GROUP ASSIGNMENT

Industry: Stationery Manufacturing

Area of Work: Compensation and Benefits; Staffing Process

Presented by
1.Nitin Shukla
2.Rachit Gupta
3.Tanvi Rajshirke
4.Piyush Dhanuka
5.Dhagash Sanghvi
 About the Company

• Name of the company: B. Dayal And Company Private

Limited
• Industry: FMCG
• Headquarters: Kolkata, India
• Organization Size: 150-200
• Description: Manufacturers of school and office stationery
• Company Website: https://dayalstationery.com/
 Introduction: Compensation and Benefits
• Definition: Compensation refers to the total package of financial and non-financial rewards provided to employees in
exchange for their work. Benefits refer to additional forms of compensation provided by an organization, such as health
insurance, paid time off, and retirement plans.
• Purpose: The purpose of compensation and benefits is to attract and retain employees, as well as to motivate and
reward them for their contributions to the organization.
• Components: The components of compensation and benefits typically include base salary, bonuses, health insurance,
retirement plans, paid time off, and other forms of financial and non-financial rewards.
• Considerations: When developing a compensation and benefits program, organizations need to consider a variety of
factors, such as market trends, cost and budget constraints, legal requirements, and the needs and expectations of
employees.
• Best Practices: Best practices for compensation and benefits include regularly reviewing and updating the program,
being transparent and fair in the administration of benefits and rewards, and providing employees with clear and
comprehensive information about their compensation and benefits package.
• Impact: A comprehensive and well-designed compensation and benefits program can have a significant impact on
employee satisfaction, engagement, and retention, and can help to create a positive and supportive work environment.
Area of Study: Compensation and Benefits

Questionnaire

 What is the company's current salary structure and how is it determined?

 Are there opportunities for salary increase or bonuses?
 What benefits does the company offer, such as health insurance, retirement plans, etc.?
 Are there any flexible work arrangements, such as remote work or flexible hours?
 How does the company handle promotions and advancements within the company?
 How does the company address and resolve compensation-related complaints or concerns?
 Are there any programs or initiatives in place to support work-life balance?
Interview 1
Name: Mr. Tirtha Pratim Sanyal
Position: Human Resource Manager

