INDEX

SR.NO CONTEXT PAGE.NO

EXECUTIVE SUMMARY 3

CHAPTER 1 ORGANISATION INTRODUCTION 4-16

1.1 WHY IT WAS SELECTED 5
1.2 COMPANY PROFILE 6
1.3 WORK CULTURE 9
1.4 ORGANISATION STRUCTURE 11
1.5 TYPES OF SERVICES PROVIDED BY 12
ORGANISATION

1.6 SWOT ANALYSIS 16

CHAPTER 2 STATEMENT AND OBJECTIVE 17-31

2.1 LEARNING OBJECTIVE 18
2.2 VISION AND MISSION 19
2.3 INTRODUCTION OF MOTIVATION 20
2.4 MEANING & DEFINITION OF MOTIVATION 22
2.5 IMPORTANCE OF MOTIVATION IN AN 23
ORGANISATION

2.6 STEPS OF MOTIVATION 24

2.7 TOOLS & TECHNIQUES USED TO MOTIVATE 26
EMPLOYEES

2.8 WAYS AND TIPS TO MAKE MOTIVATIONAL 29

TECHNIQUES WORK FOR EMPLOYEES

CHAPTER 3 YOUR ROLE DURING ORGANISATION 32-36

3.1 WORK DONE WHILE INTERNSHIP 33
3.2 DEPARTMENTAL VISIT 34
3.3 DEPARTMENT’S OBSERVATIONS 36

1|Page
CHAPTER 4 CHALLENGES 37-41
4.1 LEARNER’S EXPERIENCE 38
4.2 THEORITICAL AND PRACTICAL ASPECTS 40

SUGGESTIONS FOR ORGANISATIONS 42

CONCLUSION 45

BIBLOGRAPHY & WEBLOGRAPHY 46

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EXECUTIVE SUMMARY:-

ATCS Assignment Private Limited company is accounting and corporate tax advisor
including legal matters. It was founded on 05 June 2017. It deals with various customers as
well as other companies. It is classified as non-government company and is registered as
registrar of companies, Mumbai. It also conducts various CSR activities. They not only built
good relation with employees but also with customers. Their goal is to expand the business
and give their best services to customers.

Employees are considered as an heart of the organization. Employees motivation has been a
major concern of organizations and human resource managers for many years, it has been a
key indicator of a successful and productive employee. A motivated employee generally is
more quality oriented. Every employee’s values, beliefs, background, lifestyle, perception
and attitudes are different. HR manager must understand these and he must be clear about the
ways of motivation. HR responsibility towards the employee is not only to motivate them to
perform high then their physical and mental capabilities but also to keep them satisfied.

Motivating people to perform better and thus to achieve organizational objectives has been
the greatest challenge to managers. Its HR manger’s role to give employee special tasks, to
make them feel more important. When employees feel like they are being trusted with added
responsibilities, then they are motivated to work harder and they won’t let the company
down.

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CHAPTER 1:- ORGANISATION INTRODUCTION

SR.NO CONTENT PAGE.NO

1.1 WHY IT WAS SELECTED 5
1.2 COMPANY PROFILE 6
1.3 WORK CULTURE 9
1.4 ORGANISATION STRUCTURE 11
1.5 TYPES OF SERVICES PROVIDED BY 12
ORGANISATION
1.6 SWOT ANALYSIS 16

4|Page
CHAPTER 1 :- ORGANISATION INTRODUCTION

1.1 WHY IT WAS SELECTED:-

 ATCS company is a reputed company and it has good corporate image in the market
place so it was been selected. ATCS is the smallest company in the Mumbai. It has a
strong presence in recruiting employees.
 I have selected ATCS company as it is smallest company and one to one attention is
given there. So for getting an opportunity for improving and nourishing my
knowledge and skills about human resource and finance sector. I also needed the work
experience which I have got from there.
 I also heard that ATCS company provides quality worth and wonderful internship
which helps to enhance the knowledge and skills.
 I also researched about the company in detailed and found that it is one of the best
company which has its best HR policies and wonderful services provided there.
Motivation is the important tool which is used in ATCS company.
 To learn soft skills which are needed in the workplace and in leadership position.
 To learn and identify the formal and informal structure, and also to learn how to work
in a team, develop interpersonal skills, engage and motivate each other to complete a
task and resolve conflicts.

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1.2 COMPANY PROFILE :-

ATCS Assignments Private Limited

(As per Section 12 (3) (c) (d) of the Companies Act,2013.)

CIN No.-U74999MH2017PTC295764,GSTIN:-27AAPCA6610A1ZZ.

Office No.01 & 02, 1st Floor, Aniket Building, Next to Madhavshram Building, Shiv Mandir
Road, Dombivali East – 421204.

Email ID:-atcspvtltd@gmail.com

Mobile No. 9870700544

ABOUT ATCS ASSIGNMENTS PVT.LTD.

ATCS Assignments pvt. Ltd Company is a Accounting and Corporate Tax Advisor including
Legal Matters.

