INTRODUCTION:

As part of curriculum in the department of master of social work of THE AMERICAN

COLLEGE Madurai. I selected to go for one-month Block placement in Apollo Sindoori Hotel
Ltd at Chennai. The block placement in Apollo Sindoori Hotel Ltd is for a period of 30 days
from December 12th to January 14th 2019. This report contains what the work was given by the
organisation, what was the work done by me and what are all the significant learning out of the
activities.

OBJECTIVE:

This course aims at enabling the students to understand the various Components of the
specialization settings and develops skills and competencies required for effective social work
interventions at different levels, this will be done by organizing block placement in specialized
settings for a period of 30 days during the fourth semester.

COURSE OBJECTIVE:

 Understanding the vision and mission of the organization

 To understand the genesis and the structure of the organization
 Significance of human resources departments in the organization and the various
activities of the department.
 Role of human resource department in attaining the vision and mission of the department.
 Understanding the welfare measures provided to the employees and the labour laws
applicable to the organization.
 The student could be asked to do one assignment in any one of the activities of the human
resource department.
ABOUT APOLLO SINDOORI HOTEL LTD:

Apollo Sindoori is a leading hospitality service management and support services

company. We manage the entire gamut of hospitality services right from food services to kitchen
planning and management. Apollo Sindoori has built its heritage by combining its corporate and
professional prowess with experience and expertise in catering and hospitality.

Apollo Sindoori’s credo is to enrich lives by empowering customers and positively affect
change in the lives of people associated with Apollo Sindoori. We strive constantly to achieve
“Excellence in Hospitality”. We believe our clients and vendors are partners in our growth and
since we are in the food business, together we can enrich lives with our sustained commitment
towards the society. So collaborative growth is essential to all our four business units – Catering,
Management Services, Restaurants and Hospitality.

Drawing on thirty years of heritage, we are dedicated to provide tailor-made catering and
hospitality solution to suit your unique business needs across corporate, institutions, hospitals
and industries. Our increasing list of clientele is a testament to our commitment to deliver high
quality food by adhering to highest standards and constantly pushing the bar to serve our clients
better.

With offices across major cities and towns in India, Apollo Sindoori has the reach and
muscle to cater to large and small organizations with equal commitment. Furthermore, the ability
to customize services according to client needs ensures that our quality, service and people
competes with the best the industry has to offer.

Approach

We at Apollo Sindoori strive consistently to ensure production and service of quality food
materials towards achieving ultimate guest satisfaction. By using high quality raw materials
procured from certified brands, storing effectively, following good manufacturing practices with
our trained staff, we provide consistent hygienic service.

 Food Flow
 Hospital diet process
BOARD OF DIRECTORS

Chairman : P.Vijayakumar Reddy

Managing Director : Sucharitha Reddy

Directors : Suneeta Reddy

- Sindoori Reddy

- G.Venkatraman

- George Eapen

HISTORY AND MILESTONE

1985

Company Incorporated and registered in the name of “Om Sindoori Hotels Ltd.”

1987

Om Sindoori Hotels become fully Operational - It’s a 100 bedded 3 star hotel
located in Greams road, Chennai

1994

Started Sindoori Central Hotel – A 63 bedded 3 star hotel.

1997

Sindoori Central Hotel was awarded as Best Economy Hotel, for the year 1997 by
Food and Beverage Service Magazine.
1998

Under Scheme of arrangements – demerger, “Om Sindoori Hotels Ltd was

renamed to “Apollo Sindoori Hotels Ltd”.

2001

Management services was started with Apollo Hospitals, Greams road and
expanded to all other Apollo Hospitals in Chennai. (Provision of Manpower
services in the field of F&B, H.K, F.O, Transport, Ambulance Orderly etc.,)

2003
Management services were extended to all Apollo Hospitals across india.

2004
Catering services started with Apollo Nursing Hostels in Chennai.

2005
Catering services extended to clients in IT industries, Media, Healthcare in
Chennai.

2006
Offered Catering services to various clients across Tamil Nadu.

2007

Apollo Sindoori Catering Services expanded to more locations across India.

