SUMMER TRANING REPORT ON

HRIS AND JOB ANALYISIS

(SESSION-2011-13)

SUBMITTED TO :SUBMITTED BY :-

H. N. Srivastava Banaras Beads Ltd.

Tripti Gupta

SUMMER TRANING REPORT ON

HRIS AND JOB ANALYISIS

SUBMITTED UNDER PARTIAL FULLFILMENT OF THE REQUIREMENT FOR THE AWARD DEGREE OF TWO YEAR (FULL TIME) MBA.

(SESSION-2011-13)

MICROTEK COLLEGE OF MANAGEMENT & TECHNOLOGY VARANASI

SUBMITTED TO :SUBMITTED BY :-

H. N. Srivastava Banaras Beads Ltd.

Tripti Gupta

Declaration I hereby declare that the information presented in this dissertation report is correct to the best of my knowledge. This report has not been published anywhere else. This report is a part of my course curriculum and the main objective of this is know the Project Report on HRTs JOB Analysis

Tripti Gupta P.T.U. (Varanasi)

Acknowledgement It is my pleasure to thank all who helped me directly or indirectly in preparation of this project. It is a great privilege to record my deepest sense of gratitude to all the people who stood by me throughout the making of this project. The first person I want to thank to the director of MICROTEK COLLEGE OF MANAGEMENT & TECHNOLOGY VARANASI for providing us with an excellent environment for developing this project. I also reserve my special thanks to H. N. SRIVASTAVA for his benevolent guidance, heartfelt encouragement and constructive criticism for that helped me immensely in the development of this project. Finally my gratitude goes to all the BRIJ MOHAN SRIVASTAVA for their perseverance and cooperation with all their blessings. Without their support my project would not have taken its present shape. Hope you will appreciate my effort.

Chapter I Project Report on HRTs & JOB Analysis

A Human Resource management system (HRTS) or Human Resource Information System (HRIS) Refer to the system and processes at the intersection between human Resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic are HR activities and process with the information technology field. Whereas the programming of the data processing system evolved into standardized routine and package of enterprise resource planning ((ERP) software. On the whole these ERP systems have their origin an software that integrates information from different application into one universal database. The linkages of its finical and Human resource
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modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. Administrative and Strategic implementations of HRIS In examining the benefit of HRIS there are two extremes the pure administrative use of HRIS and its strategic useUltimately the goal of both is to increase organizational value. HRIS efficiency and administration effectiveness can be described by studies of administrative HRIS, but the overall efficiency and effectiveness of an organization can only be reached through strategic development of the information provided by an HRIS Administrative HRIS- is used in day to day operations and its usually in the from of records that hold employee information. Administration HR is much more efficient when it is used with IT become HR professionals are better able to handle large amount of information efficiently for instance, was tan Wyatts survey report (2002) concluded that it does not take a high progressing of e- HR to reach high HRIS performance on the administration side. The results showed that a properly integrated e-HR system is the system is the key to the evolution of the system.

The survey covered all organization sizes and the measure used includes productivity improvement within the HR organization, cost reductions, return an investment and enhanced employee

Communication. They concluded that by properly implementing one HR system an organization should be able to reduce the amount of work for which the HR department is responsible which would them leave HR professionals fees to concentrate an performing more strategic role of the organization. In contrast administrative HRTS, strategic HRIS is much more difficult to explain and measure became there is no way to be sure that the benefit are a direct result of strategic development of an HRIS system. Strategic HRIS- Consists of tools that assist in decision making. For example strategic decision may include those associated with recruitment and retaining employees. Much if not all, at the administration information held by HRIS can be used to analyze an organization and formulate strategic to increase the value of an HRIS. Some experts also believe that easy access to vital information will become an integrated part of many strategic decision making process (couch, Hughes, fag an, maggots 2002) But, the possible of strategic development skill remain useless without a way of getting there.

Method A survey was Developed and send to the Human Resource Director of public university in a state university system in the south as unities state. We wished to assess the tragic. Impact of HRIS. So the surveys were targeted at HR directors rather than lower level users of the system. All of the institution in the university system employee the same software package for their HRIS, which removed the potential of variation in response due to different software venders. The angering of higher level personal and the standardization of the software reduced the potential population for the sample. Approximately 30 surveys were returned. Linker type items an a five point scale and open ended questions were employed on the survey to measure the perceptions of the HR directors in regard to the impact of the HRIS on HR processes, the time spend an various HR activities, the expense of HR activities level and use of information within the organization the role of HR department and strategic decision making little empirical investigation has been conducted on these topics. While in previous reached has assessed satisfaction with in the amount of usage of HRIS system (Haines and petit, 1997) and the types of application for which HRIS is used (Elliott and Tevavichulada, 1999) Ball 2001) few any empirical studies have addressed the issue of concern the current study. The item an the survey were generated based upon suggestion
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developed from review of the generate previous literature in general, and Watson, wyatt (2001) and feigenbaum (1983) in particular in regard to costs. Appendix 1-Items used in the survey Response key(i) Strongly disagree (ii) Disagree (iii) Natural (iv) Agree (v) Strongly agree Example1I am actively involved with the human resource informant an system (HRIs) 23Over all I am satisfied with our HRIS The employees of the Human Resource (HR) department appear to be satisfied with our HRIS 4Our HRIS has decreased the time spend on recruiting. 56-

Our HRIs has diereses the time spend an training. Our HRIs has decreased the time spend am making staff decision.
10

7-

Our HR employees understand how to use the Human Resource information system.

