3. Resume
4. Salary Slips, CTC break up, Bank statement (Current Company)
5. Qualification Document (X, XII, and further degrees)
6. PAN Card
7. Aadhaar Card
8. Cancelled Cheque
9. Pre joining Verification form
10. Document of verification.

12. ONBOARD
At this stage, employees who have accepted job offers become part of the company's
workforce. During on boarding, they are provided with the information and tools to work
more efficiently and to integrate into the company culture. Employees learn about the
company's policies, procedures and job duties, and they undergo training. They are also
added to the identity and access management system of the organization.
On-board process inHavells
After the candidates LOI acceptance, he/she was given a joining date before which he/she
had to fill an E-form (HR Joinee form) which comprised of all the personal details, education
details, employment details. After which candidate was called for the joining and according
to the E-form a joining kit was processed in the SAP software, the hard copy of the kit was
given to the candidate.
The joining kit comprised of Code of ethics to be followed by the employees, I- Card form,
post verification form, PF form, Nominee form, Medical Insurance Form, ESS form and the
declaration of the employee.
After which a checklist was maintained to complete the joining kit which comprised of
following documents:
JOINING KIT OF BRANCHES AND HO JOINING KITS OF HOSPITAL
1. Joining Report dully signed
2. Letter of Intent
3. PAN Card
4. Aadhaar Card
5. Cancelled cheque
6. Resignation Acceptance/ Relieving
letter/ Affidavit
7. LOI with CTC
8. Documents of LOI checklist
9. Resume
10. Pre Documents
11. Payslips of current company (Post
verification)
12. Qualification Documents.
1. PAN Card
2. Cancelled Cheque
3. Joining Report
4. LOI with CTC
5. Resume
6. Employment Assessment form
7. Relieving Letter
8. Payslips
9. Qualification Documents
10. Aadhaar Card.
After this the kit is sent to the IT department for code opening which would be the identity
of the employee, then the employee gets registered in the company portals and the
biometric of the employee and their mapping is done to maintain the attendance.

13. Further the employee is given a welcome circular in which various details are given of
1. Havells Intranet- The portal provides an online platform to all employees to have
access to various information and service related to the organisation which is
accessed with the employee code
2. Employee Self Service (ESS)- Online instrument for the employees used for-
Accessing Outlook Mail and SAP, Employee search (through the organisation);
viewing salary/ IT Statement; viewing Leave records and applying for leaves, OD,
check in / check out and absence details; reimbursement Claims etc; updating
Undertaking for tax Saving; performance appraisal.
3. Working Hours & Weekly Offs
4. Leave Policy
a. Leave Cycle: 1 April to 31 March
b. Other Leaves includes
I. Casual Leaves:12 Days per year
II. Earned Leaves 15 days per year(on completion of 240 days)
III. Maternity Leaves: 26 weeks
IV. Holidays: 7 days as per calendar year
5. Dress Codes Guidelines
6. Reimbursement Claims
7. Performance Management system
8. Benefits to employees
a. Salary and statutory benefits
b. Other schemes
c. Nirbhaya Policy
d. Med claim Policy
9. HR admin Contacts
10. Payroll and accounting Contacts

14. TRAINING AND DEVELOPMENT
Training and development is any attempt to improve current or future employee
performance by increasing an employee’s ability to perform through learning, usually
by changing the employee’s attitude or increasing his or her skills and knowledge.
It includes all the processes in which employees are given feedback for their work
through performance reviews, one-on-one check-ins and meetings. Regular feedback
is an essential feature of this stage because it helps executives gain insight into what
motivates employees and it helps employees understand how well they have
performed against goals. Frequent feedback can also boost employee engagement.
Numerous companies use a learning management system or performance
management software -- sometimes included in an HCM suite -- to better manage
employee activity, set goals and give timely feedback. Sometimes, personality
profile tools are used to gather information that can help improve an employee's
performance.

