INDORE INSTITUTE OF MANAGEMENT

AND RESEARCH

Batch 2022 - 2024

Internship Report

On

“PENSOL”

Submitted in the partial fulfillment for the

Requirements of the degree of MBA (CORE)
DAVV, Indore

Faculty Guide Student Name

Dr. Geetanjali Bhambhani Abhishek Raghuvanshi
 INDORE INSTITUTE OF MANAGEMENT
AND RESEARCH

Batch 2022 - 2024

Internship Report

On

“PENSOL”

Student Name: Faculty Guide

Abhishek Raghuvanshi Dr. Geetanjali Bhambhani

Internal Examiner External Examiner

Date:
 DECLARATION

I hereby declare that the Project Work entitled “PENSOL”, has been carried out by

me under the guidance of Dr. Geetanjali Bhambhani

, at Indore Institute of Management and Research, Indore. The internship work is

original and has not violated any of plagiarism norms.

I also declare that this Project has not been submitted to any University/ Institute for

the award of any Degree.

Place: Indore

Date: Abhishek Raghuvanshi

 ACKNOWLEDGEMENT
The most awaited moment of successful completion of endeavor is always a result
of persons involved explicitly or implicitly there in. It is impossible without the help
and guidance of the people around to carry on this research work. I take the
opportunity to express my sincere gratitude to each and every person who gave me
the guidance and help for preparing the report.

I take this opportunity to thanks (name of Principal), Indore Institute of Management

and Research for providing me an opportunity to work for this internship research.

I am also desirous of placing on record profound indebtedness to Dr. Geetanjali

Bhambhani and all the members of faculty of Indore Institute of Management and
Research, Indore, for the valuable advice, guidance, precious time and support that
they offered.

I would also like to thank (PESNSOL) for giving his precious time and relevant
information for successful completion of this project.

My strength and inspiration are the blessings of my parents and my friends. I owe all
my success and achievements to them.

Abhishek Raghuvanshi
 INDEX
S.NO. CONTENT PAGE NO.

1. HUMAN RESOURCE

2. FUNCTIONS OF HRM

3. NEED OF HRM

4. ABOUT THE COMPANY

5. OBJECTIVE OF THE INTERNSHIP

6. TIME DURATION OF THE PROJECT

7. ROLES AND RESPONSIBILITIES

8. CHALLENGES

9. LEARNING OUTCOMES

10. REFERENCES

11. CONCLUSION
WHAT IS HUMAN RESOURCE INTERNSHIP
A Human Resource (HR) internship is a temporary work experience opportunity for
individuals seeking to gain practical knowledge and skills in the field of human
resources. HR internships are typically offered by companies, organizations, or
government agencies to students or recent graduates who are pursuing a career in
HR.

The main purpose of a human resource internship is to provide hands-on

experience and exposure to various aspects of HR functions. Interns may work
closely with HR professionals and gain insights into areas such as recruitment,
employee relations, training and development, performance management, benefits
administration, and HR policies and procedures.

During the internship, participants may be involved in tasks such as:

Recruitment and Hiring: Assisting in the recruitment process, including job posting,
resume screening, and participating in interviews.

Employee Onboarding: Helping with the orientation and onboarding of new

employees, ensuring they have the necessary information and resources.

Training and Development: Supporting training initiatives and programs aimed at

enhancing employee skills and knowledge.

Employee Relations: Assisting in handling employee relations issues, such as

conflict resolution and addressing workplace concerns.

HR Administration: Performing administrative tasks related to HR processes,

maintaining employee records, and handling documentation.

Policy and Compliance: Learning about and assisting with the implementation of HR
policies and ensuring compliance with employment laws and regulations.
 FUNCTIONS OF HRM
Recruitment and Staffing:

 Planning and forecasting workforce needs.

 Recruiting and hiring new employees.
 Conducting interviews and selecting candidates.

Employee Onboarding:

 Orienting new employees to the organization.

 Facilitating paperwork and documentation for new hires.
 Introducing new employees to the company culture and policies.