8-

Our HRIs has made our HR decision making more effective.

9-

Our HRIs has made the HR department more important to the institution.

1019-

We are satisfied with the employment of our HRIs. Our HRIs has decreased the time spend processing paper work

20-

Correcting errors. Our HRIs decreased cost per hire Our HRIs decreased training expenses. Our HRIs decreased recruiting expenses. Our HRIs decreased data input expenses Our HRIs has decreased the overall HIR staff salary expense.

2122232425-

26-

We are satisfied with the way in which system upgrades have been installed. a. Strongly disagrees b. Natural c. Agree
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d. Strongly agree e. Not applicable 27System upgrades have improved the HRIS system. Strongly disagree Disagree Natural Strongly agree Not applicable

Purpose The function of Human Resource department is generally administrative and common to all organization may have formalized selection, evolution any payroll processes. Efficient and effective management of Human capital progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities accomplishment and salary. To reduce the manual workload of the administrative activities, organization began to electronically automate many of these
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processes by introducing specialized human resource management system. HR executive rely an internal or external IT professional to develop and maintain and integrated HRMS. Before the client serve architecture evolved in the late 1980s many HR Automation processes were relegated to mainframe computers that could handle large mounts of data transactions

In consequence of the high capital investment necessary to buy or programme proprietary software these internally developed HRMS were limited to organization that possessed a large amount of capital. The advent of client server. Application service provider, and software as a services seas or Human Resource Management system enabled increasingly higher administrative control of such system.

Currently Human Resource Management system encompass1. Payroll 2. Work time 3. Appraisal performance 4. Benefit administration 5. HR management Information system 6. Training, learning management system.
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7. Recruitment 8. Performance Record 9. Employee self service The Pay roll module automates. The pay process by gathering data on employee time and attendance calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally automatic from the Human Resource and time keeping modules to calculate automatic deposited and manual cheque writing capabilities. This modules com encompass all employee related transactions as well as integrate with existing financial management system. The work time modules Standardized time and work related efforts. The most advanced modules provided board flexibility in data collection methods, labor distribution capabilities and data analysis feature cost analysis and efficiency retrace are the primary function. The benefits administration module Provide a system for organizations to administer and track employee participation in benefit programmed. These typically encompass insurance compensation profit sharing and retirement.

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The HR Management Module Is a component covering many other HR aspacts from application. The system record basic demographic and address data, selection, training and development, capabilities and skill management,

composition planning records and other related activities. Leading edge system provide the ability to read application and enter relevant data to applicable database fluid nothing employee and provided position control management function involves the recruitment placement, evaluation compensation and development of the employee of an organization Initially business used completive based information system to Produce pay cheeks and payroll reports Maintain personal records. Pursuer talent management Online recruiting has become one of the primary methods employed by HR department to genre potential candidate for available position within an organization Talent management system typically encompass. Analyzing personal usage with in an organization. Identifying potential applicants
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 Recruiting through Company facing listing Recruiting through online recruiting cutes of publications that market to both recruiters & applicants The significant cost incurred in maintaining an organized recruitment cross posting within & across general or industry specified job boards & maintain a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking systems or ATS. Module. The Training ModuleProvides a system for organization administer & track employee training & development effort. The system, normally called a learning management system if a standalone product allow HR to track education qualifications skill of the employees or well as cutting what training course books, CDS, Web based learning or materials are available to develop which skills course can than be offered in data specific sessions with delegates & training resources being mapped & managed within the same system sophisticated IMS allow managers to approve training, budgets & calendars alongside performance management appraisal meters

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The Employee self service moduleAllows employees to quarry HR related data & perform same HR transactions over the system. Employees may querry their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinate through the system without overloading the task on HR department. Many organization have gone beyond the traditional functions & developed human resource management information system which support recruitment, selection, hiring job placement, performance appraisals employees benefit analysis, health safety & security, while other integrates an out soured applicant tracking system that encom passes a subset of the above.

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Job Analysis is the process of describing & recording aspects of job & specifying the skills & other recruitment necessary to perform the job.

Job analysis is a systematic approach to defining the job role, description recruitments, responsibilities, evaluated etc. It helps in finding out required level of education, skills, knowledge training etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the jobs contribution of job to the

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organization. Thus if effectively contributors to setting up the compensations package for the job position. Job analysis is a primary tools in personnel management. In this method a personnel manager tries to gather. Synthesize & implement the information available regarding the work force in the concern a personnel manger has to under take job malysis so as to put right man an right job. Importance of Job AnalysisJob analysis helps in allying the resources & establishing the strategies to accomplish the business goals strategic objectives. It forms the bases for demand supply malysis recruitment, compensation management & training need assessment & performance appraisal. Components of Job Analysis Job analysis is a systematic procedures. To analyze the requirement for the job role & job profile. Job analysis can be categorized into following subcomponents. Job positionJob refers to the designation of the job & employee in the organization. Job position forms an important part of the compensation strategy as it determine the level of the job in the organization.

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For example- Management level employees receive greater pay scale them non managerial employee. The non monetary benefits affareol to two different levels in the organization also vary. Job DescriptionJob description refers recruitments an organization looks for a particular job position. It states the key skills requirement, the level of experience needed level of education required etc. It also describes the roles & responsibility attacked with the job position. The role & responsibilities are key determinant factor estimating the leap of experience, education, skill etc required for the job. It also help in benchmarking the performance standards.

