LOVELY PROFESSIONALUNIVERSITY DEPARTMENT OFMANAGEMENT

Report on Field Project

HUMAN RESOURCE MANAGEMENT

OF LOGPRO SUPPLY CHAIN SOLUTIONS.

Submitted to Lovely Professional

University

In partial fulfillment of the Requirements

for the award of Degree of

Bachelor of Business Administration

Submitted by:

Nidhi Sharma

12011403

DEPARTMENT OF MANAGEMENT

LOVELY PROFESSIONAL UNIVERSITY

PUNJAB
 DECLARATION

I, Nidhi Sharma, hereby declare that the work presented herein is genuine work done
originally by me and has not been published or submitted elsewhere for the requirement of a
degree Programme. Any literature, data or works done by others and cited within this
dissertation has been given due acknowledgement and listed in the reference section.

Nidhi Sharma
Reg. No.: 12011403
Date: 23rd December 2022

ACKNOWLEDGEMENT
This dissertation would not have been possible without the guidance and the help of several
individuals who in one way or another contributed and extended their valuable assistance in
the preparation and completion of this study.

I would like to express my gratitude to Lovely Professional University for including

internship program as a credit course which has provided an opportunity to gain practical
working experience in the organization.

My sincere gratitude to Mrs. Priyanka Kundu, Human Resource Development & Training
Manager for giving me a chance to do my internship in the HR Department of this
organization, Logpro Supply Chain Solutions. I am thankful to Mr. Sujoy Das, Mr. Susovon
Majumdar for devoting time from their busy schedule and explaining how work is being done
in HRD and assigning me with various tasks during the ongoing internship period.

I would also like to extend special thanks to the entire staff for their full co-operation,
guidance and support during my internship.

Lastly, I would like to thank Mr. Atul Mishra and Mr. Harpreet Bedi, Placement Coordinator
of Lovely Professional University for their valuable Instructions and Guidance during the
Internship program.

TABLE OF CONTENTS
Executive Summary
Chapter 1: HR Practices
- Introduction
- Scope of Report
- Objective of Report
- Sources of information
- Limitations

Chapter 2: Organizational Profile

- Logo
- Key Features
- Organization Mission
- Organization Vision
- Team Structure
- Specialization
- Work Network
- Services

Chapter 3: Overview of HR Division

- Human Resource Management
- Function of HR

Chapter 4: HRM at Logpro Supply Chain Solutions

Chapter 5: Program Workspace Relationship

Chapter 6: Swot Analysis

Chapter 7: Recommendation

Chapter 8: Conclusion
Chapter 9: References

Chapter 10: Glimpse

EXECUTIVE SUMMARY
The core objective of the internship is to fulfill the requirement of the BBA program as
prescribed by the LPU. An intern has to prepare project report at the end of the internship
period but the main objective of the internship is to get the hands-on experience of the real-
world organization. The internship was completed with the objective of getting practical
knowledge in the HR department of Logpro Supply Chain Solutions, Gurugram.

The first responsibility I was assigned on these initial days of internship period was to assist
the trainer for the TTT program. Secondly, I was allotted the work of Medical Insurance Data
Sheet Update, Attendance Sheet and HR drive Handling. As an intern, I realized that I was
successful to gather a lot of significant learning experiences which would be helpful in my
future career. The HR department of Logpro offered me ample space and opportunities, not
only to learn but also to exhibit my skills as a HR team member. I could use my theoretical
knowledge of HR in real practice while participating in many discussions. I was actively
involved in the department meetings where I shared my knowledge and views regarding the
performance in HRD of Logpro Supply Chain Solutions, Gurugram.

I also attempted to gather more information on basic job functions of other departments to
have better understanding of the relation between them and the HR department. It was
commendable to see how wholeheartedly they welcomed, acknowledged, and appreciated
new ideas and knowledge. I have provided few recommendations based upon my
understanding and knowledge.