Following are the consultant of our company which give valuable output.

No. Name of Consultant Nature of Work

1 Mr. Mukesh Sonavane Audit Work / System Implementation

(CA, B.com)
2 Mr. Abhijeet Yewale Accounting and TDS / GST Work.
(CA Inter, GDC & A M.Com)

6|Page
DETAIL PROFILE OF COMPANY’S TEAM CONSISTS OF:-

ABHIJEET CHANDRKANT YEWALE (CA Inter, GDC & A & M.com)

Co-founder and Managing Director of ATCS Assignments & Pvt. Ltd. Mr. Abhijeet C.
Yewale is a CA-Inter, GDC & A and a master of Commerce from University of Mumbai. He
has good exposure in Financial Accounting, Project Report & Tax Audit of individuals,
Partnership firm & company, he has an experience as an auditor of co-oprative credit
societies and bank audit, Handling various Stock Audit and UIDAI (Adhar Centers Audit at
North India) assignments. He is handling the work of various government departments for
TDS return filling on timely basis Expertise knowledge in TDS Notice clearing work, filing /
Rectification of Income Tax return and core competencies in the areas of Indirect Tax i.e
GST.

MUKESH MADHUKAR SONAVANE( CA, B.com )

Co-founder and Director of ATCS Assignments & Pvt. Ltd. Mr. Mukesh M. Sonavane is
qualified Chartered Accountant and an Associates member of ICAI and a Bachelor of
Commerce from University of Mumbai. He is serving the profession since 2011. His
expertise lies in the area of Internal audit, Government Audit, Statutory Audits, Tax Audit of
various Construction Company Chemical Company, R & D Company and Tours & Travels
Business, Textile Company-100% Export of Garments and Bank Audit, his core
Competencies have been in the areas of Indirect Tax i.e GST and also Work related to
Transfer pricing.

7|Page
ATCS Assignments PVT LTD Company is a Accounting and Corporate Tax Advisor
including Legal Matters.

INTERNAL AUDIT REVIEWING :

 Evaluates internal control systems and procedures.

 Preparing reports with a view to highlight the shortcomings.
 Implementing necessary recommendations in consultation with management.

BANK AUDIT :

 Preparation of Audit plan and ensure completion of the same within the time.
 Analysis of Revenue Booking System
 Participating in finalization of accounts.
 Preparing all Bank audit reports including branch report.

GOVERNMENT AUDITING

 Evaluates internal control systems.

 Looked after audit functions.
 Drafting of Notes to Accounts and its statutory disclosures as per the applicable
Accounting Standards and Company Law provisions.
 Finalization of accounts.

OTHERS :-

 Preparing Transfer Pricing Report furnished under Section 92E of the Income-tax
Act,1961.
 Drafting of Statement Pursuant to Section 115JB, of income tax act,1961 relating to
companies MAT Calculation.
 Preparing & Finalization of Balance Sheet for various Employee Gratuity &
Superannuation Trust.

8|Page
1.3 WORK CULTURE:-

OUR VALUES:-

HONESTY

TECHNOLOGY TRUST

VALUES

QUALITY TEAM
WORK

 HONESTY :- Take proper decision and also provide appropriate solutions to

problem. Give the proper Services to the customer and be transparent with each and
every one.

 TRUST :- Always keep trust worthy relation with employee which will help them to
retain in organization and that will beneficial to organization.

 TEAMWORK :- In the company the manager must take care about the employee
and should work together in a team in efficient and appropriate Manner.

9|Page
  QUALITY :-The company’s main aim is to provide best quality to the customer,
because the company’s reputation is depend on quality of the product and services.

 TECHNOLOGY :-Today’s modern world is adopting a change in Technology,

fashion, habit for these the company must also adopt the same technology and
innovation.

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1.4 ORGANISATION STRUCTURE:-

CHIEF EXECUTIVE OFFICER

DIRECTORS

MANAGER

HEAD OF DEPARTMENT

EMPLOYEES

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1.5 TYPES OF SERVICES PROVIDED BY ORGANISATION:-

ATCS COMPANY SERVICES

Aayudh Tax Consultancy &

SSP & Company
Service

ATCS
COMPANY
SERVICES

LIST OF SERVICES OFFERED

INCOME TAX MATTERS:

 Computation & Filing of Income Tax Returns of Individuals, HUF, Partnership Firms,
LLP's, Companies & Trusts.
 Preparation & Filing of Form 3CA-CD & Form 3CB-CD Tax Audit Reports
 Preparation& Filing of Form IOB Audit Reports applicable for Charitable Trusts or
Institutions
 Online Filing of Form No.10 applicable for Charitable Trusts or Institutions for
reporting accumulation of income.
 Calculation of Income Tax Relief u/s 89 on Salary in Arrears
 Online Filing of Form No.10E for claiming Relief u/s 89 on Salary in Arrears

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  Online Filing of Form No.35- Appeal to Commissioner (Appeals)
 Online Rectification of Income Tax Returns
 Submitting online Refund Reissue Requests of Income Tax

GOODS & SERVICES TAX ( GST ) MATTERS :

 Obtaining GST Registration of Individuals, HUF, Partnership Firms, LLP's, and
Companies & Trusts.
 Computation & Filing of GST Returns of Individuals, HUF, Partnership Firms, LLP's,
and Companies & Trusts.
 Amendment of GST Registration.
 GST Consultation.