Catering services started with Apollo Nursing College & Nursing Hostel in
Kolkata.
2008

Catering services were offered a various sectors including IT, Educational

Institues, Healthcare, Manufacturing etc.

2009

Catering services commenced operation across India.

2011

Apollo Sindoori opened a business hotel in Chennai. Catering services started with
Apollo Nursing College & Nursing Hostel in Madurai.

2013

Sketch The Cafe – A new venture from Apollo Sindoori commenced operation.
Apollo Sindoori opened a business hotel in Bangalore.

2015

One Vibe - A new business opened by the Apollo sindoori for open work space
with the chair count of 500.

2018

Cloud Kitchen – A new venture from Olive and twist under the Apollo sindoori.
Total of 6 kitchens was started.

2019

ODC out Door Catering was started.

2020

New restaurant Runaway rice was started by Apollo sindoori in the month of
January.

CLIENTS

 STERLITE INDUSTRIES ( I ) LTD,. TUTICORIN

 APOLLO HOSPITALS TAMILNADU
 BGS INTERNATIONAL SCHOOL BANGALORE
 I-AIM HOSPITAL BANGALORE
 APOLLO HOSPITALS ANDHRA PRADESH
 MVJ MEDICAL COLLEGE BANGALORE
 APOLLO HOSPITALS WEST BENGAL
 APOLLO HOSPITALS KARNATAKA
 CAUVERY HOSPITAL MYSORE
 NAVODHAYA MEDICAL COLLEGE RAICHUR
 INSTITUTE OF NEURO SCIENCE KOLKATTA
 APOLLO FIRST MED HOSPITALS CHENNAI
 APOLLO HOSPITALS MAHARASHTRA
 APOLLO CRADLE BANGALORE
 TATA MEDICAL CENTER KOLKATTA
 APOLLO HOSPITALS GUJARAT
 COSTAL ENERGEN (C & O GROUP)
 SJBIT BANGALORE
DEPARTMENTS:

 Accounts
 Admin
 Civil
 Electrical
 Engineering store
 Environment management
 HR
 Instrumentation
 IT
 Medical Service
 Project
 Public Relations
 Quality Assurance
 Quality Control
 Raw Material Store
 Utility.

ACTIVITIES DONE:

TIME OFFICE:

Supports various time events mechanisms like in/out, break times, inter site travels and
off-site work. Time Office consists of manpower planning, leave management, shift
management, overtime management, reporting tool and employee self-help application. It is
configurable to suit even most unique time office requirements and work-flows. It is seamless
multi-location system.
Key features:

 No limits on shifts.
 Understands all types of shift patterns e.g. weekly, second or fourth Saturday etc
 Auto shift detection for flexi-time work environment.
 Leave Management.
 Employee log in by password.
 Reports by Employee Id.
 Integration possible with Single Sign On, SAP.

Manages work-flows:

 HoD sanctioning OT, permitting leave.

 Employee applying for OT, leave; seeing relevant reports through Employee Self Help.
 HR managing master data and leave data.

Powerful reporting tool:

 Filter employees by departments or individual employees.

 Weekly, monthly, daily reports.
 Reports: Daily Attendance, Employee Summary, Department Summary, Current Status
of employee, In/Out Statistics, Latemark, Latemark Summary, Early Out, Manual Entry,
Single Entry, Muster roll, Paid and unpaid, Overtime, Pay Report, Transaction Log,
Salary slip data, Leave balance & register etc.
 Reports can be exported to MS Excel.
 Email of reports.

ATTENDENCE RECORD SYSTEM:

 Use Fingerprint and or card-based attendance system to reduce time spent in non-core
activities by employee while increasing the productivity. Avoid late punching and encourage
punctuality using this true-data system.

Functions of Time Office:

 Maintaining of attendance, leave record, ON Duty record, Over Time record.