Training and Development:

 Identifying training needs within the organization.

 Designing and implementing training programs.
 Supporting continuous learning and development.

Performance Management:

 Establishing performance expectations and goals.

 Conducting performance appraisals.
 Providing feedback and recognition.

Employee Relations:

 Handling employee grievances and conflicts.

 Promoting a positive work environment.
 Addressing interpersonal issues within the workplace.

Compensation and Benefits:

 Developing and managing compensation structures.

 Administering employee benefits programs.
 Ensuring compliance with compensation laws and regulations.
HR Policies and Procedures:

 Developing and updating HR policies and procedures.

 Communicating policies to employees.
 Ensuring compliance with employment laws.

Workforce Planning:

 Analyzing and forecasting the organization's future workforce needs.

 Planning for succession and talent management.

Safety and Wellness:

 Ensuring a safe and healthy work environment.

 Implementing workplace wellness programs.
 Managing health and safety regulations.

Employee Engagement:

 Promoting a positive workplace culture.

 Fostering employee engagement and satisfaction.
 Conducting employee surveys and feedback sessions.

Human Resource Information Systems (HRIS):

 Managing HRIS for efficient data management.

 Tracking employee records and information.
 Generating reports and analytics.

Legal Compliance:

 Ensuring compliance with labor laws and regulations.

 Handling legal issues related to employment.
 Staying informed about changes in employment law.
 NEED OF HRM
Talent Acquisition:

HRM helps organizations attract and hire the right talent. This includes developing
recruitment strategies, conducting interviews, and ensuring a smooth onboarding
process.

Employee Development:

HRM is crucial for identifying training needs, designing development programs, and
supporting employees in acquiring new skills. This contributes to improved
performance and career growth.

Performance Management:

HRM establishes systems for setting performance expectations, conducting

evaluations, and providing feedback. This helps in recognizing and rewarding high
performers and addressing performance issues.

Employee Relations:

Managing relationships between employees and the organization is a key function.

HRM addresses conflicts, communicates policies, and ensures a positive work
environment.

Compensation and Benefits:

HRM is responsible for designing fair and competitive compensation structures and
administering employee benefits. This helps in attracting and retaining top talent.

HR Policies and Compliance:

Developing and enforcing HR policies ensures a consistent and legally compliant

work environment. HRM helps organizations navigate complex employment laws
and regulations.

Workforce Planning:
HRM assists in forecasting workforce needs and planning for the future. This
involves succession planning, identifying skill gaps, and ensuring the right people
are in the right roles.

Employee Engagement:

Engaged employees are more likely to be productive and committed. HRM designs
and implements initiatives to enhance employee engagement, job satisfaction, and
overall morale.

Human Resource Information Systems (HRIS):

Managing HRIS helps in efficient data management, tracking employee records,

and generating reports. This enhances the organization's ability to make informed
decisions.

Legal Compliance:

Staying abreast of labor laws and regulations is critical. HRM ensures that the
organization complies with legal requirements, minimizing the risk of legal issues.

Organizational Culture and Diversity:

HRM plays a role in shaping and maintaining the organizational culture. It also
fosters diversity and inclusion, recognizing the value of a diverse workforce.

Health and Safety:

HRM is involved in ensuring a safe and healthy work environment, including

implementing safety programs and complying with occupational health and safety
standards.
 ABOUT THE COMPANY
PENSOL is into manufacturing and marketing of lubricants in India under the
registered trade name PENSOL since 1972. Company has a wide range of products
both in Automotive and Industrial lubricants that are being manufactured at its 2
state of art plants in India. PENSOL is an ISO 9001: 2008 certified company having
its registered office at Mumbai (Maharashtra). Entire country operations is
managed by its two regional offices, one in eastern India zone at Ranchi
(Jharkhand) and second at central India zone at Indore (M.P.). All PENSOL products
meet strict National and International quality standards like API, JASO, and BSI etc.