I successfully completed all the assigned duties and handed them over to the senior
supervisor. I am thoroughly enjoying the challenges that came along every single day. I could
also bring some minor improvisations during my internship which were able to leave their
marks. These lessons that I have learned and continue to learn will be a valuable one for my
future endeavors as well.

CHAPTER 1
 Human Recourse Practices at Logpro Supply Chain Solutions Pvt. Ltd.

1.1 Introduction

Undergoing the internship, I tried to integrate my theoretical knowledge of HR and

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

1.2 Scope of the Report

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

1.3 Objective of the Report

There have been some objectives set forward in doing this report so that it can be
determined what tasks must be done.

The objectives of the report are:

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

1.4 Sources of information

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

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

Secondary Sources:
 Alliance Capital Asset Management Ltd Annual Report
 Job description for each employee of Alliance Capital Asset Management Ltd, HR
Division.
 Performance appraisal format
 Performance appraisal guideline provided by the Human Resources division

1.5 Limitations
 Limitation of employment personal.
 Lack of practices in human resource management.
 Human resources department was hesitant to provide information, because of
difficulty in accessing sensitive data and information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human Resources Division
is a vast area, after doing the regular office works from 9:30 AM to 6:30 PM it is
difficult to go through in depth within this short duration of time.
 The secondary source of information was not enough to complete the report.
 Confidentiality.
 CHAPTER: 2
ORGANIZATIONAL PROFILE

Logpro Supply Chain Solutions Pvt. Ltd. are a market leader in the Logistics and Supply
Chain industry with specialization in 3PL logistics, International Freight Forwarding and
Customs Clearance both in the Domestic and International segment. We combine a process-
driven approach with action to deliver measurable business value to make our clients more
efficient.

2.1 Logo of Logpro Supply Chain Solutions Pvt. Ltd.

2.2 Key facts about Logpro Supply Chain Pvt. Ltd

Name of the Company Logpro Supply Chain Solutions Pvt. Ltd.

Company Category Company Limited by shares
Incorporated 18th April,2020
Register Office B-9, Ground Floor, Sardar Nagar, Delhi
110009.
Corporate Office Vipul Square, Sushant Lok-1, Gurugram,
Haryana 122009.

2.3 Organization Mission

To become the world’s preferred supply chain logistics company- applying insight, service
quality, and inclusion to create sustainable growth for business and society.
2.4 Organization Vision
At Logpro, we combine a process driven approach with action to deliver measurable business
value to make your business more efficient.

2.5 Team Structure

Directing Level Managing Director
Management Level Support Function
Operations
Sales
Delivery Level Support Function-
o Finance
o HR & Admin

Operations-
o Traffic
o Service Specialist

Sales-
o Field Sales
o Inside Sales
o Sales Coordination

2.6 Specialization: 3PL

A 3PL (third-party logistics) provider offers outsourced logistics services, which encompass
anything that involves management of one or more facets of procurement and fulfillment
activities. In business, 3PL has a broad meaning that applies to any service contract that
involves storing or shipping items. A 3PL service may be a single provider, such as
transportation or warehouse storage, or it can be a systemwide bundle of services capable of
handling supply chain management.
The primary benefit of using a 3PL service to handle logistics, such as packaging,
warehousing, fulfilment and distribution, is cost savings -- for example, not having to
maintain a warehouse or the staff to monitor supply chain operations.

A 3PL service likely offers better performance on efforts such as shipping while also
enjoying an easier ability to scale its operations. If the publishing company in the example
above suddenly needs to ship more copies of a popular title, a fulfilment centre will have an
easier time meeting that demand than if the publisher itself had to ship additional copies of
the book.

Third-Party Logistics or 3PL is essentially outsourcing a company’s logistics activities to a

third party with expertise in this area. With the proper infrastructure, network, and specialised
knowledge, 3PL providers can be exceptionally useful to their clients by providing them with
the benefits of scalability, flexibility, reduced costs and allowing them to take care of their
core operations.