TAX DEDUCTED AT SOURCE (TDS) MATTERS:

 Preparation& Filing of TDS Returns
 Rectification of TDS Returns through online & offline mode
 Rectification of TDS Returns which were filed in paper mode
 Issuance of TDS Certificates
 Payment of TDS on Purchase of Property
 Filing Form 26QB for TDS on Purchase of Property and issuance of Form16B TDS
Certificate

OBTAINING TDS LOWER DEDUCTION / NIN DEDUCTION

CERTIFICATE:
 Preparation of Provisional Accounts and required annexures for the financial year for
which TDS Lower Deduction/ Non Deduction Certificate is required.
 Filing of Form 13 with TDS Department along with required documents
 Following up with TDS Department & obtaining TDS Lower Deduction/ Non
Deduction Certificate for Individuals & Charitable Trusts.

FORMATION OF COMPANY:
 Obtaining Director Identification Number (DIN) for Directors of a company.

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  Filing of necessary Forms required for formation of a company and obtaining
Certificate of Incorporation.
 Preparation of Memorandum of Association (MOA) & Articles of
Association (AOA).

FORMATION OF LIMITED LIABILITY PARTNERSHIP (LLP):

 Obtaining Designated Partner Identification Number (DPIN) for Partners of an LLP
 Filing of necessary Forms required for formation of an LLP and obtaining Certificate
of Incorporation.
 Preparation of LLP Agreement.

IMPORTER EXPORTER CODE (IEC):

 Obtaining Importer Exporter Code (IEC) Number
 Amendment in Importer Exporter Code (IEC) Number

FOREIGN CONTRIBUTION REGULATION ACT ( FCRA):

 Obtaining FCRA Registration for Charitable Trusts
 Renewal of FCRA Registration for Charitable Trusts
 Filing of Annual FCRA Returns for Charitable Trusts

FILING OF FORM 15CA & 15CB:

 Online Filing of Form 15CA with Income Tax Department
 Online Filing of Form 15CB with Income Tax Department

REGISTRAR OF COMPANIES (ROC) COMPLIANCES:

 Filing of Annual Returns of Companies
 Filing of Annual Returns of L 7LP's

OTHER SERVICES:
 Obtaining MEME Registration
 Accounts writing & Finalization of Accounts
 Creation of HUF

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  Obtaining PTRC & PTEC Registration Certificate
 Preparation and Submission of Documents for obtaining Registration u/s 12A for
Charitable Trusts.
 Preparation and Submission of Documents for obtaining Registration u/s 80G for
Charitable Trusts.
 Filing of Annual Returns of Trusts with Charity Commissioner.
 Outsourcing the people for the vacant place.

LEGAL SERVICES:
 Development Agreement
 Leave and Licence Agreement
 Agreement to Sale
 Release Deed
 Power of Attorney
 Affidavit / Declaration
 Conveyance Deed
 Partnership Deed
 WILL
 Gift Deed
 Memorandum of Understanding (M.O.U.)
 Deed of Settlement
 Deed of Cancellation
 Title and Search Report
 Lease Deed
 Any other Property Matters
 Trust Deed

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1.6 SWOT ANALYSIS:-

STRENGTH WEAKNESS

ATCS
COMPANY

THREATS OPPORTUNITIES

STRENGTHS :-

- Professional Employee
- Well Diversified Plan
- Expertise at Partner Level in HRM Consultancy

WEAKNESS :-

- Fees is high then other company

- Locality is Small
- Unable to deal with multi-channel distribution

OPPORTUNITY :-

- Many industries available

- Good Marketing skill

THREATS :-

- Difficult task to win the confidence of public towards private company

- Competition of employee

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CHAPTER 2:- LEARNING OBJECTIVE

SR.NO CONTENT PAGE.NO

2.1 LEARNING OBJECTIVE 18

2.2 VISSION AND MISSION 19

2.3 INTRODUCTION OF MOTIVATION 20

2.4 MEANING & DEFINITION OF MOTIVATION 22

2.5 IMPORTANCE OF MOTIVATION IN AN ORGANISATION 23

2.6 STEPS OF MOTIVATION 24

2.7 TOOLS & TECHNIQUES USED TO MOTIVATE EMPLOYEE 26

2.8 WAYS AND TIPS TO MAKE MOTIVATIONAL TECHNIQUES 29

WORK FOR EMPLOYEES

17 | P a g e
CHAPTER 2:-STATEMENT AND OBJECTIVE
2.1 LEARNING OBJECTIVE:-

 To study the important factors which are needed to motivate the employees.
 To study the tools and techniques of motivation.
 To study the challenges faced by manager while motivating.
 To study the impact of motivation on employees.
 Explore why employees should be motivated.