 Monitoring shift wise incoming & outgoing of the employee.
 Registration of biometric for newly joined employees.
 Maintaining of Form 25 register (Muster roll register) or attendance register.
 Manual entry of OT(Over Time), weekly off, mis punch in biometric rectified by using
of OD (On Duty) slip.
 Preparing and submitting of employee’s payroll data on every month 23rd.
 Monitoring and reporting employee’s long absent.( 3 warning letter will be given for
employees who have taken leave without any proper intimation.
 Generating grace time for employees who’s bus was late and updating in LMS(Leave
Management System).
 Updating of employees snacks coupon.
 Monitoring employee discipline and activities.
 Attending safety Mock Drill for head count.

On 23rd of every month they should send the leave/ absent details, OT, OD, Payroll details for the
salary purpose.

Shift types:

 A shift.
 B shift.
 C shift.
 General shift.

Shift timing:

 A – 6:00 – 14:00 (8 hrs)

  B – 14:00 – 22:00 (8 hrs)
 C – 22:00 – 6:00 (8 hrs)
 General – 9:00 – 18:00 (9.00hrs)

SHIFT OFF:

In common to all the employees there will be one day week off, but for the general shift
employees, due to 9 hours of working time the company provide them 1st and 3rd Saturday off.

For general shift they can change their shift for two times in a month. If changed more
than 2 times they will be considered as Shift basis employee and their shift will be changed.

For every employee there will be an off in every week according to the industrial law.
The week off can be changed two times a month i.e. before 2days or after 2days of the actual
week off. To avail a week off minimum of 4 days to be worked in a week. The off availed after
the first 4days and for the next off the employee is eligible only after working for 9 days.

TYPES OF LEAVES:

 SL- Sick Leave

 CL- Casual Leave
 EL- Earning Leave

SICK LEAVE:

This is a type of leave issued by the management for the purpose when the employee
needs rest due to medical issues. SL for an employee is 7 days per annum. SL can be taken
minimum of 0.5days to maximum of 2 days without any medical certificate. If SL used above 3
days the employee should issues a medical certificate from a registered doctor. Remaining SL
which is not used will be lapsed to SL in the next year. To the extent of 60 days the SL will be
lapsed. Over 60 days it will not be laps.

CASUAL LEAVE:

This is a type of leave issued by the management for the purpose when the employee
needs any leave for emergency. CL for an employee is 7 days per annum. CL can be taken
minimum of 0.5days to maximum of 2 days in an extent. Remaining CL which is not used will
be lapsed to EL in the next year. To the extent of 100 days the CL will be lapsed. Over 100 days
it will not be laps.

EARNING LEAVE:

This is a type of leave issued by the management to the employees which is holiday with
salary. EL for an employee will be differ from grade of the employee. On a basic for employee it
is 21 days per annum. EL can be taken minimum of 3days to maximum of 2 days and above.
Remaining EL which is not used will be lapsed to EL in the next year. To the extent of 100 days
the EL will be lapsed. Over 100 days it will not be laps.

LEAVE TYPE:

TYPE ELIGIBILIT TRAINEE GRADE EXTENTION OF

Y S E1 & ACCUMULATION
ABOVE
EL On completion NIL 21 Days 100 days
of one year per
annum
SL Immediate after NIL 7 Days 60 Days
employment per
annum
CL/TL Immediate after 7 Days per 7 Days CL will be lapsed
employment annum per to EL and TL will
annum not be laps with
any leave.

EL leave calculation:

Total no. of working days in a year/ 14 = EL (Max of 21 days)

14 days of working = 1day leave (14:1)

TRAINING AND DEVELOPMENT:

In Apollo Sindoori Hotel Ltd Chennai there are two types of Training and development is
practiced, they are:

 Shop floor training (On the job training).

 Classroom training (Off the job training).

Why training?