2.6 Workspace Network

2.7 Services

o Contract Logistics:
Logpro SCS has expertise in all kind of contract logistics such as warehousing,
transporting and distributing goods, processing orders, supply chain planning,
customer service support, etc.

o Freight:
Surface Services: Our Specializations are –
• Local Pick-Up and Delivery
• Less-than Truck load
• Full Truck Load
• Containerized fleet
• Different types of trailers
• Refrigerated fleet
• Customized Fleet
• Trailers (Flat-bed Trailers, Roller-bed Trailers, etc.)

Air Services:
Logpro is a committed to provide Air Transport services on a domestic level at
highest standard of safety, security & on time delivery. We specialized in taking best
care of cargo right from the time of shipping of the consignment till the time of final
delivery.
The Air Transport service of Logpro includes:
• Domestics Air freight Services
• Hand-Carry Services
• International Air Freight Service (through channel partners)

Ocean Services:
 We offer Freight Forwarding Services through our channel partner which includes
Import & Export shipments. We offer competitive prices on Air Freight, Sea Freight
for LCL / FCL Cargo, Break Bulk or Over dimensions cargo.

Our time bound services is designed to meet your just-in-time requirements.

• Break-Bulk/Out-of-Gauge
• Consolidation Services
• Deconsolidation Services
• Full Container Load (FCL)
• Less than Container Load (LCL)
• Temperature-Controlled

Rail Services:
The supply chain and logistic service of Logpro is not just limited to roadways as we
also have major expertise in delivering your precious goods via rail from major to
trunk lines. We ensure safe and proper handling of SLR & VPU or Break-bulk
facilities as per your requirement and on a cost-effective price. We manage major load
from pan India and take pride of a strong network.

Our highly efficient and cost-effective train carriage service include the following
services:
• Door-to-Door
• Railway Station-to-Railway Station
• Door-to-Railway Station
• Railway Station-to-Door

o Warehousing:
Shared Warehouses for different industry verticals
• Dedicated & customized warehousing solutions
• In plant stores management, line feeding
• Distribution center, JIT services
 • Value added services including stock planning
• Custom bonded, excise bonded operations
• Documentation, system support
• Inventory Management Solution
• Product Delivery
• Seamless Integration
• Holistic Storage Facilities

o Customs Brokerage:
We offer:
• Online Customs Processing
• Remote Location Filing
• Import & Export Clearance & Documentation
• Wheels-Up Clearance
• Classification
• Duty Drawback
 Chapter: 3
OVERVIEW of HR DIVISION

3.1 Human Resources Management

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

3.2 Functions of HR

The functions of human resource management are:

1. Staffing
2. Training and Development
3. Motivation
4. Maintenance.
5. Employee Engagement.

By doing all these functions Human resource management complete its job.

1. Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing. A
company needs a well-defined reason for needing individuals who possess specific skills,
knowledge, and abilities to specify the job. Employee referrals can produce the best
applicants for two reasons. First, current employees screen applicants before referring
them. Second, current employees believe that their reputations with the firm will be
reflected in the candidates that they recommend.

Recruiting is the initial step of staffing. Recruiting is the process of locating, identifying,
and attracting capable employees. Many companies are finding new employees on the
World Wide Web. The source that is used should reflect the local labor market, the type
or level of position, and the size of the organization. Now the second step of Staffing, that
is Strategic HR planning. For that a company plans strategically. They set goals and
objectives, these goals and objectives may lead to the structural changes in the company.
Third step is Selection. This process is attracting qualified applicators and discouraging
the unqualified applicants. By this a company can get its desired employees of
requirement. It has dual focus, attempting thin out the large set of applications that arrived
during the recruiting phase and to select an applicant who will be successful on the job.

