A Summer Training Report

On

Analysis of

Human Resource Management

AT

BHAGWAN AUTOMATICS

MAHARSHI DAYANAND UNIVERSITY

(Submitted in partial fulfillment of the requirement for the

award of degree of Masters of Business Administration)

(Session 2024-25)

SUBMITTED BY:
RUPANSHI (MBA 3RD SEM )
University Roll No. :

HINDU INSTITUTE OF MANAGEMENT AND TECHNOLOGY,

ROHTAK
 ACKNOWLEDGEMENT

I consider myself very fortunate to get the opportunity to conduct the training approval and
summer training project as per guidelines provided by our teacher as well as whatever I have
learned from officials of BHAGWAN AUTOMATICS of varies range of products.

I am very much thankful of Mr Suresh Khanna who provided my every bottom of the
products of their company about their information regarding their products .

I have gone through varies ways of getting proper information regarding my summer training
report.

(Rupanshi)
 Declaration

I Rupanshi, of MBA (3RD SEMESTER) of HINDU INSTITUTE OF MANAGEMENT AND

TECHNOLOGY, ROHTAK hereby declare that the project report entitled ‘A STUDY OF Analysis of
Human Resource Management is an original work and the same has not been submitted to any other
institute for the award of any degree/diploma.

(Rupanshi)
 Table of Contents

SR NO. CONTENT Page NO.

1 Certificate
2 Acknowledgement
3 Declaration
4 Profile of the organization 1-5
5 Policy of the organization 6-25
6 Introduction to the topic 26-36
7 Data presentation and Analysis 37-44

8 Summary and Conclusion 45-46

9 Recommendation 47-49
10 Bibliography 51
12 Questionnaire 52-54
Profile of the organization
 BHAGWAN AUTOMATICS

Plot No. 26-27 , Sector-31B ,Phase – 1 , IMT , Rohtak - 124001

Manufacturing & Supply of Forged & Machined Components

E –mail : [email protected] | [email protected]

Head office : 893-c , Vardhman Enclave , Delhi Road , ROHTAK- 124001 (Haryana)
 About the Company

About Bhagwan Auto Products :-

Established in 1980 , Bhagwan Auto Products has made a name for itself in the list of top
suppliers of in India. The supplier company is located in Rohtak, Haryana and is one of the
leading sellers of listed products.
Bhagwan Auto Products is listed in Trade India's list of verified sellers offering supreme
quality of etc. Buy in bulk from us for the best quality products and service.

 BUSINESS TYPE : Manufacturer, Supplier

 ESTABLISHMENT :1980
 WORKING DAYS :Monday To Sunday
 RESEARCH METHODOLOGY

The procedure adopted for conducting the research requires a lot of attention as it has direct
bearing on accuracy, reliability and adequacy of results obtained. It is due to this reason that
the research methodology, which I used at the time of conducting the research, needs to be
elaborated upon, Research methodology is a way to systematically study & solve the research
problems.

Research problem here way to analyze the financial data of BHAGWAN AUTOMATICS ltd.
To come out with some underlying facts behind the financial statements of the company.

Research Design:

The research design implemented in this research is descriptive in nature, as it seeks to

discover facts, ideas, insight & to bring out new relationship among the data items already
existing. Research design is Hexble enough to provide opportunity for considering different
aspects of problems under study.

Sample Universe:

Of the study BHAGWAN AUTOMATICS ltd.

Sample Population:

Is the financial statement of BHAGWAN AUTOMATICS ltd.

Sample:

Taken for the purpose of my study is the financial statement of last 3 years.

Information Collection:

For the purpose of analysis I have gone for the secondary information. As this is the base of
the study so the data which is reliable has been taken. And also annual reports of the
company & information through internet are taken.
Significance of the study

The significance of this study lies in the thing that it reveals some of the hidden information
from the accounts of the BHAGWAN AUTOMATICS ltd. And also it contains the
recommendations which if taken into considerations by the management could prove useful
for the company.

Apart from the organization point of view this study is also significant for me as it gives me a
chance to under and the corporate environment & increase my analytical abilities to draw
references.

To go before the analysis of BHAGWAN AUTOMATICS ltd. It was necessary to go through

the existing literature of`finance as well as other analytical studies which could prove useful
for me. So lots of books, and reports already prepared were consulted for this purpose and
adequate help is taken from them to do this study.

Objectives

The main objective of the study was to analyze the financial statements prepared by
BHAGWAN AUTOMATICS and also to understand and analyze the cash flow statement.

Another objective was to identify the deficiencies or the weak points of the company, if
found during the analysis phase.

Limitations

1. Access to some information was denied by the company officials that affected the
findings to some extent.
2. He sample size was limited over just four years, which may not be fully representative
of the universe. A large sample size could not be taken due to time & cost constraints.
3. Company provides only secondary data so certain types of bias are in the study.
4. Lack of experience in this field may have incorporated some shortfalls.
Vision & Mission Statement

1) Be a growth orientated professional organization promoting high standards of

business ethics.
2) Establish strong R&D facility and innovate continuously.
3) Make each member of the organization feel proud and empowered.
4) Strive to achieve better quality level.
5) Maximize shareholder’s wealth.

Mission

1) Continue to retain market leadership in India marketplace and established

BHAGWAN AUTOMATICS as a global brand by creating value for customer
through technology, quality, cost competitiveness and innovation.
2) Be recognized by customers as their best and preferred supplier if fasteners and
components.
3) Exceeding customer expectations and striving for excellence.
Policy of The Company
Policy of the company

General Terms and Conditions of BHAGWAN AUTOMATICS Pvt.Ltd.

1. Scope, service features

The BHAGWAN Group supplies goods and services to its customers exclusively on the
basis of the General Terms and Conditions currently enforced. The product range refers
especially to the manufacture of components and other products and engineering, technical
consulting, logistics and other services. It also includes goods and services supplied as part of
a complete or partial solution offered by us.

Our current General Terms and Conditions can be viewed at any time on our website
(www.BHAGWAN AUTOMATICS .com → About Us → Download Center → General
Terms and Conditions). They shall be included in their entirety in every contract concluded
and shall apply for every company in the BHAGWAN Group. The General Terms and
Conditions shall apply for every business relationship entered into with us

Any other terms and conditions or specific agreements shall be binding only if agreed in
writing .The customer may then only require us to provide a service that goes beyond the
supply of the goods if this has been agreed in writing. It must be noted that responsibility for
installation and use of the goods rests with the customer.

If we have issued a written order confirmation or confirmed other contractual documents in

writing, these documents will contain an exhaustive list of all goods and services to be
supplied. For the purposes of these General Terms and Conditions, we define “in writing” as
meaning a document (including a fax or pdf document) signed by one of the contracting
partners. “In writing” is also defined as an e-mail sent by one contracting partner to the other,
provided the person acting for the party sending the e-mail can be clearly identified and is
authorized to deal with the matter.

Prices and payment for goods and services :The prices for our goods and services are
always shown exclusive of VAT in the relevant currency. This principle applies for all our
price lists, order confirmations and other contractual documents. The prices for our goods are
shown for 100 pieces. We expressly reserve the right to make alternative arrangements
subject appropriate notification. Prices for 1,000 pieces or more apply only to industrial
packages or bulk quantities. The minimum order value for goods is CHF 75; an equivalent
amount will apply for deliveries in any other currency. A minimum quantity surcharge is
added for opened packets. We can provide a quantity discount for goods with a value of at
least CHF 200 or corresponding amount in any another currency.

We reserve the right to make price adjustments if market conditions change significantly or if
resulting from fluctuations in the exchange rate. The prices offered are binding only if and
insofar as we have notified the customer of the period for which they are binding.

Our goods are delivered EXW according to Incoterms 2020.

