tripti gupta

7/29/2019 Tripti Gupta

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SUMMER TRANING REPORT

ON

HRIS AND JOB ANALYISIS

(SESSION-2011-13)

SUBMITTED TO :-SUBMITTED BY :-

H. N. Srivastava Tripti Gupta

Banaras Beads Ltd.

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SUMMER TRANING REPORT

ON

HRIS AND JOB ANALYISIS

SUBMITTED UNDER PARTIAL FULLFILMENTOF THE REQUIREMENT FOR THE AWARD DEGREE OF

TWO YEAR (FULL TIME) MBA.

(SESSION-2011-13)

MICROTEK COLLEGE OF MANAGEMENT &TECHNOLOGY VARANASI

SUBMITTED TO :-

SUBMITTED BY :-

H. N. Srivastava Tripti Gupta

Banaras Beads Ltd.

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Declaration

I hereby declare that the information presented in this dissertation

report is correct to the best of my knowledge. This report has not been

published anywhere else. This report is a part of my course curriculum

and the main objective of this is know the Project Report on HRTs

JOB Analysis

Tripti Gupta

P.T.U. (Varanasi)

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Acknowledgement

It is my pleasure to thank all who helped me directly or indirectly in

preparation of this project. It is a great privilege to record my deepest

sense of gratitude to all the people who stood by me throughout the

making of this project.

The first person I want to thank to the director of MICROTEK

COLLEGE OF MANAGEMENT & TECHNOLOGY VARANASI

for providing us with an excellent environment for developing this

project.

I also reserve my special thanks to H. N. SRIVASTAVA for his

benevolent guidance, heartfelt encouragement and constructive criticism

for that helped me immensely in the development of this project.

Finally my gratitude goes to all the BRIJ MOHAN SRIVASTAVA for

their perseverance and cooperation with all their blessings.

Without their support my project would not have taken its present shape.

Hope you will appreciate my effort.

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Chapter I

Project Report on HRTs & JOB Analysis

A Human Resource management system (HRTS) or Human

Resource Information System (HRIS)

Refer to the system and processes at the intersection between

human Resource management (HRM) and information technology. It

merges HRM as a discipline and in particular its basic are HR

activities and process with the information technology field. Whereas

the programming of the data processing system evolved into

standardized routine and package of enterprise resource planning

((ERP) software. On the whole these ERP systems have their origin an

software that integrates information from different application into

one universal database. The linkages of its finical and Human resource

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modules through one database is the most important distinction to the

individually and proprietary developed predecessors, which makes

this software application both rigid and flexible.

Administrative and Strategic implementations of HRIS

In examining the benefit of HRIS there are two extremes the pure

administrative use of

HRIS and its strategic use-

Ultimately the goal of both is to increase organizational value.

HRIS efficiency and administration effectiveness can be described by

studies of administrative HRIS, but the overall efficiency and

effectiveness of an organization can only be reached through strategic

development of the information provided by an HRIS

Administrative HRIS- is used in day to day operations and its usually in

the from of records that hold employee information. Administration HR

is much more efficient when it is used with IT become HR professionals

are better able to handle large amount of information efficiently for

instance, was tan Wyatts survey report (2002) concluded that it does not

take a high progressing of e- HR to reach high HRIS performance on the

administration side. The results showed that a properly integrated e-HR

system is the system is the key to the evolution of the system.

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The survey covered all organization sizes and the measure used

includes productivity improvement within the HR organization, cost

reductions, return an investment and enhanced employee

Communication. They concluded that by properly implementing one HR

system an organization should be able to reduce the amount of work for

which the HR department is responsible which would them leave HR

professionals fees to concentrate an performing more strategic role of the

organization.

In contrast administrative HRTS, strategic HRIS is much more

difficult to explain and measure became there is no way to be sure that

the benefit are a direct result of strategic development of an HRIS system.

Strategic HRIS- Consists of tools that assist in decision making. For

example strategic decision may include those associated with recruitment

and retaining employees. Much if not all, at the administration

information held by HRIS can be used to analyze an organization and

formulate strategic to increase the value of an HRIS. Some experts also

believe that easy access to vital information will become an integrated

part of many strategic decision making process (couch, Hughes, fag an,

maggots 2002) But, the possible of strategic development skill remain

useless without a way of getting there.

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Method A survey was Developed and send to the Human Resource

Director of public university in a state university system in the south as

unities state. We wished to assess the tragic. Impact of HRIS. So the

surveys were targeted at HR directors rather than lower level users of the

system. All of the institution in the university system employee the same

software package for their HRIS, which removed the potential of

variation in response due to different software venders. The angering of

higher level personal and the standardization of the software reduced the

potential population for the sample.

Approximately 30 surveys were returned. Linker type items an a

five point scale and open ended questions were employed on the survey

to measure the perceptions of the HR directors in regard to the impact of

the HRIS on HR processes, the time spend an various HR activities, the

expense of HR activities level and use of information within the

organization the role of HR department and strategic decision making

little empirical investigation has been conducted on these topics. While in

previous reached has assessed satisfaction with in the amount of usage of

HRIS system (Haines and petit, 1997) and the types of application for

which HRIS is used (Elliott and Tevavichulada, 1999) Ball 2001) few

any empirical studies have addressed the issue of concern the current

study. The item an the survey were generated based upon suggestion

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developed from review of the generate previous literature in general, and

Watson, wyatt (2001) and feigenbaum (1983) in particular in regard to

costs.

Appendix

1-Items used in the survey Response key-

(i)Strongly disagree

(ii) Disagree

(iii) Natural

(iv) Agree

(v) Strongly agree

Example-

1- I am actively involved with the human resource

informant an system (HRIs)

2- Over all I am satisfied with our HRIS

3- The employees of the Human Resource (HR)

department appear to be satisfied with our HRIS

4- Our HRIS has decreased the time spend on

recruiting.

5- Our HRIs has diereses the time spend an training.

