1

SUMMER TRAINING REPORT

ON
HUMAN RESOURCE MANAGEMENT OF
INNOPACK CONSTRUCTION CHEMICALS
PRIVATE LIMITED
Submitted in partial fulfillment of requirements
For the degree of
Bachelor of Business Administration to
Guru Gobind Singh Indraprastha University, Delhi
Submitted to Submitted by
DR. AKANSHA ANKIT MISHRA
Asst. Professor 3534701717

Faculty Guide

Session 2017-2020
SGIT SCHOOL OF MANAGEMENT
Opp. Jindal Pipes ltd, NH-24, Ahead Masuri Cannal, Ghaziabad,
Uttar Pradesh, 201302, In
 2

ACKNOWLEDGEMENT

I would like to thank Guru Guru Gobind Singh Indraprastha University

for giving me the opportunity to do this internship. I would like to thank
INNOPACK CONSTRUCTION CHEMICALS PRIVATE LIMITED for letting me
do the internship at their HR Division Head office. I’d like to thank my
internship supervisor (Dr AKANSHA) for guiding me with the completion
of this report. I’d also like to thank HR Manager & HR Division for
keeping me under their supervision and provide me with all the
necessary information which has helped me in the completion of this
report.

I would also like to thank all the officials of Innopack HR Department for
allowing me to be an internee at their organization and help with
necessary information.
 3

TABLE OF CONTENTS

Serial Content Page

No. No.
Executive Summary
Chapter 1: Organization
1.1 Introduction
1.2 Scope of the Report
1.3 Objective of the Report
1.4 Sources of Information
1.5 Limitations
Chapter 2: Organization Profile
2.1 Organization Background
2.2 Key facts about Innopack construction chemicals
ltd
2.3 Organization Vision
2.4 Organization Mission
2.5 Goal of Innopack construction chemicals pvt ltd
2.6 Values
2.7 Services
2.8 Strategic Objectives of Innopack co.
2.9 Customer Charter
2.10 Organization Organogram
2.11 Organizational Structure
Chapter 3: Overview of HR Division
3.1 Human Resources Management
3.2 Characteristics of Human Resource Management:
3.3 Need and Importance of Human Resource
Management
 4

3.4 HR Function
Chapter 4: HRM of Innopack co.
4.1 Units of HR Division
4.2 HR Staffing
4.3 HR Operations
4.4 Training & Development
Chapter 5: Company Analysis
5.1 SWOT Analysis
5.2 Findings and Recommendations
5.3 Conclusion
5.4 Questionnaire
5.5 Reference
 5

EXECUTIVE SUMMARY

During my internship I gained practical knowledge on how the human

resource division of an organization operates and coordinates its
activities to ensure smooth functioning of the organization at all levels
by ensuring right numbers of people are available at the right time to
do the right job. Not only that I have also gained insight into the
working culture of the organization and observed how Innopack
Construction Chemicals Company handles its employees with value and
empowerment to ensure they are motivated to give their best to the
organization.

The report starts with an organization profile of Innopack Construction

company giving its background, mission, vision, its products and
services, the hierarchy and organogram of the organization.

The next section is the comprises the project, Human Resource

Management in Innopack company. The project encompasses
introduction to the topic, recruitment, selection, training and
development.

Each chapter contains detailed discussion of the HR functions followed

by Organization Practice at Innopack Company which basically conveys
how things are done in the HR Department.
 6

The next part of the project carries out SWOT Analysis that touches
upon strengths, weakness, opportunities and threats to the
organization followed by findings and recommendation on critical
factors regarding Human Resource Management of Innopack co. Finally
there is the conclusion followed by references.
 7

Chapter: 1
HUMAN RECOURSE PRACTICES AT INNOPACK CONSTRUCTION
CHEMICALS PRIVATE LIMITED

1.1 Introduction

I have select the topic of this report is “Human Resource Management

of Innopack construction chemicals private ltd.” I tried to integrate my
theoretical knowledge of HR and combine it with practical examples as
observed during my internship. I have tried to cover all the major
functions of Human Resource Management- recruitment, selection,
compensation and benefits, training and development and convey my
understandings of the different functions of Human Resource
Management through this project. At the end of the report I have done
a SWOT Analysis on the HRM Practice of Innopack Company followed
by discussing critical points. I have also tried to provide some
recommendations based on my knowledge followed by the conclusion
which I gathered during my internship
 8

1.2 Scope of the Report

This report has been prepared through extensive discussion with
company employees. Prospectus provided by the asset management
company also helped in preparing the report. At the time of preparing
the report, I had a great opportunity to have an in depth knowledge of
all activities practiced by the Innopack company.

1.3 Objective of the Report

There have been some objectives set forward in doing this report so
that it can be determined what tasks have to be done. The objectives of
the report are:

 To familiarize with the Innopack Company, its operation and

activities, management style and endeavor to realized the
gap between the theoretical knowledge with the real
business world.
 Analyze the current performance appraisal format &
compensation.
 Identifying inherent problems associated with the format.
 Propose changes mainly in the guidelines, format and
management philosophy by keeping relevance with other
processes.
 Employee Personnel practice.
 Developing Employees practices.
 9

1.4 Sources of information

All the information incorporated in this report has been collected from
primary sources as well as secondary sources.

Primary sources:
 Interview with assistant manager of administration & HR-In
Charge
 Operations manager and some other employees
 Discussion sessions with senior officers as well Secondary
Sources:

Secondary Sources
 Innopack Construction Chemicals private Ltd Annual Report
 Job description for each employees of Innopack Construction
Chemical pvt Ltd, HR Division.
 Performance appraisal format
 Performance appraisal guideline provided by the Human
Resources division

1.5 Limitations

 Limitation of employment personal.