Invoices for our goods and services are payable within 30 days of the invoice date. Payment
shall be made net without discount. If payment is delayed an interest charge of 7% plus a

processing fee of CHF 70 (or a corresponding amount in a different currency) will be charged
for reminders. Both amounts will be charged without separate notice of default. Edition: June
2022 Superseded: January 2011 GTC BHAGWAN AUTOMATICS Pvt Ltd.docx Page 2
of 8 Payments billed must be made in the currency specified in our price lists, order
confirmations or other contractual documents.

Obligation to inform and safety

The customer is obliged to notify us of any particular technical requirements, or legal,

administrative or other regulations or other circumstances that are significant for the supply
of our goods or services. It must be emphasized that such information is to be supplied
promptly and without being requested by us. The obligation to inform shall apply especially
if our goods or services are to be used for any hazardous or unusual purpose. Such
regulations, standards or circumstances must be brought to our attention in writing on or
before the date when the order is placed or the contract awarded, unless they do not come to
light until we are in the process

of delivering the goods or supplying the services, in which case the customer shall notify us
of them immediately.

Notwithstanding this obligation to inform, the customer shall remain responsible for product
safety and other safety measures.

Responsibility for ensuring compliance with general and local safety regulationsand for
issuing appropriate instructions to staff rests entirely with the customer.
Industrial property rights

Copyright and other intellectual property rights and rights of protection, which arise in
connection with our supplies of goods or services, shall be retained exclusively by us. These
rights cover, among other things, our drawings, plans, technical and other documents,
software programs and other solutions developed by us.

Non-transferable and non-exclusive rights of use granted to the customer expressly and in
writing shall remain reserved.

We are entitled to use and to develop further, in our work for other customers, any generally
exploitable knowledge and expertise, as well as experience and skills, which we have
acquired in the course of supplying our goods or services.

Categories of products
Standard Products

Bolts & Screws Pins Nuts Allen key

Objective and Issue

Objectives

Whether you own a small manufacturing company or you have a company that relies on
manufacturers to make your products, it’s important to understand manufacturing objectives
and goals. The truth is that manufacturing jobs have become more scarce, even though
manufacturing output has steadily grown, according to a recent analysis from the Pew
Research Center. Despite these statistics, manufacturing objectives and goals haven’t
changed that much over the years. Manufacturers produce tons of goods every day, all of
which impact consumers directly or indirectly. Similar to any industry, manufacturing
objectives and goals are designed to improve a company’s bottom line. The objectives of
manufacturing industry are related to quality, safety, vendor selection, and efficiency and
costs. Elements of Quality One of the most important objectives of manufacturing industry is
to produce a high-quality product.

If you own a business that relies on a manufacturer to produce your goods, you will lose faith
in that manufacturer if the product is not made to the highest standard. Let’s say you’re able
to sort poor products from good ones. Those poor products will still mean a loss to your
company because you can’t put them on the market. As a result, one of the main objectives of
manufacturing industry is reducing flaws and maintaining high product standards. Along
these lines, some of the measures that can help manufacturers maintain high quality include
weekly product sample reviews, physical and visual inspections, as well as physical tests.

Elements of safety

The main objective of the manufacturing process is to produce as many goods as possible in
the least expensive way possible. Manufacturers can only achieve that objective by relying
upon heavy equipment, much of which is automated. Although this equipment is an asset
when it comes to boosting production, it also poses risks to workers. For example, heating
elements or disconnected joints can burn employees at a factory. Injuries can also result from
things such as spilled liquids that cause slip and fall accidents. It’s the responsibility of
manufacturers to implement strategies that enforce safety regulations that can reduce at-work
injuries.

In some instances, manufacturers can offer incentives such as bonuses for every month that a
plant or factory has zero injury events. Safety also extends to the actual product a
manufacturer makes. For example, if you own a skateboard company, you expect your
manufacturer will make wheels on that skateboard don’t fall off after several rides as this can
lead to injuries and a major lawsuit.

Elements of Efficiency and Cost

Boosting efficiency while controlling costs is another objective of the manufacturing process.
In the costs. For example, if a manufacturer misses a production deadline, the company might
face a contract penalty or it might lose a bonus. In the same way, if workers are taking too
long to finish a project, the company may have to pay workers overtime or hire additional
temporary staff to get back on schedule

Quality Employees

Goals should include a commitment to hire the highest-quality drivers, warehouse personnel
and support staff in the industry. This goal can be achieved through the company's
willingness to provide trucks that incorporate the latest technology, generous mileage rates,
paid vacation time that increases with longevity, company contributions to 401k plans, and
excellent medical insurance plans. Other benefit options that truck drivers look for are time at
home with families, paid holidays, and commitment to a drug-free environment.

Issue & Solution

1. Lack of skilled workers

Problem
One of the challenges manufacturing industries faces, from the largest manufacturing
business to the humble workshop, is a lack of skilled labor. The issue? Young people
have a misunderstanding of the industry, and the older workers are retiring. According to
The Manufacturing Institute and Deloitte Consulting LLP, 22% of the workers in
manufacturing will now be retiring in the next ten years.

Solution
It doesn’t have to be this way. You can take the initiative and help unskilled workers
find the opportunities to become a manufacturer. Take Soaring Hearts, featured in the
best Shopify furniture stores article, offers scholarships to anyone studying mental health
and compassionate care or business management.

Did you know you could start a partnership with community colleges or even offer
training programs to overcome the skilled labor gap?

Inventory and project management

The biggest challenges faced by manufacturing industries, big or small, are usually
associated with inventory management.
Problem
Inventory management and handling your floor-level management is something that will
always plague the shop floor as you try to fulfill your orders amidst the chaos of running
a business.
You might think that these aspects of manufacturing aren’t related. However, if you can’t
stay on top of your inventory management, it’s going to affect your sales and
manufacturing orders directly.

Solution
Other manufacturing businesses overcome these manufacturing challenges involving
inventory and production schedules by investing in a system that can help you control
these areas.
Findings a manufacturing ERP software that can help you automate your inventory
management (we’ll talk about the issues involved with automation later) and schedule
your projects will help you overhaul your fulfillment rate. This allows you to focus on
scaling your business instead of being overwhelmed with these management processes.

Consumerism trends
Problem
Customer spending habits are a continuously changing landscape. Over the last few
decades, customers were always looking to save a buck when doing their shopping.

That means back in the day, entrepreneurs could outsource their manufacturing, hence
why a lot of products were made in China to save themselves some coins too. However,
nowadays, customers want quality, ethically made products and want to know the
process behind how their products were made.

Solution
The only way you can stay ahead of these manufacturing challenges is to research the
market. There are many articles online that can help you understand trends and
predictions small manufacturers face. Still, as a rule of thumb, you should be focusing on
building a trustworthy brand, having an environmentally friendly product, and improving
customer satisfaction.
Selling direct to consumer

Problem
Other manufacturing challenges related to consumerism trends are the issues involved
with selling direct to consumers. As more people turn to e-commerce to make their
purchases, manufacturing businesses have been able to cut out the middle man and sell
their products by themselves.
Unfortunately, more control means more responsibility and greater risk.