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2.2 VISION AND MISSION

OUR VISION :-

To help the job seeker’s and provide best services and solutions to the client.

OUR MISSION :-

To develop skills of the employees and our customer satisfaction, and also provide
them superior value.

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2.3 INTRODUCTION OF MOTIVATION:-

ATTITUDE

GOALS SUCCESS

PERFORMANCE IDEA

MOTIVATION

RESPONSIBILITY CARRER TRACK

SUPPORT SKILLS

APPRECIATION

It is true that aspects like staff recruitment, controlling, managing, leading and many more are
important for organization to be successful. Employee motivation is generally considered as a
core element for running a successful organization.
Motivation is derived from the word “Motive” which means an inner state that energies,
activates or moves and directs or channels behavior towards goals. The basic principal of
motivation is the performance of an individual depends on his or her ability.

Algebraically, Performance = f (ability X motivation).

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Motivating people to perform, higher than their normal physical and mental capacities, and to
keep them satisfied is a very complex function of management. Motivation is directly
proportional to productivity. If the employees are not motivated then they won’t be
productive. Also they will start seeking the another job if they feel unmotivated. It is a
planned managerial process, which stimulates people to work to the best of their capabilities,
by providing them with motives, which are based on their unfulfilled needs. As per human
psychology, at the end employees want to feel special an unique. Employees not only need
high payment, increase in salary rate but they also need appreciation, trust from management,
a positive and healthy work environment

Motivation describes the wants or needs that direct behavior towards a goal. It is an urge to
behave or act in a way that will satisfy certain conditions, such as wishes, desires, or goals.
When the employees have abilities and desire to accomplish given task organization becomes
successful. The process which initiates, guides and maintain good-oriented behaviors is
motivation. It involves the biological, emotional, social and cognitive forces that activate
behavior. Motivation, therefore, plays a very important factor and ensures employees remain
active and contribute their best towards their organization. Furthermore, a high level of
motivation leads to a lower level of employee turnover.

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2.4 MEANING & DEFINITION:-

MEANING:-

Motivation is an important factor which encourages person to give their best performance and
help in reaching enterprises goals. A strong positive motivation will enable the increased
output of employees but a negative motivation will reduce their performance. A key element
in personnel management is motivation. Self-realization is very important thing. It is our
basic nature to nurture something and see it flourish, it is applicable to most things we do in
our day-to-day life. This is true for both social and societal spaces. Motivation plays a very
important factor in a human’s life. Whether it is about improving ourselves or our
organization’s performance. Motivated employees don’t need to be told how to get things
done, they take initiatives, are eager to take up additional responsibilities, are innovative and
go-getters. Motivated employees ensures:-

 There is a positive atmosphere within the organization.

 Co-workers are happy and feel safe at work.
 Make sure customers are happy.
 They always achieve better results than their counterparts.

DEFINITION:-

According to the Encyclopaedia of management, “motivation refers to the degree of readiness

of an organization to pursue some designated goal and implies the determination of the nature
and locus of the forces, including the degree of readiness.”

According to William G. Scott, “Motivation means a process of stimulating people to action

to accomplish desired goods.”

According to Berelson and Steiner, “A motive is an inner state that energizes, activates, or
moves and directs or channels behavior goals.”

According to Dubin, “ Motivation is the complex of forces starting and keeping a person at
work in an organization”

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2.5 IMPORTANCE OF MOTIVATION IN AN ORGANISATION:-

Motivation is an integral part of the process of direction. While directing his subordinate,
a manager must create and sustain in them the desire to work for the specified objectives.
Following are some importance of motivation in an organization.

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2.6 STEPS OF MOTIVATION:-
There are six steps of motivation. The steps are as follow:-

ENGAGE IN
SEARCHING RECEIVES REASSESS
INDIVIDUAL GOAL
WAYS TO PERFORMS REWARDS OR NEEDS
NEEDS DIRECTED
SATISFY NEEDS PUNISHMENTS DEFICIENCIES
BEHAVIOUR

 INDIVIDUAL NEEDS:-Firstly an individual needs must be identified. These

needs may be psychological (need for recognition), physiological (need for air, water,
food) or social (need for friendship).

 SEARCHING WAYS TO SATISFY NEEDS:- These deprivations force the

individuals to search for ways to reduce them.

 ENGAGE IN GOAL DIRECTED BEHAVIOUR:-A specific result that an

individual wants to achieve is known as goal. An employee’s goals are often driving
forces and accomplishing those goals can significantly reduce needs. For example,
some employees think that working long hours will lead to promotion.

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  PERFORMS:-Employees fight vigorously for advancement may work on major
problems facing the organization in order to gain visibility and influence with senior
managers.

 RECEIVES REWARDS OR PUNISHMENTS:-Promotion and raises are two

ways to give rewards for employees feedback.

 REASSESS NEEDS DEFICIENCIES:-Receives rewards or punishments

depends on the employees performance. After this they reassess their needs.