 Lack of practices in human resource management.
 10

 Human resources department was hesitant to provide

information, because of difficulty in accessing sensitive data and
information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human
Resources Division is a vast area, after doing the regular office
works from 9:30 AM to 5:30 PM it is difficult to go through in
depth within this short duration of time.
 The secondary source of information was not enough to complete
the report.
 Confidentiality.
 11

Chapter: 2
ORAGANIZATION PROFILE

2.1 Organization Background

Innopack is a company with innovative technology and advanced
construction chemical products offering leading edge to the chemical
industry. Company aim is to contribute actively in improving
productivity, continuous innovation, R & D and solution centric
customer satisfaction. The products, know-how and services offer
provides the customer with maximum value in performance, quality,
comfort, safety, flexibility and overall economy. Their operation focuses
on products and solutions with high technology content that offer
customers a distinct added value.

Innopack Construction Chemicals Pvt Limited has a dedicated and

skillful team for research and product development. Risk Management
is an independent unit.

The company gives peak attention towards the satisfaction of their

clients, so that company can offer products and services as per their
specific demands and requirements.
 12

2.2 Key facts about Innopack Construction Chemicals Private

Limited
Some important facts about Innopack Company are given below:

Name of the Innopack Construction Chemicals Private Limited

Company
Ownership Type Private
Legal Form Construction Chemicals Limited

Date of 21/12/2017
Commencement
Registered S-3,4 & 5,2nd Floor, Manish Metro Plaza VI, Plot
Office No.5, Pocket 6, Sector 12, Dwarka, New Delhi,
Delhi 110075
Web page [Link]

Category Company limited by Shares

Sub Category Non-govt Company

Main Language English

Corporate U74999DL2018PTC331300
Identification
Number (CIN)
 13

2.3 Organization Vision

Their vision statement is-

The key to our success is our ability to generate innovative products

and capabilities at the forefront of the industry.

R&D is a backbone for all Innopack products. At Innopack we are

shaping the future development of the existing products through a
constant stream of innovations

2.4 Organization Mission

We utilize only the best local talents available and comply completely
with international norms and standards at every step of the way. Every
decision made is completely transparent and undertaken with total
professionalism.

Innopack has multi-locational manufacturing facility equipped with

state-of-the-art technology, advanced in-house laboratory and skilled
professionals.

We offer high standard product, LAF (Alkali free Accelerator), Resin &
Cement Capsules and Steel Fibers for underground construction.

2.5 Goal of Innopack Construction Pvt Ltd

The people, products and processes of Innopack Construction
Chemicals private Ltd are associated to meet the demand of the
 14

judicious customers. Their goal is to achieve a distinction in the sky.

Their Prime Objective is to deliver a quality that demonstrates a true
reflection of our vision. This means they will give the best products to
their suppliers. And with that they will ensure financial growth for the
organization. Their team includes certified skilled quality auditors,
warehousing personnel, research associates, packaging personnel and
others. These experts are well versed with the prevailing trends of the
market and ensure to their clients that their range of products and
services are in accordance to the industrial quality standards.

2.6 The Values

 Customer Focus
 Reliability
 Teamwork
 Respect for individual
 Quality
 Responsible Citizenship

2.7 Services provide by Innopack Pvt Ltd

Company modern art of manufacture unit, supply and export a various
range of Construction Chemicals includes:-
 15

 Concrete Admixtures
 Surface Treatment
 Grouts & Anchors
 Repair & Rehabilitation
 Protective Coatings
 Waterproofing
 Industrial Flooring
 Adhesive
 Sealants
 Steel Fiber

These Products are used in various areas of construction, Repair &

Rehabilitation of multi-storey buildings, Residential, Factory buildings,
Infrastructure Projects, viz. Tunnels, Thermal Power Projects, Hydel
(Hydro Electric Power Projects), Atomic Power Projects, Dams, Canals,
Bridges, Metro Railways, Railways, and Highways etc.

Service offer high standard product, LAF (Alkali free Accelerator), Resin
& Cement Capsules and Steel Fibers for underground construction.

2.8 Strategic objectives of Innopack Pvt Ltd

 Innopack construction chemicals pvt Ltd’s objectives are to carry

out transparent and high quality business operation based on
market mechanism within the legal and social framework spelt in
their mission and reflected in their vision.
 Their greatest with qualitative business as a sustainable ever
growing organization and enhance fair quality of products to their
suppliers.
 16

 They are committed to their community as a corporate citizen and

contributing towards the progress of the nation as their corporate
social responsibility
 Their employees are the backbone. INNOPACK COMPANY
promote employees well being through attractive compensation
package, promoting staff morale through training, development
and career planning
 INNOPACK COMPANY strives for fulfillment of their responsibility
to the government through paying entire range of taxes and
duties and abiding the other rules.

2.9 Customer Charter

Innopack Company seek to build long-term, sustainable beneficial

relationship with all the customers based on the service-commitments
and on their underlying values of mutual respect, the pursuit of
excellence and integrity in all their dealings.