Job Analysis

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Job WorthJob worth refer to the estimating the job worthiness. i.e. how much the job contributes to the organization. It is also known as job evaluation. Job description is used to analyze the job worthiness. It is also known as job evaluation. Role & responsibilities help in determining the outcome from the job profile once it is determined that how much the job is worth, it becomes easy to define the compensation strategy for the position. Therefore job analysis forms an integral part in the formulation of compensation strategy of an organization. Organization should conduct the job analysis in a systematic at regular intervals. Job analysis can be used for setting up the compensation packages, for revering employees performance, determining the training needs for employees who are looking certain skills There are two outcomes of job analysis1- Job description 2- Job specification The information collected under job analysis is 1. Nature of jobs required in a concern.
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2. Nature / size of organization structure. 3. Type of people required to fit that structure. 4. The relationship of the job with other jobs in the concern. 5. Kind of qualification I academic back ground required for jobs. 6. Provision of physical condition to supports the activities of the concern. For example- Separate cabins for managers special cabins for the supervisors, healthy condition for workers, adequate stare room for store keeper. Advantage of Job Analysis 1- Job analysis helps the personnel manager at the time of recruitment & selection of right man or right job. 2- It helps him to understand extent & scope of training required in that field. 3- It helps in evaluation the job in which the worth of the job has to be evaluated. 4- In those instances where smooth work force is required in concern. 5- When he has to avoid overlapping of authority responsibilities relationship so that distraction in chain of command doesnt exist.
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6- It also helps to check out the compensation plans for the employee
7- It also helps the personnel manager to undertake performance

appraisal effectively in a concern. A personnel manager carries analysis in too ways. 1. Job description 2. Job Specification 1. Job description Job description is an organized of actual statement job contents in the form of duties & responsibilities of a specific job. The preparation of job description is very important before a vacancy is advertised it tell s in brief the nature styles of job. This type of documents is descriptive in nature it constitutes all these facts which are related to a job such as. 2. Job SpecificationJob specification is a statement which tells us minimum acceptable human quality which helps to perform a job. Job specification translate the job description in human qualification so that a job can be performed in a better manner. Job specification helps in hiring an appropriate person too an appropriate position. The contents are.

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Purpose One of the main purpose of conducting job analysis is to prepare job description & jab specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job & the work performed job & task analysis is performed as a basic for later improvements, including definition job domain describing a job developing performance, appraisals, selection system promotion, training needs assessment & compensation plans. In the fluid of Human Resource (HR) & industrial psychology, job analysis in often used to gather information for use in personal selection, training classification 100% compensation the field of vocational rehabilitation use job analysis to determine the physical requirements of a job determine whether on individuals who has suffered same demised capacity in capable of performing the job with or with, same accommodation. Professionals, developing certification exams use job analysis (often called something slightly different, such as task analysis) to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the
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purpose of valuing the job (i.e, determining the appropriate compensation for incumbents) this is called Job evaluation. Chapter 2 Company Profile

Bead historyBead first found

have been dated back to the time of emergence of the homo-sapiens roughly 35000BC. The early

beads were found to be made from animal bones and teeth bead used as culture objects came into existence b/w 33000 to 12000 years ago. By 1500 BC with the advent of metal tools, beads made out of semi precious stone like agate came to silver were discovered at the royal tombs of ur.which date back to 2600 BC to 2100 BC. During this time period may places, around the warld like western, Asia, Egypt the Indus vally, Iron developed and used beads made out of bones stones metal, beads further evolved during the roman empire between the period of 100BC to 400AD. Glass beads seemed to have
25

came into existence during this period, at factories in Syria. Egypt. Italy, Switzerland Buring the first century BC, with the advent of the blow pipe, the techniques in glass bead making were revolutionized, giving great forms and decorative styles. Historical Background

As Mr. Kanhiya Lal Gupta, the founder of this firm was very much interested in the development of the society industry, was always in search of the technologist. Fortunately he visited Mr. and Mrs. Two renowned technologist of Czechoslovakia. Banana beads manufacturing company established in 1940. Later it was incorporated as a private limited company on 10th April 1980.Subsequently it become a deemed public Ltd company by virtue of section 43(A) (I) of the companies act, 1956 act and obtained a certificate with a changed name Banaras Beads Lmited on 26 Oct. 1994 the company was converted into public company. Company initially its operation with manufacturing of glass beads and imitation jewelry and than diversified into wooden products. Skills products, hard knotted, woolen carpets and drug, get, handicraft and leather I arments & accessories.
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The Company expert turnover during 1989-1980 was approx 92-5 million but during fiscal year it has reached to make of about 150 million. The company heads office is located at Varanasi. The Company is professionally managed company. There are four directors in the company. There are four directors in the Company namely Sheri Ashok Kumar Gupta Chairman & the managing director Shri Ashok kumar kapoor, Shri Praveen sing shri tammay dava are non executive directors. Shri Ashok kumarGupta manage overall control of the company. The company is manufacturing glass beads necklace, earring, fashion accessories, wooden carpet, and artificial silk. The company has over 30 associated manufacturing of handicrafts, silk fabrics etc. working under its technical expert and quality control. Existing StytemBBL has implements S/w which should help them in managing everything in fingertips of its entire employee. Basically their work start from making section where they are having many group who are having their allotted country foreign to work an although they comate order from other country too but preferably they have to concentrate an their allotted countries. Marketing group usually have a marketing head their assistant and their operators and complete group usually allotted a target in terms of order value and new customer group. The value of target can be
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allotted order operator of marketing personal takes order operator of marketing group prepare sales contract and supervisor check the same and authorities the order to be forwarded to customer. Then they send contract to customer by mail and after that customer sign on contract & return is by fax or mail. All these information they use to store with order. In case of items is going to be manufacturing they prepare the job card production card; in case of items is going to be purchase a purchase order is to be issued to individual party and in case of item is coming from stock then on indent is going to be raised. In all case items might be not the same as required in order like suppose in order a red color 10 mim is there then they will issue the items from stock but same compulsory instruction issued from processing for that item will match exactly as per requested in order. After every processing we usally check quality of the item and differentiate in OK. And final product received from procurement department its packing starts & sometimes quacking as per an our standard packaging but mostly packaging is as per customer requirement. After this they generate packing slip case no. with net weight and gross weight after which they generate invoice and other document the usually required in case of export as well as local sale. Finally for all these stock movement
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that finally for all these stock movement that finally generate revenue for them, them is main motive of my profit making organization they usually take advantage that govt provide either by lower price purchase only import against export against same declaration of by default. Marketing ModuleBBL marketing team divided into the no. of groups and each group has manager & asst manages every group assigned a few countries for marketing. Sales Marketing Report Sales contract Report Manufacturing order Report Working sheet Report Production card report Countries Report And many more report as per Attached document.