2.7 TOOLS AND TECHNIQUES USED TO MOTIVATE EMPLOYEE:-

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When companies have unhappy, unmotivated employees, productivity and work relationships
may suffer as a result. For this reason, companies often spend a great deal of energy trying to
find out how to motivate their employee in best way. The tools companies use to motivate
employees ultimately depend on the dynamics of their entire employee workforce. Tools for
motivating employees fall into two basic categories. The first is external or extrinsic. These
tools deal with physical or monetary rewards, such as bonuses or child care. The second
category is internal or intrinsic. These rewards meet a psychological or personality need of
employees, such as feelings of validation or pride in a job well done. Following are the tools
and techniques that are used to motivate the employees:-

TOOLS & TECHNIQUES

REWARDS JOB DESIGN

A. SKILL VARIETY
A. MEMBERSHIP &
B. TASK IDENTITY
SENIORITY REWARDS
C. TASK
B. JOB STATUS BASED
SIGNIFICANCE
REWARDS
D. AUTONOMY
C. COMPETENCY BASED
E. FEEDBACK
REWARDS
D. PERFORMANCE
BASED REWARDS
i. PROFIT
SHARING
ii. TEAM
REWARDS
iii. INDIVIDUAL
REWARDS

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  REWARDS:-Each and every employee expects the rewards. Every employee gets
money and other benefits in returns of his availability, competencies and behavior .
The rewards are divided into four categories

A. MEMBERSHIP AND SENIORITY REWARDS:- A senior employee’s gets

more benefits compared to his junior employee. Benefits like advancement, pay raise,
retirement benefits, perquisities depend on seniority of an employee. An MBA student
gets job in TATA will get more benefits then an individual joining a small firm.

B. JOB STATUS BASED REWARDS:-In this techniques rewards are given to

employees as per the status of the jobs they are holding. A supervisor will receive
high rewards than a purchasing assistant as the job of the former enjoys better status
than the fresher. As the supervisor has high value in the organization he receives high
status based rewards.

C. COMPETENCY BASED REWARDS:- Competencies are linked through

skills, knowledge, traits, that lead to desirable behavior. Where rewards are linked
with skilled based of number of jobs they are capable of discharging their knowledge
is known as skill based pay, due to which employee is motivated to acquire additional
skills so that they can work more efficiently.

D. PERFORMANCE BASED REWARDS:- In performance based rewards

employees are paid as per their performance rather than seniority or membership.
Most common performance based rewards are:-

i. PROFIT SHARING:-Employee Stock Option Schemes [ESOPS]

motivates the employee to purchase the shares of the company and they
are reward the employees through dividend and market appreciation of
shares. Through which an employees can earn profit in the company.

ii. TEAM REWARDS:-Every individual depends on team to get their

work completed. If team’s achieves specific goals then they are rewarded

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 with gifts or special bonus. Due to which team members are been
motivated and helps them to reduce cost and increase employee efficiency.

iii. INDIVIDUAL REWARDS:- Merit pay is based on individual’s

performance. Merit pay is given to the who employee completes specific
tasks or for achieving certain goals. For eg commission is given to the
sales people on their actual sale.

 JOB DESIGN:-HR specialist’s thinks that job itself as a source of motivation. Job
Design is the process of assigning a task to a job including interdependency of these
tasks job including interdependency of those tasks with other jobs. Some jobs require
limited skills and on other hand some jobs required highly trained professionals.
Richard Hackman and GR Oldham developed Job Characteristics Model to bring the
job close to the person. Job Characteristics have five chore job:-

A. SKILL VARIETY:- The degree to which a job includes difficult activities and
involves the use of multiple skills and talents of the employee

B. TASK IDENTITY:- An employee which is doing a job from beginning to end

with a tangible outcome ie identifiable piece of work.

C. TASK SIGNIFICANCE:- The degree to which the job has a substantial impact on
the likes or work of other people.

D. AUTONOMY:- The degree to which the job provides on employee with substantial
freedom, independence and discretion in scheduling the work and determining the
procedure to be used in carrying it out.

E. FEED BACK:- The degree to which an employee possesses information of the

actual results of his or her performance.

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2.8 WAYS AND TIPS TO MAKE THE MOTIVATIONAL TECHNIQUES
WORK FOR EMPLOYEES:-
Almost all employees want to do interesting work, secure a good salary and earn recognition
for their contributions. But motivating employees taken more than money and an occasional
“thank-you”. It requires a strategy tailored to each worker’s needs. Happy workers are
productive workers. Motivating your employees doesn’t take a lot of flare or even a lot of
resources. As a small business owner, you need to maximize revenue and increase
productivity, which means you need your staff to work as efficiently as possible. Following
are the ways and tips to make the motivational techniques work for every employees:-

 ASK WHAT THEY WANT OUT OF WORK:- By asking these questions

employees feels that manager or boss is interested in their personal goals. Due to
these employee will describe his previous project and will say his experience and
what thing he can add while new doing project.