 Primary concern is to understand and satisfy customer’s needs

and expectations. Promise to use all means open to establish and
understand these needs which are both mutually beneficial and
respect the values and principles in all aspects.
 Promise to deal quickly, courteously and accurately with all
correspondence
 Should disagreement arise between customer and company they
undertake to seek a speedy and equitable solution, which takes
account of the rights and obligations, both parties and is framed
in the context of a long term and enduring relationship
 Believe in openness, integrity, transparency and accountability
and provide high standard of services to the valued customers
 17

2.10 Organogram of Innopack Construction Chemicals Private

Limited

The Chief Executive Officer heads the management team of Innopack

Construction Chemicals Pvt. Ltd. Several management committees have
been formed to handle and managing the operation.
 18

2.11 Organizational Structure of Innoapck Construction

Chemicals Pvt Ltd

Organizational hierarchy and Designations are in ascending order:

Top Management Chief Executive Officer

Board of Directors
Managing Directors

Executive Level Vice–President / Head of Operations/

Management Chief Investment
Officer
Senior Assistant Vice-President
Assistant Vice-President
Mid Level Management Manager
Associate Manager
Assistant Manager

Junior Level Management Officer

Junior Officer
Trainee assistant
Probationary Officer
 19

Chapter: 3
OVERVIEW OF HR DIVISION

3.1 Human Resources Management

Human resource management involves all management decisions and

practices that directly affect or influence the people, or human
resources, who work for the organization. In modern years, amplified
concentration has been devoted to how organizations manage Human
Resources. This augmented focus comes from the comprehension that
an organization’s employees facilitate an organization to attain its goals
and the management of these human resources is vital to an
organization’s success.

3.2 Characteristics of Human Resource Management:

(1). Upgrading Manpower:

HRM is basically concerned with the upgrading of manpower working in

an organization. This leads to improvement in the individual
performance of an employee and also corresponding improvement in
the organizational performance.

(2). Stress on Training:

HRM includes various schemes arranged for providing education,

guidance, training and opportunities to learn and develop employees of
all categories and working in different departments. There is an
 20

integrated use of sub-systems (training, career developments,

organizational development) in the HRM programme.

(3). Attention to learning and career development:

Learning, self-development, career developments are possible through

HRM programmes. These are the core areas of HRM. Career
development is possible through joining training courses, reading books
and periodicals. Learning and career development raise the capacity of
employees to work at highest levels. They are given higher positions
with monetary benefits.

(4). Organizational Development:

HRM includes organizational development, which includes effective
communication within the organization, coordination of different
activities elimination of conflicts of different types and creation of
orderly atmosphere in the whole organization

(5). Team Spirit:

HRM is basically for developing team spirit in the whole organization.
For this, departments and levels of management are properly
integrated. Team spirit facilitates orderly growth of the organization in
the right direction.

3.3 Need and Importance of Human Resource Management:

(1). To create stable labor force:

 21

HRM programmes are needed in order to create stable, efficient,

skilled and matured manpower required by an enterprise for the
present and future period.

(2). To update the quality of manpower:

HRM activities are needed for updating the quality of manpower as per
the growing and changing needs of an enterprise. This avoids
managerial obsolescence. Even the vacancies at - 9 - higher levels can
be filled in internally due to HRM programmes as they provide training
and opportunities of self-development to employees working at lower
levels.

(3). To develop strength for survival:

HRM programmes are necessary for survival in the present competitive
marketing environment. An enterprise can face market competition
only by improving quality, reducing costs and avoiding wastages. All this
is possible through HRM.

(4). To face challenges of technological changes:

Technological changes are taking place rapidly in every area of

business. HRM programmes are needed in order to absorb
technological changes taking place with speed. In fact, introduction of
new technology, computers, automation, etc. will not be possible
unless training is provided to the manpower.

(5). To satisfy the demand of self-development of employees:

HRM is needed to meet the needs of employees in regard to self-

development and career development aspirations. Employees demand,
training facilities, refresher courses, promotions and transfers, career
 22

guidance, etc. for their self-development. HRM programmes are

needed to fulfill self-development and career development of
employees.

(6). To meet future manpower needs:

HRM is needed to meet the future manpower needs of the

organization. Executives, managers, supervisors leave the job or retire
due to age factor. Competent juniors must take their positions. HRM is
needed in order to keep ready a team of competent managers as a
second line of defence.

(8). To utilize production capacity fully:

HRM is needed in order to use the available production capacity to the

optimum level. It provides skilled manpower for this purpose.

3.4 Functions of HR

The functions of human resource management are:

1. Staffing
2. Training and Development
3. Motivation
4. Maintenance

By doing all these functions Human resource management complete its

job.
 23

Staffing in HRM

Activities in HRM concerned with seeking and hiring qualified

employees is Staffing. A company needs a well-defined reason for
needing individuals who posses specific skills, knowledge and abilities
to specify the job. Employee referrals can produce the best applicants
for two reasons. First, current employees screen applicants before
referring them. Second, current employees believe that their
reputations with the firm will be reflected in the candidates that they
recommend. Recruiting is the initial step of staffing. Recruiting is the
process of locating, identifying, and attracting capable employees.
Many companies are finding new employees on the World Wide Web.

The source that is used should reflect the local labor market, the type
or level of position, and the size of the organization. Now the

second step of Staffing, that is Strategic HR planning. For that a

company plans strategically. They set goals and objectives, these goals
and objectives may lead to the structural changes in the company.
Third step is Selection. This process is attracting qualified applicators
and discouraging the unqualified applicants. By this a company can get
its desired employees of requirement. It has dual focus, attempting thin
out the large set of applications that arrived during the recruiting phase
and to select an applicant who will be successful on the job. To achieve
this goal, companies can use a variety of steps. The employees who are
able to do all the steps and ensure good performance they get the job.
HRM must communicate a variety of information to the applicants,
such as the organization culture.

