This document provides an overview of HR practices at Moser Baer India Ltd. It discusses the company's vision, recruitment process, performance management system, employee engagement initiatives, and reward and recognition programs. The HR department ensures recruitment, training, performance appraisal, compensation and benefits administration. Employee engagement is promoted through open communication forums, grievance redressal mechanisms, and events that foster bonding between employees and their families. The management information system supports decision making through analysis of business problems and computer applications.

1. A
PROJECT REPORT
ON
OVERVIEW OF HR
At
Moser Baer India Ltd, Greater Noida
Submitted By:
RITU RANA
M.B.A(HR)

2. PREFACE
The objective of this training work is to raise the level of performance in one or
more of its aspects and this may be achieved by providing new knowledge and
information relevant to a job.
Practical training is more important part of theoretical studies. It covers all that
remains in classroom i.e. without it our studies remains ineffective and
incomplete.
Also it is a well known fact that practical training plays a very important role in
future building of an individual. Only gaining theoretical knowledge is just not be
very beneficial for me in building my future.

3. ACKNOWLEDGEMENT
I would like to thank Mr. Rajiv Sahdev, Mr. Harsh Govil and Mr. S. Pathak and HR
training team for providing me a chance to work at this centre and interact with
highly learned professionals.

4. INTRODUCTION
Moserbaer, headquarter in New Delhi, is one of India’s leading technology
companies. Established in 1983, the company successfully developed cutting edge
technologies to become world’s second largest manufacturer of Optical Storage
media like CDs and DVDs. The company also emerged as the first to market next-
generation of storage formats like Blue-ray Discs and HD DVD. It is the first
storage media company in the world to ship HD,DVD’s using a special disk
structure using common materials Recently, the company has transformed itself
from a single business into a multi-technology organization, diversifying into
exciting areas of Solar energy, Home Entertainment and IT Peripherals &
Consumer Electronics. MoserBaer has a presence in over 82 countries, served
through six marketing offices in India, the US, Europe and Japan , and has strong
tie-ups with all major global technology players it is among top media
manufacturers in the world. It is the first in world to start volume shipments of
HD DVD-R. It is the lowest cost manufacturer of optical media in the world.

5. VISION & MISSION
Products:
Optical Storage Media:-
Recorded Compact Disks CD-R
Rewritable Compact Disks CD-RW
Prerecorded CD/DVD
Digital Versatile Disks DVD-R
Rewritable Digital Versatile Disks DVD-RW
Light Scribe- enabled media
Entertainment- Distribution of movies, film production & theatrical distribution.
IT- Peripherals & Consumer Electronics- Optical Disk Drives, Headphones,
Keyboards , Optical Mouse, DVD players.
Photovoltaic Cells- Crystalline Sillicon Cells & modules

6. Values for MBIL employees-
Honesty, Empathy, Integrity, Commitment, Edge, Accountability, Celebration,
Motivation, Safety & Pursuit of excellence.
IMS at Moserbaer
 EHS=EMS+OH+S
 Q&EHS=QMS+EMS
 Satisfy customer needs
 Complying with regulations
 Meeting environment objectives
5S followed in Moserbaer
It is a series of steps taken for ensuring proper organization neatness, cleanliness,
standardization and discipline in company’s housekeeping and workplace
management practices.
1. SEIRI(Short)
2. SEITON(Set)
3. SEIKETSU(Shine)
4. SHITSUKE(Standardisation)
5. SHITSUKE(Susatin)

7. HUMAN RESORCE IN MBIL
Any organization that would like to be dynamic and growth oriented has to pay
attention to development of its human resource. People working in the
organization must be helped to pay attention to the development of its human
resource. People working in the organization must be helped to acquire
capablilities for effective performance of new roles/functions/tasks that may arise
in the process of company’s growth and change in the environment. MBIL
endeavour’s to nurture environment , training, job progession, recreation etc to
ensure that they have a fruitful and mutually beneficial association with the
company.
HR Goals
 Improve employee engagement across the organization
 Maintaining industrial harmony
 To ensure that compensation, carrer growth and future path are
performance driven
 To see to it that employee suggestions are forthcoming and frank, with the
organization giving it a clear ear and acting on wherever necessary
HUMAN RESORCE MANAGEMENT IN MBIL
The HR department of MoserBaer has many tentacles. I will give in brief
about each thought I would like to make clear that MoserBaer India Limited
Human Resource.