Existing REQUIRED

 Skills * Skills
 Knowledge TRAINING HELPS * Knowledge
 Attitude TO BRIDGE THE GAP * Attitude

METHODS OF TRAINING
ON THE JOB TRAINING
 On the job training methods are simple and cost-effective training method.
 The employees are trained in actual working scenario.
 The motto of such training is "learning by doing.
 Basic Theme - Learns the method involved and get perfection over a specific task.
OFF THE JOB TRAINING
 Off the job training methods are provided away from the actual working condition.
 It is generally used in case of new employees.
 costly and is effective if and only if large number of employees have to be trained within
a short time period.
 Off the job training is also called as vestibule training i.e. the employees are trained in a
separate area where the actual working conditions are duplicated.
CSR ( corporate social responsibility):

India is the first country in the world to make corporate social responsibility (CSR)

mandatory, following an amendment to the Companies Act, 2013 in April 2014. Businesses can
invest their profits in areas such as education, poverty, gender equality, and hunger as part of
any CSR compliance.

The amendment notified in the Companies Act, 2013 requires companies with a net
worth of INR 500 crore (US $70 million) or more, or an annual turnover of INR 1000 crore (US
$140 million) or more, or net profit of INR 5 crore (US $699,125) or more, to spend 2 percent of
their average net profits of three years on CSR.

Prior to that, the CSR clause was voluntary for companies, though it was mandatory to
disclose their CSR spending to shareholders. CSR includes but is not limited to the following:

 Projects related to activities specified in the Companies Act; or

  Projects related to activities taken by the company board as recommended by the CSR
Committee, provided those activities cover items listed in the Companies Act.

CSR DONE BY ORCHID PHARMA LTD.

 Youth
 Environment
 Education
 Women and children
 Health
 Infrastructure.

RECRUITMENT:

The process of finding and hiring the best-qualified candidate (from within or outside of
an organization) for a job opening, in a timely and cost-effective
manner. The recruitment process includes analyzing the requirements of a job, attracting
employees to that job, screening and selecting applicants, hiring, and integrating the new
employee to the organization.

INTERVIWE PROCEDURE:

TYPES OF RECRUITMENT:
  On site recruitment
 Campus interview.

MODES OF CALL FOR:

 Official website / campus.

 Job search websites (indeed, Naukri)
 Newspaper/ Tv
 Internal Reference.

SPO (STANDARD OPERATING PROCEDURE)

TITLE:Recruitment of employment. DISTRIBUTION: HRD

SOP No:HRD.O2.01 EFFECTIVE DATE: 01-03-17

VERSION No: 006 REVIEW DATE:Feb 2019

PURPOSE: To describe a procedure for recruitment of employee.

Scope: It is applicable for recruitment of employees in alathur site.

Responsibility: HR Manager.

Procedures:

• Recruitment is done on the basis of manpower planning as approved by concern department