Under the selection process there are some steps:

 24

The company can use these steps to select the employees. With this
process their Staffing job is done. The completed selection process ends
the staffing functions.
 25

Training and Development:

Training is one of the important activities of human resource

management. In the training process companies try to motivate and
train the employees in a manner so that they can work more effectively
in the future. Under the training process there are some steps they are
given below:

1. Employee Orientation:
Employee orientation provides new employees with the basic
background information they need to perform their jobs
satisfactorily. Companies arrange an orientation program for the
employees. In an orientation program the employees should feel-
 feel welcome
 understand the organization in a broad sense
 be clear about what the firm expects in terms of work and
behavior
 begin the process of socialization

2. Employee Training:
There is some process, method and techniques of employee
training. A company follows the all the steps of training to provide
the employees a good look on their work.

3. Career Development:
The career development stage is given below-

 Pre transition: Is simply looking for a job and preparing

oneself for a career.
 Transition: An individual is already having a job and
developing oneself for future career or moving to another
career.
 26

 Preferred area: An individual prefers a specific sector of the

career.

 Early stage: First 1-5 years of career is called early career.

 Mid career: 5-20 years after the career starts.

 Late career: Late career starts after 20 years of job life.

 Retirement: And finally after completing the stages of

career and individual decides to retired.

Motivation in HRM

Motivation is to inspire people to work, individuals in such as to

produce best results. It is the willingness to exert high level of effort
towards organizational goals, conditioned by the efforts and ability to
satisfy some individual needs. An important part of the retention of
staff, reducing staff turnover and minimizing absenteeism at work is
ensuring that staff are properly motivated. The wage should be
increased, the facilities should be insured and social security should be
confirmed. These are the types of common motivational ways. Staff
motivation is the cornerstone of open, flexible and caring management
culture, which the Government aims to establish through HRM. To put
it into practice, “open” means not only to listen to staff suggestions and
opinions, but also to empower staff, accept their constructive criticisms
and use their suggestions. To be “flexible”, we may need to change the
traditional ways of doing things. As far as staff motivation is concerned,
 27

the biggest challenge perhaps is to stop focusing on problems and the

guilty party (police behavior) and start looking for those responsible for
things gone right (coach behavior). “Caring” calls for a human leader
who would give emotional support to individuals and at the same time
attend to the overall emotional needs of team members – which
include treating them all in a fair and impartial manner. Today’s
employees want a respect that can be seen as involvedness in decision
that will affect them. Listening to the employees is a way of Motivation.
All the motivation functions focus on one primary goal, to have some
competent and adapted employees with up-to-date skills, knowledge
and abilities, exerting high energy levels.

Maintenance of employees

To maintain the employees of a company must look after the

employee-

Health and Safety: For employees health and safety there HR

policy need to be very clear to all staff so that they feel safe to
work here. They can put their attention and productivity properly
towards the task.
Communication: The communication between the employees and
top level management should be clear and transparent. There
should no gap between top level management and low level
management.
Employee’s relation: Employees should be committed to their
companies and the companies also should understand the needs
and wants of the employees. In some companies employees and
labors create labor union for better relationship among the
workers and employees.
 28

Chapter: 4
HRM of INNOPACK CONSTRUCTION CHEMICALS PRIVATE
LIMITED

During my internship I was mainly assign in HR department. Innopack

Construction Chemicals Pvt Ltd Limited always determine what jobs
need to be done, and how many and types of workers will be required.
So, establishing the structure of the asset management company assists
in determining the skills, knowledge and abilities of job holders. To
ensure appropriate personnel are available to meet the requirements
set during the strategic planning process. It believes that the quality
work comes from quality workers who are well motivated and ready to
take challenge to provide better service.

4.1 Units in HR division:

There are three units in Human Resource Division of Innopack

Construction Chemicals Pvt Ltd

 HR Staffing
 HR Operation
 Training & Development.
29
 30

4.1.1 HR Staffing:

The staffing process- putting the right people in the right positions at
the right times- is one of the most critical tasks any organization faces.
The quality of the work performed can be only as high as the
capabilities of the people performing it. Three officers are working in
HR staffing unit. They perform the following activities-

i. Recruitment
ii. Selection
iii. Leave Management
iv. Personal Profile Management

i. Recruitment:

Recruitment is the process by which a firm finds its employees, are

perhaps the most critical tasks any organization faces. Without the
right people, no firm can function effectively. For a recruitment
program to be successful, managers should cooperate with the human
resources staff to define needs and predict vacancies. This recruiting
may be done by internal or external.

Objectives of recruitment

Some of the objectives of recruitment are:

 To attract people with multi-dimensional skills and experiences

that suits the present and future organizational strategies.
 To induct outsiders with a new perspective to lead the company
 To infuse fresh blood at all levels of the organization.
 To devise methodologies for assessing psychological traits
 31

Process of Recruitment:

Recruitment refers the process of identifying and attracting job seekers

so as to build a pool of qualifies applicants. This process comprises of
five interrelated stages

 Planning
 Strategy development
 Searching
 Evaluation and control

The ideal recruitment process is the one which attracts relatively larger
number of qualified applicants who will survive the screening process
and accept positions with the organization, when offered to approach
the ideal people, individuals responsible for recruitment process must
know how many types of employees are needed, where and how to
look for individuals with appropriate qualifications and interests, what
inducements to use for various types of applicants group, how to
distinguish applicants who are unqualified from those who have a
reasonable chance of success, and how to evaluate their work

Types of Recruitment: There are two types of recruitment

In this organization. They are:

1. Internal Recruitment
2. External Recruitment

 For Internal Recruitment:

The principal methods are-
 32

 Job posting
 Use of computerized skills inventories
 Referrals from other departments

 For External Recruitment:

Organizations rely on-
 Advertisements Public or private placement agencies
 Field recruiting
 Including campus recruiting