To achieve this goal, companies can use a variety of steps. The employees who can do all
the steps and ensure good performance they get the job. HRM must communicate a
variety of information to the applicants, such as the organization culture. Under the
selection process there are some steps:
2. Training and Development:

Training is one of the important activities of human resource management. In the

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

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

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

Career Development:
The career development stage is given below:
o Pre transition: Is simply looking for a job and preparing oneself for a career.
o Transition: An individual is already having a job and developing oneself for
future career or moving to another career.
 o Preferred area: An individual prefers a specific sector of the career.
o Early stage: First 1-5 years of career is called early career.
o Mid-career: 5-20 years after the career starts.
o Late career: Late career starts after 20 years of job life.
o Retirement: And finally, after completing the stages of career and individual
decides to retired.

3. Motivation in HRM

Motivation is to inspire people to work, individuals in such as to produce best results. It is the
willingness to exert high level of effort towards organizational goals, conditioned by the
efforts and ability to satisfy some individual needs.
An important part of the retention of staff, reducing staff turnover and minimizing
absenteeism at work is ensuring that staff are properly motivated. The wage should be
increased, the facilities should be insured and social security should be confirmed. These are
the types of common motivational ways. Staff motivation is the cornerstone of open, flexible
and caring management culture, which the Government aims to establish through HRM.
To put it into practice, “open” means not only to listen to staff suggestions and opinions, but
also to empower staff, accept their constructive criticisms and use their suggestions. To be
“flexible”, we may need to change the traditional ways of doing things. As far as staff
motivation is concerned, the biggest challenge perhaps is to stop focusing on problems and
the guilty party (police behavior) and start looking for those responsible for things gone right
(coach behavior).
“Caring” calls for a human leader who would give emotional support to individuals and at the
same time attend to the overall emotional needs of team members – which include treating
them all in a fair and impartial manner.
Today’s employees want a respect that can be seen as involvedness in decision that will
affect them. Listening to the employees is a way of Motivation. All the motivation functions
focus on one primary goal, to have some competent and adapted employees with up-to-date
skills, knowledge and abilities, exerting high energy levels.

4. Maintenance of employees
To maintain the employees of a company must look after the employee

o Health and Safety:

For employee’s health and safety there HR policy need to be very clear to all staff so
that they feel safe to work here. They can put their attention and productivity properly
towards the task.

o Communication:
The communication between the employees and top-level management should be
clear and transparent. There should no gap between top level management and low-
level management.

o Employee’s relation:
Employees should be committed to their companies and the companies also should
understand the needs and wants of the employees. In some companies’ employees and
labors create labor union for better relationship among the workers and employees.

5. Employee Engagement

While all departments throughout the company can and should execute various employee
engagement measures, HR departments are particularly vital for employee engagement
approaches to be successful. The impact of employee engagement on employee retention,
as well as wellbeing and productivity, is something which HR departments must keep at
the forefront of their initiatives.
 CHAPTER 4
HRM OF LOGPRO SUPPLY CHAIN SOLUTIONS

During my internship I was mainly assign in HR department. Logpro Supply Chain Solutions
Private Limited always determine what jobs need to be done, and how many and types of
workers will be required. So, establishing the structure of the asset management company
assists in determining the skills, knowledge, and abilities of job holders. To ensure
appropriate personnel are available to meet the requirements set during the strategic planning
process. It believes that the quality work comes from quality workers who are well motivated
and ready to take challenge to provide better service.

4.1 Units in HR division:

There are three units in Human Resource Division of Logpro-

o HR Staffing
o HR Operation
o Training & Development.
4.1.1 HR Staffing:

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

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

Types of Recruitment:

There are two types of recruitment in this organization. They are:

1. Internal Recruitment
2. External Recruitment
  For Internal Recruitment:
The principal methods are-
o Job posting
o Use of computerized skills inventories
o Referrals from other departments

 For External Recruitment:

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

Selection:

The critical criteria in this regard are job relatedness, reliability, and viability. For selection of
candidates following things are considered
o Appearance
o Attitudes
o Knowledge
o Personal ability & mental ability
o Physical ability
o Qualification
o Communication skill
o Job knowledge (for lateral entry)

Leave management:

Leave is earned by duty. Leave cannot be claimed as a matter of right, and leave admissible
under the service rule of et Management may be granted by the Managing Director or his
authorized person, who may refuse leave, grant leave for a shorter period than applied for,
revoke leave of any description and recall an employee before the expiry of the leave. One
Officer is looking after the leave matter of employees and keeping leave records.