6- Our HRIs has decreased the time spend am making

staff decision.

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7- Our HR employees understand how to use the

Human Resource information system.

8- Our HRIs has made our HR decision making more

effective.

9- Our HRIs has made the HR department more

important to the institution.

10- We are satisfied with the employment of our HRIs.

19- Our HRIs has decreased the time spend processing paper

work

20- Correcting errors.

21- Our HRIs decreased cost per hire

22- Our HRIs decreased training expenses.

23- Our HRIs decreased recruiting expenses.

24- Our HRIs decreased data input expenses

25- Our HRIs has decreased the overall HIR staff salary

expense.

26- We are satisfied with the way in which system upgrades

have been installed.

a. Strongly disagrees

b. Natural

c. Agree

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d. Strongly agree

e. Not applicable

27- System upgrades have improved the HRIS system.

Strongly disagree

Disagree

Natural

Strongly agree

Not applicable

Purpose-

The function of Human Resource department is generally

administrative and common to all organization may have

formalized selection, evolution any payroll processes. Efficient and

effective management of Human capital progressed to an

increasingly imperative and complex process.

The HR function consists of tracking existing employee data which

traditionally includes personal histories, skills, capabilities

accomplishment and salary.

To reduce the manual workload of the administrative activities,

organization began to electronically automate many of these

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processes by introducing specialized human resource management

system.

HR executive rely an internal or external IT professional to

develop and maintain and integrated HRMS. Before the client

serve architecture evolved in the late 1980s many HR Automation

processes were relegated to mainframe computers that could

handle large mounts of data transactions

In consequence of the high capital investment necessary to buy or

programme proprietary software these internally developed HRMS

were limited to organization that possessed a large amount of

capital. The advent of client server. Application service provider,

and software as a services seas or Human Resource Management

system enabled increasingly higher administrative control of such

system.

Currently Human Resource Management system encompass-

1. Payroll

2. Work time

3. Appraisal performance

4. Benefit administration

5. HR management Information system

6. Training, learning management system.

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7. Recruitment

8. Performance Record

9. Employee self service

The Pay roll module automates. The pay process by gathering data

on employee time and attendance calculating various deductions and

taxes, and generating periodic pay cheques and employee tax reports.

Data is generally automatic from the Human Resource and time keeping

modules to calculate automatic deposited and manual cheque writing

capabilities. This modules com encompass all employee related

transactions as well as integrate with existing financial management

system.

The work time modules

Standardized time and work related efforts. The most advanced

modules provided board flexibility in data collection methods, labor

distribution capabilities and data analysis feature cost analysis and

efficiency retrace are the primary function.

The benefits administration module

Provide a system for organizations to administer and track

employee participation in benefit programmed. These typically

encompass insurance compensation profit sharing and retirement.

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The HR Management Module

Is a component covering many other HR aspacts from application.

The system record basic demographic and address data, selection,

training and development, capabilities and skill management,

composition planning records and other related activities. Leading edge

system provide the ability to read application and enter relevant data to

applicable database fluid nothing employee and provided position control

management function involves the recruitment placement, evaluation

compensation and development of the employee of an organization

Initially business used completive based information system to-

Produce pay cheeks and payroll reports

Maintain personal records.

Pursuer talent management

Online recruiting has become one of the primary methods

employed by HR department to genre potential candidate for

available position within an organization Talent management

system typically encompass.

Analyzing personal usage with in an organization.

Identifying potential applicants

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Recruiting through Company facing listing

Recruiting through online recruiting cutes of publications

that market to both recruiters & applicants

The significant cost incurred in maintaining an organized

recruitment cross posting within & across general or industry specified

job boards & maintain a competitive exposure of availabilities has given

rise to the development of a dedicated applicant tracking systems or ATS.

Module.

The Training Module-

Provides a system for organization administer & track employee

training & development effort. The system, normally called a learning

management system if a standalone product allow HR to track education

qualifications skill of the employees or well as cutting what training

course books, CDS, Web based learning or materials are available to

develop which skills course can than be offered in data specific sessions

with delegates & training resources being mapped & managed within the

same system sophisticated IMS allow managers to approve training,

budgets & calendars alongside performance management appraisal

meters

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The Employee self service module-

Allows employees to quarry HR related data & perform same HR

transactions over the system. Employees may querry their attendance

record from the system without asking the information from HR

personnel. The module also lets supervisors approve O.T. requests from

their subordinate through the system without overloading the task on HR

department.

Many organization have gone beyond the traditional functions &

developed human resource management information system which

support recruitment, selection, hiring job placement, performance

appraisals employees benefit analysis, health safety & security, while

other integrates an out soured applicant tracking system that encom

passes a subset of the above.

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Job Analysis is the process of describing & recording aspects of

job & specifying the skills & other recruitment necessary to perform the

job.

Job analysis is a systematic approach to defining the job role,

description recruitments, responsibilities, evaluated etc. It helps in

finding out required level of education, skills, knowledge training

etc for the job position. It also depicts the job worth i.e.

measurable effectiveness of the jobs contribution of job to the

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organization. Thus if effectively contributors to setting up the

compensations package for the job position.

Job analysis is a primary tools in personnel management. In this

method a personnel manager tries to gather. Synthesize &

implement the information available regarding the work force in

the concern a personnel manger has to under take job malysis so

as to put right man an right job.

Importance of Job Analysis-

Job analysis helps in allying the resources & establishing the

strategies to accomplish the business goals strategic objectives. It forms

the bases for demand supply malysis recruitment, compensation

management & training need assessment & performance appraisal.

Components of Job Analysis

Job analysis is a systematic procedures. To analyze the requirement

for the job role & job profile. Job analysis can be categorized into

following subcomponents.

Job position-

Job refers to the designation of the job & employee in the

organization. Job position forms an important part of the compensation

strategy as it determine the level of the job in the organization.

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For example- Management level employees receive greater pay

scale them non managerial employee. The non monetary benefits affareol

to two different levels in the organization also vary.