8. Department wise sub-division

9. RECRUITMENT
Recruitment is a dynamic and very much required as far as any organization
is concerned and MoserBaer tries to take the best candidates out of the
numerous employees’ curriculum vitae.
The recruitment process of MoserBaer happens by three modes either
from Naukri.com, through Walk-in or through employee referrals but all
have to go to through strict procedure. But as now company has surplus
manpower so its not recruiting candidates.
The recruitment happens at all levels from the level of DET to Engineer,
Managers, General Managers etc. HR executives look after the recruitment
process. And the department head takes the main interview, HR executives
need to maintain a MIS for the process as the top management is aware
regarding the same. Current situation of Moserbaer says that they have
manpower in excess so currently they don’t recruit employees.
PERFORMANCE MANAGEMENT SYSTEM
This team takes care of the performance appraisal of the employee it is
very important as this is the team which finds whatever training and
appraisals increments and promotion has to be given to the particular
employee it maintains all the database as well has complete authorization.
The entire process is looked after by them. This is important as people can
never be satisfied with their salary as well as the position so with the
performance they are promoted or given increment so they work in the
present organization. Even the employees are given production incentive
by which they feel very motivated as their salary keeps on increasing
annually according to their performance.

10. MANAGEMENT INFORMATION SYSTEM
MIS is short for management information system or management
information services.
Management information system, or MIS, broadly refers to a computer-based
system that provides managers with the tools to organize, evaluate and efficiently
manage departments within an organization. In order to provide past, present
and prediction information, a management information system can include
software that helps in decision making, data resources such as databases,
the hardware resources of a system, decision support systems, people
management and project management applications, and any computerized
processes that enable the department to run efficiently.
The role of the management information system (MIS) manager is to focus
on the organization's information and technology systems. The MIS
manager typically analyzes business problems and then designs and
maintains computer applications to solve the organization's problems.

11. Manpower Budget
Manpower Budget is approved by the business/ plant head and the
requirement for the manpower is catered through annual budget. There is
specific manpower budget for each and every department in the
organization
Manpower Budget In MBIL
It forecasts following:
 Additional number of manpower requirement
 Additional number of lines required in plant for budgeted production
 Grades of manpower employed
 Slabs of manpower employed
 Manpower on roll or tempraray

12. EMPLOYEE ENGAGEMENT
Role & Functions of ER
Maintaining Harmonious relations with Internal & External Stakeholders.
Employees Grievance Redressal
 Discipline Management
 Check & Balance Pressure Groups
 Liaison with Government Authorities / District Administration
 Vigilance & preventive actions for possible IR situations.
 Employees Engagement Initiatives.
 To provide effective Communication Forums, to record & resolve issues
proactively.
 Statutory Compliances
 Handling Legal Cases

13. Managing Internal Environment
Business & Information Sharing
1. Open House by Senior Leadership Team
2. Plant Open House
Communication Forums
1. Communication Meetings
2. Cafeteria Committee Meeting
3. Transport Committee Meeting
4. Plant Safety Committee Meeting
5. Sports Committee Meeting
6. Town Hall Meetings
Grievance Redressal Mechanism
1. HR Helpdesk
2. Live Helpdesk
3. Global Helpdesk
4. Kiosks on Shop Floor
5. Query Window at Time Office
6. Know Your Policy Programs
7. Grievance Redressal Procedure
Associates Interface
1. Moser Baer Intranet Portal
2. Moser Baer Rainbow
3. Team News Boards
4. Panorama Advisory Board
5. Anti Harassment Committee
6. Corporate Business News

14. Bonding with Families
1. Family Visit to Plant
2. Meritorious Children Award
3. Girl Child Scholarship Award
4. Attending Happy & Sad Occasions
5. Family Health Checkup Camps
6. Wedding Gift with Congratulation Letter
7. Employees & Families Get-together
Managing External Environment & related stake-holders
1. Networking with Industries in Vicinity
2. Close Vigilance of Industrial Unrest/Agitation in the Vicinity.
3. Tracking existence of Trade Unions in Vicinity
4. Studying & gathering inputs from IR History of vicinity
5. Scheduled interaction with IR Officials of industries in vicinity
6. Share-in & Share-out of the IR information with neighbouring industries.
7. Due support to vicinity industries in critical situations.
8. Studying IR Potential threats & taking preventive measures
9. Identifying areas of Disharmony & acting proactively
10. Maintaining laision with influential Political Leaders
11. Close vigilance on changing Political Scenario in the State & local.
12. Attending “Udyog Bandhu” Meetings regularly.
13. Capturing News on changing Administrative Scenario
14. Liaison with all Govt. Officials & other Administrative Authorities
15. Compliance to Laws of the Land.
16. CSR Initiatives.
17. Blood Donation Camps.

15. REWARD & RECOGNITION
Objective of R&R:
 To create an environment where people strive from within to excel in
meeting their stake-holders expectation.
 To build a performance culture driven by team work, process and
systems that can be sustained over a long period of time.
 To build a culture of appreciation within MBIL.
The Key
Drivers
Reward
Schemes
Eligibility Frequency
Achieving
Excellence
Employee of the
month
Up to Sr. Engineer/Sr.
Officer Level
Monthly
Employee of the
Year
Upto Sr. Engineer/Sr.
Officer Level
Annual
Achiever’s
Award
AM – Mgr Level who
have gone
through at least one
appraisal cycle
Annual
Outstanding
Manager
of the Year
Sr. Managers – DGM Annual, June
Innovation
Suggestion
scheme
All Employees
Quarterly,
Starting Jan
every
quarter.