Question: What is the company's current salary Question: Are there opportunities for salary increase
structure and how is it determined? or bonuses?
Answer: The salary structure of our company is Answer: I can say that opportunities for salary
determined based on several factors including job increase and bonuses are dependent on various
responsibilities, market competitiveness, and factors such as individual performance, company
individual performance. Our HR department regularly financials, and market standards. We regularly review
reviews the market data to ensure that our salary and evaluate employee performance, and offer
packages are in line with the industry standards and competitive compensation packages that include
attract the best talent. We also have a performance- salary increments and bonuses for those who
based appraisal system in place, which helps us to consistently meet or exceed their performance goals.
determine individual bonuses and salary increments However, I cannot guarantee a specific amount or
timeline for salary increases or bonuses, as these are
ultimately determined by the company's overall
performance and budget.
Question: What benefits does the company offer, employees.
such as health insurance, retirement plans, etc.?
Overall, our benefits package is designed to
Answer: We offer a comprehensive benefits support the physical, mental, and financial well-
package to our employees, which includes: being of our employees, and to help them achieve
their personal and professional goals.
1. Health Insurance: We provide comprehensive
health insurance coverage for employees and
their eligible dependents, to ensure that they
have access to quality healthcare services
when needed.
2. Retirement Plans: We offer retirement benefits
such as Provident Fund (PF) and gratuity, which
are statutory benefits mandated by the
government of India.
3. Paid Time Off: We offer a generous paid time
off policy, including annual leave, sick leave,
and national holidays, to support our
employees' work-life balance.
4. Performance-Based Incentives: In addition to
salary increments, we offer performance-based
incentives, such as bonuses and stock options,
to reward and motivate high-performing
Question: Are there any flexible work be able to accommodate flexible work
arrangements, such as remote work or flexible arrangements.
hours?
Ultimately, our approach to flexible work
Answer: We are open to offering flexible work arrangements is guided by the needs of the
arrangements, such as remote work or flexible business and the individual, and we strive to find
hours, to our employees when possible. We solutions that benefit both.
recognize that every employee has unique needs
and circumstances, and we strive to support them
in finding a work-life balance that works for them.
For example, remote work can be an option for
employees who are unable to commute to the
office, or who need to care for a family member.
Flexible hours can be an option for employees who
need to attend to personal matters during the
workday.
However, it is important to note that not all
positions and teams are suitable for flexible work
arrangements, and that some tasks and projects
may require a higher level of collaboration and
presence in the office. In such cases, we may not
Question: Are there any programs or initiatives in of health and wellness programs, such as gym
place to support work-life balance? memberships, health check-ups, and stress
management workshops, to help employees
Answer: We are committed to promoting work-life
maintain their physical and mental well-being.
balance for our employees. To support this, we
have various programs and initiatives in place, • Employee Engagement Activities: We organize
including: regular employee engagement activities, such as
• Flexible Work Arrangements: As mentioned team-building events, sports tournaments, and
cultural events, to foster a positive and
previously, we offer flexible work arrangements,
supportive work environment.
such as remote work and flexible hours, to help
our employees balance their work and personal Overall, our work-life balance initiatives are
commitments. designed to support our employees' well-being,
• Paid Time Off: We offer a generous paid time off both inside and outside of work, and to create a
positive and productive workplace culture.
policy, including annual leave, sick leave, and
national holidays, to allow employees to
recharge and recharge.
• Employee Assistance Program (EAP): Our EAP
provides employees with confidential support
and guidance on various personal and
professional issues, such as stress management,
financial planning, and legal advice.
• Health and Wellness Programs: We offer a range
Question: How does the company address and work to provide fair and transparent
resolve compensation-related complaints or solutions to address the compensation-
concerns? related complaint or concern. This may
involve adjusting an employee's salary or
Answer: I can say that we take all compensation-
benefits, providing additional support or
related complaints and concerns very seriously.
resources, or implementing process
Our approach to addressing and resolving such
improvements to prevent similar issues from
issues is as follows:
occurring in the future.
1. Encouraging Open Communication: We
4. Keeping Employees Informed: Throughout
encourage employees to raise any
the process of addressing and resolving
compensation-related concerns or
compensation-related complaints or
complaints directly with their managers or
concerns, we keep employees informed of
HR representatives. This open line of
any updates and progress, and provide
communication allows us to quickly address
regular communication on the steps we are
and resolve any issues before they escalate.
taking to resolve the issue.
2. Conducting Thorough Investigations: When a
Overall, our goal is to ensure that all employees
compensation-related complaint or concern
feel valued and fairly compensated for their
is raised, we conduct a thorough investigation
contributions to the company, and that any
to gather all relevant information and
compensation-related complaints or concerns are
determine the root cause of the issue.
addressed and resolved in a prompt and
3. Providing Fair and Transparent Solutions: satisfactory manner.
Based on the findings of our investigation, we
Question: How does the company handle 3. Skills Development: We offer a range of skills
promotions and advancements within the development and training programs to help
company? employees expand their knowledge and
capabilities, and prepare for advancement
Answer: We have a well-defined process for
within the company.
handling promotions and advancements within
the company. Our approach is as follows: 4. Internal Job Postings: We regularly post
internal job openings for employees to apply
1. Performance Evaluations: Performance
for, and encourage employees to explore new
evaluations are conducted regularly to assess
opportunities within the company.
each employee's performance and
contributions to the company. The results of 5. Merit-Based Promotions: Our promotion and
these evaluations serve as a basis for advancement process is merit-based,
determining who is eligible for promotion or meaning that employees are promoted or
advancement. advanced based on their performance, skills,
and contributions to the company.
2. Career Development Plans: Employees are
encouraged to discuss their career goals and Overall, our goal is to create a supportive and
aspirations with their managers, and to growth-oriented work environment, where
develop career development plans that employees have the opportunity to advance their
outline the steps they need to take to reach careers and reach their full potential. We strive to
their goals. These plans serve as a roadmap ensure that all promotions and advancements are
for advancement within the company. fair, transparent, and based on merit.
 Conclusion

Based on the information provided, it can be concluded that Dayal places a strong emphasis on
growth and customer satisfaction. Given this focus on excellence, it is likely that the company also
places a strong emphasis on attracting, retaining, and motivating its employees through a
comprehensive and well-designed compensation and benefits program. The commitment to growth
and customer satisfaction suggests that the company understands the importance of having a
motivated and engaged workforce, and is likely to provide its employees with competitive
compensation and benefits packages that support their well-being and professional development.
By providing its employees with a supportive and growth-oriented work environment, Dayal is
poised to continue making a positive impact in the Indian business landscape.
 Introduction: Staffing process

• Vital component of HR management strategy

• Involves identification of workforce needs
• Recruitment of employees to fill needs
• Onboarding and integration of new employees
• Goal: Right people, with right skills and experience, in right positions
• Balances needs of organization and employees
• Improves performance and increases productivity
• Fosters positive work environment, attracts and retains top talent.
 About the Company

• Name of the company: Khyati Stationery

• Industry: FMCG
• Headquarters: Rajkot, India
• Organization Size: 50-70
• Description: Manufacturers of art supplies (stationery)
• Company Website: http://www.khyati-india.com/
 Area of Study: Staffing Process