Job Description-

Job description refers recruitments an organization looks for a

particular job position. It states the key skills requirement, the level of

experience needed level of education required etc. It also describes the

roles & responsibility attacked with the job position. The role &

responsibilities are key determinant factor estimating the leap of

experience, education, skill etc required for the job. It also help in

benchmarking the performance standards.

Job Analysis

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Job Worth-

Job worth refer to the estimating the job worthiness. i.e. how much

the job contributes to the organization. It is also known as job evaluation.

Job description is used to analyze the job worthiness. It is also known as

job evaluation. Role & responsibilities help in determining the outcome

from the job profile once it is determined that how much the job is worth,

it becomes easy to define the compensation strategy for the position.

Therefore job analysis forms an integral part in the formulation of

compensation strategy of an organization. Organization should conduct

the job analysis in a systematic at regular intervals. Job analysis can be

used for setting up the compensation packages, for revering employees

performance, determining the training needs for employees who are

looking certain skills

There are two outcomes of job analysis-

1- Job description

2- Job specification

The information collected under job analysis is

1. Nature of jobs required in a concern.

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2. Nature / size of organization structure.

3. Type of people required to fit that structure.

4. The relationship of the job with other jobs in the concern.

5. Kind of qualification I academic back ground required for jobs.

6. Provision of physical condition to supports the activities of the

concern.

For example- Separate cabins for managers special cabins for the

supervisors, healthy condition for workers, adequate stare room for store

keeper.

Advantage of Job Analysis

1- Job analysis helps the personnel manager at the time of

recruitment & selection of right man or right job.

2- It helps him to understand extent & scope of training required in

that field.

3- It helps in evaluation the job in which the worth of the job has

to be evaluated.

4- In those instances where smooth work force is required in

concern.

5- When he has to avoid overlapping of authority responsibilities

relationship so that distraction in chain of command doesnt

exist.

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6- It also helps to check out the compensation plans for the

employee

7- It also helps the personnel manager to undertake performance

appraisal effectively in a concern.

A personnel manager carries analysis in too ways.

1. Job description

2. Job Specification

1. Job description

Job description is an organized of actual statement job contents in

the form of duties & responsibilities of a specific job. The preparation of

job description is very important before a vacancy is advertised it tell s in

brief the nature styles of job. This type of documents is descriptive in

nature it constitutes all these facts which are related to a job such as.

2. Job Specification-

Job specification is a statement which tells us minimum acceptable

human quality which helps to perform a job. Job specification translate

the job description in human qualification so that a job can be performed

in a better manner. Job specification helps in hiring an appropriate person

too an appropriate position. The contents are.

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Purpose

One of the main purpose of conducting job analysis is to prepare

job description & jab specification which in turn helps to hire the right

quality of workforce into the organization. The general purpose of job

analysis is to document the requirements of a job & the work performed

job & task analysis is performed as a basic for later improvements,

including definition job domain describing a job developing performance,

appraisals, selection system promotion, training needs assessment &

compensation plans. In the fluid of Human Resource (HR) & industrial

psychology, job analysis in often used to gather information for use in

personal selection, training classification 100% compensation the field of

vocational rehabilitation use job analysis to determine the physical

requirements of a job determine whether on individuals who has suffered

same demised capacity in capable of performing the job with or with,

same accommodation.

Professionals, developing certification exams use job analysis

(often called something slightly different, such as task analysis) to

determine the elements of the domain which must be sampled in order to

create a content valid exam. When a job analysis is conducted for the

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purpose of valuing the job (i.e, determining the appropriate compensation

for incumbents) this is called Job evaluation.

Chapter 2

Company Profile

Bead history-

Bead first found

have been dated back to

the time of emergence of

the homo-sapiens roughly

35000BC. The early

beads were found to be

made from animal bones and teeth bead used as culture objects came into

existence b/w 33000 to 12000 years ago. By 1500 BC with the advent of

metal tools, beads made out of semi precious stone like agate came to

silver were discovered at the royal tombs of ur.which date back to 2600

BC to 2100 BC.

During this time period may places, around the warld like western,

Asia, Egypt the Indus vally, Iron developed and used beads made out of

bones stones metal, beads further evolved during the roman empire

between the period of 100BC to 400AD. Glass beads seemed to have

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came into existence during this period, at factories in Syria. Egypt. Italy,

Switzerland Buring the first century BC, with the advent of the blow

pipe, the techniques in glass bead making

were revolutionized, giving great forms

and decorative styles.

Historical Background

As Mr. Kanhiya Lal Gupta, the founder of

this firm was very much interested in the

development of the society industry, was always in search of the

technologist. Fortunately he visited Mr. and Mrs. Two renowned

technologist of Czechoslovakia. Banana beads manufacturing company

established in 1940. Later it was incorporated as a private limited

company on 10th April 1980 .Subsequently it become a deemed public Ltd

company by virtue of section 43(A) (I) of the companies act, 1956 act and

obtained a certificate with a changed name Banaras Beads Lmited on

26 Oct. 1994 the company was converted into public company.

Company initially its operation with manufacturing of glass beads

and imitation jewelry and than diversified into wooden products. Skills

products, hard knotted, woolen carpets and drug, get, handicraft and

leather I arments & accessories.

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The Company expert turnover during 1989-1980 was approx 92-5

million but during fiscal year it has reached to make of about 150 million.

The company heads office is located at Varanasi. The Company is

professionally managed company. There are four directors in the

company. There are four directors in the Company namely Sheri Ashok

Kumar Gupta Chairman & the managing director Shri Ashok kumar

kapoor, Shri Praveen sing shri tammay dava are non executive directors.

Shri Ashok kumarGupta manage overall control of the company. The

company is manufacturing glass beads necklace, earring, fashion

accessories, wooden carpet, and artificial silk. The company has over 30

associated manufacturing of handicrafts, silk fabrics etc. working under

its technical expert and quality control.