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Production ModuleAfter recovery Report sheet from marketing department and production department as active and starts its process. At first thy divide their work in three parts2. Stock check 3. Job work 4. Sales and purchase method. Production Report- Production card Report - Purchase order report - Challan report - Glass issue report - Bead receipt report - Issue slip - Glass bead ledger report Washing DepartmentThey do number of process according to customers requirement washing policing etc. here we use chemical.

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Guthai Department It is called stringing department. In that department issue through challan and receipt is there as we follow for vender as we do in job work for bead mfg. Packing departmentIt receives items from vender, all items move to packing dept. for leader, bar code tagging etc. After that we make packing slip and send to met dept. Export / Documentation department After receive packing lest and check list documentation, that department prepare in voice challenge and other relevant document for shipment -check list report - packing list report -Documents details report -Invoice report -challan report -Drawback report -export value declaration report

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Purchase departmentIt is a in two different department. They usally product related material

purchase through guthai department head and 2nd which is not relented to production item purchase order make through mkt dept. person. Finance departmentUser wanted to work ERP same like Tally only one report is providing by finance department. As discussion with finance department user they want addition modification (deletion provision in vouchers) Store DepartmentIt is divided into different location & they can managing to store finish goods as well as raw materials start too. Over here stare must be received against some indent at same. Please we how to generate.

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Payroll Report- Bio data Report

-

Balance level Report

- Salary register report - Statement of P.F. Report - Salary statement Report - Bonus statement Report - Form 6A formate Report ApproachBanaras beads care competency with concentrate and centre of attractive only for the customer. It main focus I am customer and in flexible enough to work according to the customer needs. It believes in long term relationship business than one time business with their customer. Corporate PolicyQuality means fitness for the intended purpose in all aspect of the Company activities. It is the company policy to many factoring & export goods which company with the customers needs. The company will strive to meet the needs of its customer through the continous process of quality improvement.

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CHAPTER -3 Product Profile Glass beadsGlass beads industry in India is in exist for 400 years with manufacturing concentration in Varanasi. Although 0 the total production of glass. Beads in India nearly 40% is expected & crest 60% is consumed locally. BBL is the one of the major Indian depart of glass beads Industry 1995-97 the volume of export by the company constitute over 80% of the total expert from the company. HandicraftBBL is also dealing with the stuffed leather animals bells, art wares, chromic, stands wooden toys, decorative items cooper & wares Jewelry box etc. They keep the updated style. CarpetBBL is leading manufacture & exporter of the state of the art hand knotted woolen carpet, special ring performer multi types of person

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design of other in asserted color & design right from 3/30 to 1680 quality, bidjar kasha designs. Silver JewelryThe division is headed by Mrs. Pushpa Gupta & company is exported some silver jewelry, earning branches etc. Silk TextileBBL has expanded his business from glass beads to silk currently. BBL is dealing with Indus natural silk goods had printed duptta, sraves and cushion etc. Types of Beads -Bone and Harm Beads -Chevron beads -Four natural beads -Fire polished beads -Frunance glass beads -Fusible beads -Lucite beads -Lead crystal beads -Lamp wark beads -Trade beads
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-Tagus beads -Pressed glass beads. De-LemonIt is the unique specially retail formate where customer do not just buy product for satisfy a need, they are actually typing to fulfill an emotional pampering need of creativity a life style with the prevent trend in market. De-Lemon Franchise Plan- Company owed franchise - Operated
-

Franchise owned franchise operated

- Franchise owned company operated Company Aim-Customer desire - Customer delight - Customer services Company VisionDevelop and provide handicrafts & related products accordingly to standards, at competitive price integrating with innovative & technologies contribute towards arts.

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Company Objectives

To promote manufacture, production process, Develop, design buy, sales exchange, alter, improve, assemble, export, import, deal in all kind of handicraft inclusive of bead made from glass, wood, brass, plastic, black glass, glass rod, glass tubing & such other kind as may be deemed necessary or expedient for the company too undertake & develop.

To manufacture decision develop, engineer, process process cell, exchange alter improve, manipulate prepare import or otherwise deal in any all kind of silicate sodium and other chemical product or their component

To establish carry an extender develop the business of manufacture buying, ceiling, distributing importing, or otherwise deal in nature. Required by airport industry, leather goods plastic work, fruits dry fruits silk and carry on forward and ready business from immediate of further order. To come for performer excellence in the diversification business. To embed quality in all sequence and process.