Questionnaire

• How does the company approach the recruitment and selection process?
• What methods does the company use to attract and select candidates (e.g. job postings, employee referrals, job
fairs)?
• What role does the HR department play in the recruitment and selection process?
• How does the company extend job offers to successful candidates?
• How does the company ensure that new employees are properly trained and integrated into the company
culture?
• How does the company approach performance management?
• Does the company have a training and development program in place?
• How does the company approach employee retention?
Interview 2
Name: Mr. Ashok Tiwari
Position: Human Resource Manager

Question: How does the company approach the 4. Reference and background check: Before making a final
recruitment and selection process? offer, we check references and perform a background
check to verify the information provided by the
Answer- our approach to recruitment and selection is
candidate.
centered around finding the best fit for both the company
and the candidate. Our process is as follows: 5. Offer and onboarding: Once the candidate is selected,
we extend a written offer of employment and provide
1. Job posting: We post job openings on various job
a comprehensive onboarding process to ensure a
portals and our own website to reach a large pool of
smooth transition into the company.
potential candidates.
Our recruitment and selection process is designed to be
2. Resume screening: We review all resumes received and
fair, transparent, and efficient, and we strive to make the
shortlist the ones that meet the minimum
process as positive as possible for all candidates.
qualifications and experience requirements.
3. Interviews: We conduct initial rounds of interviews to
assess the candidate's skills, knowledge, and fit for the
role and company culture.
Question: What role does the HR department play in the with selected candidates.
recruitment and selection process?
5. Ensuring compliance with labor laws: We ensure that
Answer: The HR department plays a crucial role in the all aspects of the recruitment and selection process
recruitment and selection process. Our role includes: are in compliance with local and national labor laws,
including equal employment opportunity and non-
1. Designing job descriptions and job postings: We work
discrimination regulations.
with hiring managers to develop accurate and
compelling job descriptions and postings that Overall, our role as the HR department in the recruitment
accurately reflect the role and attract the right and selection process is to ensure that we find the best fit
candidates. for both the company and the candidate, and to support a
smooth and effective hiring process.
2. Screening resumes and conducting initial interviews:
We review resumes and conduct initial interviews to
assess the candidate's qualifications, experience, and
fit for the role and company culture.
3. Coordinating assessments and reference checks: We
coordinate any necessary assessments or reference
checks to ensure that we have a complete picture of
the candidate's skills and qualifications.
4. Negotiating offers: We work with hiring managers to
determine the appropriate compensation and
benefits package for the role, and negotiate offers
Question: What methods does the company use to attract Our approach to attracting and selecting candidates is
and select candidates (e.g. job postings, employee designed to reach a wide pool of potential candidates and
referrals, job fairs)? provide a positive candidate experience, while ensuring
that we find the best fit for both the company and the
Answer: We use a variety of methods to attract and select
candidate.
candidates, including:
1. Job postings: We post job openings on various job
portals, as well as our own company website, to
reach a large pool of potential candidates.
2. Employee referrals: We encourage our employees to
refer qualified friends and acquaintances for open
positions, as employee referrals have proven to be a
valuable source of high-quality candidates.
3. Job fairs: We participate in local and national job
fairs to meet and network with potential candidates
and promote our company as a great place to work.
4. Employee engagement programs: We invest in
programs to engage and retain our current
employees, which also helps to attract new talent
who are interested in joining a company with a
positive work environment.
Question: How does the company extend job offers to straightforward as possible for the successful candidate.
successful candidates? We strive to provide clear and concise information
about the role, the company, and the benefits package,
Answer: When a candidate is selected for a role, we
and to support the candidate throughout the
extend a job offer in a professional and timely manner.
onboarding process.
Our process is as follows:
1. Offer letter: We prepare a written offer letter that
outlines the details of the position, compensation,
benefits, and any other relevant information.
2. Negotiations: If necessary, we engage in
negotiations with the candidate to finalize the
compensation and benefits package and ensure
that both the company and the candidate are in
agreement.
3. Acceptance: Once the candidate has accepted the
offer, we obtain written confirmation of
acceptance.
4. Onboarding: We provide a comprehensive
onboarding process to ensure that the candidate
has a smooth transition into the company and is
fully prepared for their new role.
We aim to make the job offer process as positive and
Question: How does the company ensure that new encourage a positive work environment, which
employees are properly trained and integrated into the helps to integrate new employees into the company
company culture? culture.
Answer: Ensuring that new employees are properly Our goal is to provide new employees with the tools and
trained and integrated into the company culture is a top resources they need to be successful in their role and to
priority. Our approach includes the following steps: feel supported and valued as members of the team. We
believe that a strong onboarding process helps to foster
1. Onboarding plan: We develop a comprehensive
employee satisfaction, retention, and performance, and
onboarding plan that covers all aspects of the new
supports the overall success of the company.
employee's integration into the company, including