Solution
As you’ll be handling everything such as marketing, supply chain management,
manufacturing, and selling, you’re going to need to find a piece of software that can help
you centralize your entire business.
That’s why many manufacturing businesses turn to multichannel sales inventory
production management software to overcome the manufacturing challenges of having
total control. This helps you streamline your productions and manage your multiple sale
channels.
Scaling your business
Problem
One of the biggest challenges faced by manufacturing industries, and this might come as
a surprise, is deciding when to scale your business.
For life to form on a planet, it needs to be in a sweet spot called the circumstellar
habitable zone. The same principle can be applied to business growth because if you
decide to scale up too soon or too late can seriously damage your company.
Solution
Firstly, understand who your customers are, research the market space you occupy, and
make sure that the products you’re manufacturing are perfect.
A quick and easy way of understanding if your business is ready to scale is to perform a
product life-cycle management (PLCM) to understand how your items are performing on
the market.
However, don’t forget, if you have products that aren’t performing well, it might not
mean that you’re not ready to scale, but instead maybe it’s time to ditch that product to
avoid building dead stock.
Globalization

Problem
Manufacturing challenges associated with globalization is similar to the problems which
face manufacturers selling direct to consumer.
Yes, globalization gives your business more freedom to choose a supplier for sourcing
your raw materials and gain access to a larger audience, but with this huge opportunity
comes the risk of a problem occurring along your supply chain.
And that’s not including the fact that your competition has the same opportunities too,
meaning you’re competing for a market space on a larger scale.

Solution
If you want to overcome the manufacturing industry challenges of scaling your business,
you’re going to have to start:
Selling internationally
 Leveraging your online presence
 Finding the right tools to help you manage the complicated logistics and trading laws
of different countries
Luckily for humble manufacturers, this is an easy solution since tools built specifically
for supply chain management for makers exist. However, you’ll still need to streamline
your manufacturing process, as a larger supply chain equals longer manufacturing lead
times.
Attracting qualified leads
Problem
Another point that ties in with globalization but presents manufacturing challenges of its
own.
Traditional marketing strategies are becoming less effective each year, and simply
making a website and hoping it gains traction isn’t an option anymore due to the
ridiculously huge amount of competition.
Rising above the white noise of the internet is a tricky affair, and if you want to drive
traffic to your sales point, it’s going to take a concentrated effort on your part.
Solution
Unfortunately, this isn’t a straightforward fix, but if you focus on perfecting your
landing pages, you’ll be able to increase your visibility.
But the best thing you can do if you wish to drive traffic to your website is to generate
and distribute original content. This can all be in the form of relevant blogs, case studies,
ebooks, infographics, and any other helpful resources.
Increasing revenue and sales
Problem
This will always be an issue at every stage of your business.
However, the more you grow, the trickier it becomes to increase your revenue and sales.
One of the challenges manufacturing industries face when scaling is considering how to
refine their production workflows in response to the increasing quantity of manufactured
products.
Solution

We understand that it might not be within your budget to bring in Skynet to run your
business (which is a good thing if the Terminator is anything to go by).
When the sales start to increase, you’re going to need to do constant evaluations on your
business’s performance to determine if there is any way you can improve your
manufacturing processes to compensate for the increased workload.
This could be as simple as analyzing your inventory to determine if you need to practice
a different method for storing material, such as ABC inventory.
This could be a tactic for getting your products manufactured and dispatched sooner to
the customer, which will build your reputation and possibly bring in new clients.

Maintenance and overheads

Problem
The more the business grows, the more problems begin to occur. It’s a shame, we know.
Nothing in life can be simple, it seems.
Making sure your equipment is functioning and available is one of the important
manufacturing challenges you’ll need to overcome. That includes also figuring out your
manufacturing overheads.
However, the kicker is once you begin selling more products, your tools will be used
more and degrade, and your overheads increase due to the simple fact that you’re
producing more.
Solution
It would help if you were looking into your routing manufacturing, which is your road
map around the workshop, from the moment a manufacturing order is created, to when it
is sent out for delivery.
Doing this might yield interesting results for you, such as identifying areas where
bottlenecks occur regularly, figuring out which tools need the most maintenance, and
redesigning your workshop layout to determine the quickest route for your
manufacturing processes.
This will help you implement solutions to deal with tools that need regular maintenance
and help you lower your manufacturing costs.

Automation
Some behind the scenes challenge faced by manufacturing industries is actually finding
the right tool to support their manufacturing operations. Most inventory management
tools have been built in mind for drop shippers.
Problem
Technological advancements seem to be happening every other day, increasing demand
and putting more strain on manufacturers to fulfill larger orders.
This is a cause for concern for the humble maker as they compete with the large-scale
manufacturing corporations who can afford to bring in the help of AI to make their
production lines more efficient.
According to Robotics Online, from 2010 to 2016, as many as 137,000 robots were
shipped to US customers.

Solution
We understand that it might not be within your budget to bring in Skynet to run your
business (which is a good thing if the Terminator is anything to go by). Bigger
companies have the capital to overcome the manufacturing challenges of automation.
However, Elon Musk predicts an uneasy future with AI usage. But that doesn’t mean you
can’t get a slice of this automated pie at a low price. Manufacturing scheduling software
gives manufacturing businesses the firepower to be able to compete in the marketplace
by overcoming any manufacturing challenges one could face within one easy-to-use,
visual dashboard. Katana is designed specifically in mind for manufacturers, by
manufacturers,
 When using Katana, you can expect to find:
Instant access to manufacturing costs
 Autonomously updated real-time finished goods and material inventory readings
 A click-and-drag, priority-based, project scheduling system;
 Integration with your favorite accounting, e-commerce, reporting, and CRM platforms
Tools to set ideal inventory levels to notify you if the stock drops too low
 A centralized point to manage your entire manufacturing process
 If you’re still unsure how this type of software could benefit your business, then check
out the video below to fully understand how smart manufacturing scheduling software
works.

WORK EXPERIENCE

COST ANALYSIS

Cost: -

In general `cost means the amount of expenditure incurred On or attributable to a given

thing however the term cost cannot be Exactly defined its interpretation depends upon

The nature of the business or industry

The context in which it is used

In a business where selling and distribution exp. Are quite nominal The cost of the article
may be calculated without considering the Selling and distribution overheads while in a
business where the Nature of the product requires heavy selling and distribution Expenses.
Calculation of cost without taking into account selling and Distribution expenses may prove
very costly to the business moreover Cost of sales and even an item of expense is also termed
as cost

Element of cost

There are three broad elements of cost

a) Materials b) labour
Direct & indirect material Direct & indirect Labour
 a) Expenses d) Overheads
Direct & indirect Expenses Direct & indirect Overhead

ELEMENTS OF COST

DIRECT DIRECT DIRECT OVER

MATERIAL LABOUR EXPENSES
HEADS

FACTORY OVER OFFICE OVER SELLING

HEADS HEADS &DISTRIBUTION
OVER HEADS

INDIRECT INDIRECT INDIRECT

MATERIALS LABOUR EXPENSES

Components of total cost

Prime cost Factory cost Office cost
Total cost

Prime cost = direct material + direct labour + direct expenses

Cost centers: -

Person, location or term of equipment for which cost may be ascertained.

Prime cost = direct material + direct labour + direct expenses

Works cost = Prime cost + factory overhead

Cost of production =works cost + administration overhead

Cost of sale = cost of production + selling & distribution overhead

Factory overhead:-

Indirect labor

i. Salary paid to work manager

ii. Salary of store keeper,
iii. Time keeper
Indirect expenses:

i. Rent, rate of insurance

ii. Power
iii. Depreciation of factory building, plant
iv. Gas, steam, water, lighting and heating
Office and administrative overhead:

i. Indirect expenses
ii. General expense
iii. Legal charges
iv. Office salaries
v. Telephone, postage & telegram
Indirect labour:

i. Salaries of cost accountant, financial accountant and their staff

ii. Salaries and allowance of legal administrative, public relation officer

Selling and distribution overhead:

Indirect material
Catalogues, price list, mailing literature

Indirect labour

i. Wages of non-driver
ii. Indirect expenses:
iii. Traveling exp.
 iv. Bad debts.
v. Advertisement
vi. Entertainment exp.
vii. Packing and loading exp.
viii. Trade exp.
ix. Depreciation of delivery vans

TYPE OF COST

Costs are mainly three types

i. Variable cost
ii. Fixed cost
iii. Semi Variable cost
Fixed cost:-

It is that cost, which does not vary with change in out, put e.g. rent of building, interest on
capital, insurance expenditure, Manager’s salary.