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Strategy Production according to stock established for handicraft items. Searching new market through handicraft fair organized by different country by participating.

Lowering the cost of production so that the manufacturing ost can be cut short.

Acquiring recent technology and hiring person who are use to with their technologies. Company believes in long time relationship business.

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Organization structure Boards of Director

Managing Director

Director Marketing

Director Personal

Director Production

Director Finance

General Manager Manager Personal Manager Manager HRD Manager Manager Appraisal Training Development
Administratio n Manager

Industrial Relation

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Human Resource and Industrial relationThe industrial relation were very cordial throughout the year measure for safety of the employee, training welfare & development performance continue to received top priorities byTo enhance commitment of employee by recognizing & rewarding high performance. To build & sustain learning organizing of competent ward class professional. Out LookIn this circumstances to increase turnover of the company, the management of the company decided to carry retails business under the trade name and style-de-lemon through retails counters shop stores purchase & any other made in India and around retail stores like management, max hyper market pantaloon retail India etc. Growth in Human ResourceYears 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-2012 Problem being faced by the organizationGrowth HR 155 Employees 158 Employees 151 Employees 150 Employees 325 Employees 325 Employees 320 Employees

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Some employee is lazy which affected the work of the company.

- Wastage of the raw materials - Some employee have lack of confidence - Unexpected demand of the employee. - High export duty. Satisfaction of the BBL employee- There are many area are affect satisfaction & dissatisfaction employee.

ESIC (Employee State Insurance Corporation It is a unique multidimensional self financing social security scheme in which every contributions is a benefactor a beneficiary.

1- Benefit of Employ- Medical benefit - Sickness benefit - Maternity benefit - Employee injury benefit
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- Dependence benefit - Funeral expenses. - Old Age Medicare - Vocational rehabilitation - Rehabilitation allowances.

ESI
The Employees state insurance scheme is a unique multidimensional sell financing social security in which every contributor is a benefactor. & a beneficiary. This integrated scheme of health insurance provides comprehensive medical cover & cash benefits in the contingencies of sickness, maternity, disablement & death due to employment injury to the insured persons & their dependants. The EST Act, 1948 Provided the conceptual break through in the development of a social-Security Scheme. Finances: - The Scheme is funded by contributions emanating from employees & employers of covered factories & establishments & employers are as under :1.

Employees Contribution :- 1.75 percent of the wages.

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2.

Employers Contribution :- 4.75 percent of the wages the state governments care of EST beneficiaries.

Benefits of Employees :- The Social Security No. 102 of the International labour conference on 28.05.1952, defined nine branches of social security benefits. The Employees state insurance corporation has already adopted & extended Five Major Benefits to the insured workers. The scheme is based in the principle of single Contribution, Single administration for comprehensive package of social security benefits that include. 1. Medical Benefit 2. Sickness Benefit 3. Maternity Benefit 4. Employment Injury Benefit a) Temporary Disablement Benefit b) Permanent Disablement Benefit 5. Dependants Benefit
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In addition the Scheme also provides some, after need bored benefits to insured worker. These include. i) Funeral expenses ii) Rehalrilitation allowance iii)Old age medicare PART II Benefits under the scheme:Medical Benefits :- The Scheme provides full range of medical care, namely. i) Out-patient services, ii) Specialists Services. & iii)

Hospital Services, through a network of dispensaries, diagnostic centers & EST Hospitals, etc. All Insured persons & members of their milieus are entitled to full & comprehensive medical care package consisting ofi) Out-patient treatment ii) Domilciaist Treatment (treatment by visits at their residences) iii)Specialist Consultation

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iv)In-patient treatment v) Free supply of drugs, dressings, artificial limbs, aids & appliances. vi)X-ray & laboratory investigations vii) Vaccination & preventive inoculations,

viii) Ante-natal care, conficement & port-natal care. Ambulance Service or conveyance charges for going to hospitals, diagnostic central etc. wherever admissible. ix)Family welfare services & other notional health programme services. x) Medical Certification. xi)Special provisions including super specialist facilities. Infrastructure (MEDICAL) The medical care under the employees state insurance scheme is provided both through the service (direct pattern) as well as the indirect method using the panel system, under the services system, about 1442 dispensaries have been set up all over the country. In the
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panel system, 3076 private Clinics of medical practitioners provide treatment to the beneficiaries. Medical infrastructure under the EST scheme as an 31.3 2003 S.No. 1. 2. 3. a) b) 4. a) b) Particulars No. of hospitals No. of annexes No. of beds in EST Hasp/annexes Govt. & other hospitals No. of dispensaries No. of Clinics of IMPS 5 CASH BENEFITS
1.

As on 31.03.2003 142 43

23,500 3,800 1,447 2,987

Sickness Benefits: - Sickness Benefit represents periodical payments mode to an insured person during the period of certified sickness. To qualify for this benefit contribution should have been paid for atleast half the number of days in the relevant contribution period. The maximum duration of availing sickness Benefit is 91 days in two consecutive benefit
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periods. The Sickness benefit rate is roughly equivalent to 50% of the overage daily wage of an ensured person. After exhausting the sickness Benefit payable upto 91 day, an insured person if suffering from tuber culosis leprosy, mental & malignant diseases or any other specified long-term disease is entitled to extended sickness Benefit at a higher rate of about 70% of average daily wage for a further period of 124 days two years provided he has been in contiguous service for a period of 2 years or mare in a factory or establishment to which the provisions of the Act apply & fulfils the contributory conditions as per the corporations resolution. The lest of these long-term discuses is constantly reviewed by the corporation on the recommendations of the Hedical Benefit Council & includes 29 discuses presently.
2.