Point of Recruitment:
There are two level of recruitment.
 Entry level
 Lateral entry (Recruitment of experienced person)

o Entry level: There are two entry-level post for recruiting

fresh graduates and postgraduates.
These are:
1. Probationary officer Level
2. Trainee Assistant Officer (TAO) Level

1. Probationary Officer:

Probationary officers are confirmed as officer after successful

completion of one year probation period. Probationary Officers are
recruited throw completive written exam that is taken by IBA. After
taking exam top scorers are invited to appear the interview of
management committee. After appearing the interview they have to
face an interview in front of Board of Directors. For recruiting
Probationary Officers advertisement are given in daily newspaper and
 33

web site also. Only online applications are acceptable for Probationary
Officers (PO). They have to apply throw [Link]. bdjobs supplies
the database of CVs or resume to Innopack Company. HR team then
short lists the resume of the candidates. Only short listed candidates
are invited for appearing the written exam. Short-listing criteria’s are
given in the circulars. There are some subjects, which are preferred for
short listing.
These subjects are:
 MBA (Major in Accounting, Finance, Marketing, HRM, MIS
etc.)
 English
 Statistics
 Economics
 Mathematics
 CSE
 Development studies

2. Trainee Assistant Officer (TAO) Level:

TAOs are confirmed as assistant officer (AO). TAOs are recruiting from
walking CVs. Usually, one written exam is managed by the management
has taken for recruiting TAOs followed by one Viva.

o Lateral entry (recruitment of experienced person):

There are recruitments for experienced in asset

management or brokerage sector, which is called lateral
entry. Length of services, job responsibilities, revolutionary
 34

background etc. is taken into consideration for the lateral

entry.

ii. Selection:

Selection is defined as the process of differentiating applicants in order

to identify and hire those with a greater likelihood of success in a job.
The objective of selection decision is basically picking an applicant from
a pool of applicants who has the appropriate qualifications and
competency to do the job. The selection procedure cannot be effective
until and unless-

 Requirements of the job to be filled have been clearly specified

 Employee specifications (physical, mental, social, behavioral etc)
have been clearly specified
 Candidates for screening have been attracted
Selection process is preferable because:

 It is easier for applicant as they can send their applications to a

single centralized department/agency
 It facilitates contacts with applicants because issues pertaining to
employment can be cleared through one central location.
 It helps operating managers to concentrate on their operating
responsibilities. This is helpful during peak operating period
 It can provide for better selection because hiring is done by
specialist trained in staffing techniques
 The applicant is better assured of consideration for a greater
variety of jobs
 Hiring cost may be cut because duplication of efforts is minimized
 35

Selection Process:

The selection process consists of the following steps:

1. Application form:

Many companies formulate their own style of application form

depending upon the size and nature of business carried on, type
and level of the job etc. Information is generally required on the
following items in the form: personal background, educational
attainments, work experience references etc

2. Written test :
Written test is conducted for the qualified candidates after they
are screened on the basis of application form to measure the
candidates ability towards the job, his aptitude reasoning,
knowledge in various disciplines, English language etc

3. Preliminary Interview:

The next step that tag along the selection procedure is a

preliminary interview wherein the applications are scrutinized so
as to eliminate unqualified applications. Preliminary Interviews
are short. This interview thus provides information about the
candidate related to the job or personal specifications

4. Selection Test:

After passing through the interview the next stage that applicant
has to prove himself on are the selection tests. There are different
types of selection tests for different levels of the organization and
 36

that too is further differentiated within different types of

organizations. Some of the most common and well-known tests
that an applicant has to go through are;

a. Aptitude test
b. Personality tests: This is common mostly for the higher levels of
management are given to measure a prospective employee‘s
motivation to function in a particular working environment.
c. Internal test: To measure an individual‘s activity preferences.
d. Graphology Test: is an art wherein the individual‘s handwriting is
seen and accordingly his personality traits are derived by the way
he writes.
e. Polygraph Test: Are designed to ensure accuracy of the
information given in the applications
f. Medical Tests: Reveal physical fitness of the candidate
g. Drug test: Help to ensure the presence of illegal or Performance-
affecting drugs

5. References and background checks:

Many employer request names, address, and telephone numbers

or references for the purpose of verifying information and,
perhaps, gaining additional background information on an
applicant.

6. Selection Decision:

After collecting data from all the preceding steps, this is the most
crucial step in the entire selection process. The main difference
between the preceding stages and this is that former is used to
short list the number of candidates and later one is to make a
final decision from the pool of individuals who pass the tests,
 37

interviews and reference checks. The view of line manager will be

generally considered in the final selection because it is he/she
who is responsible for the performance of the new employee. The
HR manager plays a crucial role in the final decision.

7. Physical Examination:

After the selection decision and before the job offer is made, the
candidate is required to undergo a physical fitness test. The result
of the medical fitness test is recorded in a statement and is
preserved in the personal records. The main objectives of this test
are as follows:
 To detect if the individual carries any infectious diseases.
 To determine whether an applicant is physically fit to
perform the work
 It helps to determine if there are any physical capabilities
which differentiate successful and less successful
employees.
 Medical checkup protects applicants with health defects
from undertaking work that could be detrimental to them or
might otherwise endanger the employer‘s property.
 Last, but not the least such examination will protect the
employer from workers compensation claims that are not
valid because the injuries or illness was present when the
employee was hired.