Existing Stytem-

BBL has implements S/w which should help them in managing

everything in fingertips of its entire employee. Basically their work start

from making section where they are having many group who are having

their allotted country foreign to work an although they comate order from

other country too but preferably they have to concentrate an their allotted

countries. Marketing group usually have a marketing head their assistant

and their operators and complete group usually allotted a target in terms

of order value and new customer group. The value of target can be

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allotted order operator of marketing personal takes order operator of

marketing group prepare sales contract and supervisor check the same

and authorities the order to be forwarded to customer. Then they send

contract to customer by mail and after that customer sign on contract &

return is by fax or mail. All these information they use to store with

order.

In case of items is going to be manufacturing they prepare the job

card production card; in case of items is going to be purchase a purchase

order is to be issued to individual party and in case of item is coming

from stock then on indent is going to be raised. In all case items might be

not the same as required in order like suppose in order a red color 10 mim

is there then they will issue the items from stock but same compulsory

instruction issued from processing for that item will match exactly as per

requested in order. After every processing we usally check quality of the

item and differentiate in OK.

And final product received from procurement department its

packing starts & sometimes quacking as per an our standard packaging

but mostly packaging is as per customer requirement. After this they

generate packing slip case no. with net weight and gross weight after

which they generate invoice and other document the usually required in

case of export as well as local sale. Finally for all these stock movement

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that finally for all these stock movement that finally generate revenue for

them, them is main motive of my profit making organization they usually

take advantage that govt provide either by lower price purchase only

import against export against same declaration of by default.

Marketing Module-

BBL marketing team divided into the no. of groups and each group

has manager & asst manages every group assigned a few countries for

marketing.

Sales Marketing Report-

Sales contract Report

Manufacturing order Report

Working sheet Report

Production card report

Countries Report

And many more report as per

Attached document.

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Production Module-

After recovery Report sheet from marketing department and

production department as active and starts its process. At first thy divide

their work in three parts-

2. Stock check

3. Job work

4. Sales and purchase method.

Production Report-

- Production card Report

- Purchase order report

- Challan report

- Glass issue report

- Bead receipt report

- Issue slip

- Glass bead ledger report

Washing Department-

They do number of process according to customers requirement

washing policing etc. here we use chemical.

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Guthai Department

It is called stringing department. In that department issue through

challan and receipt is there as we follow for vender as we do in job work

for bead mfg.

Packing department-

It receives items from vender, all items move to packing dept. for

leader, bar code tagging etc. After that we make packing slip and send to

met dept.

Export / Documentation department

After receive packing lest and check list documentation, that

department prepare in voice challenge and other relevant document for

shipment

-check list report

- packing list report

-Documents details report

-Invoice report

-challan report

-Drawback report

-export value declaration report

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Purchase department-

It is a in two different department.

They usally product related material

purchase through guthai department head

and 2nd which is not relented to production

item purchase order make through mkt dept.

person.

Finance department-

User wanted to work ERP same like Tally only one report is

providing by finance department. As discussion with finance department

user they want addition modification (deletion provision in vouchers)

Store Department-

It is divided into different location & they can managing to store

finish goods as well as raw materials start too. Over here stare must be

received against some indent at same. Please we how to generate.

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Payroll Report-

- Bio data Report

- Balance level Report

- Salary register report

- Statement of P.F. Report

- Salary statement Report

- Bonus statement Report

- Form 6A formate Report

Approach-

Banaras beads care competency with concentrate and centre of

attractive only for the customer. It main focus I am customer and in

flexible enough to work according to the customer needs. It believes in

long term relationship business than one time business with their

customer.

Corporate Policy-

Quality means fitness for the intended purpose in all aspect of the

Company activities. It is the company policy to many factoring & export

goods which company with the customers needs. The company will strive

to meet the needs of its customer through the continous process of quality

improvement.

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CHAPTER -3

Product Profile

Glass beads-

Glass beads industry in India is in exist for

400 years with manufacturing concentration in

Varanasi. Although 0 the total production of

glass. Beads in India nearly 40% is expected &

crest 60% is consumed locally. BBL is the one of

the major Indian depart of glass beads Industry 1995-97 the volume of

export by the company constitute over 80% of the total expert from the

company.

Handicraft-

BBL is also dealing with the

stuffed leather animals bells, art

wares, chromic, stands wooden toys,

decorative items cooper & wares

Jewelry box etc. They keep the updated style.

Carpet-

BBL is leading manufacture & exporter of the state of the art hand

knotted woolen carpet, special ring performer multi types of person

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design of other in asserted color & design right from 3/30 to 1680 quality,

bidjar kasha designs.

Silver Jewelry-

The division is headed by Mrs. Pushpa

Gupta & company is exported some silver

jewelry, earning branches etc.

Silk Textile-

BBL has expanded his business from glass beads to silk currently.

BBL is dealing with Indus natural silk goods had printed duptta, sraves

and cushion etc.

Types of Beads

-Bone and Harm Beads

-Chevron beads

-Four natural beads

-Fire polished beads

-Frunance glass beads

-Fusible beads

-Lucite beads

-Lead crystal beads

-Lamp wark beads

-Trade beads

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-Tagus beads

-Pressed glass beads.

De-Lemon-

It is the unique specially retail formate where customer do not just

buy product for satisfy a need, they are actually typing to fulfill an

emotional pampering need of creativity a life style with the prevent trend

in market.

De-Lemon Franchise Plan-

- Company owed franchise

- Operated

-Franchise owned franchise operated

- Franchise owned company operated

Company Aim-

-Customerdesire

- Customer delight

- Customer services

Company Vision-

Develop and provide handicrafts & related products accordingly to

standards, at competitive price integrating with innovative & technologies

contribute towards arts.

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Company Objectives-

To promote manufacture, production process, Develop, design buy,

sales exchange, alter, improve, assemble, export, import, deal in all

kind of handicraft inclusive of bead made from glass, wood, brass,

plastic, black glass, glass rod, glass tubing & such other kind as

may be deemed necessary or expedient for the company too

undertake & develop.