Maternity Benefit: - Maternity Benefit implies periodical payment to on insured woman in case of confinement or miscasoiage or sickness arising out of pregnancy, confinement, pre-mature birth of child or mis-carriage certified by a duly
47

appointed medical officer or mid-mile. For entitlement to maternity benefit, the insured women should, have contributed for not less thon eighty days in the immediately preceding two consecutive contribution periods Corresponding to the benefit period in which the confinement occurs or it is expected to occur. The daily rate of benefit is double the standard sickness benefit rate. Maternity Benefit is payable for a maximum period of 12 weeks in case of confinement, b weeks in case of mix-carriage & additional one month in case of sickness.
3.

Disablement Benefit :- in case of temporary disability arising out of an employment injury, Disablement Benefit is omissible to an insured so certified by the insurance medical officer

insurance Medical practitioner for which the insured person does not work for wages. The benefit is not subject to any contributory

condition & is payable at a rate equivalent to

48

about 70% of the doily average wages. The benefit is however, not payable if the in capacity does not exceed 3doys excluding the date of accident. The rates of Disablement Benefit are

determined in accordance with the provisions of Rule 57 of EST (Central) Rules, 1991.
4.

Dependents Benefit :- Periodical pension is paid do dependant of an insured person who dies as a result of an employment injury. The widow receives monthly pension for life or until

remarriage, at a fixed rate equivalent to 3/5th of the disablement benefit rate & coeh child is paid on amount equivalent to 215th there of until Lel she attains 18 years of age, provided that till the infirmly lasts. The Benefit is not payable to married daughters. In case the insured persons dose not have behind any widow or child the

49

Benefit is payable to other dependants. The amount of pension paid to the dependents of deceased insured person is linked with the cost of living index & periodical increases are sanctioned from time to time.
5.

Funeral Expenses :- Funeral expenses are in the upto a maximum of Rs. 1500/- made to defray the expenditure on the funeral of a decreased inserted person. The amount is paid either to the eldest surviving member of the family or, in his absence, to the person who actually incurs the expenditure on the funeral.

6.

Rehabilitation Allowance :- the corporation vide its resolution dated 22.12.1979 has decided to grout Rehabilitation Allowance to the insured persons for each day on which they, remain admitted in an artificial limb centre on the rates, which generally conform to double the standard

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Benefit rate. The above benefit was introduced with effect from 1.1.1980.

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EPF (Employee Pension Funds)

The object of EPF (1952) act is the institute of the compulsory contributory provident fund pension insurance for employee presently these scheme are in operator funds organization. - Employee provident fund Scheme (1952) - Employee Pension Scheme (1995) - Employee deposit link insurance (1976) 3- GSlI (Group Saving Link insurance In this policy they return to employee the saving part which is 65% of salary. The ensured the per each 1000 equivalent a premium amount. 4- Group Gratuity SchemeA employee is entitled to gratuity when he is complete his services of the 5 years 5- Reward/RecognitionThere are two types of reward that are financial and non-financial. - Financial increasing salary orientation non financial promotion.

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Quick View Company Name Address Banaras Beads Limited A-1 industrial estate, Varanasi 221 106(UP) India Phone No. 0542-2370161-164 Email- info@banarasbeads.com Business established by Company Founder of company Main Director Company States Unit Branch Office Companys Product Website- www.Banarasheads.com In the year 1940 Mr. Kanahiya Lal gupta Mr. Ashok Kumar Gupta ISO certified Company G.T. Road Tandia Village, Kamadandi) Varanasi C-144, East of Kailesh, New Delhi Glass, beads, handicrafts, silver Jewelry, Product Brand Name Plan machinery No. of employee Turnover & profit during this year necklace, born bead

wooden beads De-Leman Installed indigenous

imported

machine Direct enrolled 133 & Indirect More than thousand Rs. 30Crore

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CHAPTER 4 Research Methodology of the project Research methodology of projectR.M. refer to method research has uses in performing research operation in this I have studied the various steps that are generally adopted by a researcher in studying their search problem along with the logic behind them, when I talk of research method I also consider to logic behind the method. Problem Formulation- Demand of the employee increasing day by day. - Employee are now consider the job specification & job description before the job. - Right person for right job. - Facilities essential for normal working condition lacking some how (refreshment) - Working shift are lengthy.
-

Skilled employees are required.

- Employee are considering security in addition of their work assigned. - Maintenance of the report & analysis of employee information. - Applicant tracking & resume management.
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- Satisfaction is necessary for its employee to do work with free mind. Objective of Project- To adopt web based Human resource management system solution. - To ensure fair terms to the employee. - To know the communication process in the organization. - To know the problem solving attitude of the management. - To study the working condition of the employee in standard organization. - To make an HR assessment of HR practices. - To prevent the dispute between employer & employee so that production might not be hindered. Scope of project: The present study on Human resource information system & Job analysis has been conducted in Varanasi Banaras Beads Limited The work is limited to the study of The scheme of Analysis of job & employee & its effectiveness in achieving its desired objectives in the project. Relevant data have been collected & analyzed & then broad generalization was mode.

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This topic is covering he facilities of service condition, analysis of employee selection of Human resource information technology, employee data management & human resource administration etc. 1. The scope of study is limited to B.B. Ltd.
2. The people consulted belong to B.B.Ltd.