As per Logpro Supply Chain Policy:

 Public Holidays: as per calendar
 Casual Leaves: 1 per month

Personal Profile Management:

They maintain employees’ personal profile with hardcopy of documents for example: CV, NID, Educational
Certificates and other necessary documents.

4.1.2 HR Operations:

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

 Monthly Salary Disbursement

 Preparation and disbursement of Festival Bonus and Performance Bonus
 Employees Final Settlement.
 Maintain liaison with different AMC, which are under the corporate agreement with
Alliance Capital Asset Management Ltd Limited.
 Submission of various Salary related MIS report to the Management & Regulatory bodies.
 Work as System Admin in HR department
 Assist in Appraisal Management

4.1.3 Training and Development

On the job training:

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

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

On the job training has several advantages

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

On the job management development techniques: On the job training is one of the most
popular development methods. Important techniques here include

o Job rotation
o Coaching/ under-study approach
o Junior boards
o Action learning

Off the job training: Logpro SCS do not provide off the job training.
 CHAPTER 5
PROGRAM WORKPLACE RELATIONSHIP

The internship program was a truly rewarding experience. I encountered with real life HR
activities and received the opportunity to perform in those activities. My knowledge of HR
was helpful to add new perspective while we gathered for department meetings. I am
witnessing the execution of all the HR functions in real life however I only had the theoretical
knowledge about them which answered many "whys" of mine. It was commendable to see
how wholeheartedly they welcomed, acknowledged, and appreciated new ideas and
knowledge. I also attempted to gather more information on basic job functions of other
departments to have better understanding of the relation between them and the HR
department.

The company offered a friendly and cooperative environment. Everyone in the HRD was
occupied with their own routine work which I believe limited my learning possibilities.
However, this internship has helped me to bridge the gap bet real life practice. My primary
objective was to observe, evaluate and compare the relationship between the knowledge that I
have gained in my BBA and workplace. This internship till date has certainly helped me learn
how tasks are performed in a workplace. However, some of the practices of the HR
department during my internship raised my concerns.

If I am to highlight on the most significant aspect of my internship learning, then it would be

the importance of communication. Good communication is crucial in any organization and it
holds more importance in bigger organization with significant number of workers.

As proverb goes, "a book cannot be judged by its cover", it is difficult to tell where an
organization stands just by looking at its physical infrastructure unless you get into it.
And this experience has given me a rare opportunity to take a closer look at a workplace and
understand the differences between the classroom knowledge and real corporate world.
Naturally, in a country like ours, we certainly have a big gap between the bookish knowledge
and the one earned from experience. It is extremely difficult for those to understand the real
world without any prior working experience.

Our curriculum has provided us with an extremely relevant academic knowledge. All the
academic learning may have not been applied in practice, I could still see the need of its
implementation and how it could bring about positive changes to the HR department.

Organizational Behavior

Organizational Behavior (OB) is the study and application of knowledge about how people,
individuals, and groups act in organizations. It interprets people-organization relationships in
terms of the whole person, whole group, whole organization, and whole social system. Its
purpose is to build better relationships by achieving human objectives, organizational
objectives, and social objectives.

My previous work experiences had prepared me well to fit in an organization and understand
their organizational cultures. So, I was prepared and started performing the very day I joined
as it didn’t take me too long to understand my responsibilities. I was impressed by the nice,
welcoming ambience and even more with the friendly behavior of the coordinators which
demonstrated that the HR department was successful in keeping a stress-free working
environment. They explained and fully assisted me to learn the different systems of the
recording information of the employees. They were very patient with me; I needed to
improvise because of which I made almost mistakes at all. The HR Development and
Training Manager was very motivating and appreciative. My ideas, efforts and work were
always acknowledged and appreciated. I was able to make an impression on the HR seniors
by my technological knowledge which at times solved even some of the complex problems.