15. RETAIN
Once an employee is integrated into the company and has a sound understanding of his role,
the next challenge is retaining the worker and ensuring continued employee development.
Continuous evaluation, recognition and training are crucial at this stage for sustaining
employee engagement and retaining the employee.
STATUTORY COMPLIANCES
Statutory means “of or related to statutes”, or what we normally call laws or regulation.
Compliance just means to comply with or adhere to. So statutory compliance means
following the laws on a given issue. The term most often uses with organization, who must
follow lot of regulations. When they forget or refuse to follow some of these regulations, they
are out of statutory compliance. A Company that follows all rules is in statutory compliance.
Purpose:
Safeguarding the employees and the enterprise from untoward risks by managing and
consulting on issues such as retirement benefits and taxation.
Statutory Compliance for HR
 ESI Act
 ProvidentFundAct
 GratuityAct
 MinimumWage Act
 Maternity Act
 Paymentof Bonus
 Paymentof Wages
ESI Act (Employee State Insurance Act):
In receipt of wages not exceeding Rs. 1,500/- per month (w.e.f. 01.05.2010) are covered
under the Act. Employer is liable to contribute & deduct specified rate of amount and submit
it to the Corporation within 21 days.
All employees in the factories or establishments to which the Act applies shall be insured
under this Act. The contribution comprise of employer’s contribution and employee’s
contribution at specified rate.

16. Contribution rate:
 Employees- 1.75%
 Employers- 4.75%
Two contribution periods each of six months: 1st April to 30th Sept.
1st Oct. to 31st March.
Two Corresponding benefit period of six months: 1st January to 30th June
1st July to 31st December
Employee Provident Fund Act:
Employees Provident Fund is a small saving scheme that is offered to Indian workers as
well as international workers through the EPFO of India. The scheme allows
accumulation of funds as well as accrual of interest on the accumulated funds.
Both the employers and employees contribute 12% of the basic salary.
Contribution for the purpose of Employees pension Scheme is 8.33% of (12% employers
contribution towards PF) or Rs 540/- whichever is less, will be transferred to Employees
pension scheme and the balance amount will go towards Employee PF
Gratuity Act:
Gratuity is an amount given to employees by employer when they leave the job after
completing five years or minimum 240 days per year or after retirement. The number of
years may differ from company to company. Gratuity is payable under payment of wages
act. Gratuity shall be payable to an employee on the termination of his employment after
he has rendered continuous service for no less than five years.
a) On his superannuation, or
b) On his retirement or resignation, or
c) On his death or disablement due to accident or disease.
Gratuity is calculated as: Basic Salary (Last Drawn)* No. of years worked/ 26*15
Minimum Wage Act:

17. The act provides for fixing minimum rate of wages. Wages shall mean all remuneration
payable to the employed person on the fulfilment of the contract employment and includes
HRA.
It includes:
i. Basic rate of wages and special allowances called the cost of living allowance.
ii. A basic rate with or without cost of living allowance plus any concession on the
supply of essential commodities.
It excludes:
i. The value of rent free accommodation, supply of light, watwer, medical.
ii. Contribution paid by employer towards PF or any scheme of social insurance.
iii. Travelling Allowance.
iv. Gratuity, the appropriate government may fix: A minimum time rate, A minimum
piece rate, A guaranteed time rate, A overtime rate.
Penalty:
i. The inspector staff of the Labour department takes action on complaints received
from workmen/ union.
ii. The penalty for violation is Rs 500/- or imprisonment up to a period of six months
or both.
iii. If a worker gets less payment, he can also lie a claim before the Competent
Authority appointed under the respective districts.
iv. The authority can penalty up to 10 times the difference in minimum wage that was
due and paid.
Maternity Act:
 It is applicable in every Shop or Establishment, Factory, Mine, Plantation or any
establishment belonging to Government
 Every establishment wherein persons are employed for the exhibition of equestrian,
acrobatic and other performances in a State
 In which TEN or more persons are employed or were employed, on any day of the
preceding twelve months.
 The benefits under the Maternity Benefit Act are available to all female employees,
who are not covered under the Employees' State Insurance Act and have worked for a
continuous period of 80 days in immediately preceding the date her expected delivery.