To manufacture decision develop, engineer, process process cell,

exchange alter improve, manipulate prepare import or otherwise

deal in any all kind of silicate sodium and other chemical product

or their component

To establish carry an extender develop the business of manufacture

buying, ceiling, distributing importing, or otherwise deal in nature.

Required by airport industry, leather goods plastic work, fruits dry

fruits silk and carry on forward and ready business from immediate

of further order.

To come for performer excellence in the diversification business.

To embed quality in all sequence and process.

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Strategy

Production according to stock established for handicraft items.

Searching new market through handicraft fair organized by

different country by participating.

Lowering the cost of production so that the manufacturing ost can

be cut short.

Acquiring recent technology and hiring person who are use to with

their technologies.

Company believes in long time relationship business.

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Managing

Director

Director

Marketing

Director

PersonalDirector

Production

HRD

Manager

Manager

Appraisal

Administratio

n ManagerIndustrial

Relation

General

Manager

Manager

Personal

Manager

Manager

Director

Finance

Training

Development

Organization structure

Boards of Director

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Human Resource and Industrial relation-

The industrial relation were very cordial throughout the year

measure for safety of the employee, training welfare & development

performance continue to received top priorities by-

To enhance commitment of employee by recognizing & rewarding

high performance.

To build & sustain learning organizing of competent ward class

professional.

Out Look-

In this circumstances to increase turnover of the company, the

management of the company decided to carry retails business under the

trade name and style-de-lemon through retails counters shop stores

purchase & any other made in India and around retail stores like

management, max hyper market pantaloon retail India etc.

Growth in Human Resource-

Years Growth HR

2005-06 155 Employees






2011-2012 320 Employees

Problem being faced by the organization-

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- Some employee is lazy which affected the work of the

company.

- Wastage of the raw materials

- Some employee have lack of confidence

- Unexpected demand of the employee.

- High export duty.

Satisfaction of the BBL employee-

- There are many area are affect satisfaction & dissatisfaction

employee.

ESIC (Employee State Insurance Corporation

It is a unique multidimensional self financing social security

scheme in which every contributions is a benefactor a beneficiary.

1- Benefit of Employ-

- Medical benefit

- Sickness benefit

- Maternity benefit

- Employee injury benefit

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- Dependence benefit

- Funeral expenses.

- Old Age Medicare

- Vocational rehabilitation

- Rehabilitation allowances.

ESIThe Employees state insurance scheme is a unique

multidimensional sell financing social security in which every

contributor is a benefactor. & a beneficiary. This integrated scheme

of health insurance provides comprehensive medical cover & cash

benefits in the contingencies of sickness, maternity, disablement &

death due to employment injury to the insured persons & their

dependants. The EST Act, 1948 Provided the conceptual break

through in the development of a social-Security Scheme.

Finances: - The Scheme is funded by contributions emanating from

employees & employers of covered factories & establishments &

employers are as under :-

1. Employees Contribution :- 1.75 percent of the wages.

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2. Employers Contribution :- 4.75 percent of the wages the

state governments care of EST beneficiaries.

Benefits of Employees :- The Social Security No. 102 of the

International labour conference on 28.05.1952, defined nine

branches of social security benefits.

The Employees state insurance corporation has already

adopted & extended Five Major Benefits to the insured workers.

The scheme is based in the principle of single Contribution,

Single administration for comprehensive package of social security

benefits that include.

1. Medical Benefit

2. Sickness Benefit

3. Maternity Benefit

4. Employment Injury Benefit

a) Temporary Disablement Benefit

b) Permanent Disablement Benefit

5. Dependants Benefit

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In addition the Scheme also provides some, after need bored benefits

to insured worker. These include.

i) Funeral expenses

ii) Rehalrilitation allowance

iii)Old age medicare

PART II

Benefits under the scheme:-

Medical Benefits :- The Scheme provides full range of medical

care, namely.

i) Out-patient services, ii) Specialists Services. & iii)

Hospital Services, through a network of dispensaries, diagnostic

centers & EST Hospitals, etc.

All Insured persons & members of their milieus are entitled to

full & comprehensive medical care package consisting of-

i) Out-patient treatment

ii) Domilciaist Treatment (treatment by visits at their residences)

iii)Specialist Consultation

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iv)In-patient treatment

v) Free supply of drugs, dressings, artificial limbs, aids &

appliances.

vi)X-ray & laboratory investigations

vii) Vaccination & preventive inoculations,

viii) Ante-natal care, conficement & port-natal care. Ambulance

Service or conveyance charges for going to hospitals,

diagnostic central etc. wherever admissible.

ix)Family welfare services & other notional health programme

services.

x) Medical Certification.

xi)Special provisions including super specialist facilities.

Infrastructure (MEDICAL)

The medical care under the employees state insurance scheme

is provided both through the service (direct pattern) as well as the

indirect method using the panel system, under the services system,

about 1442 dispensaries have been set up all over the country. In the

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panel system, 3076 private Clinics of medical practitioners provide

treatment to the beneficiaries.

Medical infrastructure under the EST scheme as an 31.3 2003

S.No. Particulars As on 31.03.2003

1. No. of hospitals 142

2. No. of annexes 43

3. No. of beds in

a) EST Hasp/annexes 23,500

b) Govt. & other hospitals 3,800

4. a) No. of dispensaries 1,447

b) No. of Clinics of IMPS 2,987

5

CASH BENEFITS

1. Sickness Benefits: - Sickness Benefit represents periodical

payments mode to an insured person during the period of

certified sickness. To qualify for this benefit contribution

should have been paid for atleast half the number of days in

the relevant contribution period. The maximum duration of

availing sickness Benefit is 91 days in two consecutive benefit

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periods. The Sickness benefit rate is roughly equivalent to

50% of the overage daily wage of an ensured person.