PENSOL has a robust distribution network in India having 22 depots that provides
services to more than 500 distributors across India. These distributors supply to
approx. 10,000 retailers/dealers, resulting to more than 1million satisfied
customers in India. PENSOL motto has always been to provide INTERNATIONAL
QUALITY LUBRICANTS AT RIGHT PRICES to its customers.

Beliefs and Approach

Our constant refusal to follow me-too strategies whether in production,

distribution or business acquisition has set us apart from the competition. We don't
believe in walking down the beaten path and would rather spend time creating a
fresh path for ourselves.

We are incessantly harnessing the strength of our strong technical and marketing
team to bring out tomorrow's breakthrough products, today. Our large portfolio of
products is evidence of our consistent record in coming out with new and improved
products.

Guiding Principles

We have been guided in our 50 years existence of providing quality lubricant

products at competitive price, by our 5 guiding principles. They are like our 'holy
commandments', ones from which we do not budge.
  A customer centric approach.
 Belief in the abilities of our people.
 Fostering and encouraging innovation and lateral thinking.
 Treating our service providers and suppliers as our partners.
 Engaging in sincere and open communication.

VISION, MISSION & VALUES

Vision

To be a leading lubricants company with global market share, delivering innovative

product solutions those customers can implicitly trust.

Mission

Our mission would be achieving our vision by staying committed to:

 Leading and motivating a workforce that is talented and aspires to be the

best in their field.
 Accepting nothing but complete implementation and execution when it
comes to satisfaction of customer requirements.
 Associate with partners who will take pride in distributing our products.
 Building a framework of trust and understanding with all our stakeholders
like suppliers and vendors.
 Contributing positively to society and community uplifting initiatives.
 Contributing to the lubricants industry in terms of research and development
initiatives.
 Continuously accrediting ourselves with national and international standards
of competence and quality.
Values

CARE : For us, care is going that extra mile to meet our customers’ expectations.

ETHICS : Ethics is something that we inhale and exhale every moment of our lives.

RESPECT : For everyone including the porter who carries our goods, respect is
something that comes naturally to us.

PENSOL PRODUCTS
AUTOMOTIVE LUBRICANTS

 MOTORBIKE OILS
 PASSENGER CAR ENGINE OILS
 MINI CV ENGINE OILS
 DIESEL ENGINE OILS
 GEAR OILS
 CNG ENGINE OILS
 AGRICULTURE & TRACTOR OILS
 GREASES
 BRAKE FLUID
 COOLANTS
 HYDRAULIC OIL
 DIESEL EXHAUST FLUID

INDUSTRIAL LUBRICANTS

o HYDRAULIC OIL
o GEAR OIL
o COMPRESSOR OIL
o REFRIGERATION OIL
o CIRCULATING OIL
o GREASES
o METAL WORKING FLUID
o QUENCHING OIL
o THERMIC FLUID
o SPECIAL GRADE MACHINERY OIL
o RUST PREVENTIVE OIL
o ROCK DRILL OIL
 PENSOL CLIENTS
Action Construction Equipment Limited

The company is OEM of ACE cranes having wide network throughout India.

Center For Advanced Technology (CAT)

The Centre for Advanced Technology is engaged in R & D in non-nuclear front line
research areas of Lasers, Particle Accelerators & related technologies.

ALCAST

Manufacturer of pressure & gravity die castings and CNC based precision machined
components & assemblies.

Coal India Limited (CIL)

Govt. of India company and the largest coal mining and producing company in the
world. The company contributes to around 82% of the coal production in India.

Central Reserve Police Force (CRPF)

The Central Reserve Police Force also known as CRPF is the largest of India's Central
Armed Police Forces.

Gajra Bevel Gears Limited

The Group produces a vast range of gears, Differntial & Transmission Gears and
other products to keep automotive progress on the move.

AND MANY MORE………..

LOGO OF THE COMPANY
 OBJECTIVE OF THE INTERNSHIP
The objectives of a Human Resource (HR) internship vary depending on the
organization and the specific internship program. However, common objectives of
HR internships include:

Hands-on Experience: To provide interns with practical exposure to various aspects

of HR functions, allowing them to apply theoretical knowledge gained in academic
settings to real-world situations.