ahead and hr head and the management.
• Manpower requisition form of job description and job specification for the position, willbe sent
to HR department.
• The HR department is responsible to some application as per the job description.
• The HR department shall source application from internal referrals, data bank, placement
consultants, newspaper advertisement and E sourcing.
• The HR department shall make the preliminary screening of the applications and forward to the
HOD of the concern department.
• The HOD should screen application and return ask the application including the rejected
application to HR department.
• Interview schedule shall be prepared by HR department in consultation with the concern
department and a copy of it to be forwarded to the interview panel member.
• In care of campus placement, HR department shall get concern from the interview panel and
concerned placement officer for scheduling the interview.
• The shortlisted candidates shall be called for interview through a call letter/ e-mail/ telephonic
call.
• HR department shall ensure that the company application form is issued to the candidate and
duly filled before the commencement of interview.
• The candidate's application along with the company application shall be forwarded to the
interview panel for interview.
• The HR department shall examine the candidate’s credentials, attitude, family background,
personal details, ability and willingness to perform the job.
• The selected candidates will be sent for pre-employment medical examination. The pre-
examination medical check-up for Chennai based candidate shall be undertaken at the company
hospital only. For out station candidate, they will be required to do at their respective location.
• The salary is fixed by the HR department according to company policy, experience and
qualification.
• After completion of selection process, the selected candidates will be given offer of
appointment duly signed by HR.
• The candidate to whom the offer had been made had to return one copy of the same with his
acceptance.
• At joining the employee should submit all documents: specified in offer application.
• A welcome circular notification duly signed by unit head, HR head will be issued by the HR
department for the public knowledge to company employees.
• HR department shall provide induction manual to the new entrant on the day of joining.
• HR department will arrange safety training for 2 days.
• Trainee to probation period after 1 year of completion through appraisal from.
• Probation to confirmation after 6 months completion of probation period.
HUMAN RESOURCE (HR):
Human resources are the people who make up the workforce of an organization, business
sector, or economy. "Human capital" is sometimes used synonymously with "human resources",
although human capital typically refers to a narrower effect (i.e., the knowledge the individuals
embody and economic growth). Likewise, other terms sometimes used
include manpower, talent, labour, personnel, or simply people.
FUNCTIONS OF HR:
 Recruitment.
 Training and development.
 Performance appraisal.
 Maintain Employee and employer relation.
 Resolving conflicts.
 Payroll and benefits.
 Managing of ricks.
 Work force planning.
 Compensation.
HR POLICIES IN APOLLO SINDOORI CHENNAI.
1. Guideline and procedure manual
2. Checklist issuing a show cause and charge sheet.
3. Group personal accident policy
4. Policy on shoes and uniform
5. Recruitment policy
6. Pre-employment medical examination expanse.
7. Acceptable of resignation.
8. Welfare measures.
9. Policy on engagement of contract labour.
10. Policy of medical leave and payment of wages for accident cases.
11. Guidelines for disciplinary action.
12. Intension travel policy.
13. It and compensation off.
14. Medical insurance coverage.
15. Employees benevolent fund scheme.
 16. Policy of employee transfer.
17. Maternity benefit
18. Paternity benefit.
19. Leave policy.
20. E-mail policy.
21. Recovery of house rent advance.
22. Policy on reimbursement of fuel and maintenance of car.
23. Personal loan
24. Salary advance
25. Birthday/wedding anniversary gift.
26. Policy on scholarship for employee’s children.
27. Superannuation
28. Procedure for intimation on change of responsibility.
29. Tuition fees reimbursement.
30. Policy of higher education.
31. Group mediclaim insurance policy.
32. Policy of relocation expenses.
33. Policy on deputation allowance.

LABOUR LAWS:

 Employees provident fund act 1952.

 The payment of bonus act, 1965
 The child labour (prohibition and regulation) act, 1986
 Employees state insurance act 1948.
 Employees compensation act 1923.
 Contract labour act.
 Maternity benefit act 1961.
 Paternity benefit act.
 Tamil nadu shops and establishment act, 1947
EMPLOYEES’ PROVIDENT FUND ACT, 1952.

The Employees’ Provident Fund (EPF) is a savings scheme introduced under

Employees’ Provident Fund and Miscellaneous Act, 1952. It is administered and managed by the
Central Board of Trustees that consists of representatives from three parties, namely, the
government, the employers and the employees.

PF calculation:

12% of basic salary from employee & 12% contribution of management.

PF is divided into two accounts and the 12% is divided as follows.
 Employee’s pension scheme (8.35%).
 Provident Fund (3.67).

THE MINIMUM WAGES ACT 1948.

The Minimum Wages Act 1948 is an Act of Parliament concerning Indian labour
law that sets the minimum wages that must be paid to skilled and unskilled labours.

The Indian Constitution has defined a 'living wage' that is the level of income for a
worker which will ensure a basic standard of living including good health, dignity, comfort,
education and provide for any contingency. However, to keep in mind an industry's capacity to
pay the constitution has defined a 'fair wage. Fair wage is that level of wage that not just
maintains a level of employment, but seeks to increase it keeping in perspective the industry’s
capacity to pay.