FIXED COST

2
COST

0
0 1 2 3 4

OUTPUT

Variable Cost:-

It is the cost, which vary more or less Proportionately with variations in the volume of out
put. e.g. raw material, labour, fuel, power, light, sales commission, packing expenses.
 VARIABLE COST
5
4
3
COST

2
1
0
0 1 2 3 4 5
OUTPUT

Semi-variable Cost

These are those costs which are neither fixed nor variable in relation to out put. They do not
change in the same ratio in relation in which the output changes.e.g. dep. Cost of repairs &
maintenance etc.

SEMI VARIABLE COST

3
COST

0
0 1 2 3 4 5

OUTPUT

WHAT IS COSTING?

Costing is any system for assigning costs to an element of a business. Costing is typically
used to develop costs for customers, distribution channels, employees, geographic regions,
products, product lines, processes, subsidiaries, and entire companies.
WHY NEED FOR COST ACCOUNTING
1) Determining selling prices: -
Cost accounting provides information Regarding the cost of make and sale such products of
course many Other factors such as the condition of market the area of distribution The
quantity, which can be supplied by the management before Deciding the price. But the cost
plays a dominating role.
2) Determining and controlling efficiency: -
In cost accounting Facilities measuring of the efficiency of the organization as a whole as
Well as dept. wise cost accounting also uses numbly of methods e.g. Budgetary control,
standard costing etc. for controlling cost. This Greatly increases the operating efficiencies of
the enterprises

2. Facilitating preparation of financial and other statements: -

In order to Operate the business at a high of efficiency. It is essential for the Management to
a frequent review of production, sales and operating Results. A developed cost accounting
system provides immediate Information regarding stock of raw materials, work in progress
and Finished goods. This also helps in speedy preparation of financial

Statements

INSTALLATION OF COSTING SYSTEM

The Installation of costing system required careful consideration of The following two inter-
related aspects overcoming the practical Difficulties in introducing the system e.g.

o Lack of support from top management

o Resistance from existing staff
o Non-cooperation at other levels
o Shortage of trained staff
o Heavy cost

Main consideration
o The product
o The organization
o The objective
o The technique
 o Informative and sample
o Methods of maintenance of records
o Elasticity
o Accuracy of data
o Current practices

METHODS OF COSTING

Costing has been defined as the technique and process of ascertaining Costs. The principles
in every type of costing are same but the method of Analyzing and presenting the costs differ
with the nature of business

i. Job costing:-
This method applies where work is undertaken to customer’s special requirements. Cost unit
in job costing is taken to be a job for which costs are separately collected & ascertained. A
job comprises a specific quantity of a product to be manufactured as per customer’s
specifications. For e.g. printing press, painters, repair shops etc.

ii. Contract costing:-

The difference between job & contract is that job is small & contract is big. It is well said that
cntract is big job & job is a small contract. The cost unit here is a ‘contract’ which is long
duration & may continue over more than one financial year, it is most ruited to constriction of
building, dams, bridges, roads etc.
iii. Batch costing:-
In this method, the cost batch of identical products is ascertained of thus, each batch of
products is a unit of cost for which costs are accumulated. It is used in production of
readymade garments, shoes, toys etc.
iv. Process costing:-
In this method a product passes through different stages so costs for each process are
accumulated. In order to arrive at unit cost, total cost of process is divided by no. Of units .
the finished product of one process is passed on to next process as raw material. For e.g.
sugar mills, textile mills, chemical works & soap manufacturing etc.

v. Operation costing:-
It is refined from of process costing. A process may insist of no. of operations & operation
costing involves cost ascertainment for each operation instead of process.
 vi. Single or unit costing: -
This method is used when production is uniform & consists of single or two or three varieties
of same product. Here, cost per unit of production is ascertained of as units of output are
identical, cost per unit is found by dividing total cost by no. of units produced. It is used in
floor mills, steel production etc.

vii. Operating costing: -

This method is used in undertakings, which provide services instead of manufacturing
products. This is regarded as variation of process costing as costs are complied for specific
period. For e.g. electricity companied, hotels hospitals, cinemas etc.

viii. Multiple or composite costing: -

It is an application of more than one method of cost ascertainment in respect of the same
product. It is used in industries where a no. Of components are product separately
manufactured & then assembled into final product. E.g. television co., scooter or car
manufacture, refrigerator manufacture etc.

TECHNIQUES OF COSTING

1 Standard Costing:-
The preparation and use of Standard cost, their comparison with actual costs and analysis of
variance to their causes and points of incidence. Standard costs are determined for each
element of cost _direct material, direct labour, overheads separately and then variations from
actual costs are computed in respect of each element distinctly so as to detect which part of
costs needs control and to which department, process or operation, the responsibility may be
placed.

2 Budgetary Costing: -
Budget is the expression of plan in financial form & budgetary control is a technique applied
to control of total expenditure on materials, wages & overheads by comparing actual
performance with planned one.
3 Marginal Costing: -
In this technique separation of costs into fixed & variable costs is of special interest &
importance. This is so because Marginal Costing regards only variable costs as cost of
products. Fixed cost is as period cost of no attempt is made to allocate or apportion. this is
transferred to costing P&L A/C of period. This technique is used to study the effect on profit
of changes in volume or type of output.
4 Total Absorption Costing:-
It is traditional method of costing whereby total i.e. fixed & variable costs are charged to
products. But this is now days considered to have only a limited application.

5 Uniform Costing:-
This term is used to refer to the use of uniform methods of costing for different undertakings
in the same industry.
This helps to compare the performance of one firm with that of other & thus to drive the
benefit of anyone’s better experience & performance.

DESCRIPTION OF WORK RESPONSIBILITIES UNDERTAKEN

1. The Role of the Finance Department

i. The Finance department manage all Finance activities of the company except
adjudication and award of contracts.
ii. Support the functioning of the Finance committee.
iii. Implement the decisions of the Finance committee,
iv. Check and payment Vouchers of company clients.
v. Prepare Payment documents.
vi. Prepare purchase vouchers and any other contract document.

2. Duties of the Finance department

i. The Finance department at Sugar corporation Uganda limited company has mandate
to carry out the following duties.
ii. Receipt of all the stock items supplied Sugar Corporation Uganda limited
company following acceptance of the stock items upon their conformity with the
specifications as specified in the purchase order and the purchase contract.
iii. To prepare periodic report on the stores operations to be presented to the Chief
Executive Officer.
iv. It is mandated to manage all requisitions for stock items by the user departments and
issues while utilizing the stock control policies in order to leverage value for money
and improve on productivity.
v. They are also mandated to ensure that proper documentation regarding sale of scrap
items is generated for example Tax invoice.
vi. Carry out supplier reconciliation in order to sort out those particular supplier invoices
for which payment against them has not been effected and is long overdue.
vii. They are also responsible for maintaining a proper office layout, coding system
and allocation of space to every office item for efficient operations for example order
picking.

3. Job Description

i. Reconciling of bank statements to bring them in agreement with the bank books of
Sugar Corporation Uganda limited.
ii. Preparation, generation and posting of Tax invoices relating to Payee, Withholding
tax and excise tax.
iii. Carrying out supplier reconciliation in order to filter out those supplier invoices for
which payment has not been effected against.
iv. Data entry for both days worked in a week and overtime for employees of the
company.
v. Reviewing entered data for identification of any data entry errors for example wrong
treatment.
Introduction to the topic
 HUMAN RESOURCE MANAGEMET

Human resource management is that department of an organization which deals with the
process of recruitment means hiring and firing of new employees and in replacement of old
employees. The selection process involves the steps of selecting a new employee through a
proper procedure in an organization. Introduction Human resource management is that
department of an organization which deals with the process of recruitment means hiring and
firing of new employees and in replacement of old employees. The selection process involves
the steps of selecting a new employee through a proper procedure in an organization.