 CONSIDER EACH EMPLOYEES AGE AND LIFE STAGE :- As there are

expectations to every generalization but employee who are near to end their career are
often less focused on the next promotion than those who are just starting to climb the
corporate ladder.

 MATCH MOTIVATORS TO THE COMPANY OR DEPARTMENT

CULTURE:- Obviously, expectation are their but engineers are motivated by
working on cutting edge project ie work must match the worker then only he can do
efficiently.

 PINPOINT EACH EMPLOYEE’S PERSONALITY:- If you are planning a

ceremony to give awards or other recognition to employees then you must observe the
personality of each employee. Some people love public praise, others are mortified by
it and would much prefer a sincere, in-person “thank-you”.

 USE FLEXIBILITY WISELY:- Sometimes allow employees to set their own

way of working and their own office hours. It makes employees lives more

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 manageable and it feels them that they are trusted. Marianne Adoradio, a silicon
valley recruiter and career counselor said “As long as the commute is not bad, some
people would rather go in to work”.

 PUT MONEY IN ITS PLACE:- Dee Dipietro , Founder and CEO of Advanced
– HR Inc….described money as a “baseline”. An employee who demands a raise
might really be unhappy because his or her suggestions are being ignored.

 DON’T REPLY ON STOCK OPTIONS:- Employee worth goes up and down

with a company’s stock price. Something very few workers feel they can control.
Most employees simply lump them together with their salary when they consider how
much they’re being paid for their work “People tend to look at the whole cash
package”.

 OFFER HELP WITH CAREER GOALS:- Give employees opportunities to

build the skills and make the connections they need to get in future in their career will
build loyalty and motivation.

 HELP EMPLOYEES LEARN:- Griffen said , “kida today are really under
pressure to keep adding knowledge”, “It is very important for workers to keep
learning new skills on the job.

 RECOGNIZE THAT MOTIVATION ISN’T ALWAYS THE

ANSWER:-Beasley said, “Not everyone can be motivated for that particular job”. If
your motivation efforts aren’t working, it may not be your fault.

 LET THEM KNOW YOU:- If you trust and depend on employees they will fill
those shoes sooner than you think. Let them know you trust them to do the best job
possible and they will rarely disappoint you.

 SET SMALLER WEEKLY GOALS:- Tell the employees to make smaller

goals and help the to achieve it. Instead of making a billion this year focus on getting
100 new customer this week something that will get you to billions. Then rewards the

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 team for achieving the goal with an afternoon off, or a party etc. they will see that
your goals are realistic.

 GIVE YOUR EMPLOYEES PURPOSE:- When you give purpose to

employees and when they accomplish it they understand the vision better and are able
to execute more strongly and show his efficiency.

 BE TRANSPARENT:- Be open with employees, gives them chance to ask

questions and give feedback. I make employees to take part in big decision and
committed to the direction or company takes. This has helped to sustain motivation
and increased company loyalty and pride.

 REWARD BASED ON FEEDBACK:- The positive energy we create in the

office helps us to attract and retain talent. Value both has helped us to visualize our
culture and reiterate how each employees praised in order to analysis daily or monthly
rewards.

 PRIORITIZE WORK-LIFE BALANCE:- A culture that prioritize work-life

balance, increases productivity and overall happiness in the workplace, It’s a fun little
motivator that the sales team uses on a smaller scale otherwise, it’s also important to
encourage employees to take vacation time.

 REMOVE OTHER IRRITATING FACTORS:- Provide proper facilities to

employee like good lighting, fast computers and god air conditioners. Although those
factors won’t increase motivation still their absence could reduce the motivation level
of the employees.

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CHAPTER 3:- YOUR ROLE DURING ORGANISATION

SR.NO CONTENT PAGE.NO

3.1 WORK DONE WHILE INTERNSHIP 33
3.2 DEPARTMENTAL VISIT 34
3.3 DEPARTMENT’S OBSERVATION 36

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CHAPTER 3 :- YOUR ROLE DURING ORGANISATION

3.1 WORK DONE BY STUDENT:-

 My internship duration was from to
 On my 1st day our supervisor Mukesh sir introduces himself to us and
also he introduce other co-workers with us. He also told us to introduced
individually.
 They provided us one week to meet and make us comfortable with our
interns. Then they had given us some idea about the job description &
ways to handle the work.
 They also provided us training regarding how to motivate staff.
 In ATCS company I used to work under HR department.
 I learned how to motivate staff, Types of motivation, some tools and
techniques of motivation, steps of motivation, tips of motivation and also
learned what challenges manager faces while motivating.
 Also an activity was conducted in which everyone was given a case and
told us to give a appropriate solution that how will you motivate if u face
such circumstances.
 Also learned other HR concept like outsourcing, training.
 Also provided some motivational lectures to newly hired staff.