EMPLOYEES COMPENSATION ACT, 1923:

The Workmen's Compensation Act, 1923 provides for payment
of compensation to workmen and their dependants in case of injury and accident (including
certain occupational disease) arising out of and in the course of employment and resulting in
disablement or death.
METAERNITY BENEFIT ACT, 1961:
The Maternity Benefits Act, 1961 aims at regulating employment
of women employees all over the country. The act provides 26 weeks
as the maximum period for which any working woman shall be entitled
to maternity benefit. She can avail this benefit up to 26 weeks and
including the day of her delivery.

 PETAERNITY BENEFIT:

Though it's the mother who actually delivers the child, father plays an equally important
role. A father is expected to be emotionally and physically available for both, mother and child,
before and after the delivery. Provisions for paternity leave for a father private employee with
less than two surviving children for a period of 3 days to take care of his wife and new born
child. 

EMPLOYEES’ SATE INSURANCE ACT, 1948:

Employees' State Insurance (abbreviated as ESI) is a self-financing social security
and health insurance scheme for Indian workers. The fund is managed by the Employees' State
Insurance Corporation (ESIC) according to rules and regulations stipulated in the ESI Act 1948.
ESIC is a Statutory Body and Administrative Ministry is Ministry of Labour and
Employment, Government of India.

ESI CALCULATION:
Employer contribution + employee contribution = Total amount.
(0.75% of the gross pay) (3.25% of the gross pay)
PAYMENT OF GRATUITY ACT, 1972:
Gratuity is a defined benefit plan given by the employer to the employee for rendering
services continuously for five years or more. It is a monetary benefit usually given at the time of
retirement. But there are certain rules that make an employee eligible to receive gratuity before
the age of retirement or superannuation. According to the Payment of Gratuity Act, 1972, an
employee is eligible to receive gratuity if he has rendered continuous service for at least five
years with an organisation.

This gratuity is payable to the employee:

a) On his superannuation, or
b) On his retirement or resignation

GRATUITY CALCULATION:

Last drawn basic salary + DA ÷ 26 days × 5 × Total service period.

SUPERANNUATION CALCULATION:

15% of basic salary × No of years.

BENEVALENT FUND:

It is a type of benefit where the employees are entitled to get the benefit at the time of
emergency time. Each member shall contribute Rs30 per month to the fund, the company also
contribute an equal amount to the fund. The following benefits will be available for the members
and their dependents.

SL. NO BENEFITS AMOUNT

(Rs)
1 Funeral expenses 5000
2 Hospitalization 45000
3 Loss due to natural calamity 2500
4 Total permanent disablement 400000
5 Retirement benefit 15000
6 Cessation of service due to medical discharge 15000
INTERNAL AUDIT

Internal auditing is an independent, objective assurance and consulting activity designed

to add value to and improve an organization's operations. It helps an organization accomplish its
objectives by bringing a systematic, disciplined approach to evaluate and improve
the effectiveness of risk management, control and governance processes. Internal auditing
achieves this by providing insight and recommendations based on analyses and assessments of
data and business processes. With commitment to integrity and accountability, internal auditing
provides value to governing bodies and senior management as an objective source of
independent advice. Professionals called internal auditors are employed by organizations to
perform the internal auditing activity.

Employee File Checklist:

 Job application and/or resume.

 Job offer letter.
 Job description.
 Education verification (if applicable).
 References.
 Background check.
 Any other documents related to employment.
 Sick leave, vacation, and leave of absence.

Employee Performance Development:

 Employee appraisals.
 Attendance logs.
 Performance goals.
 Performance improvement plan (if applicable).
 Requests for training, transfer, and internal job applications.
 Training and professional development records.
 Employee recognition, including awards and performance letters.
 Written warnings and/or disciplinary hearings.
Legal documentation:

 Payroll and compensation information.

 Employment contract.
 Employee benefits.