Managerial Communication

Effective communication is one of the key components of the HR in any organization,

especially the hospitality business. And it becomes particularly more important for a five star
hotel to have a good communication between the management and the staff will be passed
down the line in the form of good communication between the staff and the customers. Also,
it brings a more open and professionally relaxing working environment transforming
employees into loyal and more competent staff members. Making sure that staff has all the
'tools of their trade' to do their job to the highest standards is however a two-way thing -
employees have to communicate clearly and on time what they need, and management should
listen and make sure they are well informed of all their staff's requirements and needs. So, if
this exists in a workplace, then it creates a positive atmosphere and both the ends can
communicate with each other with clarity perfectly which will encourage staff to give their
best and always a little extra than they are capable of.

I truly appreciate the support I received from my college throughout the internship period. I
was put in a constant touch with the college supervisor and was observing closely all my
activities which encouraged me to put more hard work every day, as I mentioned earlier, it
did reflect in my duties which got noticed by the seniors of the HR. And working in diverse
and multicultural environment had me an opportunity to utilize and improvise my
communication skills by interacting with employees of various hierarchy, nationality, and
cultural background. In conclusion, I can state that this internship program gave me a
platform to apply my theoretical knowledge in practical life. And this practical
implementation of my academic knowledge has helped me to understand the complexities,
challenges and prospects that lie in a real corporate world. Much as I enjoyed my eight weeks
term, I certainly did learn a lot from each day of work and everyone I had a chance to interact
with.
 CHAPTER 6
SWOT ANALYSIS
STRENGTHS:

The strengths of a company are the most important building blocks required for growth to
take place. The following are a few of the most prevalent strengths that Logpro has at the
present time.
Recruitment: Their recruitment and selection policy is very strong. Logpro recruits talented
candidates from the market through proper testing- written and interview. The written part
contains questionnaires that are of IBA standard which is a renowned education institution of
our country.
Work environment: During my stay I found the work environment very satisfactory.
Everyone is cordial and helpful and cooperative. There is less internal conflict or politics at
play which is essential for conducting a productive working environment.
Transparency: For clear communication to the employees of the HR Practice in Logpro,
they have a service rule book which they give to every employee. The guide articulates
important and covers all HR Practice followed by the organization. This is very helpful both
for the employees and the employer as it removes chances of misinterpretation, bias etc.

Training and development system is a prime reason of their success:

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

WEAKNESS:
Though Alliance Capital Asset Management Ltd is a company that has many strengths but it
also has some weakness. The followings are few of the most common weakness that Alliance
Capital has at the present time:

Inadequate human resources:

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

Leaves Formulation

OPPORTUNITY:

In organization opportunities are positive external environmental factors. An organization

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

Recruitment:
Most recruitment in here is through internal recruitment, they can spread the pool of entry
level employees through campus recruitment.

Expanded market:
As new industries are coming into the market, capital market is being large enough and long-
term financial demand is being created. The open-ended mutual fund is a new sector, so there
are high possibilities of growth in this sector. Open ended mutual fund is a largely untapped
market, and Alliance Capital will be able to capture many institutional clients from
competitors, as well as new clients.

THREATS:
An organization’s threats are negative external factors. An organization should explore all
possible threats available to it. These threats are intended to diminish the organization. By
making improvements and proper monitoring of the threats, the organization should be
able to turn more competitive in the market. The following are threats are available to
Alliance Capital Asset Management Ltd in order to threaten its existence.

The Lack of Motivation of Employees:

Sometimes the lack of motivation in employees can create a threat to the organization.
Employees may be overburdened with tasks that are not their core-competencies. As a result,
the quality and accuracy of deliverables duties may fall. Employee turnover may have a
negative effect on the overall performance of organization.