It is the responsibility of HR manager to maintain a positive atmosphere in an organization so

that the working capabilities and efficiency in an organization improve day by day and with a
mesmerizing way. Your competitors have always remained in a search that whenever you did
something wrong and reputation goes down so you should remain curious and attentive that
your working efficiency may not goes down. HR manager should keep on introducing new
ideas and themes so that there came a variety of your working accomplishment
procedures within your organization.

Recruitment and Selection is the proper procedure followed by the HR manager in an

organization. Our HR manager of Makah & Madinah Hotels is a very hard working and
passionate person who loves to work hard with a great efficiency and accuracy as well. He
feels that some old employees are not showing proper efficiency in their working. HRM
policies and procedures are shaped and designed to support the employees in terms of their
relaxing atmosphere in the premises of Hotel.

Human resource management refers to the process of recruiting and developing a company’s
workforce. The HR department is concerned with identifying talent gaps in a company,
advertising for positions, evaluating potential candidates, and hiring top talent.

Recruitment and Selection

These terms are to be kept in control of HR Manager so to avoid conflicts in the Hotel
atmosphere. If HR Managers feels a disturbance in its employees then he can fire them and
can hire the new person on that designation in the department of that hotel. It includes a
proper procedure that how you appoint a new person in the hotel management which could be
sweepers, clerks, cashiers, chefs, stewards, waiters and any other person could be in the
Hotel. The procedure must be followed by the Recruiter in order to attain best results, which
are:

Staffing Of Agents
Agents are those people who, on behalf of your hotel or any other organization hire or find
employees who are willing to do the job in other countries and collect their data according to
eligibility criteria of the organization.
Evaluating Of Applicants
Applicants when send their Resume according to the nature of the job you advertised for
according to your need in the hotel. You first had a look on that by a panel of members you
appointed for this purpose. They consider all the person’s qualifications and selects some
persons for an interview in their hotel at a specified date.
Planning
When you select some persons for an interview, the receptionists of the hotel management
then call them for the interview at a specified date. When they reached on time, you
interviewed them according to the job, which you described in your advertisements. The
questions must include relevance with the job and nature of designation you are going to fill
space for. After a detailed interview, our managers of hotel hires the required person by a
proper discussion on its salary and working timings. They then appointed as a member or
employee of Hotel and they are given an appointment letter as a confirmation of their job’s
proof. After a day or two, they joined you.
Developing Candidate Trust
After hiring or selecting a person for your required designation to fill. It depends on the
person that whether they join or not because sometimes many persons have applied for a job
in many other organizations as well. Therefore, you must attract them with such good offers
that they will not go anywhere else and you can best utilize its abilities in your hotel. After a
complete paperwork, you must welcome the new candidate in your organization or Hotel.
Managing Change
In a hotel management conducted under HR, the needs of all departments of the staff are
managed and fulfilled by HR manager, as it is its foremost responsibility. He/she further
transfer it to seniors of its management. All the needs, which are essentially of each employee
within the hotel, are must be fulfilled and provided them by the hotel management so that
they can feel comfortable while working in the hotel. The needs must be proper uniform,
wages given on time, little relaxation in working hours etc. If they are affordable then you
must provide them with these.
Motivating
Some policies according to the working criteria’s in the hotel must be prepared so that a
proper working atmosphere could be remaining in the hotel. The employees of the hotel
especially the junior employees like sweepers, watchmen, cleaner, laundry workers and
kitchen helpers are must be motivated with little incentives and bonuses because they already
have a low wage as compared to the senior staff in the hotel. Therefore, they must be
provided with the little percentage of monthly bonus or bonus n their extraordinary
performance, which could motivate them and encourage them to work hard with more
enthusiasm in the hotel.
Maintaining Relationship
These steps involve the maintenance of positive atmosphere in the department of the hotel
where you hired a new employee. Some time old employees did not accept new member so
you must crates such policies, strategies that the atmosphere remains positive, and new and
old employees work combine within the department by helping each other without any
conflicts.
Appraising
HR managers must estimate the cost of the process that is used in the recruitment and
selection process and they keep an estimation of the cost related to the employee’s needs and
incentives provided by the hotel management. That they may not become over budgeted or
may not be less than the assigned budget. It should be in a balanced condition.

Human resource planning (HRP) allows a business to better maintain and target the right kind
of talent to employ — having the right technical and soft skills to optimize their function
within the company. It also allows managers to better train and develop the skills needed .
Personal Administration
The Administration of Makah and Madinah Hotel has some functions to fulfill as a must.
Otherwise, the administration working efficiency may disturb. Here are some functions,
which are to be accomplished by the Administration Department:
Documentation
The documentation procedure involves the proper paperwork of every employee whether it is
junior or seiner in the hotel. Paperwork includes keeping the documents of each people like
their degrees their identities proofs, their nationality evidence etc. All these documents are
essential to keep employees in an organization because it keeps your working efficiency legal
and of your employees also. Any business must be run on legal terms and regulations so that
in future your business may avoid any problems. As you are going to book, your hotel rooms
and all the reservations are to be done online so you must provide proper information of
documents to the customers and make easy for them to provide their documents online as
well. This makes them comfortable and they rely more on your online booking methodology
and procedures as well.
Quality Check
The term quality is the essential term, which should be examined very keenly and with
complete interest because it is the base of your business reputation. If the customer does not
satisfy with your quality, they will definitely leave your services and products for your
business. The Quality must be of very high level as an online booking website your quality
includes proper timing to the customer, timely replies to the customer, assigning them
complete information about your hotel and guide them about all the procedure properly. This
makes them happy and they suggest more to join your hotel and contact you online for the
reservations of rooms.
Employee Relations
Employees relationship maintenance is the most important and essential part of Hotel and any
other organization’s Administration that cannot be even neglected for a while. When your
employees have good relationships in between them then they work better and more
comfortable in the surroundings of the hotel but if their relationship is negative and not good
then their working performance may be disturbed very much. As it effects badly towards
your business development as well.
Duties And Tasks Of Each Employee And Each Position
The duties of each employee in the hotel area are assigned by HR managers and seniors as
well that what to do by whom and where according to their abilities and qualifications. The
duties, which are assigned by HR managers, which must be according to the working abilities
and according to the efficiency of the persons. The position of each employee must be
assigned by HR must be according to the degree and qualification they have. The duties
which HR manager going to assign every employee must not overload the work of that
employee.
Their duties limit their working hours and their working efficiency as well. Each employee
must be efficient and hard work in its working as they are going to provide their services in
the hotel management. Each employee position must be change within few weeks so that
every employee understands every type of working in the hotel surroundings. It is the
essential duty of every employee that they must work properly according to the duty given to
them. If someone does not follow the rules and instructions of the managers then they must be
threatened by any means, which discourages their sense of rebel in them.