Research Design Every research project conducted scientifically has a specific framework for controlling data collection. The frame work is called the research design. Research design is the arrangement of condition for collection & analysis of data in a manner that aim to combine relevance to the research purpose with economy in the procedure. This research was more exploratory & less descriptive in nature. Exploratory because it helps in discovering new ideas & insights & also to obtain the relationship between variables & new ideas relating to the research problem. It is also up to some extent descriptive because it includes survey & fact finding enquiries of different kinds also it helps in descriptive research. There is no control over variable one can only report what has happened or what is happening.

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Data Collection Data was collected from primary Source are on secondary data was available. Structured direct interview were conducted with each respondent on a personal contact basis. A questionnaire has been formulated & questions asked in the prearranged order. The interview was semi formal in nature & answer were recorded in uniform manner. The questionnaire was formulated in such a way that it was that it was clear, concise & easy for the employee to understand. Period of Study Method of Study Research Design Research Method Survey Techniques Sampling Unit Source of Information: - Primary Data - Secondary Data Primary Data: For this I refer to personal interviews general discussion with the employee. I prepared a format of questionnaire related to various issues a copy of the questionnaire is added in the appendix.
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: : : : : :

5 Years

Survey Method Questionnaire Method Personal Interview Employees

Sampling Plane: Elements: Target population of the study included the all population of workers. Sample Size: Universe (all the worker population was under consideration) Data Analysis Technique: Quantitative technique is used for data analyses. Data Analysis Tools: Pie chart & bar charts are used. Secondary Data: For this I refereed to company manuals, book & journals, company profile & employment forms. Annual reports Manuals Website of the company Questionnaire Statistical Tools &technique Graphical presentation Tabulation of Data
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Limitation of Study: - Data of B.B.L. Varanasi (Varanasi is the main branch of B.B.L. but its data is not published separately) - Some offers were hesitating of providing information. - Finding are conditional - Limitation of the statistical tools. - The secondary data required for the study is also limited. - Workers are not talking as much interested for filling questionnaire. - Authenticity of response was not utmost good faith. Significance of Study: Company:
-

Company will achieve its target easily & on time

- Company improves team work as employee get to know each other better. - Higher quality product & services due to providing social security by the organization. - Goodwill of company will increase.

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Industry:
-

Good will of company will increase thus industry would be more competitive regarding social security for workers.

Industry finds it more comfortable regarding scaling & implementation of HRIS & Job analysis for employee.

- Optimum utilization of skilled employee - Industry will adopt the concept of LPG (Liberalization, privatization, Globalization). Employee/Worker: More energetic employee Worker would more productive Benefit which the company provide to workers Government: It is easier for government to check different parameter applied in different organization industry related job analysis of the employee Government will make low for safeguard & interest of employee.

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CHAPTER 5 Analysis of Project Data

Analysis of Data (Preparation of table & interpretation) A ) Organization mymt & Leadership1. Employee has confidence in the leadership of the organization.

Yes No Cant Say

80 0 20

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2. Manager Creates a Sense of teamwork spirit Yes No Cant Say 85 0 15

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3. Organization follow the team work & leadership culture. B) Benefit1. The benefit the employee receive are reasonable.

Yes No Cant Say

40 0 60

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2.The benefit offered provide security & satisfaction form & my family.

Yes No Cant Say

35 0 65

Inference: There is a good dialog relation in the between superior & subordinate but worker are not satisfied with benefit provided.

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C) Communication1. Employee can speak freely to their superiors on a variety of topics. Yes No Cant Say 83 0 17

Inference: 1. One part of family responsibility workers are not satisfied but can freely speak to their superiors.

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2. Co-worker & subordinate are willing to listen to their ideas.

Yes No Cant Say

84 0 16

Inference: The majority of employee said that their co-worker & subordinate listen to them carefully. It shows the good relationship between the three superiors, co-workers & subordinate.

3. Superiors have excellent interpersonal skills. Yes

66

85

No Cant Say

0 15

Inference: Superiors having interpersonal skill & also listen to new ideas.

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D) Problem Solving1. Organization focuses on solving the problem instead of finding faults. Yes No Cant Say 60 0 40

Inference: Communication is good b/w the co-worker & superiors but problem solving depends upon situational factor.

2. Employee work to anticipate problem & develop appropriate solution68

Yes No Cant Say

65 0 35

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3. Employee work together to short out the problemYes No Cant Say 85 0 15

InferenceOver all we can find out that co-ordination is good.

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E) pay/Wages1. Company maintains the competition pay & benefit packages. Yes No Cant Say 40 0 60

71

2. Employee are satisfied with the level of pay, they receivedYes No Cant Say 46 0 34

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3. Company paid timely & fairly according to employees work. Yes No Cant Say 55 0 45

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F) Performance: 1. Performance incentives are clearly linked to standard & goals: Yes No Cant Say 85 0 15

Inference It represents only the half of the employees think that the performance incentives are based on standards & goals.

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G) Job Satisfaction1. The job is given to employee is according to his skill & knowledge. Yes No Cant Say 45 0 55

Inference Employees are not satisfied with performance assessment & job satisfaction is also very low.

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2. Employee received personal satisfaction from doing a good job. Yes No Cant Say 59 0 41

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H) Reward/Recognition: 1. Employee are recognize for good work performance by superiors: Yes No Cant Say 49 0 51

Inference Good work appraisal is only for situational purpose for getting more work from employees.

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I) Training & Development1. Company invert in employee through training & development. Yes No Cant Say 49 0 51

Inference Now organization is recognizing the need of training & the problem & workers an also equally participated.