CHAPTER 7
RECOMMENDATIONS/SUGGESTIVE MEASURES

Compensation and Benefits:

Compensation basically consists of direct and indirect compensation and Alliance Capital is
very much concerned about both these types of compensation. They offer attractive package
that is in per with current market practice in similar sector. They also offer bonuses and
yearly incremental. For long term benefits, Alliance Capital has provision of Gratuity,
Provident Fund. They also have leave planning for employees consisting of different kind of
leaves according to employee needs.
.
Service quality of Logpro SCS is commendable. It is very important for every organization
serve its customers so that it creates a loyal customer base who will repeatedly buy its
products and carry a long-time relationship with the company as well as work as a spoken
person to promote the products of the company to peers, friends, relatives, etc. This
organization is really good at its service quality.
Recommendations:

o The organization should practice proper Logpro SC guideline. The purpose of

Human Resource Management is to improve the productive contribution of people.

o To get effective and efficient employee, the organization should arrange proper
training and development programs.

o The entire HR department should be well informed regarding the employment

personal.

o The organization should provide well direct compensation as well as direct to its
staffs.

o The management should have job evaluated salary structure, which is most
competitive than other organizations in the country.

o To evaluate employee’s performance; the management should follow promotion

policy properly.

o In order to get competitive advantage and to deliver quality service, top

management should try to modify the services.

o Periodical performance appraisal and giving recognition and rewards to the

qualified employees to keep motivating them.

o Proper training needed for ensuring efficient performance of the employees.

o The management should create customers database and continuously informing the
investors about the available facilities or opportunities which will work to achieve
twin goal at a time; one is direct marketing and another is large pool of customers
database.
 CHAPTER 8
CONCLUSION

It was an absolute worthwhile experience working at the Logpro Supply Chain Solutions. The
friendly welcoming staff and the space they have created for a trainee/intern allowed me with
ample opportunities to learn and know myself as a worker. This experience brought out my
strength and the areas I needed to improvise. It added more confidence to my professional
approach, built a stronger positive attitude and taught me how to work in team as a player.
The primary objective of an internship is to gather a real-life working experience and put
their theoretical knowledge in practice. I am grateful to the entire team of HRD of the hotel
for their unprecedented support to make my working experience truly rewarding. Especially
working in this department made me realize my competencies and level of understanding
regarding the human resources. On completion of this internship period, I came to know
about the importance of human resources and the role of HR manager, Training Executive,
HR Senior Supervisor and HR Senior Assistant in an organization.
As an intern, though I had a limited space to work, I still managed to grab plentiful of
experiences. I made the best of every opportunity I was given and made the utmost use of my
abilities and knowledge to fulfill all my responsibilities. I could implement my academic
skills into practice and my efforts were highly acknowledged. There is however some gap
between our theoretical knowledge and real-life practice, yet the managerial level staff
members is quite open towards upgrading current approach, which was extremely
motivating.

Hence, I can sum up by saying that my internship experience was a milestone to my

academic and professional experience. I thoroughly enjoyed the challenges that came along
every single day. I could also bring some minor improvisations during my internship which
were able to leave their marks. These lessons that I have learned will be a valuable one for
my future endeavors as well.

CHAPTER 9
REFERENCES

o Anupama Gupta ― Retailing Human Resource Challenges Ahead,‖ ‗Synthesis‘ 5(2), july 2007, pp.
102-107.

o Rao, T.V. (1999), HRD Audit, New Delhi: Response Books (A Division of Sage Publications)

o Valeed A. Ansari & Mr. Wubshet Fola (2014), “Financial Soundness and Performance of Life
Insurance Companies in India”, International Journal of Research (IJR) Vol-1, Issue-8, September 2014
I

o Kundu, Subhash C, and Divya Malhan (2009). HRM Practices in Insurance Companies: A Study of
Indian and Multinational Companies. Managing Global Transitions. Volume 7 · Number 2 2009
 CHAPTER 9
GLIMPSE THROUGH THE INTERNSHIP PARTHWAY