This document summarizes an internship project on the employee life cycle at Sandvik Asia Private Limited in Pune, India. It discusses the importance of understanding the employee life cycle and describes the key stages an employee progresses through from recruitment to retirement. The document outlines Sandvik's profile and operations. It then describes the research methodology used in the study, which included a questionnaire and analysis of company documents and records. Charts are presented analyzing different aspects of the employee life cycle such as notice periods, submission of documents, reasons for employee separations, and processing of retirement benefits. In conclusion, the study provides insights into managing the various stages of an employee's tenure.

1. Presented by: Aishwarya Surag
Under The Guidance of :
Dr. Nitin Bhand
Mrs. Rameshwari Deshpande
SUMMER INTERNSHIP PROJECT ON
EMPLOYEE LIFE CYCLE

3. INTRODUCTION OF TOPIC
 EMPLOYEE LIFE CYCLE
 The employee life cycle is a concept in human
resource management that describes the stages of an
employee’s time with a company and the role of the
human resources department plays at each stage. An
employee life cycle is the overall journey of a staff
member will take while they work at any given
organization. It is the whole journey of employees
from entry to exist. It is a multidimensional approach
and broad term including selection, recruitment,
mentoring, development, learning, compensating
performance appraisal, practices, evaluation
promotion decision etc. with different focus of gender,
religion, life, experience and diversity. It gives

4. Importance/ Need:
 To solve the minor issues before the bigger conflict.
 To utilizing human resources in optimum manner.
 It gives you accurate assumption bout future needs
requirement.
 It gives your idea about what plans and action should
take for employees.
 Gives you appropriate knowledge about what is
training needed.
 Maintaining record safely for designing policies.
 Helpful in smooth functioning of company for many
years.
 Build a prestige n reputation in market.
 Employee life cycle is considered an important part of
HR department because it deals with the most asset
of the organization

5. COMPANY PROFILE

6.  Sandvik is a global company founded in 1862
by Goran Fredrik Grandson in Sandvik, Sweden.
 Sandvik is a technology engineering in tools and
tooling systems for metal cutting, equipment, tools
and services for the mining and construction
industries, products in advanced stainless steel and
special alloys as well as products for industrial
heating.
 In 2018, they had about 43,000 employees and sales
of about 89 billion SEK in more than 130 countries.
 Our operations are based on unique expertise in
materials technology and extensive insight into

7.  Key facts about the Sandvik Group:
 Number of employees are 43000 approx.
 Research and development investment3.5 billion
 Headquarter is at Sweden Stockholm
 VISION AND VALUES
 stimulate and reward significant efforts in
industrial innovation. Our vision is to set the
industry standard – the benchmark for others to
follow. Striving ... core values are the heart of our
culture and identity.

8. CORPORATE STRUCTURE
 Goran Fredrik Grandson, founder of Sandvik.
 Sandvik’ s operations are organized into three
business areas.
 Organizational information:
 Sandvik’ s organizational way of working is to be
decentralized and entrepreneurial to ensure value
for shareholders and customers.

9. CORPORATE STRUCTURE &
DETAILS
SANDVIK
SMS SMRT SMT

10. PRODUCTS :

11. RESEARCH
METHODOLOGY
 Data collection method :
 Data collected through questionnaire .a questionnaire
consist multiple question including specific and
general questions related to study topic.
 Sources of data: There are mainly two type of data .
 Primary data: questionnaire
 Secondary data: internet
 Past records
 Personal files
 Company HR policy
 Corporate guide
 Statistical tool used: Bar diagram, graphs ,pie chart

12.  Types of
Research
Exploratory
Research
Descriptive
Research
Explanatory
Research
Research approach
used
Unstructured Structured Highly structured
Research
conducted through
Asking research
questions
Asking research
questions
By using research
hypotheses.
When is it
conducted?
Early stages of
decision making
Later stages of
decision making
Later stages of
decision making

13.  Exploratory Research: As the name suggests,
exploratory research is conducted to explore the research
questions and may or may not offer a final conclusion to the
research conducted. It is conducted to handle new problem
areas which haven’t been explored before. Exploratory
research lays the foundation for more conclusive research
and data collection. For example, a research conducted to
know the level of customer satisfaction among the patrons
of a restaurant.
 2. Descriptive Research: Descriptive research focuses on
throwing more light on current issues through a process of
data collection. Descriptive studies are used to describe the
behavior of a sample population. In descriptive research,
only one variable (anything that has quantity or quality that
varies) is required to conduct a study. The three main
purposes of descriptive research are describing, explaining
and validating the findings. For example, a research

14.  Sample design: convienence sampling
 Convenience sampling (also known as
availability sampling) is a specific type of non-
probability sampling method that relies on
data collection from population members who
are conveniently available to participate
in study. ... In convenience sampling no
inclusion criteria identified prior to the
selection of subjects.
 Sampling unit:the samplint unit is limited only to
sandvik asia employees of pune at reginal area
pune.
 Sample universe : 2500 employees
 Sample size:107 files.