CHAPTER-6 CONCLUSION
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 The study is based on the information the by upper level employee as well as low level employee through personal interviews.

In this firm every department is computerized, are many advanced computer system packages are available in this company, very good working facilities are provided

The organization has held high position in beads & carpet export trades. This concern is exercising program day by day.

It is concern which export & salary its product to foreign parties & in domestic market. As a matter of fact all working of the company depends on the efficiency & devotion of the employee & owner the company. The Company Banaras Beads Limited has a good reputation in foreign country. It produce high quality of product, when it comes to enjoy a good market share then we see that is not so good because producing the goods quality of product is not only their criteria to capture market BBL does not enjoy the domestic channel market so it is unable to ensure proper & timely delivery of their products to customer as a results customer do not have faith on it. CHAPTER -7 FINDING

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- The first they I found that employee are very co-operative with each other - Waste raw materials is used in various ways. - Commerce is flitted in each & every departments. - The working condition which employee are working

Air condition facilities Water cooler facilities Tea for refreshment Rest Room. Limited number of female employee

- Worker is not allowed to leave that place to go out until they have the gate press. - Painting done an the beads is done by the beads not by machines. - There is no proper washroom facilities for separates department

To know the benefit provided by the BBC

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1. BBL provided wages, salaries employee state insurance maternity, EPF & sick, benefit to employee during their services period 2. At the time of retirement benefit provide by BBL to its employee are EPF & LIC gratuity & EPF) 3. After retirement BBL provide EPF & insurance benefit Satisfied100% Dissatisfied 0% Natural- 00%

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CHAPTER -8 SUGGESTION & RECOMMENDATION Dress code should be there for all the workers & staff. A good first aid room with all facilities should be there. Drinking water should be available at all the places so that he staff wouldnt have to call the peon for water.

The company should get the glass beads manufacture sample itself in its factory instead of getting than produce outside, they will save & in getting the work down.

There should be good canteen. Time is major constraint in todays business, so BBL should ensure that the produce & deliver in time.

Far new design of beads the expert should participate in the trade for organization in abroad where latest design are display.

It is suggested that the top management should aim at reducing the unnecessary burden & go for more professional in management of the company by employing better qualified staff linking MBAA from different renewed institute to handle the job related to production, marketing, sales distribution & financial, management.

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BIBLIOGRAPHY Last but not the least I would like do mention the additional sources, which provide to be very helpful for me to get through my project. Human resource management & marketing department: 1. Brochure of the BBL 2. Booklet of BBL 3. Employees database 4. Sales contract 5. Manufacturing order Report 6. Green Card Report 7. Stores Manual Websites: WW.beadsonweb.com info@beadson web.com banarasbeads@lycos.com WWW.google.com WWW.banarabeads.com

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Books HRM

VSP Rao K. Aswathappo C.R. Kothari Kotler

HRM (text & causes)

RM MM

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Sample Job Analysis checklist ROUTINE CLERICAL RESPONSIBILITIES Activity O Types labels, letter, envelopes & invoices Frequency D W M

Determine layout & format, & type in Finished format Set up on type financial & statistical reports Take dictation & transcribe Prepare meeting & conference room Maintain process, distribute, & update Records, files & documents. Maintain confidential records & files & handle confidential correspondence & records. Prepare, process, & verify invoices, bills, Checks & receipts Maintain & report expense account activity Receive &welcome visitors, & refer To appropriate parties:
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Maintain & update mailing list Enter data electronically & verify Process payroll records Perform calculations post & verify figures, Trace & adjust errors Orient & train new employee Schedule work per coworkers as Requested Handle cash & negotiable instruments Maintain cash box Sign legal documents Maintain procedures & information Manuals Develop operating budget for Approval Research, tabulate & summarize information Of routine, periodic or special reports Present finding in oral or written form. Records & verify entries or account Journals, logs & general ledgers Balance accounts & reconcile statements
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Indicate the equipment that is operated as a regular part of the responsibilities of the job: Calculator Computer Microfilm equipment Security equipment Word processor Other equipment: -------------Checklist of Routine managerial / supervisory duties 1. Analyze, on a periodic basis, workload & personnel needs of an organizational unit. 2. Recommend changes in the staff level of the work unit. 3. Review documentation for new positions & positions that hav been revised. 4. Obtain approval to modify positions 5. Interview candidates for employment & make hiring decision or recommendations. 6. Orient new subordinates concerning policy & procedures, work rules & performance expectation level. Review position Camera Dictation equipment Photocopier Sorter Cash register/Petty cash Facsimile machine Portage machine Switchboard

responsibilities.

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7. Plan delegate, communicate & control work assignments & special projects concerning subordinates. 8. Establish & maintain specific work goals & objectives or quantitative & qualitative work standard to be achieved by Subordinates. 9. Train, develop & motivate subordinates to improve current performance & to prepare for higher-level jobs.
10. Determine significant changes in responsibilities & major duties of

subordinates by reviewing their job responsibilities on an rgular basis. 11.Evaluate the performance of subordinates. Document & discuss present & post performance with each direct report keep supervisor informed of results. 12.Review sabries of subordinates & recommend changes according to policy & procedures.
13. Recommend personnel action such as promotions, performance

onwards, demotions etc. according to budget guidance & policy. 14.Advise superiors & subordinates of developments that impact job duties. Ensure proper communication 15.Maintain discipline, recommend & administer corrective action according to policy & procedures.
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16.Communicate & administer personnel programs in accordance with design & objectives 17.Maintain proper documentation on all subordinates.

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