Skill Development: To enhance interns' skills in areas such as recruitment,

employee relations, training and development, performance management, HR
administration, and compliance with employment laws.

Understanding HR Processes: To familiarize interns with the day-to-day operations

of HR departments, including the implementation of HR policies, procedures, and
best practices.

Exposure to HR Systems and Tools: To introduce interns to the technology and

software commonly used in HR, such as applicant tracking systems, HRIS (Human
Resource Information Systems), and other tools relevant to the field.

Networking Opportunities: To allow interns to build professional connections

within the HR industry, both within the organization and through interactions with
other professionals at events or networking sessions.

Project Participation: To involve interns in specific HR projects or initiatives,

enabling them to contribute meaningfully to the department's objectives and gain
a deeper understanding of the organization's HR strategies.

Observation and Learning: To give interns the opportunity to observe and learn
from experienced HR professionals, fostering mentorship and providing insights
into the practical challenges and solutions in the field.
Career Exploration: To help interns clarify their career goals within the HR field by
exposing them to various HR specialties, such as recruitment, training, or employee
relations.

Feedback and Evaluation: To provide constructive feedback to interns, helping

them identify areas of strength and areas that may need improvement,
contributing to their professional development.

Potential for Future Employment: In some cases, the ultimate objective may be to
identify high-performing interns and offer them full-time employment
opportunities within the organization after completing their internship.
 TIME DURATION OF THE PROJECT

The time duration of my internship was 90 days. It started from 23-11-2023 and
ended on 25-01-2024. As it was a short period of internship, in this time duration I
learned various new skills and also enhanced my knowledge into the corporate and
practical world.
 ROLES AND RESPONSIBILITIES
Recruitment and Staffing:

 Planning and executing recruitment strategies.

 Posting job openings, screening resumes, conducting interviews, and
managing the hiring process.

Employee Onboarding:

 Ensuring a smooth transition for new hires.

 Handling paperwork, introducing employees to company culture and
policies, and coordinating orientation programs.

Training and Development:

 Identifying and addressing skill gaps in the workforce.

 Designing and implementing training programs, organizing professional
development opportunities, and promoting continuous learning.

Performance Management:

 Establishing performance expectations and evaluating employee

performance.
 Conducting performance appraisals, providing feedback, and facilitating
performance improvement plans.

Employee Relations:

 Managing relationships between employees and the organization.

 Handling conflicts, addressing workplace issues, and fostering a positive work
environment.
Compensation and Benefits:

 Designing and administering competitive compensation packages.

 Managing payroll, overseeing benefits programs, and ensuring compliance
with compensation laws.

HR Policies and Compliance:

 Developing and enforcing HR policies and ensuring legal compliance.

 Creating and updating policies, communicating changes to employees, and
staying informed about employment laws.

Workforce Planning:

 Aligning the workforce with organizational goals.

 Forecasting future workforce needs, succession planning, and talent
management.

Employee Engagement:

 Fostering a positive work culture.

 Implementing initiatives to enhance employee morale, conducting surveys,
and addressing employee feedback.

Human Resource Information Systems (HRIS):

 Managing HRIS for efficient data management.

 Tracking employee records, generating reports, and ensuring data accuracy.

Legal Compliance:

 Ensuring adherence to employment laws and regulations.

 Handling legal matters related to employment, staying updated on changes
in regulations, and implementing compliance measures.
Organizational Development:

 Contributing to the overall development and growth of the organization’

 Participating in strategic planning, implementing organizational change
initiatives, and supporting cultural development.
 CHALLENGES
Talent Acquisition:

 Attracting and retaining top talent in a competitive job market.

 Addressing skill shortages and ensuring a diverse and inclusive hiring process.

Workforce Diversity:

 Managing a diverse workforce and fostering an inclusive culture.

 Addressing issues related to discrimination, bias, and promoting equal
opportunities.

Employee Engagement:

 Maintaining high levels of employee engagement and motivation.

 Navigating challenges related to remote work, especially in the context of
hybrid or fully virtual work environments.