8. Job Offer

The next step is selection process is Job offer for those applicants
who had passed the previous stage. Job offer is made through a
letter of appointment. Such a letter usually contains the date by
which the appointee must report on duty.
 38

9. Contract of employment:

After the job offer is made and the candidates accept the offer,
certain documents need to be executed by the employer and the
candidate. One such document is Attestation form. This form
contains vital details about the candidate, which are
authenticated and attested by him/her, which could be used for
future reference. Another document is contract of employment.
This document contains the terms and conditions of employment
like designation, perks, term of job and so on. The information
written in the contract may vary according to the level of the job.
The main drawback of the contract is that it is difficult to enforce
them.

10. Concluding the selection process:

The selection process will not end with executing the employment
contract. The step is reassuring the candidates who have not been
selected. Such candidates must be told that they were not
selected, not because of any serious deficiencies in their
personalities, but because their profiles did not match the
requirements of the organization

11. Evaluation of selection process:

The broad test if the effectiveness of the selection process is the
quality of the personnel is hired. An organization must have
competent and committed - 49 - personnel. The selection process,
if properly done, will ensure availability of such employees. Audit
must be conducted by the people who work independent of the
HR department.
 39

The critical criteria in this regard are job relatedness, reliability, and
viability.
For selection of candidates following things are considered-

o Appearance
o Attitudes
o Knowledge
o Personal ability & mental ability
o Physical ability
o Qualification
o Communication skill

iii. Leave management:

Leave is earned by duty. Leave cannot be claimed as a matter of right,

and leave admissible under the service rule of Innopack Construction
Chemicals Pvt Ltd may be granted by the Chief Executive Officer or his
authorized person, who may refuse leave, grant leave for a shorter
period than applied for, revoke leave of any description and recall an
employee before the expiry of the leave. One Officer is looking after the
leave matter of employees and keeping leave records. Employees of
Innopack Construction Chemicals Pvt Ltd are enjoying following kinds of
leaves-
 40

Earned Leave: 20 days in a year as per service rule of

Innopack Co.
Casual Leave: 10 days in a year

Sick Leave: 14 days in a year + conditional

additional sick leave allowed by the
mgt. as per service rule of Innopack Co.
Maternity Leave: 24 weeks for each issue up to two
children
Leave Without Pay 15 days once during the service life

Paternity Leave 5 days

Bereavement Leave 5 days

Study Leave: As per the rule of the organization

Personal Profile Management:

They maintain employee’s personal profile with hardcopy of documents

for example: CV, NID, Educational Certificates and other necessary
documents.

4.1.2 HR Operations

HR operations unit mainly work in the area of short term and long-term
benefits of the employees of Innopack Pvt Limited, like salary, bonus,
provident fund, gratuity, super annulations fund, etc.
 41

 Monthly Salary Disbursement

 Preparation and disbursement of Festival Bonus and Performance
Bonus
 Employees Final Settlement.
 Maintain liaison, which are under the corporate agreement with
Innopack Construction Chemicals Private Limited.
 Submission of various Salary related MIS report to the
Management & Regulatory bodies.
 Work as System Admin in HR department
 Assist in Appraisal Management
 Employee Tax processing, etc.

4.1.3 Training & Development:

Human Resource is the key to success of a service oriented business

organization. The famous quotes from some renowned business
leaders are:

 Take our 20 best people and virtually we become a mediocre

company.
o -Bill Gates, Chairman, Microsoft Corporation.

 Take my assets, leave my people and within 5 years I will have

it all back.
o -Alfred Sloan, Chairman, General Motors.

The mission of Innopack Construction Chemicals Private Ltd is to

provide high quality products and services backed by latest technology
 42

and a team of highly motivated personnel to deliver Excellence in

Construction Chemicals product and service in the competitive market.

Steps of training program

A typical training program can be classified into 5 steps

1. Need Analysis
2. Instruction Design
3. Validation
4. Implementation
5. Evaluation and Follow-up

1. Need Analysis:

 Identify the specific job performance skills needed to improve

performance and productivity.
 Analyze the skills and needs of the prospective trainees and to
develop specific measurable knowledge to perform their job.
 To ensure that the program will be suited to the trainees specific
levels of education, experience and skills.
 Use study report to develop specific measurable knowledge and
performance objective

 Technique to identify Training Needs:

Task analysis and performance analysis are two main techniques
for identifying training needs.
 43

A. Task analysis:

The first step in training is to determine what training, if any, is

required. The main task in assessing the training needs of new
employees is to determine what the job entails and break it down into
subtasks, each of which is then taught to the new employee. So, task
analysis is a detailed study of a job to identify skills required so that an
appropriate training program may be instituted. Task Analysis form
contains six types of information-

 Task list
 How often performed
 Quantity, Quality Standards
 Performance Conditions
 Skills Required
 Where best learned

B. Performance Analysis:

Verifying that there is a performance deficiency and determining

whether that deficiency should be rectified through training or some
other means (such as transferring the employee).

3. Instructional Design:

Gather instructional objectives, methods, media, description of and

sequence of content, examples, exercise and activities. Make sure all
 44

materials such as video scripts, leader’s guides and participant’s

workbooks, complement each other are written clearly and blend into
unified training geared directly to the stated learning objectives.
Carefully and professionally handle all program elements-whether
reproduced on paper, film or tape to guarantee and effectiveness.

4. Validation:

Introduce and validate the training program before it presented to the

trainee

5. Implementation:

When applicable boost success of training workshop focuses on

presentation knowledge and skills in addition to training content.

6. Evaluation and Follow-Up:

Asses’ program success-according to-

Reaction: Document the learner’s immediate reactions to the training.

Learning: Use feedback devices or pre and post tests to measure what
learners have actually learned.