After exhausting the sickness Benefit payable upto 91 day, an

insured person if suffering from tuber culosis leprosy, mental

& malignant diseases or any other specified long-term disease

is entitled to extended sickness Benefit at a higher rate of

about 70% of average daily wage for a further period of 124

days two years provided he has been in contiguous service for

a period of 2 years or mare in a factory or establishment to

which the provisions of the Act apply & fulfils the

contributory conditions as per the corporations resolution.

The lest of these long-term discuses is constantly reviewed by

the corporation on the recommendations of the Hedical Benefit

Council & includes 29 discuses presently.

2. Maternity Benefit: - Maternity Benefit implies periodical

payment to on insured woman in case of confinement or mis-

casoiage or sickness arising out of pregnancy, confinement,

pre-mature birth of child or mis-carriage certified by a duly

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appointed medical officer or mid-mile. For entitlement to

maternity benefit, the insured women should, have contributed

for not less thon eighty days in the immediately preceding two

consecutive contribution periods Corresponding to the

benefit period in which the confinement occurs or

it is expected to occur. The daily rate of benefit is

double the standard sickness benefit rate.

Maternity Benefit is payable for a maximum

period of 12 weeks in case of confinement, b

weeks in case of mix-carriage & additional one

month in case of sickness.

3. Disablement Benefit :- in case of temporary

disability arising out of an employment injury,

Disablement Benefit is omissible to an insured so

certified by the insurance medical officer

insurance Medical practitioner for which the

insured person does not work for wages. The

benefit is not subject to any contributory

condition & is payable at a rate equivalent to

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about 70% of the doily average wages. The

benefit is however, not payable if the in capacity

does not exceed 3doys excluding the date of

accident.

The rates of Disablement Benefit are

determined in accordance with the provisions of

Rule 57 of EST (Central) Rules, 1991.

4. Dependents Benefit :- Periodical pension is

paid do dependant of an insured person who dies

as a result of an employment injury. The widow

receives monthly pension for life or until

remarriage, at a fixed rate equivalent to 3/5th of

the disablement benefit rate & coeh child is paid

on amount equivalent to 215th

there of until Lel

she attains 18 years of age, provided that till the

infirmly lasts. The Benefit is not payable to

married daughters. In case the insured persons

dose not have behind any widow or child the

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Benefit is payable to other dependants. The

amount of pension paid to the dependents of

deceased insured person is linked with the cost of

living index & periodical increases are sanctioned

from time to time.

5. Funeral Expenses :- Funeral expenses are in

the upto a maximum of Rs. 1500/- made to defray

the expenditure on the funeral of a decreased

inserted person. The amount is paid either to the

eldest surviving member of the family or, in his

absence, to the person who actually incurs the

expenditure on the funeral.

6. Rehabilitation Allowance :- the corporation

vide its resolution dated 22.12.1979 has decided

to grout Rehabilitation Allowance to the insured

persons for each day on which they, remain

admitted in an artificial limb centre on the rates,

which generally conform to double the standard

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Benefit rate. The above benefit was introduced

with effect from 1.1.1980.

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EPF (Employee Pension Funds)

The object of EPF (1952) act is the institute of the compulsory

contributory provident fund pension insurance for employee presently

these scheme are in operator funds organization.

- Employee provident fund Scheme (1952)

- Employee Pension Scheme (1995)

- Employee deposit link insurance (1976)

3- GSlI (Group Saving Link insurance

In this policy they return to employee the saving part which is

65% of salary. The ensured the per each 1000 equivalent a premium

amount.

4- Group Gratuity Scheme-

A employee is entitled to gratuity when he is complete his services

of the 5 years

5- Reward/Recognition-

There are two types of reward that are financial and non-financial.

- Financial increasing salary orientation non financial promotion.

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Quick View

Company Name Banaras Beads LimitedAddress A-1 industrial estate, Varanasi 221

106(UP) India

Phone No. 0542-2370161-164

Email- [email protected]

Website- www.Banarasheads.comBusiness established by Company In the year 1940

Founder of company Mr. Kanahiya Lal gupta

Main Director Mr. Ashok Kumar Gupta

Company States ISO certified Company

Unit G.T. Road Tandia

Village, Kamadandi) Varanasi

Branch Office C-144, East of Kailesh, New Delhi

Companys Product Glass, beads, handicrafts, silver

Jewelry, necklace, born bead

wooden beads

Product Brand Name De-Leman

Plan machinery Installed indigenous imported

machine

No. of employee Direct enrolled 133 & Indirect

More than thousand

Turnover & profit during this year Rs. 30Crore

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CHAPTER 4

Research Methodology of the project

Research methodology of project-

R.M. refer to method research has uses in performing research

operation in this I have studied the various steps that are generally

adopted by a researcher in studying their search problem along with the

logic behind them, when I talk of research method I also consider to logic

behind the method.

Problem Formulation-

- Demand of the employee increasing day by day.

- Employee are now consider the job specification & job description

before the job.

- Right person for right job.

- Facilities essential for normal working condition lacking some how

(refreshment)

- Working shift are lengthy.

- Skilled employees are required.

- Employee are considering security in addition of their work

assigned.

- Maintenance of the report & analysis of employee information.

- Applicant tracking & resume management.

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- Satisfaction is necessary for its employee to do work with free

mind.

Objective of Project-

- To adopt web based Human resource management system solution.

- To ensure fair terms to the employee.

- To know the communication process in the organization.

- To know the problem solving attitude of the management.

- To study the working condition of the employee in standard

organization.

- To make an HR assessment of HR practices.

- To prevent the dispute between employer & employee so that

production might not be hindered.

Scope of project:

The present study on Human resource information system & Job

analysis has been conducted in Varanasi Banaras Beads Limited The

work is limited to the study of The scheme of Analysis of job &

employee & its effectiveness in achieving its desired objectives in the

project. Relevant data have been collected & analyzed & then broad

generalization was mode.

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This topic is covering he facilities of service condition, analysis of

employee selection of Human resource information technology, employee

data management & human resource administration etc.

