Professional Documents
Culture Documents
SUBMITTED BY
Surbhi Choukse D/O Mr. Chakresh Chouksey
SESSION: 2020-2022
Rnroll No. R180270280056
Acknowledgement
First of all, I would like to thank my Advisor Prof. Swati Dwivedi for
his untiring guidance, help, effort, and suggestion. Really I am
thankful to him. Without his direct guide this report couldn't be
possible. A very dynamic personality. Constantly inspired us all the
time to develop my career and share his knowledge with us. I shall
remain ever grateful for his extraordinary gesture and relentless effort.
I would like to thank Prof. Swati Dwivedi Project Coordinator of us
from SAM College of Management for their valuable Instructions and
Guidance during the Internship program.
Sincerely,
Surbhi Choukse
MBA 4 SEMESTER
HR MARKETING
DECLARATION
DATE – /08/2022
Surbhi Choukse
MBA 4th SEM
BRANCH – HR Marketing
COMPANY CERTIFICATE
Guide :
Prof. Swati Dwivedi
INDEX
Sr.no Title Page no.
1. 4-16
Introduction
17-24
2. Company Profile
3. 25-29
Research Methodology
4. 30-32
Literature Review
33-44
5. The report
45-47
6. Conclusion and Suggestions
7. 48-49
Bibliography
EXECUTIVE SUMMMARY
1
EXECUTIVE SUMMMARY
The quality of its products and services is managed, controlled, and assured by
a registered ISO 9001-2000 Quality Management System and its welding and
fabrication shop is ASME-U Stamp certified.
2
TIMES OF INDIA recognizes the fact that Human resource planning is
particularly important for emerging, rapid-growth and high tech businesses.
Mature businesses in need of new products, services, markets, acquisitions or
divestitures must also plan to identify, attract or reallocate the talent necessary
for revitalization and continued competition.
3
CHAPTER 1
INTRODUCTION
4
INTRODUCTION
Human resource planning is the process of anticipating and carrying out
the movement of people into, within, and out of the organization. Human
resources planning is done to achieve the optimum use of human
resources and to have the correct number and types of employees needed
to meet organizational goals. Thus, it is a double-edged weapon. If used
properly, it leads not only to proper utilization, but also reduces excessive
labor turnover and high absenteeism, and improves productivity. It can
also be defined as the task of assessing and anticipating the skill,
knowledge and labor time requirements of the organization, and initiating
action to fulfill or „source” those requirements.
5
IMPORTANCE OF HRP
6
e) It helps in anticipating the cost of salary, benefits and all the cost of
human resources facilitating the formulation of budgets in a society.
Thus HRP is considered to be very essential for the success and growth of
any organisation.
7
FACTORS AFFECTING HUMAN RESOURCE PLANNING
8
9
PROCESS OF HRP
10
demand for labor. For example, utilization of advanced technology is
generally accompanied by less demand for low-skilled workers and more
demand for knowledge workers.
FORECASTING TECHNIQUES
Qualitative Techniques
MANAGERIAL JUDGEMENT
DELPHI TECHNIQUE
Quantitative Techniques
WORKSTUDY TECHNIQUES
STATISTICAL TECHNIQUE
Managerial Judgment
In this technique the managers sit together, discuss and arrive at a figure
which would be the future demand for labour.The technique may involve
„bottom-up‟ or „ top down‟ approach‟.
Managerial judgment considers the following factors that may influence
forecasts:
Projected turnover
Quality and skills of employees
Strategic decisions to upgrade quality or enter new markets
Technological and other changes resulting in increased
productivity
Financial resources available to the department
11
Delphi Technique
It seeks estimates of personnel needs from a group of experts. The HRP
experts act as intermediaries, summarize the various responses and report
the findings back to the experts. Summaries and surveys are repeated
until the experts opinion begins to agree. The agreement reached is the
forecast of the personnel needs. No Interaction among experts
12
2. HR SUPPLY FORECAST
Once an organization has forecast its future requirements for employees,
it then goes on to the next search that is from where can it fulfill its
requirements. It therefore needs to determine if there are sufficient
numbers and types of employees and how many are eligible for the
plausible positions. Supply analysis thus, involves planning for
procurement: who, from where, how and when of recruitment. It scans
the internal and external environment for the best-fit candidate for the
positions in question. Thus, there are two source of supply- internal and
external. The supply analysis covers:
(1) Existing Human Resources
(2) Internal sources of supply
(3) External sources of supply
INTERNAL SUPPLY
Internal sources: The most popular approach to be followed by all
managers is to look within the organization among its cadre first. Until
and unless the opening is not related to immensely diversified field of
which the existing workforce might not possess requisite skills, and the
cost of training may be working out to be high, it is easier to go in for an
internal source for recruitment. Because it is cost saving in many ways to
utilize what is already available to the organization.