Training And Training Program

The hotels have many tasks to perform by the employees regarding the security, cleanliness
and others as well. Sometimes you hire some persons, which are not aware of that type of
work. Therefore, you must need to train them by arranging proper training sessions and
programmers. That actually makes them comfortable to learn the new working styles and is
easy for them to take out some time from their working hours to learn new techniques and
procedures for working in the hotel.
Recruitment Process

Factors That Influence Recruitment

 Size of the organization

 Salary structure
 Work culture and working condition within the organization
 The growth rate of the organization
 The current state of employment in the economy

1. Identifying the Hiring Needs

Whether a job opening is newly formed or just vacated, you cannot find what you need if you
don’t know what you need in the first place. So, your recruitment process should start with
identifying the vacancies that exist followed by analyzing the job specifications including the
knowledge, skills and experience needed for the role. Here’s how you can determine your
hiring needs:

The best recruitment team should be able to:

 Clearly identify the job vacancy and define the qualities of an ideal candidate.
 Write a clear job description to enable candidates to understand the job and to assess
whether they are the right fit.
 Create an outline detailing the qualities needed in an ideal candidate, which will also
help later during the candidate selection process.
2. Preparing the Job Description

Once you know exactly what you need in terms of knowledge, skills and experience, it is
time to determine the duties and responsibilities of the job. Preparing a comprehensive job
description (JD) will help you know what your potential employees must have in order to
meet the demands of the role. More importantly, it provides your prospects with a checklist
or a list that they can compare themselves to before applying. It is a tool to ensure that you
get applications from the right candidates (hopefully).

Checklist to Crafting the Perfect Job Description

 Company Name & Description

 Core Values
 Benefits Offered
 Location
 Job Title
 Department
 Industry Pay
 Description of Duties
 Demand (specific skill set, knowledge, experience or training required for the job)
 Qualities that are nice to have and would be an added advantage
 A conversational CTA

Internal Sources of Recruitment

When recruiters use internal sources for recruitment, it works to motivate the existing
employees to be more productive and maximizes their job satisfaction and sense of security.
Recruiting through internal sources also reduces the attrition rate along with cost and effort.

Transfer
The recruiter can fill a vacancy in a different location without any changes in the job role,
status, or salary of the employee by transferring a suitable candidate from within the
organization.

Promotion

A vacancy can also be filled by offering a high performing employee to take over a senior
position within the organization for handling additional responsibilities along with a raise.
Promotions motivate employees to perform better and also reduce the attrition rate.

Demotion

Depending on the performance of the employees, sometimes the management has to take the
decision of lowering the position of underperformers. These employees then become a source
for filling the lower positions.

Existing Employees

The employees of your organization can spread the word and create a buzz on their social
media accounts to help you fill your vacancies. Have an employee referral program where
employees are incentivized for bringing in suitable candidates can also help accelerate the
recruitment process.

Retired Employees
In case of an emergency or a mission-critical project, retired employees can also be called in
to fill a position for a short period till an appropriate candidate is found.

Steps to Effectively Screen or Shortlist Candidates

1. Screen applications on the basis of minimum qualifications.

2. Next, sort resumes that have the preferred credentials by looking at their
certifications, relevant experience, domain expertise, technical competencies and
other specific skills that are required for the role.

Keeping Up with Growth

Over the last two years, the company where Melinda works as HR manager, Dragon
Enterprises, has seen plenty of growth. Much of this growth has created a need for a strategic,
specific recruiting processes. In the past, Dragon Enterprises recruited simply on the basis of
the applications they received, rather than actively searching for the right person for the job.
The first thing Melinda did when arriving at the company was to develop a job analysis
questionnaire, which she had all employees fill out using the website SurveyMonkey. The
goal was to create a job analysis for each position that existed at the company. This happened
to be the point where the organization started seeing rapid growth, as a result of increased
demand for the types of parts the company sells. Luckily, since Melinda followed the
industry closely and worked closely with management, part of her strategic outline planned
for the hiring of several new positions, so she was mostly ready for it. Keeping in mind the
Equal Employment Opportunity Commission (EEOC) laws and the company’s position on a
diverse workforce, Melinda set out to write new job descriptions for the job analysis she had
performed. She knew the job analysis should be tied to the job description, and both of these
should be tied to the job qualifications. Obviously, to recruit for these positions, she needed
to develop a recruitment plan. Over the next year, the organization needed to hire three more
floor management positions, three office positions, and fifteen factory floor positions. Next,
she needed to determine a time line to recruit candidates and a method by which to accept the
applications she would receive. After sharing this time line with her colleague, the chief
operating officer, she went to work recruiting. She sent an e-mail to all employees asking
them to refer a friend and receive a $500 bonus. Next, part of her strategy was to try to find
very specialized talent in management to fill those positions. For this, she thought working
with a recruiting company might be the best way to go. She also used her Twitter and
Facebook accounts to broadcast the job openings. After a three-week period, Melinda had 54
applications for the management positions, 78 for the office positions, and 110 for the factory
floor positions. Pleased with the way recruiting had gone, she started reviewing the résumés
to continue with the selection process.

What is an Employee Recruitment Process?

Companies must ensure a suitable hiring process is in place. As we covered in our last post,
up to 83% of applicants change their perception of companies if they’ve had a negative
interview experience.

The hiring process in HRM (Human Resource Management) is simply a broken down step-
by-step process of recruiting a new employee. It varies from organization to organization, but
they typically follow common stages.

What is a hiring pool?

A hiring pool is a list of all the applicants to a role. A hiring pool can vary across job
positions and industries. The size of an applicant pool is affected by the qualifications and
experience required. The job description and the competitiveness of compensation matter.
Even how the position is advertised. Online job postings often have larger applicant pools.
This makes sorting through the inflated applicant pools time-consuming. This has given
companies a way to rely on Applicant Tracking Systems, abbreviated to ATS.

The hiring of employees as a process

Remember, hiring employees can be made simple and effective with a considered plan in
place.

To begin your hiring process, ensure you take the initial time with your HR team to outline
your hiring process as an organization.

Consider company culture, language, and attributes to all fit within the hiring process
strategy. Be sure to work these into each stage of the hiring process to have a well thought
out and highly efficient recruitment strategy.
DATA PRESENTATION
& ANALYSIS
 RESEARCH METHODOLOGY

Every project work is based on certain methodology, which is way to systematically solve the
problem or attain its objectives. It is very important guideline and lead to completion of any
project work through observation, data collection and data analysis. According to Clifford
woody, “Research methodology comprises of defining &
redefining problems, collecting, organizing, evaluating data, making deduction &
researching to conclusion.”

According, the methodology used in the project is as follows:

1. Defining the objectives of the study
2. Framing of questionnaire keeping objectives in mind (considering the objectives)
3. Feedback from the employees
4. Conclusion, findings and suggestions.
SELECTION OF SAMPLE SIZE
In order to take a reasonable sample size and not to disturb the functioning of the
organization, a sample size of reasonable strength of the company has been taken in order to
arrive at the present practices of training the company.Accordingly, 50 employees have been
selected at random from all the department of the organization and questionnaire has been
obtained. The data has been analyzed in order to arrive at present training practices in the
organization.

SAMPLING TECHNIQUE USED

The technique of Random sampling has been used in the analysis of the data/random
sampling from a finite population refers to the that method of sample selection, which gives
each possible sample combination and equal probability of being picked up and each item in
the entire population to have an equal chance of being included in the sample. This sampling
is without replacement, i.e. once an item is selected for the sample,it cannot appear in the
sample again.
DATA COLLECTION
To determine the appropriate data for research mainly two kinds of data was collected namely
primary & secondary data as explained below
PRIMARY DATA
Primary data are those, which are collected afresh & for the first time and thus happen to be
original in character. However, there are many methods of collecting primary data, all have
not been used for the purpose of this project. The ones that have been used are:
I. Questionnaire.
II. Informal interviews.
III. Observation.
SECONDARY DATA
Secondary data is collected from previous researches and literature to fill in therespective
project. The secondary data was collected through:
a) Websites
b) HR manual
c) Articles
STATISTICAL TOOLS
The main statistical tools used for the collection and analyses of data in this project are:
a) Pie chart
b) Tables
DATA ANALYSIS
Options N0. Of respondent % of responses

Strongly agree 12 25 %
Moderately agree 20 35 %
Can’t say 6 12 %
Moderately disagree 2 5%
Strongly disagree 10 20 %
Total 50 100 %

Interpretation

35% of the respondent moderately agrees to the fact of knowing the training
objectives before, in addition to 25 % who strongly disagree. But a small population disagree
20% strongly disagree to this notion. Training objectives should therefore be made known
compulsory before imparting training in the organization.