18.  Amendment has increased the duration of maternity leave available for women
employees from the existing 12 weeks to 26 weeks.
 Crèche facility- Mandatory for every establishment employing 50 or more
employees, within such distance as may be prescribed, either separately or along with
common facilities Woman employee should be permitted to visit the crèche 4 times
during the day, which includes the regular rest interval
 Provision for working from home- Depending upon the nature of work and if such
work can be executed from home, on terms and conditions mutually agree between
the employer and the employee.. This is effective from July 01st 2017 onwards
Payment of Bonus Act:
i. The payment of Bonus Act imposes statutory liability upon the employers of
every establishment covered under the act to pay bonus to their employees.
ii. It provides for payment of minimum and maximum bonus and linking the
payment of bonus with the production and productivity.
iii. The Act applies to every factory where 10 or more workers are working and every
other establishment in which 20 or more persons are employed, on any day during
an accounting year.
iv. Ever employee receiving salary or wages up to Rs 3,500 p.m. and engaged in any
kind of work whether skilled, unskilled, managerial, supervisory etc. Is entitled to
bonus for every accounting year if he has worked for a least 30 working days in
the year.
Calculation of Bonus 8.33% of basic, on a monthly basis ( employers Contribution)
Penalty:
The punishment provided for the contravention of any provisions of the Act or any rues made
there under is imprisonment for term, which may extend for 6 months or with fine, which
may extend to Rs. 1000/- or with both.
Payment of Wages Act:
i. It is a central legislation which applies to the persons employed in the factories and to
persons in industrial or other establishments.
ii. This act does not apply on workers whose wages payable in respect of a wage period
average Rs. 1600/- a month or more.
iii. This Act has been enacted with the intention of ensuring timely payment of wages to
the workers without unauthorised deductions.

19. iv. The salary in factories/establishment employing less than 1000 workers is required to
be paid by 7th of every month and in other cases by 10th day of every month.
v. A worker, who either has not been paid wages in time or an authorised deduction have
been made from his/her wages, can file a claim either directly or through a Trade
Union or through an inspector under this act.
OFF BOARD/EXIT
Employee exit management is the process used within many businesses to terminate
employee contracts in professional manner. It applies to employees who have resigned and
those that have been terminated/absconded by the company.
When an employee is terminated there are number of considerations that an organization
needs to consider in order to cleanly end the relationship between the company and the
employee The Company as a legal entity has a responsibility to the employee which may
extend beyond the period of employment and this is the primary focus of the exit procedure.
This stage starts when either the employee submits his/her resignation letter, or when the
employee is given a notice period for termination or when the employee retires.
There are 5 stages in this process:
Stage1: The employee submits the resignation letter
Step 2: The employee is given a certain notice period to serve before he’s relieved.
Stage 3: On the last day of the notice period the payments of employee is blocked and the
employee is subjected to an exit interview.

20. Step 4: After the interviews the documents are forwarded to the regional HR head who
attaches to it the clearance form which states the final settlement amount for the employee.
Then the documents are forwarded to the Head Office of Havells in Noida, UP.
Stage 5: The employee is given the relieving letter.
LEARNINGS
 Joining process of Head office Branches and hospitals, and documents to be collected.
 Maintaining the LOI checklist and Joining Checklist.
 Handling SAP software.
 Various Compliances and benefits to the employees.
 How Post and pre verification of the new employees is are done.
 Leave structure, Time shifts, holidays and how mapping of the employees is are done.
 Salary structure of the employees.
 Lining candidates for the interviews.
 Creating and issuing LOI to the candidates.
 Dispatching appointment Letters.
 Maintaining database of the employees (MIS) in excel sheet.

21. BIBLOGRAPHY
1. https://www.havells.com/
2. https://searchhrsoftware.techtarget.com/definition/employee-life-cycle
3. https://www.financialexpress.com
4. https://economictimes.indiatimes.com
5. http://www.findarticles.com
6. http://www.citehr.com
7. https://www.havells.com/
8. https://searchhrsoftware.techtarget.com/definition/employee-life-cycle
9. https://www.financialexpress.com
10. https://economictimes.indiatimes.com
11. http://www.findarticles.com
12. http://www.citehr.com