1. The scope of study is limited to B.B. Ltd.

2. The people consulted belong to B.B.Ltd.

Research Design

Every research project conducted scientifically has a specific

framework for controlling data collection. The frame work is called the

research design. Research design is the arrangement of condition for

collection & analysis of data in a manner that aim to combine relevance

to the research purpose with economy in the procedure. This research was

more exploratory & less descriptive in nature. Exploratory because it

helps in discovering new ideas & insights & also to obtain the

relationship between variables & new ideas relating to the research

problem. It is also up to some extent descriptive because it includes

survey & fact finding enquiries of different kinds also it helps in

descriptive research. There is no control over variable one can only report

what has happened or what is happening.

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Data Collection

Data was collected from primary Source are on secondary data was

available. Structured direct interview were conducted with each

respondent on a personal contact basis. A questionnaire has been

formulated & questions asked in the prearranged order. The interview

was semi formal in nature & answer were recorded in uniform manner.

The questionnaire was formulated in such a way that it was that it was

clear, concise & easy for the employee to understand.

Period of Study : 5 Years

Method of Study :

Research Design : Survey Method

Research Method : Questionnaire Method

Survey Techniques : Personal Interview

Sampling Unit : Employees

Source of Information:

- Primary Data

- Secondary Data

Primary Data:

For this I refer to personal interviews general discussion with the

employee. I prepared a format of questionnaire related to various issues a

copy of the questionnaire is added in the appendix.

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Sampling Plane:

Elements:

Target population of the study included the all population of

workers.

Sample Size:

Universe (all the worker population was under consideration)

Data Analysis Technique:

Quantitative technique is used for data analyses.

Data Analysis Tools:

Pie chart & bar charts are used.

Secondary Data:

For this I refereed to company manuals, book & journals, company

profile & employment forms.

Annual reports

Manuals

Website of the company

Questionnaire

Statistical Tools &technique

Graphical presentation

Tabulation of Data

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Limitation of Study:

- Data of B.B.L. Varanasi (Varanasi is the main branch of

B.B.L. but its data is not published separately)

- Some offers were hesitating of providing information.

- Finding are conditional

- Limitation of the statistical tools.

- The secondary data required for the study is also limited.

- Workers are not talking as much interested for filling

questionnaire.

- Authenticity of response was not utmost good faith.

Significance of Study:

Company:

- Company will achieve its target easily & on time

- Company improves team work as employee get to know each other

better.

- Higher quality product & services due to providing social security

by the organization.

- Goodwill of company will increase.

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Industry:

- Good will of company will increase thus industry would be more

competitive regarding social security for workers.

- Industry finds it more comfortable regarding scaling &

implementation of HRIS & Job analysis for employee.

- Optimum utilization of skilled employee

- Industry will adopt the concept of LPG (Liberalization,

privatization, Globalization).

Employee/Worker:

More energetic employee

Worker would more productive

Benefit which the company provide to workers

Government:

It is easier for government to check different parameter applied in

different organization industry related job analysis of the employee

Government will make low for safeguard & interest of employee.

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CHAPTER 5

Analysis of Project Data

Analysis of Data

(Preparation of table & interpretation)

A ) Organization mymt & Leadership-

1. Employee has confidence in the leadership of the organization.

Yes 80

No 0

Cant Say 20

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2. Manager Creates a Sense of teamwork spirit

Yes 85

No 0

Cant Say 15

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3. Organization follow the team work & leadership culture.

B) Benefit-

1. The benefit the employee receive are reasonable.

Yes 40

No 0

Cant Say 60

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2.The benefit offered provide security & satisfaction form & my

family.

Yes 35

No 0

Cant Say 65

Inference:

There is a good dialog relation in the between superior &

subordinate but worker are not satisfied with benefit provided.

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C) Communication-

1. Employee can speak freely to their superiors on a variety of

topics.

Yes 83

No 0

Cant Say 17

Inference:

1. One part of family responsibility workers are not satisfied but

can freely speak to their superiors.

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2. Co-worker & subordinate are willing to listen to their ideas.

Yes 84

No 0

Cant Say 16

Inference:

The majority of employee said that their co-worker & subordinate

listen to them carefully. It shows the good relationship between the three

superiors, co-workers & subordinate.

3. Superiors have excellent interpersonal skills.

Yes 85

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No 0

Cant Say 15

Inference:

Superiors having interpersonal skill & also listen to new ideas.

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D) Problem Solving-

1. Organization focuses on solving the problem instead of finding

faults.

Yes 60

No 0

Cant Say 40

Inference:

Communication is good b/w the co-worker & superiors but

problem solving depends upon situational factor.

2. Employee work to anticipate problem & develop appropriate

solution-

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Yes 65

No 0

Cant Say 35

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3. Employee work together to short out the problem-

Yes 85

No 0

Cant Say 15

Inference-

Over all we can find out that co-ordination is good.

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E) pay/Wages-

1. Company maintains the competition pay & benefit packages.

Yes 40

No 0

Cant Say 60

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2. Employee are satisfied with the level of pay, they received-

Yes 46

No 0

Cant Say 34

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3. Company paid timely & fairly according to employees work.

Yes 55No 0

Cant Say 45

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F) Performance:

1. Performance incentives are clearly linked to standard & goals:

Yes 85

No 0

Cant Say 15

Inference

It represents only the half of the employees think that the

performance incentives are based on standards & goals.

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G)Job Satisfaction-

1. The job is given to employee is according to his skill &

knowledge.

Yes 45

No 0

Cant Say 55

Inference

Employees are not satisfied with performance assessment & job

satisfaction is also very low.

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2. Employee received personal satisfaction from doing a good job.

Yes 59

No 0

Cant Say 41

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H) Reward/Recognition:

1. Employee are recognize for good work performance by

superiors:

Yes 49

No 0

Cant Say 51

Inference

Good work appraisal is only for situational purpose for getting

more work from employees.