16. Innovation
Award
All Employees
Annual,
August
Business
Leadership,
Team Work
Quest For
Excellence
All completed projects
utilizing six sigma
tools/methodologies
Annual,
August
Team Work
Appreciation
Award
All Employees
Annual ,
March
On the Spot
Award
All employees up to Mgr
Level
Anytime (on
the spot)
MBIL Values TIPS All roll employees Half Yearly
Longevity Service Award All employees Annual, Jan
TRAINING & DEVELOPMENT
Learning & Development- Training
We are a company that has a number of pioneering credits to its name-HD,
DVDs and blue-laser discs standards being the more recent successes that
we have had on a global scale. We now intend to create history in the fast
emerging field of solar energy and photovoltaic. Being at the cutting edge
and having created international standards, we would know these
technologies inside out. Thus, we believe comprehensive and high quality
training is critical to maintain our leadership status. On a continuous basis,

17. our people undergo a series of training programs that encompass technical
and functional training, behavior skills and other Management
Development programs. This department looks after different types of
training happening in MoserBaer India Limited.
Training is the most important function that directly contributes to the
development of human resources. Training is essential because technology
is developing continuously and at a fast rate. Organisation should create
conditions in which people acquire new knowledge & skills & develop
healthy patterns of behavior and style.
The different types of training involves-
 Mandatory Training
 Behavioral Training
 Process improvement Training
 Functional Training
There are more than 200 types of training programs that happen in this
organization.
These are some part of training-
Mandatory Training- It includes induction of employees as well as UST, Integrated
management system, vision, mission & values.
Behavioural Training- It includes staying ahead , motivational training, behavior,
communication, team work etc
Process Improvement- It includes kaizen, Six sigma, 5s, TQM.
Functional Training- It includes Microsoft Excel, CDR etc.

18. Provident Fund
A compulsory, government-managed retirement savings scheme used in
India, Hong Kong, Singapore, Malaysia, Mexico and other countries that is similar
to the United States Social Security program. It is run by a government for the
benefit of its citizens. A provident fund is a form of social safety net into which
workers must contribute a portion of their salaries and employers must
contribute on behalf of their workers. The money in the fund is then paid out to
retirees, or in some cases to the disabled who cannot work.
Form 19- Withdrawl
Form 10C- Pension
Form 31- Advance Withdrawl
Form F- Gratuity
Form 5- Declaration
Form 2- Nomination
Form 13- PF Transfer
Form 19 & 10C- Resign 2 months later(LWD)
Form 13- Transfer
Form 31- Advance PF
Cases for provident fund
(i) Purchase of property- Form 31+ Declaration+ Proof of property
Eligibility- 5 years of service
Amount- 80-90%
(ii) Marriage- Form 31+ Proof of marriage
Eligibility- Minimum 7 years of service .
Amount- 50%
(iii) Severe Illness- Form 31+ Medical Paper

19. TIME OFFICE
This department teams looks after the attendance of all the employees working in
the plant. Secondly it solves all the issues related to the same and also takes care
of all the grievances regarding the leaves applicable to the employees whether it
is sick leave or casual leave or earned leave.
It also looks after and maintains the compensation record of the employees, theit
employee provident fund, pension scheme, employee state insurance- sickness,
maternity and employee injury benefits.
BEST PRACTICES IN MBIL
MBIL also has an organization-wide 'TIPS for Success' reward scheme to recognize
individuals who uphold Moser Baer Values and become 'ambassadors of the
organisation. So far 15 such people have been awarded and their success stories
shared with people through Intranet, magazines etc. We have a 360 degree

20. leadership survey for all our senior management employees which has specific
questions on Values. This is an index that helps us to measure the value alignment
of our senior management employees. The organization demonstrates significant
strength across all values and particularly on the value of 'Integrity' with a score of
3.22 on a scale of 4 It is also a part of our Performance Management System and
the values assessment has a bearing on any decision that is taken as an outcome
of PMS exercise. While these practices encourage employees to adhere to values,
we also take strict action on any value violation to send a strong message to the
team.

21. MY EXPERIENCE AT MOSERBAER
I joined Moserbaer on 19oct for a week’s training, from the very first day I feel a
great experience their, each and every person was very cooperative friendly and
helping in nature. I found there a great working environment and new innovative
work styles. I met with lot of effective persons who really motivated me to be
successful and effective in life. I really appreciate the system of Moserbaer in any
work life from entry to exit. Cafeteria to work place every place is very systematic
and well equipped.
RITU RANA
MBA(SUMMER TRAINEE)