Behavior: Note supervisor’s reactions to learner’s performance

following completion of the training. This is one way to the degree to
which learners apply new skills and knowledge to their jobs.
 45

Results: Determine the level of improvement in job performance and

assess needed maintenance

Setting training objective

After training needs have been analyzed, concrete and measurable
training objectives should be set. Objectives specify that what the
trainee should be able to accomplish after successfully completing the
training program.

Techniques of training program:

After determine employees training needs, set training objectives and

designed the program, the training program can be implemented. Most
popular training techniques are:
 On the job training
 Off the job training

 On the job training

On the job training is like having a person learns a job by actually

performing it. Virtually every employee, from mailroom clerk to
company president gets some on the job training when he or she
joined the firm. A useful step by step job instruction approach for
giving a new employee on the job training is as follows-

o Preparation of learner
o Presentation of the operation
o Performance tryout
o Follow-up
 46

On the job training has several advantages-

o It is relatively inexpensive
o Trainees learn while they working
o There is no need of class-room, programmed learning devices
o Trainees learn actually doing the job
o Get quick feed-back about the correctness of their performance.

On the job management development techniques:

On the job training is one of the most popular development methods.

Important techniques here include-
o Job rotation
o Coaching/ under-study approach
o Junior boards
o Action learning

 Off the job training:

Innopack Construction Chemicals Private Limited do not provide

off the job training.

Chapter: 5
 47

COMPANY ANALYSIS

5.1 SWOT Analysis:

STRENGTHS:

The strengths of a company are the most important building blocks

required for growth to take place. The following are a few of the most
prevalent strengths that Innopack Construction Chemicals Pvt Ltd has
at the present time.

Recruitment:

Their recruitment and selection policy is very strong. Innopack

Company recruits talented candidates from the market through proper
testing- written and interview. The written part contains questionnaires
that are of IBA standard which is a renowned education institution of
our country.

Work environment:

During my stay I found the work environment very satisfactory.

Everyone is cordial and helpful and cooperative. There is less internal
conflict or politics at play which is essential for conducting a productive
working environment.

Transparency:

For clear communication to the employees of the HR Practice in

Innopack Private Lmited, they have a service rule book which they give
 48

to every employee. The guide articulates important and covers all HR

Practice followed by the organization. This is very helpful both for the
employees and the employer as it removes chances of
misinterpretation, bias etc

Leave Management:

They Provide a 44 days leave balance which include earn leave 20 days,
Casual leave 10 days and Medical leave 14 days. So employees have no
worries regarding having leave.

Accountable Corporate Governance is very important for the

Inoopack Private Limited:

Good Corporate Governance is an issue of vital importance to the

Board and Management of Innopack pvt ltd. The Board of Directors &
Chief Executive Officer, as the head level of authority, is responsible
and accountable for the overall direction and is ultimate answerable to
regulatory authorities and the activities, strategies and performance of
the company.

The board now has 9 members, which also includes 2 independent

directors. Innopack Private Limited board has a formal schedule of
matters especially reserved for its decision including corporate strategy,
approval of budgets and balance sheet, annual financial results,
Director Appointment, proposal for dividend, approval of major
corporate transactions and credit proposals beyond the delegated
business power of the management.
 49

Innopack Construction Chemicals Private Ltd provides online

Services:

Innopack Private Limited in India provides the online services to its

customers. By using the modern online services, where customer can
purchase products. This service gives customer huge flexibility. More
and more urban customers are becoming attracted to this service day
by day. This online service provides great benefit for the customers, as
they do not have to face the hassle of going to the market to buy their
products.

Training and development system of Innopack Private Limited

is a prime reason of their success:

Innopack Construction Chemicals Private Ltd gives regular training to

the officer of both middle and lower levels. Again if there is any
strategy or technology change, there will be special training program
arranged based on individual needs. They arrange special training on
their software also which they use in the office to operate their system,
which eventually becomes beneficial not only for the employee but also
for the organization, because if they do not know the exact procedure
of carrying out work in their system then that might affect them both
the employee end into making mistake, and as a result the reputation
of the organization also might get hampered.

WEAKNESS:
Though Innopack Construction Chemicals Private Ltd is a company that
has many strengths but it also has some weakness. The followings are
 50

few of the most common weakness that Innopack Company has at the
present time:

I. Inadequate human resources:

The human resources are not sufficient in terms of its service providing
system. It has to maintain a number of formalities to recruit employees

II. Human Resource Planning:

There is not much Human Resource Planning at the Organization except

for an annual need assessment for required workforces

III. Lack of Job Analysis:

It is the important part of HR practice in an organization but not

implanted in Innopack Company which means they are less informed
about current market trends and that could lead to loss of potential
talents from their pool.

OPPORTUNITY:

In an organization opportunities are positive external environmental

factors. An organization should explore all possible opportunities
available to it. These opportunities are intended to improve the
organization. By making improvements, the organization should be able
to become more competitive in the market. The following are available
opportunities to Innopack Company in order for it to become more
aggressive:
 51

Recruitment:

Most recruitment in here is through internal recruitment, they can

spread the pool of entry level employees through campus recruitment.

A new neighborhood for an Innopack Company:

The ability to begin selling in a new neighborhood would be beneficial

to Innopack Comapny, as they would have more people to sell to. This
makes the pursuit of this area a valid opportunity.

THREATS:

An organization’s threats are negative external factors. An organization

should explore all possible threats available to it. These threats are
intended to diminish the organization. By making improvements and
proper monitoring of the threats, the organization should be able to
turn more competitive in the market. The following are threats are
available to Innopack Construction Chemicals Private Ltd in order to
threaten its existence.