Interpretation
52% of the respondents feel that the time limit of the training programme was adequate but
25% feel that it was sufficient. Also ,21% could not comment on the question. All the
respondents thought felt that increase in time limit of the programme would certainly be
beneficial and the organization should plan for this to be implemented in the near future.

Interpretation

40% of the respondents believe that the training method used during the development
programmes were helpful in understanding the subject, yet 25@disagree to this notion. The
organization should use better, hi-tech methods to enhance the effectiveness of the methods
being used during the training programme.

The training sessions were exciting and a good learning experience.

Interpretation refers to the analysis of generalization and results. A generalization involves

concluding a whole group or category based on information drawn from particular instances
or examples.

Interpretation is a search for the broader meaning of research findings. Analysis of data is to
be made regarding the purpose of the study.

Data should be analyzed in light of hypothesis or research questions and organized to yield
answers to the research questions.

Data analysis can be both descriptive as well as a graphic in presentation. It can be presented
in charts, diagrams, and tables.

The data analysis includes various processes, including data classification, coding, tabulation,
statistical analysis of data, and inference about causal relations among variables.

Proper analysis helps classify and organize unorganized data and gives scientific shape. In
addition, it helps study the trends and changes that occur in a particular period.
What Metrics are measured by HR Analytics?
Some HR metrics boost the value of an organization. However, the question is; what
does the organization need? As an HR manager, you can evaluate the key performance
indicators (KPIs) to propose the metrics that may influence operations.

You will be needed to build a case showing why tracking metrics is crucial. Most new
openings will require you to have training in data analytics. Some of the roles played by
data analytics are as follows:

Relationship Management
As a data analyst in the HR department, you will be required to have the right skills in
managing relationships. You will be expected to keep updating the organization on the
progress of your analytics project.

Business Acumen
Before analyzing data, you need to know how the analysis will impact the operations of
the company. Every analyst needs to be equipped with this skill.

Data Analysis
An HR data analysis is expected to have the basics of data-driven practices. In many
organizations, a data analysis is involved in dash boarding and reporting. The data
maturity of the organization determines whether information will have to be manually
retrieved or automated.

The Biggest Challenges of HR Analytics

Actionable analytics in HR can be tough. Without the clarity of how analyzed data can
be used in decision making, it can be tough to tap into the abilities of HR analytics.
Companies experience unique challenges internally, but there are some which are faced
at a global scale, including:

Multiple Data Sources

Because different tools in HR cater to different functions, some data sources operate in
isolation. That could be the learning management system, software, or an applicant
tracking system.

Each of these tools creates unique data which becomes challenging to integrate with
other sources. The challenge, therefore, is based on how to integrate all the HR systems
to communicate with each other.

Poor Skills
The HR department is involved with many technicalities, yet only a few managers have
learned and implemented data analytics tools. Most of them would rather rely on
intuition than get training in HR analytics.

Organizations can overcome these challenges by utilizing the benefits of HR analytics

through the following:

 Data cleansing
 Hiring managers with the right skill set to manage and give accurate data reports
 Data quality
 Data privacy and compliance
 Identifying top HR technologies for proper data tracking
 Tying insight and action to ROI

Careers in HR Analytics
While many companies need analytics in their HR departments, not many candidates
have the required training. For this reason, organizations are now training their
employees in data analytics or hiring already trained candidates in that order.

A background in organizational or industrial psychology, statistics, and economics is

considered relevant by most organizations. Candidates with these backgrounds can offer
a unique set of quantitative skills needed by most firms.
The other must-have skill is MS Excel proficiency and the ability to analyze large data
using pivot tables. Ideally, an analyst's data-driven mindset is largely popular today and
sought after in management positions.

Why are HR reports beneficial for an organization?

HR reports are crucial in making business choices. Large amounts of paper are frequently
locked up in file cabinets as a result of traditionaldata collecting and storage techniques.
Finding patterns in this tangle of data would be virtually impossible.

The greatest solution to this problem is to use digital HR reporting software. You may enter
and get important data in real time, filtering and sorting it to generate meaningful data.
Predictive analytics capabilities in comprehensive business dashboards enable firms to
foresee future HR events for risk avoidance and successful planning. Organizations profit
from HR reports in three critical ways:

Identify organizational flaws

If weak linkages are not strengthened, organizations will not grow. HR departments serve as
a common point for all departments to report components of the organization that aren't
operating so that staff can receive appropriate training. For example, the sales department
may discover that half of the sales team is unable to clinch a sale due to a lack of excellent
bargaining abilities. This could be a sign of bad hiring processes, or it could indicate the need
for this segment of the sales force to be trained in effective bargaining skills.

Employee turnover rates are another area where HR departments must pay attention. A high
turnover rate indicates the type of work environment in which people are employed.
Companies may retain top staff by identifying concerns with the work environment.

Making future-focused and effective plans

HR reporting is an excellent approach to develop plans and activities in areas ranging from
recruitment to employee engagement and beyond by providing a clear, data-driven picture
that allows you to make informed decisions that provide genuine long-term benefits. Modern
reporting methods not only allow professionals to access data more quickly as business
concerns emerge, but they also allow them to plan more effectively and strategically.
Keep track of staff performance

HR managers that are proactive identify problems before they become disasters. A crucial
aspect of this procedure is assisting employees who are drowning to get above the water. If
employees aren't given frequent feedback and guidance, they won't be able to advance. There
are occasions when reassigning someone to more appropriate roles may be necessary.
Weekly reports generated by HR reporting software can help determine how well employees
are performing.

Types of HR reports for management

1. Employee information reports

Employee Information Reports provide all information on employees' data factors, such as
employee headcount ,employee turnover rates, diversity, revenue per employee, employee
satisfaction percentage, employee engagement percentage, and average employee tenure,
among others.

HR may use these reports to track all of the aforementioned metrics and more, depending on
the company's needs, such as turnover rates by department, location, or team.

The main benefit of this report is that it allows one to evaluate and compare data across
departments, locations, and different cross-sections to get a detailed picture of the company's
performance.

2. Recruitment reports

Recruitment Human Resources Reports are one of the most important reports that have
shown to be quite beneficial in improving hiring tactics and increasing candidate-to-hire
transformation rates. Measuring, analyzing, and comprehending the many variables involved
in recruitment can be quite beneficial to your Talent Acquisition team.

The following are some highly suggested metrics to track in recruitment reports:

 Time spent on each candidate

 Number of candidates evaluated in a timeline

 Rate of offer declination

 Reasons for offer rejection

  Total number of interviews

 Interview evaluations

 Duration of the interview

 Types of Interviews

 Job Application trends

 Email application trends

 Career site application trends

 Top channels for candidate sourcing

 Sources that brings the most qualified candidates

 Active job postings by location, department, and other criteria

 Candidates from the talent pool and their behavior patterns

3. On boarding and Off boarding reports

On boarding and Of boarding have grown to become crucial HR functions to measure.

Organizations have realized the necessity of maintaining strong employee retention and
satisfaction rates, which promotes the employer brand. Make sure you measure your on
boarding and off boarding processes, conduct relevant surveys to understand your employees'
comments, and evaluate the data using reports to enhance both.

On boarding feedback, pre-on boarding drop-off rates, post-90-days drop-off rates, retention
rates, training spend per employee, and ROI on each employee are some key metrics to track.