training, orientation, and cultural assimilation.
2. Training: We provide training programs that are
tailored to the new employee's role and that help
them to acquire the necessary knowledge, skills,
and competencies to be successful in their job.
3. Performance evaluations: We conduct regular
performance evaluations to monitor the new
employee's progress, provide feedback, and identify
any areas where additional training or support is
needed.
4. Employee engagement programs: We invest in
programs that promote employee engagement and
Question: How does the company approach plan that outlines their next steps for growth
performance management? and advancement within the company.
Answer: Performance management is an integral part 5. Rewards and recognition: We recognize and
of our human resource strategy. Our approach reward employees for their outstanding
includes the following steps: performance, including bonuses, promotions,
and other incentives.
1. Performance planning: At the beginning of each
performance cycle, we work with employees to Our performance management process is designed to
set clear and measurable performance goals be fair, transparent, and supportive. Our goal is to
that align with the company's objectives. provide employees with the feedback and support
they need to be successful in their role and to help
2. Regular check-ins: Throughout the performance
them reach their full potential. By regularly
cycle, we conduct regular check-ins with
monitoring and evaluating employee performance,
employees to provide feedback, discuss
we are able to identify areas for improvement,
progress, and identify areas for improvement.
provide coaching and development opportunities,
3. Performance evaluations: At the end of the and support the overall success of the company.
performance cycle, we conduct a formal
performance evaluation to assess the
employee's performance against their goals and
to provide feedback on their strengths and
areas for improvement.
4. Career development: Based on the results of
the performance evaluation, we work with
employees to develop a career development
Question: Does the company have a training and evaluations.
development program in place?
Our training and development program is designed to
Answer: We believe in investing in our employees' support our employees' professional growth and to
professional development and growth. That's why we help them reach their full potential. We believe that
have a comprehensive training and development investing in our employees' development is an
program in place. Our program includes the following investment in the long-term success of the company.
elements:
1. Needs assessment: We assess the training and
development needs of our employees on an
ongoing basis to ensure that our program
remains relevant and up-to-date.
2. Skill development: We provide a wide range of
training opportunities, including in-house
workshops, outside training programs, to help
employees acquire new skills and knowledge.
3. Performance improvement: We provide training
and development opportunities to help
employees improve their performance and
reach their full potential, including coaching and
mentoring programs, and regular performance
Question: How does the company approach employee 4. Competitive compensation: We ensure that our
retention? compensation packages are competitive in the market
Answer: We believe that our employees are our greatest and that they are aligned with our employees' skills and
asset, and we are committed to creating a supportive, experience.
engaging, and rewarding work environment that 5. Employee recognition: We recognize and reward
encourages them to stay with the company for the long employees for their outstanding performance and
term. To this end, our approach to employee retention contributions to the company, including bonuses,
includes the following elements: promotions, and other incentives.
1. Employee engagement: We invest in programs and 6. Open communication: We encourage open and
initiatives that promote employee engagement and transparent communication between employees and
well-being, including wellness programs, work-life their managers and between the HR department and
balance initiatives, and employee recognition and employees. This helps us to identify and address any
appreciation programs. concerns or challenges that employees may be facing,
2. Career development: We support our employees in and to find solutions that support their continued
their career development by providing opportunities for engagement and satisfaction with the company.
growth and advancement within the company, Our approach to employee retention is focused on creating
including mentoring and coaching programs, leadership a supportive and engaging work environment that provides
development initiatives, and internal mobility employees with the opportunities and resources they need
opportunities. to be successful and to grow their careers with the
3. Performance management: Our performance company. By investing in our employees' well-being and
management process is designed to be fair, transparent, professional development, we are able to foster a culture
and supportive, providing employees with the feedback of loyalty and commitment, and to retain our top talent
and support they need to be successful in their role and over the long term.
reach their full potential.
 Conclusion
Based on the company's vision to support the "Make in India" and "Swachh Bharat"
initiatives, it can be concluded that the company places a strong emphasis on providing job
opportunities and contributing to the economic growth of India. The company's focus on
manufacturing ergonomic and aesthetically pleasing products while maintaining superior
quality at an economical cost highlights its commitment to customer satisfaction. This
emphasis on customer satisfaction, combined with the company's goal of creating job
opportunities, suggests that the company also places a strong emphasis on attracting,
retaining, and motivating its employees. By providing its employees with a supportive and
growth-oriented work environment, the company is likely to attract top talent and create a
motivated and engaged workforce. As a result, the company's staffing process is likely to be
comprehensive, well-designed, and focused on supporting the growth and success of both
the company and its employees.