13
An internal supply analysis is done with
1. Staffing tables/manning charts, which are pictorial representations of
all
Organizational jobs, along with the numbers of employees currently
occupying
those jobs and future employment requirements.
2. Markov analysis, which shows the percentage (and actual number) of
employees who remain in each job from one year to the next, thus
keeping track of the pattern of employee movements through various
jobs. Thus this analysis results in a composite matrix of supply.
3. Skill inventories that list each employee's education, past work
experience, etc.
4. Replacement chart that helps us derive the profile of job holders,
department-wise and reveals those who could be used as replacements
whenever the need arises.
EXTERNAL SUPPLY
It can be done by recruiting prospective candidates with the help of
sources like Colleges and Universities, Consultants, Advertisements-
applications etc.
14
an idea of the quantitative and qualitative gaps in the workforce. A
reconciliation of demand and supply forecasts will give us the number of
people to be recruited or made redundant as the case may be. This forms
the basis for preparing the manpower plan.
In this process a company always needs to keep repeating this step as it
operate in a changing environment. Changes in product mix, union
agreements, and competitive action are some of the important things that
need special attention.
Redundancy plan will indicate who is redundant, when and where; the
plans for retraining, where this is possible; and plans for golden
handshake, retrenchment, lay-off, etc.
15
as part of a formal induction program. This includes the cost and benefit
analysis of all the options available.
Retention plan: Will indicate reasons for employee turnover and show
strategies to avoid wastage through compensation policies, changes in
work requirements and improvement in working conditions.
16
CHAPTER 2
COMPANY PROFILE
17
Company Profile
18
A Brief History
The first edition of The Bombay Times and Journal of Commerce, later to
be called The Times of India, was launched in Bombay in 1838. After
several years of changes, evolution and growth in the paper‟s character,
Bennet, Coleman & Co. Ltd., the proprietors of The Times of India
Group, was established with the principle objective of publishing
newspapers, journals, magazines and books.
19
The unit having investment up to 3 crore is known as Small
Scale unit. The unit having investment between 3 crore and 5 crore
is known as Medium Scale Unit. So the Times of India comes
under Large Scale category. The business can be mainly classified
as under:
Sole Proprietorship
Partnership Firm
Joint Stock Company
Private Limited Company
Location Justification
20
Any entrepreneur has to consider this entire factor requires
careful analysis because the location is once chosen can‟t be
changed often. Frequently changes in location leads to losses.
NATURAL FACTORS:-
WATER:
Water is a very important factor of any types of industry.
POWER:
Power is a important factor for any types of industry. As
THE TIMES OF INDIA having fully automatic process so power
is very important for them, Their machines are very large and
running with the help of power. So they want power at low cost.
RAW MATERIAL:
ECONOMICAL FACTROS:-
21
company. This plant is fully automatic so they have required
workers. There are many workers working in the industry.
TRANSPORTATION
MEANING:
22
“Production Management is concerned with those processes
which convert the inputs into outputs. The inputs are various
resources like raw material, men, machine, method etc. and the
outputs are goods and services.
23
Organization Chart
General Manager
Manager
Assistant manager
Machine Operator
24
Chapter-3
RESEARCH METHODOLGY
25
RESEARCH METHODOLOGY
RATIONALE OF PROJECT
The purpose of human resource planning 'is to assure that a certain
desired number of persons with the correct skills are available at the
specified time in the future'. Human resource planning thus identifies
what must be done to ensure the availability of the human resources
needed by an organisation to meet its objectives. The other HRM
activities are then enacted to achieve the human resource plan that has
been developed.