Skills Development:

 Identifying and addressing skill gaps in the workforce.

 Implementing effective training and development programs to upskill or
reskill employees.

Technological Changes:

 Integrating and managing HR technology, such as Human Resource

Information Systems (HRIS) and Applicant Tracking Systems (ATS).
 Adapting to automation and artificial intelligence in HR processes.
Employee Relations:

 Handling employee conflicts and maintaining positive workplace

relationships.
 Managing the balance between employee advocacy and organizational
objectives.

Remote Work Challenges:

 Managing and supporting remote or virtual teams.

 Addressing issues related to work-life balance, communication, and
collaboration in remote work setups.

Compliance and Legal Issues:

 Staying current with and ensuring compliance with evolving employment

laws and regulations.
 Addressing legal challenges related to workplace issues.

Compensation and Benefits:

 Designing competitive compensation packages to attract and retain talent.

 Managing the costs and complexities of employee benefits programs.

Succession Planning:

 Identifying and developing future leaders within the organization.

 Ensuring a smooth transition during leadership changes.

Organizational Change:
  Managing organizational change and restructuring.
 Addressing resistance to change among employees.

Workplace Health and Safety:

 Ensuring a safe and healthy work environment.

 Addressing concerns related to workplace safety, especially in times of crisis.

Globalization:

 Managing HR functions across international boundaries.

 Navigating cultural differences and legal requirements in a global workforce.
 LEARNING OUTCOMES
HR Knowledge:

 Demonstrate a comprehensive understanding of key HR concepts, principles,

and theories.
 Exhibit knowledge of HR laws, regulations, and ethical considerations.

Recruitment and Staffing:

 Develop proficiency in recruiting strategies, including sourcing, interviewing,

and selection processes.
 Understand the importance of diversity and inclusion in recruitment.

Employee Relations:

 Demonstrate skills in managing employee relations, conflict resolution, and

workplace communication.
 Understand the principles of employee engagement and satisfaction.

Training and Development:

 Design and implement effective training programs.

 Assess and address organizational and individual training needs.

Performance Management:

 Develop skills in setting performance expectations and conducting

performance appraisals.
 Understand methods for providing constructive feedback and managing
performance issues.

Compensation and Benefits:

 Understand compensation structures and benefits administration.

 Develop skills in designing competitive and fair compensation packages.
Legal Compliance:

 Demonstrate awareness of employment laws and regulations.

 Apply legal principles to HR decision-making and policy development.

HR Technology:

 Utilize Human Resource Information Systems (HRIS) and other technology

tools.
 Understand the role of technology in HR processes and analytics.

Organizational Development:

 Apply organizational development concepts to support strategic goals.

 Understand change management principles and techniques.

Leadership and Communication:

 Develop effective leadership and communication skills.

 Understand the role of HR in influencing organizational culture.

Global HR Management:

 Understand the challenges and opportunities of managing HR in a global

context.
 Demonstrate cultural competence in HR practices.

Ethical Decision-Making:

 Exhibit ethical decision-making and behavior in HR-related situations.

 Recognize and navigate ethical dilemmas in the workplace.

Critical Thinking and Problem-Solving:

 Develop critical thinking skills to analyze HR challenges and propose

solutions.
 Apply problem-solving methodologies to HR scenarios.
Professional Development:

 Engage in continuous learning and professional development.

 Stay informed about industry trends and best practices in HR.
 REFERENCES

 https://pensol.com/our_clients.html
 https://in.linkedin.com/company/pensolindia
 CONCLUSION
I am delighted to conclude my internship in the Human Resources department, and
I am grateful for the valuable experiences and insights gained throughout this
period. This internship has been a significant step in my professional development,
providing me with a deeper understanding of HR functions and the corporate
environment.

This internship has been an enriching experience, and I am eager to apply the
insights gained to contribute positively to any future workplace. I look forward to
leveraging these experiences as I embark on the next chapter of my professional
journey.

I extend my gratitude to the HR team and the entire organization for providing a
supportive learning environment.