Employee Termination Records:

 Resignation letter.
 Termination letter (if applicable).
 Exit interview record.
 Unemployment and insurance documents.
 Final pay records (vacation, retirement etc.)
EMPLOYEE RECORDS AND FILES

Employers typically keep a number of different employee records, often called personnel
files, as a way of documenting an employee’s relationship with a company. In certain instances,
documentation in a personnel file can provide important supportive data—for example, to show
an employee’s discipline history in support of a termination in subsequent litigation. The
personnel file can also track performance goals, leaves of absence and any employment-related
agreements.

TYPES OF EMPLOYEE RECORDS

 Basic Information
 Hiring Documents
 Personal documents
 Job Performance and Development
 Employment-Related Agreements
 Compensation
 Termination and Post-Employment Information
MASTER DATA:

Master data is the core data that is essential to operations in a specific business or

business unit. The kinds of information treated as master data varies from one industry to
another and even from one company to another within the same industry

Master data management is one of the commonly faced challenges in an agile enterprise.
Especially in large organizations with offices in multiple locations, it is a very tedious job to
maintain data of a large employee workforce. Winshuttle Query provides an easy way to extract
any Employee Master Data into Excel, Access or user defined Forms. The live data can be
extracted by a non-technical user without compromising on SAP security.

MASTER DATA CONTAINS:

 Employee ID
 Employee Name
 Date of birth
 Father name
 Mother name
 Residential address
 Contact number
 Mail id
 Education details
 Salary
 Date of joining
 Unit
 Department
 ESI applicability
 ESI Number
 PF (UAN) Number
 Aadaar number

PAYROLL:

A company's payroll is the list of employees of that company that are entitled to receive
pay and the amounts that each should receive. Along with the amounts that each employee
should receive for time worked or tasks performed, payroll can also refer to a company's records
of payments that were previously made to employees, including salaries and wages, bonuses,
and withheld taxes, or the company's department that calculates and pays out these amounts. One
way that payroll can be handled is in-house.

This means that a company handles all aspects of the payroll process on its own, including
timesheets, calculating wages, producing pay checks, sending the ACH, or Automated Clearing
House, for any direct deposits, and remitting any tax payments necessary. Payroll can also be
outsourced to a full-service payroll processing company. When a company chooses to outsource
their payroll, timesheets, wage calculations, creating pay checks, direct deposits, and tax
payments can be handled all, or in part, by the payroll company.

COMPONENTS OF PAYROLL:

 Hours worked
 Time off(leave)
 Salaries and wages
 OT (Overtime)
 Fringe benefits
 Deductions
 Tax deductions

WHAT IS A LICENSE:

A license is an official permission or permit to do, use, or own something (as well as the
document of that permission or permit)

A license can be granted by a party to another party as an element of an agreement between

those parties. A shorthand definition of a license is "an authorization to use licensed material."

In particular, a license may be issued by authorities, to allow an activity that would otherwise
be forbidden. It may require paying a fee or proving a capability. The requirement may also
serve to keep the authorities informed on a type of activity, and to give them the opportunity to
set conditions and limitations.

A licensor may grant a license under intellectual property laws to authorize a use (such as

copying software or using a patented invention) to a licensee, sparing the licensee from a claim
of infringement brought by the licensor. A license under intellectual property commonly has
several components beyond the grant itself, including a term, territory, renewal provisions, and
other limitations deemed vital to the licensor.

FSSAI LICENSE:

FSSAI is an acronym for the food regulatory authority of India and it basically stands for
the Food Safety and Standards Authority of India. The Food authority regulates and checks
for safe food manufacture, storage and handling practices of Food Business Operators(FBOs).
FSSAI checks for compliance and that FBOs are following the regulations and standards as
mentioned in the Food Safety and Standards Act, 2006.  Since 2006, all acts and regulations
related to food and related products have been under the jurisdiction of FSSAI.  FSSAI issues
compliant FBOs a Compliance (C) badge and in accordance with their annual turnover, issue
them an appropriate Food License. Now that you have learned many things about FSSAI, full
form, functions as well as their jurisdiction, let’s look at this FSSAI license in detail.