15.  Advantages of Convenience Sampling
 Simplicity of sampling and the ease of research
 Helpful for pilot studies and for hypothesis
generation
 Data collection can be facilitated in short duration of
time
 Cheapest to implement that alternative sampling
methods

16. OBJECTIVES OF THE
STUDY

 To study the current employee life-cycle of the
company .
 To understand the relationship between employee
satisfaction and employee life cycle based on various
attributes such as age ,gender ,experience with the
companyand department.
 To understand the level of satisfaction of the
employees over the life cycle and how they
changethe cycle .
 To understand the various factors which the employee
considers while leaving job.
 To recommend various measures that the company

17. LIMITATIONS
 The time given for project was limited
 The respondant sof study are very busy and have
not much time to respond and answer.
 Study area was restricted to sandvik asia private
limited
 Sample size was small so it was limited to 107
peoples only

18. OBSERVATION
 Through my internship period at The SANDVIK
ASIA PVT. LTD., I have observed some issues
which are:
 Recruitment and selection process done
continuously
 Proper use of internal sources of recruitment.
 If any person has crossed his probation period,
then confirmation letter should be added into
personal file
 Performance evaluation may cause to change in
terms and condition of the person
 Employees who has completed 5/10/15/20 years
so they are rewarded by some gift vouchers

19. DATA ANALYTICS
 Trainees, employees and apprentices have been given a notice
period so that they can be terminate in given period and their
monthly salary details during the period of their training are
mentioned. their services can be transferable at short notice to
any plant, branch office works etc.
 1 month
 3 month
 6 month
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
1 3 6
71.7%
28.2%
0.1%
Notice period

20.  Recruiting any person in company they must have been
givenappointment letter to employees in rarely cases its missing
Appointment letter, person’s designation department joining
/issued date are mention over thereand some clause with
legislation
1
Yes 98.9%
No 1.1%
1.1%
98.9%
0.0%
20.0%
40.0%
60.0%
80.0%
100.0%
120.0%
Appointment letter
No Yes

21.  The employment starts After finishing probation
period employees are confirmed theiremployment
in organisation n get a confirmation letter with
their post department n working hours’ details

Count of Additional Documents
Yes 51%
No 49%
49%
51%
0%
20%
40%
60%
80%
100%
120%
AxisTitle
Axis Title
Confirmation letter
No Yes

22.  Every year company give the appraisal letter to
the employee in the month of April. And give them
remarks warning and suggestion to perform
better.
2014 2015 2016 2017
yes 81% 68% 74% 72%
no 19% 34% 43% 61%
19%
34% 43%
61%
81%
68%
74%
72%
0%
20%
40%
60%
80%
100%
120%
140%
APPRAISAL LETTER
no yes

23.  Incentive letter is given in February month where
per some percent or fixed number of criteria as
10% 40% is given to them with salary.
2014 2015 2016 2017
No 13% 72% 71% 38%
yes 87% 30% 44% 92%
87%
30%
44%
92%
13%
72%
71%
38%
0%
20%
40%
60%
80%
100%
120%
140%
Incentive letter
No
yes

24.  This is the stack column which shows that while onboarding the
documents supposed to be submitted in time .at the time of auditing we
have checked a bulk of files where I found that some documents are not
available. needs to be submit immediately no of employees who has
submitted the essential documents and who have not submitted
 Resumes,
 Medical Certificate,
 Interview Rating Sheet,
 Application form
 Form 11
Medical
report
Resume
Applicati
on form
Intervie
w rating
sheet
Form 11
Yes 71% 82% 51% 58% 9%
No 29% 18% 49% 42% 10%
29% 18%
49% 42%
10%
71% 82%
51% 58%
9%
0%
20%
40%
60%
80%
100%
120%
Documents submitted by Recruiter
No Yes

25.  I have gone through 107 files, where separated
employees files is closed down after FNF
process. I have found that more peoples have
resigned due to personal reasons .very few
peoples are retired and transfer .hardly peoples
are get separated under voluntary retirement
scheme .
68%
8%
12%
12%
REASONS FOR SEPARATIONS
Resigned Resigned(VRS) Retired Transfer

26.  Superannuation should be given immediately
after retirement ,it takes maximum 45 days to
process but sometimes due to some technical
issues or personal issues some data may be
missing which is needed so delay happens
8
34
30
8
1
0
5
10
15
20
25
30
35
40
15days 1month 3months 6months more than
6 months
SA PROCESS TIMESPAN

27.  Superannuation while leaving the organisation
maximus employees request to withdrawal and
less requested for the transfer
90%
10%
SA REQUEST
Withdrawal Transfer

28.  Provident Funds mainly transfer from one
company to another rather than withdrawing ,
less employees requested to withdraw that
money
44%
56%
PF REQUEST
withdrawal Transfer

29. FINDINGS
 Attrition rate should not affect company growth .
 No balance in male and female employes.
 While recruiting the person that time only each n
everydocentshould be submitted properly.
 Only 5% employees are female.
 Details are confirmed and verify then proceed for
further actions
 Until all documents are not available. they should not
eligible to onboards
 Filing should do immediately
 At time of Hiring employees should aware about
forms and documents
 Scheduling must be done so you can reduce the cost
and save the time

30.  The study reveals that the employee life cycle of employee
at SANDVIK ASIA PVT LTD is Satisfactory.
 The organisation is recognizing the importance of
satisfying the employees and retaining them.
 . There is a lot of scope for improvement in the
engagement services which could be highly helpful in
retaining the best talent.
 Further improvement can be made so that all members are
highly satisfied with the procedures.
 In the end, we came to know how HR is implementing glob
ally and the benefits of apply these practices to the
business.
 As Whalen said:
 “If you have a happy employee, you have a productive
employee”


31.  I found there is no balance in male and
female employees this factor should be taken
care
 In ordr to encourage n entertain the
employees and prevent from boredom they
can arrenge daily basis programes like yoga
,zumba
 Employee referral scheme should be
motivated so that employee can be work
more efficiently.