26
when HR planning is fully integrated into the organisation‟s strategic
business plan, but studies consistently show that little integration has
occurred. HR managers still have to successfully demonstrate that HR
planning is relevant to the needs of line managers.
OBJECTIVES
27
Examine the impact of HR planning on the acquisition,
development, reward, maintenance of human resources,
performance and employee motivation
Appreciate the importance of HR planning
Identify the key environmental influences on HR planning
Understand the basic concept of HR planning
RESEARCH METHODOLOGY
It is a way to systematically solve the research problem. It includes the
way in which the data is collected for the research purpose. It may be
understood as a science of studying how research is done scientifically. It
includes the various steps that are adopted in studying the research
problem along with the logic behind them.
The present research is exploratory in nature. Both primary and
secondary data has been collected.
Primary Data
The primary data collection source was questionnaires which contains 14
close ended questions and 1 open ended question. Observation and
interviews have also been included for data collection in the study.
Secondary Data
The secondary data has been collected from books, journals, and internet
and company database.
TYPE OF RESEARCH.
The research undertaken in this study is a descriptive type of research.
A descriptive research includes surveys and fact findings enquiries of
different kinds. The researcher has no control over the variables in this
type of research.
28
SAMPLING METHOD
In this project non-probability sample has been chosen. The method used
is judgment sampling coupled with convenience sampling.
SAMPLE SIZE
For the collection of data a sample size of 50 employees at TIMES OF
INDIA was chosen.
TOOLS USED
LIMITATIONS
29
CHAPTER 4
LITERATURE REVIEW
30
LITERATURE REVIEW
31
Implications for Human Resources Management and Development
Advances in Developing Human Resources August 1, 2010 12: 466-483)
32
CHAPTER 5
THE REPORT
33
HRP AT TIMES OF INDIA INDUSTRIAL SYSTEMS LTD.
2. HR SUPPLY FORECAST
The HR department at TIMES OF INDIA plans for procurement that is
how, when, from where and who will do the recruitment.
The HR audit helps it to make analysis of the existing employees in terms
of their skills and abilities. Employees are also recruited by means of
Internal Sources wherein they are either transferred or promoted on the
basis of merit or seniority.
External Sources of supply include Colleges and Universities,
Consultants, Advertisements-applications.
34
Recruitment plan
TIMES OF INDIA adopts the following methods of recruitment after it
gets the HOD from various departments tell them about their
requirements:
Internal Sources- Here employees already working in the company are
either transferred or promoted on the basis of merit or seniority.
External sources- It includes
Campus drives (made once in a year in the month of May or June)
Advertisements
Consultancies
Direct recruitment at the factory gate of the unskilled employees
Training Plan
TIMES OF INDIA has a well defined training plan wherein a training
calendar is released quarterly to assess the need and development of
training programs. The company provides 4 hours of training in a
calendar year.
The trainees are given 14 days induction training and 4 days of HR
training.
The trainers are both Internal and External.
The training process involves the following steps:
1. Training need identification: Formats are distributed to the various
departments to assess the need for training.
2. Preparation of quarterly calendar
3. Deciding about the training objective and plan
4. Implementation of plan.
5. Evaluation of the plan and getting feedback.
35
DATA COLLECTION
The method adopted for data collection in this project was questionnaire.
The A questionnaire consists of a number of questions printed or typed in
a definite order on a form or set of forms.
36
DATA REPRESENTATION
100
%80
Percentag %
60
e
Of % 84
Employee 40 %
s %
20
%0 8 8
% %
% Ye N Sometime
s o s
Option
s
Interpretation
From the above data, it is clear that 84% employees feel that the company
reviews the organization’s human resources requirements, 8% not at all and
8% to some extent.
Thus it is clear from the above data that TIMES OF INDIA should make up to
date revision of its organization’s human resources requirements to achieve
its Human Resource Planning objectives.
37
2. How often is this analysis updated (e.g., yearly, every two years, three years
or more)?