Volatile economy:

The market can be volatile, and a sudden drop in prices will weaken
client confidence & portfolio performance. Rise in interest rate and
events like terrorist attacks are likely to affect the economy and the
margin of leasing companies may also suffering this.

Government Policy:
 52

The changes of Government policy connected to companies might

create an unfavorable impact on the industry.

The Lack of Motivation of Employees:

Sometimes the lack of motivation in employees can create a threat to

the organization. Employees may be overburdened with tasks that are
not their core-competencies. As a result, the quality and accuracy of
deliverables duties may fall. Employee turnover may have a negative
effect on the overall performance of organization.
 53

Chapter: 6

5.3 FINDINGS AND RECOMMENDATIONS

Findings of the study:

 Compensation and Benefits: Compensation basically consists of

direct and indirect compensation and Innopack Company is very
much concerned about both these types of compensation. They
offer attractive package that is in per with current market practice
in similar sector. They also offer bonuses and yearly incremental.
They also have leave planning for employees consisting of
different kind of leaves according to employee needs.
 Performance Evaluation: The evaluation of employee’s
performance of Innopack Company is not properly done by the HR
division.
 Officers of the organization are competent even though many of
them simply know the working procedure of what they are doing
but don’t know the philosophy behind doing those.
 Service quality of Innopack Company is commendable. It is very
important for every organization serve its customers so that it
create a loyal customer base who will repeatedly buy its products
and carry a long time relationship with the company as well as
work as a spoken person to promote the products of the company
to peers, friends, relatives, etc. This organization is really good at
its service quality.
 54

RECOMMENDATION:

 The organization should practice proper Innopack Company

guideline. The purpose of Human Resource Management is to
improve the productive contribution of people.
 To get effective and efficient employee, the organization should
arrange proper training and development programs.
 The entire HR department should be well informed regarding the
employment personal.
 The organization should provide well direct compensation as well
as direct to its staffs.
 The management should have job evaluated salary structure,
which is most competitive than other organizations in the
country.
 To evaluate employee’s performance; the management should
follow promotion policy properly.
 In order to get competitive advantage and to deliver quality
service, top management should try to modify the services.
 Periodical performance appraisal and giving recognition and
rewards to the qualified employees to keep motivating them.
 Proper training needed for ensuring efficient performance of the
employees.
 Innopack Construction Chemicals Ltd should hire specialist for
each individual sector.
 The management should create customers database and
continuously informing the suppliers about the available facilities
or opportunities which will work to achieve twin goal at a time;
one is direct marketing and another is large pool of customers
database.
 55

CONCLUSION

From the above discussion it can conclude 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. Few persons are recruited for its
operations and 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.
 56

QUESTIONNAIRE

 Recruitment and Section can be evaluated by using the

following questionnaire:

Q1. Since how many years have you been working with this
organization?

a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. Does the organization clearly define the position objectives,

requirements and candidate specifications in the recruitment
process?

a. Yes
b. No

Q3. How well are the organization’s affirmative action needs clarified
and supported in the selection process?

a. Poor
b. Adequate
c. Excellent
 57

Q4. Is the organization doing timeliness recruitment and Selection

process?

a. Yes
b. No

Q5. Does HR provides an adequate pool of quality applicants?

a. Yes
b. No

Q6. Rate the effectiveness of the interviewing process and other

selection instruments, such as testing?

a. Poor
b. Adequate
c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of

the applicant pre-screening process?

a. Yes
b. No
 58

Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No

Q9. Rate how well HR finds good candidates from non-traditional

sources when Necessary?

a. Poor
b. Adequate
c. Excellent

Q10. How would you rate the HR department’s performance in

recruitment and selection?

a. Poor
b. Adequate
c. Excellent

Q11. Does the HR Department is efficient in Selection Policy of the

employees ?

a. Yes
b. No

 Training & Development can be evaluated by using the following

questionnaire:
 59

Q.1 what do you understand by training?

a) Learning
b) Enhancement of knowledge, skill and aptitude
c) Sharing information
d) All of above

Q.2 Training is must for enhancing productivity and performance.

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

Q.3 Have you attended any training programme in the last 01 year?

a) Yes
b) No

4) (i) After the training ,have you given feedback of it?

a) Yes
b) No

(ii) If yes, through which method?(can select more than one)

a) Questionnaire
b) Interview
c) Supplement test
d) If any other please specify
 60

5) Which method of post training feedback according to you is more

appropriate?

a) Observation
b) Questionnaire
c) Interviews
d) Self-diaries
e) Supplement test

6) (i) Do you think that the feedback can evaluate the training
effectiveness?

a) Yes
b) No

(ii) If yes, how can the post training feedbacks can help the
participants? (can select more than one)

a) Improve job performance

b) An aid to future planning
c) Motivate to do better
d) All of the above
e) None

7) Post training evaluation focus on result rather than on the effort

expended in conducting training.

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure
 61

8) What should be the approach of the post training evaluation? (can

select more than one)

a) Trainer centered
b) Trainee centered
c) Subject Centered
d) All of the above

9) What should be the ideal time to evaluate the training?

a) Immediate after training

b) After 15 days
c) After 1 month
d) Can‘t say

10) Should the post training evaluation procedure reviewed and

revised periodically?

a) Yes
b) No
c) Can‘t say

11) Is the whole feedback exercise after the training worth the time,
money and Effort?

a) Yes
b) No
c) Can‘t say

12) The post training feedbacks can be used:

 62

a) To identify the effectiveness and valuation of the training

programme
b) To identify the ROI (return on investment)
c) To identify the need of retraining
d) To provide the points to improve the training
e) All of above
 63

REFRENCES

[Link]

[Link]

[Link]