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3.2 DEPARTMENTAL VISIT:-

HUMAN RESOURCE DEPARTMENT:-

Human resources department handles many of the matters pertaining to the employees of a
company, such as recruitment, selection, benefits management, they also work with
management to help develop long-term strategies for the growth and development of a
company. Firstly they put on advertisement regarding the vacancy available for certain posts
and after that certain process takes place like
 Conducting job analysis (determining the nature of each employee’s job).
 Planning labor needs and recruiting job candidates.
 Selecting job candidates.
 Orienting and training new employees.
 Managing wages and salaries (compensating employees).
 Providing incentives and benefits as per the performance.
 Appraising performance.
 Communicating (interviewing, counselling, disciplining).
 Training and development.
 Building employee commitment.

FINANCE DEPARTMENT:-
Finance department includes controlling the expenditures and obligations (including the
operating expenses, debt, payroll) receipting and depositing all revenues. It also manages the
investments of the company. Work carried out by the finance department:
 Cost control.
 Billing and credit control.
 Investment appraisal.
 Ensuring compliance with relevant laws.
 Handling tax issues.
 Safeguarding assets through internal control.
 Inventory management and control.
 Business advisory function.
 Writing accounting policy and procedure manually.

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  Budgeting and budgetary control.
 Hiring accounting and finance staff.
 Working capital management.
 Managing cash flow and liquidity issues.

MARKETING DEPARTMENT:-
Marketing department plays a vital role in promoting the business and missions of the
organization. It is the duty of the marketing department to reach out the prospects, customer,
investors and the community. They create an overarching image that represents the company
in positive light. Work carried out by marketing department.
 Identifying and fulfilling the needs of the customers.
 Track recent and monitor competition.
 Create and transmit brand values.
 Alignment of marketing activities with organizations objectives and also other
departments of the organization.
 Launching of innovative products in the market.
 Communication.
 Helps to improve sales process.

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3.3 MY OBSERVATION:-

HR DEPARTMENT:-
 As I was working with HR person I had observed that HR plays very
important role in every organization.
 HR not only hires new employees for the vacant positions but also they
provide them training and development.
 HR makes their staff understand their responsibilities through some
seminars and motivational lectures.
 They have proper tools and techniques of motivating employees.
 They also outsource their staffs as per their skills.
 They also helps their staff to increase their performance.

FINANCE DEPARTMENT:-
 After visiting finance person I observed that finance is the back bone of
the company as ATCS is accounting and corporate tax advisor.
 It handles all the affairs related to finance i.e auditing, income tax
matters, GST matters, TDS matters.
 It also managers and records all the financial data.

MARKETING DEPARTMENT:-
 After visiting marketing person I observed that they have to study market
as per that they had to take decision about product and services.
 They also have to create the image of the organization through
advertisement.
 They not only have to deal with internal but also external factors while
launching a product in market.

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CHAPTER 4:- LEARNER’S EXPERIENCE

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4.1 LEARNER’S EXPERIENCE 38
4.2 THEORETICAL AND PRACTICAL ASPECTS 40

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CHAPTER 4. CHALLENGES

4.1 LEARNER’S EXPERIENCE:-

As internship was an opportunity for me to test drive a career without making any serious
commitments. It provided me an opportunity to grow and learn before I fully enter into
corporate world. Here are the things that I gained from an internship:-
 Internship helped me to identify my strength and weakness and also the areas I needed
to improved.
 It not only taught me how to work but also it raised my confidence level and built a
stronger positive attitude.
 I also learned how to balance my personal and professional life.
 I learned to be more professional to my work and to work in a team without focusing
entirely on myself.
 I also developed my problem solving skill as internship introduces me to real work
life problems.
 As I was introduced to the actual environment I learned work ethics.
 Internship not only made me responsible to my work but also taught me to make my
own decisions and do my things on my own.
 I also learned that hard work is important in organization but with it you must know
how to work smartly in an organization. As smart work not only saves your time but
also make you different from others.
 I also got some basic idea of working of finance and marketing department.
 As I used to work in HR department, I got the knowledge about HR department how
its works and motivates the employees. I also got to know how HR is important for
organization to acquire its objectives.
 I not only learned some ways and tips to motivate employee but also some tools and
techniques of motivational.
 I had also developed my presentation skills by giving presentation in motivational
lectures.
 I had learned to utilize and manage my time properly by prioritizing my tasks.

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  I also improved my communication and interacting skills.
 I also studied some services of organization.
My internship was a grateful experience. It filled the gap between my theoretical
knowledge and real life practices. I had improved myself then before i.e I had learned
from my mistakes and will never repeat that mistakes again. I thoroughly enjoyed the
internship period in ATCS assignments PVT. LTD. I had successfully completed my
internship with lots of new knowledge and experiences

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4.2 THEORITICAL AND PRACTICAL ASPECTS:-

For me internship is my first brush with the real world. Till now what I have learned in the
books that I had implemented really. While doing internship I faced many challenges as:-

 MINE FIRST DAY REACTION:- As it was the day of joining, I was well
dressed in formals as my best professional attire, because first impression matters to
me. I was excited but at the same time I was feeling nervous too. As it was my first
day in real corporate world.