4. Performance management reports

It should go without saying that in order to improve employee performance, one must have a
thorough understanding of your organization's performance patterns. It's critical to keep track
of employees' goals, skill sets, KRAs, feedback, and other information. It will be difficult to
see how each employee compares to their counterparts without this information, and
promotions will be dependent on sentiments rather than facts. Performance reports provide a
logical starting point for appraising staff.
SUMMARY AND

CONCLUSION
LESSON LEARNT
Training in Dure Technologies is one of the most memorable & unique experience. Working
with well-educated, trained & professional employees gave me a chance to learn something
new in a well-mannered way. Dure gave me a platform where I could explore myself in the
healthy, safe & professional environment.
Knowledge about the operational department and its division
Dure Technologies provided me an opportunity to work in the operations. I have also opted
operations as my major so it was a great learning experience for me. I got to know about
different functional divisions of operations, such as Policy planning, Policy creation &
development
Working in an organization
My experience at Dure Technologies taught me the basics on how to work &
handle pressure in an organization. I learnt how to keep myself engaged in work throughout
the day and how important is interaction among employees.
Policy Creation and Development

I managed policies in different fields of departments. My major task was to create and
develop policies like travel policy, recruitment policy etc.

SUGGESTIONS
i. Suggestion scheme should be opened for staff & technicians. The main advantage of
this is that, it would help the employees to convince the organization to listen them
that they are the part of organization.
ii. Training should aim at improving the skills of the employees so that employees do
their
Suggestion & experience from other employees from related field .
iii. New development programs should be used.
iv. External & internal training development programs should be connected with each
other.
CONCLUSION

From the above discussion I can conclude in such a way that since human resource
management is a continuously practicing issue so it plays a significant role on organizations
overall performance. If an organization wants to gain full benefit from human resource
management it should follow all the sections of HRM. As a small AMCf ew persons are
recruited for its operations & performances. But it will expand soon or later and then the
number of HR employee may not be enough to run the company.Committed and trustworthy
employees are the most significant factors to becoming an employer of choice; it is no
surprise that companies and organizations face significant challenges in developing energized
and engaged workforces

However, there is abundance of research to demonstrate that increased employee

commitment and trust in leadership can positively impact the company’s bottom line. In fact,
the true potential of an organization can only be realized when the productivity level of all
individuals and teams are fully aligned, committed and energized to successfully accomplish
the goals of the organization. Thus, the objective of every company should be to improve the
desire of employees to stay in the relationship they have with the company.
RECOMMENDATION
RECOMMENDATION

The human workforce is considered one of the most important organizational assets in this
era of technological advancements and the continued successful evolution of technologies.
Although technology, along with automation, is replacing many labor-force-intensive
activities, I believe human resources is not only the building block of progress but also

responsible for technology and its implications in the business world. In order to compete
with technology today, there is a need for predefined leadership criteria for all functional
areas of an organization. This helps to identify the explicit competencies (i.e., investigative,
technological, learning and skill) that need to grow for the ongoing development of HR
management and company operations.

What factors affect HR development?

One of the internal factors limiting HR development in businesses includes a low amount of
return on investment cost upon the training and development of employees. In my experience
as the president of an IT communications company, organizations usually receive returns on a
training program's investments in the form of increased productivity. But those returns are
only realized after the installation or integration of innovative technology, providing proper
training and orientation to the employees. Even then, you might only see a fraction of the
return you were hoping forThere are also certain external factors, such as economic changes,
that can provide challenging circumstances for business management working to streamline
operational capacities. In most organizational cases, there is the involvement of technology
and innovation in a continuous pattern. Therefore, in order to facilitate the technological
infrastructure with resources to succeed, the economy plays an important role in an
organization's growth and ability to attract and retain quality employees. In order to be
successful, management will need to plan for long-term strategies and predict change.
The latest emerging trend in the infrastructure of technology and the associated economic
changes are a particular target. Management needs to address this fluctuating situation in a
flexible way so that the results can be effective and productive. The economic fluctuations
with certain employment laws and various other concerned external issues ultimately affect the
capability building in the organization. In order to deal with the economic fluctuation about
the trends of technological advancements, flexibility needs to be in the strategic decision-
making process.

Internally, despite all the involvement of technology, business managers cannot negate the
significance of planned, well-trained and well-managed HR in the data center business
infrastructure. On the other side, the contextual factors also involve both HR and the
technology equally. After evaluating the external and internal factors that could be affecting
your HRM strategy, I've outlined five recommendations that can play an important role in
signifying the capability building blocks and maintaining a strong HR team while having a
technology-based business:

1. Align business strategies with external and internal factors. For example, consider how
your current strategy aligns with economic changes (i.e., external factors) and the expectation
of a high return on investment in the case of training and development costs (i.e., internal
factors).

2. Ensure your talent strategy also aligns with the company's overall plan. The main and
essential key to managing a provocative workforce is to streamline the strategies of the talent
management process alongside the overall company strategy. Ultimately, the aptitude of
training, developing and then retaining the employees depends upon the success of the
business operations.

3. Get ahead of your competitors by being proactive. In my experience, leaders who use
the best talent management practices find themselves more equipped and can make effective
use of available opportunities to help operate their businesses. But this is only obtainable
when management does more than just adopt new trends; they must quickly anticipate and
adapt to new and emerging opportunities regarding talent management before the rest of the
market. In this manner, executing a proactive approach, rather than a reactive approach,
indicates the implications of the strategic talent management in the business processes to
support the capability development in the organization.
4. Evaluate what training is essential, and execute it well. Evaluating key areas and the
need for training is mandatory. It's also helpful for saving on abundant training costs involved
with the workforce. The execution of the training and development is a necessity because of
its impact on the involvement of change management in the business processes.

5. Use various tools to assess the capabilities of your workforce. Annual appraisals and
reviews can be highly effective tools to analyze the capacity and capabilities of the workforce
if conducted consistently and correctly. Therefore, I recommend organizations adopt a pay-
for-performance culture in their organizations to boost the productivity of employees. From
my perspective, this might encourage employees to work harder and thus improve their
capacity to adapt to changes and innovations.

All companies that surpass their rival industrial competition know that well-planned talent
management practices are essential criteria for success. A well-planned HRM strategy plays
an important role in managing the accurate workforce, which is necessary for successful
technology implementation and integration. Make use of analytics and investigative tools to
understand trends and identify extraordinary change, which is beyond the generalities or
intuitive predictions. And finally, the aptitude of training, developing and then retaining the
employees ultimately depends upon the success of the business operations.
BIBLIOGRAPHY
Bibliography

Websites :

https://www.dnb.com

https://rohtasgroup.com

business-directory/company-profiles.bhagwan

Manufacturing and supply of forged & machined components

QUESTIONNAIRE
QUESTIONNAIRE

PERSONAL DATA(OPTIONAL)

NAME :

DESIGNATION :

QUALIFICATION :

EXPERIENCE :

QUESTIONNAIRE ON EXECUTIVE TRAINING AND DEVELOPMENT IN DURE

The training programme was relevant to your development needs.

o Strongly agree
o Moderately agree
o Can’t say
o Moderately disagree
o Strongly disagree

The period of training session was sufficient for learning.

o Strongly agree
o Moderately agree
o Can’t say
o Moderately disagree
o Strongly

The training was effective on the job training

o Strongly agree
o Moderately agree
o Can’t say
o Moderately disagree
o Strongly disagree
The training was effective in improving on-the-job efficiency.
o Strongly agree
 o Moderately agree
o Can’t say
o Moderately disagree
o Strongly disagree
In your opinion, the numbers of training programmes organized during the yearwere
sufficient for employees of DURE
o Strongly agree
o Moderately agree
o Can’t say
o Moderately disagree
o Strongly disagree