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I) Training & Development-

1. Company invert in employee through training & development.

Yes 49

No 0

Cant Say 51

Inference

Now organization is recognizing the need of training & the

problem & workers an also equally participated.

CHAPTER-6

CONCLUSION

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The study is based on the information the by upper level employee

as well as low level employee through personal interviews.

In this firm every department is computerized, are many advanced

computer system packages are available in this company, very

good working facilities are provided

The organization has held high position in beads & carpet export

trades. This concern is exercising program day by day.

It is concern which export & salary its product to foreign parties &

in domestic market.

As a matter of fact all working of the company depends on the

efficiency & devotion of the employee & owner the company.

The Company Banaras Beads Limited has a good reputation in foreign

country. It produce high quality of product, when it comes to enjoy a

good market share then we see that is not so good because producing the

goods quality of product is not only their criteria to capture market BBL

does not enjoy the domestic channel market so it is unable to ensure

proper & timely delivery of their products to customer as a results

customer do not have faith on it.

CHAPTER -7

FINDING

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- The first they I found that employee are very co-operative with

each other

- Waste raw materials is used in various ways.

- Commerce is flitted in each & every departments.

- The working condition which employee are working

Air condition facilities

Water cooler facilities

Tea for refreshment

Rest Room.

- Limited number of female employee

- Worker is not allowed to leave that place to go out until they

have the gate press.

- Painting done an the beads is done by the beads not by

machines.

- There is no proper washroom facilities for separates department

To know the benefit provided by the BBC

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1. BBL provided wages, salaries employee state insurance maternity,

EPF & sick, benefit to employee during their services period

2. At the time of retirement benefit provide by BBL to its employee

are EPF & LIC gratuity & EPF)

3. After retirement BBL provide EPF & insurance benefit

Satisfied100%

Dissatisfied 0%

Natural- 00%

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CHAPTER -8

SUGGESTION & RECOMMENDATION

Dress code should be there for all the workers & staff.

A good first aid room with all facilities should be there.

Drinking water should be available at all the places so that he staff

wouldnt have to call the peon for water.

The company should get the glass beads manufacture sample itself

in its factory instead of getting than produce outside, they will save

& in getting the work down.

There should be good canteen.

Time is major constraint in todays business, so BBL should ensure

that the produce & deliver in time.

Far new design of beads the expert should participate in the trade

for organization in abroad where latest design are display.

It is suggested that the top management should aim at reducing the

unnecessary burden & go for more professional in management of the

company by employing better qualified staff linking MBAA from

different renewed institute to handle the job related to production,

marketing, sales distribution & financial, management.

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BIBLIOGRAPHY

Last but not the least I would like do mention the additional

sources, which provide to be very helpful for me to get through my

project.

Human resource management & marketing department:

1. Brochure of the BBL

2. Booklet of BBL

3. Employees database

4. Sales contract

5. Manufacturing order Report

6. Green Card Report

7. Stores Manual

Websites:

WW.beadsonweb.com

info@beadson web.com

[email protected]

WWW.google.com

WWW.banarabeads.com

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Books

HRM VSP Rao

HRM (text & causes) K. Aswathappo

RM C.R. Kothari

MM Kotler

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Sample Job Analysis checklist

ROUTINE CLERICAL RESPONSIBILITIES

Activity Frequency

O D W M

Types labels, letter, envelopes & invoices

Determine layout & format, & type in

Finished format

Set up on type financial & statistical reports

Take dictation & transcribe

Prepare meeting & conference room

Maintain process, distribute, & update

Records, files & documents.

Maintain confidential records & files

& handle confidential correspondence

& records.

Prepare, process, & verify invoices, bills,

Checks & receipts

Maintain & report expense account activity

Receive &welcome visitors, & refer

To appropriate parties:

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Maintain & update mailing list

Enter data electronically & verify

Process payroll records

Perform calculations post & verify figures,

Trace & adjust errors

Orient & train new employee

Schedule work per coworkers as

Requested

Handle cash & negotiable instruments

Maintain cash box

Sign legal documents

Maintain procedures & information

Manuals

Develop operating budget for

Approval

Research, tabulate & summarize information

Of routine, periodic or special reports

Present finding in oral or written form.

Records & verify entries or account

Journals, logs & general ledgers

Balance accounts & reconcile statements

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Indicate the equipment that is operated as a regular part of the

responsibilities of the job:

Calculator Camera Cash register/Petty cash

Computer Dictation equipment Facsimile machine

Microfilm equipment Photocopier Portage machine

Security equipment Sorter Switchboard

Word processor

Other equipment: --------------

Checklist of Routine managerial / supervisory duties

1. Analyze, on a periodic basis, workload & personnel needs of an

organizational unit.

2. Recommend changes in the staff level of the work unit.

3. Review documentation for new positions & positions that hav been

revised.

4. Obtain approval to modify positions

5. Interview candidates for employment & make hiring decision or

recommendations.

6. Orient new subordinates concerning policy & procedures, work

rules & performance expectation level. Review position

responsibilities.

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7. Plan delegate, communicate & control work assignments & special

projects concerning subordinates.

8. Establish & maintain specific work goals & objectives or

quantitative & qualitative work standard to be achieved by

Subordinates.

9. Train, develop & motivate subordinates to improve current

performance & to prepare for higher-level jobs.

10. Determine significant changes in responsibilities & major duties of

subordinates by reviewing their job responsibilities on an rgular

basis.

11.Evaluate the performance of subordinates. Document & discuss

present & post performance with each direct report keep supervisor

informed of results.

12.Review sabries of subordinates & recommend changes according

to policy & procedures.

13. Recommend personnel action such as promotions, performance

onwards, demotions etc. according to budget guidance & policy.

14.Advise superiors & subordinates of developments that impact job

duties. Ensure proper communication

15.Maintain discipline, recommend & administer corrective action

according to policy & procedures.

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16.Communicate & administer personnel programs in accordance with

design & objectives

17.Maintain proper documentation on all subordinates.