 TOO MANY INFORMATION ABSORPTION:- While orientation I got

a brief introductions of the company profile, what they do and all the HR
facilities. All the data jumbled in my head and I was totally confused.

 A NEW LIFESTYLE:- As I was habitual with my daily routine of college,

adopting new lifestyle of corporate with regular college was quite difficult for me to
adopt.

 HESITANT TO ASK QUESTION:- Communication was one of the challenge

that actually hinder my internship time. In starting I was not able to communicate
friendly with all as they all were very professional and I have just started as an intern.

 UNDERSTAND THE WORKING CULTURE:- It was very challenging for

me to understand the new environment and to adjust with it as it was totally new for
me.

 COMPLETION OF TASKS:- It was a tremendous challenge for me to complete

my task at time. As I was not aware about strategies how to work effectively.

 COMPETITIVE CO-INTERNS:- As all interns were giving their best trying to

complete their work on time, I faced competition while completing my internship.

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  HOW TO BEHAVE IN CORPORATE WORLD:- It was a challenge for me
to maintain professionalism. As I was habitual of friendly and informal culture in
college so sometime I was confused in causal and professionalism.

 ISSUES WITH TIME MANAGEMENT:- As it was my first job kind of

experience. Reaching late for classes and late submissions of assignments was
tolerated by college professors. But in professional workspace it isn’t acceptable so I
faced difficulty in starting days. As a balance between work, academics, and personal
life was also a challenge for me.

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SUGGESTIONS FOR ORGANISATION

Keeping employees motivated sounds doable in theory but, in practice, it’s

actually a lot more difficult. It’s not always easy to make the employees want to
do their job, especially when you are facing some changes that might affect
their activity. Following are the challenges that manager face in motivating
today’s workforce:-

THE
CONSTANTLY
CHANGING
WORKFORCE

THE
INVISIBLE
EMPLOYEE
MOTIVES

A DIFFICULT
ECONOMIC
SITUATIONS

CHANGING
JOB
DESCRIPTION

WORKPLACE
CONFLICTS

NO ONE-TO-ONE
ATTENTION

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  THE CONSTANTLY CHANGING WORKFORCE :- An organization
cannot keep the same employees forever, people come and go as per their satisfaction.
Each individual employee has their own set of beliefs and needs and you can rarely
find two of them who are alike. Therefore managers have a hard time understanding
how different their employees are.

 THE INVISIBLE EMPLOYEE MOTIVES:- It has to do keen observation on

employees and provide them incentives by judging it. Sometimes manager perception
may also be wrong so manager has to do it properly and if he find that employees are
not willing to do their job he must motivate them to do the thing right.

 A DIFFICULT ECONOMIC SITUATION:- If the company is struggling

economically then employees face low motivation. They might force to work
overtime without extra to leave their job as they are not satisfied.

 CHANGING JOB DESCRIPTION:- If the company need some changes then

the employee’s motivation might suffer. If managers give more responsibilities and
employees suddenly have more things to do they might feel overwhelmed. If the
company needs to change some strategies, its understandable that managers often
forget about the motivation tactics they need to apply.

 WORKPLACE CONFLICTS:- Where there more employee but obvious conflict

will arises as they all have different ideas, culture and skills. Signs of workplace
conflict include-
A. Bickering and open disagreement.
B. Open sabotage of work product.
C. Gossip and clique formation.
D. Constant complaints o human resources.
Resolve workplace conflict try setting clear directions about the type of behavior of
employee.

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  NO ONE-ON-ONE ATTENTION:- Sometimes manager fails to give one-on-
one attention due to:
A. No regular performance evaluation
B. Irregular one-on-one management meeting
C. Lack of personal goal setting.
D. The absence of regular feedback.
Resolve this problem by regular scheduling brief private appointments with staff to touch
base on both work and professional development issues.

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CONCLUSION:-
Employee motivation is very important for a successful organization, so the company should
focus on it in order to stay competitive in the market and avoid some problems such as
employee high turnover that will affect the business. Thus, effective motivational techniques
should be practiced at the workplace. The company must able to understand better ways to
motivate employees and the importance of employee motivation at work place. Due to which
the job satisfaction of employees will increase and then they will get motivation at
workplace. Motivator factors such as achievement, recognition, responsibilities and
advancement play an important role in motivating employees at the work place. For the
growth of employees proper training programs must be provided to them. Employees feel
valued when the company provides training program to strengthen their skills, they will be
motivated to put their efforts in attaining organizational goals. The work itself can also
motivate employees to work. Thus, employer should make the work interesting and let them
enjoy at the workplace in order to motivate them. An motivated employee can give you more
productivity and will help you to make your organization successful.

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BIBLOGRAPHY:-

“MOTIVATING EMPLOYEES” BY BARRY SILVERSTIEN.

WEBLOGRAPHY:-

https://www.zaubacorp.com/company/ATCS-ASSIGNMENT-PRIVATE-LIMITED

https://blog.smarp.com

https://inside.6q.io/employee-motivation-important/

https://www.yourarticlelibrary.com/human-resources/

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