FSSAI License Eligibility

Many times as a Food Business Owner it is difficult to determine what license to go for
State or Central. Here, we list down the eligibility criteria so you can look up your type of
business and swiftly proceed to acquire your food license.

Basic FSSAI Registration

Basic FSSAI registration is applicable for all food businesses and related activities like
storage, sales, distribution, repacking and labeling for which the annual turnover does not cross
Rs. 12 lakhs or for food businesses that have a maximum turn over of Rs. 12 lakh Annually.

STATE FSSAI LICENSE ELIGIBILITY

The following FBOs can apply for a state FSSAI license

 Restaurants and Hotels

 Meat processing Units and Slaughtering Units
  Proprietary Foods
 Food Processing Units inclusive of corresponding retailers and repackers
 Vegetable  Oil  Processing Units as well as Production Units
 Dairy Units inclusive of Milk Chilling units

CENTRAL FSSAI LICENSE ELIGIBILITY

The following Food Business Owners have been deemed eligible to obtain the FSSAI central
license by the regulatory authority

 5 Star Hotels and above

 All Food Businesses inclusive of retailers, distributors, suppliers, and caterers mentioned
for state license could apply for a central license if their operations are at a larger scale.
(~20 crores or more)
 Restaurants/ Food processing and handling chains with multiple branches across various
states have to obtain the Central FSSAI license for the main branch/head office
 100 % export-oriented  food processing/production units
 Food processing units, re-labelers, and repackers who are processing more than 2 Metric
Tonnes per day excluding grains, cereals, and pulse milling units
 Refrigerated storages holding a capacity of 10,000 Metric Tonnes or more
 Wholesalers with their annual turnovers amounting to Rs. 30 Crores or more
 Food Catering services located at airports as well as seaports

Based on Annual Turnover has to either apply for simple FSSAI Online Registration in

FORM A with FSSAI or apply for Licensing in FORM B.

TRADE LICENSE:

Every business organization needs a trade license from regulators, be

it the municipal corporation or the state government. Trade License is a
document that gives permission and certifies you to carry on a particular
trade or business for which it is issued. It does not give ownership of
property or permission for any other activity other than for which it is
issued. 

The municipal corporation authorizes license department and allots

licenses in consultation with other specific consultative departments like
Health, Engineering, Estate and others of the same type.

  In perspective of this, it is essential for any business establishments to

take primary licenses from the License Department before beginning
manufacturing, exchange or storage of any activity. The application has to
be filed with the Commissioner in the Corporation 30 days before the start of
business. While filing, the business has to submit all the mandatory
documents.

Types of Trade License:

There are 3 types of trade licenses that a company or individual can apply
for based on the type of trade or business they take forward.

Shop License
This license is required for anyone who wants to open a shop. The shop
can be of any retail type.
Industrial License
This type of license is required for any company that wants to open a
small or mid-sized industrial unit.
Food Establishment License
Any establishment that plans on getting into the food and beverage
industry requires this license. The license applies to restaurants, cafes, meat
shops, bakeries and vegetable shops.

PERSONAL LEARNINGS:
  Learnt what and what should not do in the interview.
 Learnt to be bold.
 Understand the importance of communication.
 Learnt be emotionally intelligence.

PROFESSIONAL LEARNINGS:

 Acceptance.
 Planning skills.
 Flexibility.
 Learnt to do file audit.
 Responsibility.
 Learnt the importance of the HR in the company.
 To generate ESI and PF number for old & new employees.
 Role of HR in the hospitality settings.
 Learnt to retain the employee
 Role of Time Office.
 Role of CSR.
 Role of Recruitment.
 Role of training and development.
 Time management.

CONCLUSION:

This training is very useful for me I think it will help me for my Future. I have learned a
lot and gained a lot about the function is of the management as a HR student, this training
makes me professional. It will be very useful for my carrier, this is a wonderful experience I
enjoyed a lot and learned a lot.