Employees
Options No. of Respondents Percentage of employees
Yearly 47 94%
Every 2 years 0 0%
3 Years 0 0%
Can’t say 3 6%
TOTAL 50 100%
Can't say, 2
6%
3 Years,
0%
Every 2
year, 0%
Yearly
Every 2 year
3 Years
Can't say
Yearly,
94%
Interpretation
The data reveals that 94% of the employees are aware of the fact that TIMES OF
INDIA conducts its Human resource requirements yearly.
This above data reveals that management’s efforts at GIE Industrial Systems Ltd.
in the direction of analyzing its human resource requirements on regular intervals
are quite commendable.
38
3. Does your future needs for manpower include considerations of availability of
outside workforce characteristics like age, sex, minority classification,
education, skills level, occupations, etc.?
Employees
Options No. of Respondents Percentage of employees
Yes 34 68%
No 5 12%
To some extent 11 20%
TOTAL 50 100%
To some 22
%
extent
Option
N 10%
s o
68
Ye %
s
0 20 40 60 80
% % % % %
Percentage of Employees
Interpretation
From the above data, it is clear that 68% employees feel that the future needs
for manpower include considerations, 10% not at all and 22% to some extent.
39
education, skills level, occupations, while projecting its future manpower
needs.
Employees
Options No. of Respondents Percentage of employees
Yes 33 68%
No 6 12%
To some extent 11 20%
TOTAL 50 100%
12
70%
60%
Percentage 50%
Of
40% 66%
Employees
30%
20%
22%
10% 12%
0%
Yes No To some
extent
Options
Interpretation
From the above data, it is clear that 66% employees feel that the future
workforce requirements include considerations, 12% not at all and 22% to
some extent.
40
TIMES OF INDIA should include such considerations like anticipated changed
in the organizations technology, processes, products/services and markets
while
estimating its workforce requirements.
5. Is this future forecast of workforce requirements used for planning training and
development programs for the workers?
Employees
Options No. of Respondents Percentage of employees
Yes 34 68%
No 6 12%
To some extent 10 20%
TOTAL 50 100%
To some
extent, 20%
Yes
No
No, 12%
Yes, 68% To some extent
Interpretation
From the above data, it is clear that 68% employees think that this future
forecast of workforce requirements is used for planning training and
development programs for the workers, 12% not at all and 20% to some
extent.
41
TIMES OF INDIA should use this forecast more on planning training and
development programs for the workers using the future forecast of workforce
requirements in their organization.
Employees
Options No. of Respondents Percentage of employees
Yes 28 56%
No 13 26%
Still in Progress 9 18%
TOTAL 50 100%
60%
50%
Percentage
of 40%
Employees% 30% 56%
20% 26%
10% 18%
0%
Yes No Still in
Progress
Options
Interpretation
From the above data, it is clear that 56% employees think that this forecast of
future workforce requirements is used for career planning, 18% it’s still in
progress and 26% not at all.
42
Thus the above data reveals that TIMES OF INDIA Industrial Systems Ltd.
should use the forecast of its future workforce requirements for career
planning in its organisation.
Employees
Options No. of Respondents Percentage of employees
Yes 22 44%
No 11 22%
Still in Progress 17 34%
TOTAL 50 100%
7
50%
40%
Percentage 30%
Of 44%
Employees 20% 34%
22%
10%
0%
Yes No Still in
Progress
Options
Interpretation
It was found that 44% employees feel that there is a formal career planning
process in the company, 34% think it’s still in progress and 22% not at all.
43
Ans. The various measures suggested for an effective Human Resource
Planning and development and retention of employees in the company are as
follows:
44
CHAPTER 6
45
CONCLUSION
46
SUGGESTIONS
should be good.
o The HR plan should be integrated with the corporate plan.
approaches to HR planning.
o Succession planning provides the organization‟s future managers
company.
o There should be a better and improvised human resource
information system.
o Use of Replacement Charts can be done which lists current
47
BIBLIOGRAPHY
48
BIBLIOGRAPHY
Books:
Kothari C.R, Research Methodology Methods and Techniques, New
age international Publishers, New Delhi.
Websites:
www.Times of indiaind.com
www.wikipedia.com
www.answers.com
www.w3c.org
49