HR OPERATIONS

Submitted in the partial fulfillment of the requirements

for the award of the degree in

MASTER OF BUSINESS ADMINISTRATION

INTERNSHIP REPORT

By

ALMUSHARAF S.R

(225062101192)

Under the guidance of

MRS. ARCHANA S

FACULTY OF MANAGEMENT STUDIES

Dr. M.G.R.
Educational and Research Institute
(Deemed to be university)

Maduravoyal, Chennai-600 095

(An ISO 9001-2008 certified Institution)
University with Special Autonomy Status

DEC 2023

1
 DECLARATION

ALMUSHARAF S.R hereby declare that the Project Report entitled HR OPERATIONS at
TICM – MONTRA ELECTRIC is done by me under the guidance of MRS. ARCHANA S is
submitted in partial fulfilment of the requirements for the award of the degree in MASTER OF
BUSINESS ADMINISTRATION.

PLACE:

DATE: SIGNATURE OF THE STUDENT

2
 Dr. M.G.R.
Educational and Research Institute
(Deemed to be university)
Maduravoyal, Chennai-600 095
(An ISO 9001-2008 certified Institution)

FACULTY OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This is to certify that this Project Report is the Bonafide work of MR. ALMUSHARAF. S.R who
carried out the project entitled HR OPERATIONS at TICM – MONTRA ELECTRIC under
our supervision from Mrs. ARCHANA S

Internal Guide Head of the Department

Submitted for Viva Voice Examination held on_________________

3
4
 ACKNOWLEDGEMENT

To acknowledge here, all those who have been a helping hand in completing this
project, shall be an endeavor in itself

I extremely thankful to our Chancellor Thiru A.C. SHANMUGAM, B.A., B.L.,

our President Er. A.C.S. ARUN KUMAR, B.E. I express my sincere thanks to our Secretary
Thiru A. RAVIKUMAR and our Vice Chancellor DR.S. GEETHALAKSHMI, I would like to
take the opportunity to express my profound gratitude to Dr. G BRINDHA, Professor & Head,
Faculty of Management Studies, for her kind permission to undergo Internship work successfully.

I thank Mrs. ARCHANA S for guiding me to execute my Internship in a

successful manner. I also thank all the faculties in our department for their support and guidance
throughout the Internship.

I thank Ms. REVATHY S of (TICM – MONTRA ELECTRIC) for guiding and

supporting throughout my Internship.

My wholehearted thanks to entire staff of the company for their cooperation and
assistance during the Internship.

ALMUSHARAF S.R

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 TABLE OF CONTENT

S.NO CONTENT PAGE NO

DECLARATION 2

BONAFIDE CERTIFICATE 3-4

ACKNOWLEDGEMENT 5

1. INTRODUCTION OF THE CONCEPT OF THE 8-13

SUMMER PROJECT
2. INDUSTRY PROFILE 14-15

3. COMPANY PROFILE 16-22

4. HIERARCHY OF THE COMPANY 23-24

5. ACTIVITIES OF THE COMPANY 25-26

6. OBSERVATIONS IN THE COMPANY 28-31

7. SUMMARIZING THE PROJET EXPERIENCE 32-33

8. FINDINGS AND SUGGESTION DURING THE 34-36

INTENSHIP WORK

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SECTION -1

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 1.INTRODUCTION OF THE CONCEPT OF THE SUMMER PROJECT

HR OPERATION

HR operations, also known as human resources operations, refer to the day-to-day activities and
processes within the human resources department of an organization. These activities are essential
for managing an organization's workforce effectively. HR operations encompass a wide range of
tasks, including administrative functions, compliance management, employee relations, and more.
Here are some key aspects of HR operations:

1. Recruitment and Selection: This involves identifying staffing needs, advertising job
openings, screening applicants, conducting interviews, and ultimately hiring new
employees.
2. Onboarding and Orientation: HR operations are responsible for ensuring that new hires
are integrated into the organization smoothly. This includes orientation programs,
paperwork, and training.
3. Employee Records and Documentation: HR maintains and updates personnel files,
including employment contracts, performance appraisals, and other relevant documents.
4. Payroll and Benefits Administration: HR handles processes related to employee
compensation, including calculating salaries, managing benefits programs, and ensuring
compliance with tax regulations.
5. Time and Attendance Management: This involves tracking employee work hours,
managing time-off requests, and ensuring compliance with labor laws regarding working
hours.
6. Performance Management: HR operations oversee processes related to performance
appraisals, goal setting, feedback, and performance improvement plans.
7. Legal Compliance and Policy Enforcement: HR ensures that the organization complies
with labor laws, regulations, and internal policies. This includes addressing issues related
to discrimination, harassment, and workplace safety.
8. Training and Development: HR operations may be involved in organizing and
coordinating training programs for employees to enhance their skills and knowledge.
9. Health and Safety: HR plays a role in ensuring that the workplace is safe and complies
with health and safety regulations. This includes conducting risk assessments and
implementing safety protocols.

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 10. Exit Management: HR handles the process when employees leave the organization,
including exit interviews, final paychecks, and the return of company property.

THE MAIN GOAL OF HR OPERATIONS:

The HR Operations department has several vital goals they’re trying to meet in their organization.
Here are the three most important ones.

➢ Building a sustainable organization: Your company will only thrive when you have a
sustainable growth plan. HR Operations’ goal is to ensure that your organization has a
headcount strategy, succession plans for leadership roles, internal talent
development goals, and career management. Without these strategies, your company
cannot adapt quickly to external or internal changes.

➢ Working on improving employee relations: When employees have strong, supportive

relationships with their coworkers and managers, the entire company benefits. Numerous
studies show that happy employees are more productive and will stay with your
organization longer. The goal of employee relations is just that – to make sure your staff
works in an environment where they can thrive and will have support if any issues pop up
between coworkers. HR Ops goes about this by creating clarity for employees with what
is expected of them and how to work within the company’s structure. They might also be
present during performance reviews and feedback sessions, among other things.

➢ Implementing and maintaining HR best practices: In short, HR best practices are

universal processes and techniques that provide organizations with increased business
performance results, regardless of the company’s industry. HR Ops is responsible for
implementing and monitoring HR best practices in different departments of your
organization. That way, they’re ensuring that the company is on track to achieve its goals.

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 HR OPERATION MANAGER ROLE

If you are looking to build out or even create an HR Operations team in your organization, a great
place to start is with the HR Operations Manager. In your company, this person will be the main
point of contact for any HR or recruitment-related questions. It will also be the principal person in
charge of implementing and monitoring HR policies within your organization.

Additionally, they should review and approve budgets, maintain the HRIS system, and monitor HR
Analytics to ensure HR projects are within budget and contribute to a positive work environment.
HR Operations Managers may also oversee a team of HR Ops Specialists who focus more on the
day-to-day tasks.

➢ Responsibility for supporting the organization with administrative tasks for onboarding,

contracting, and talent management.

➢ Ensuring your business satisfies local and international employment laws.

➢ Keeping themselves informed about local employment legislation changes and updating

the business accordingly.

➢ Working to manage and improve HR Operations workflows that support the team and the

broader organization.

➢ Making recommendations to improve HR Ops technology to automate processes which in

turn minimize administrative overhead.

➢ Ensuring the integrity of HR data.

➢ Participating in additional HR Ops-related projects.

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 1.1SCOPE OF THE STUDY

➢ To study and analyse the HR factors including the operation of recruitment procedures at
consultant.
➢ Analyzing recruitment strategies for attracting and hiring qualified candidates.
➢ Evaluating selection methods and tools for identifying the best-fit candidates.
➢ Studying the effectiveness of orientation activities in familiarizing employees with the
organization.
➢ Analyzing the impact of performance feedback on employee productivity and satisfaction.
➢ Assessing the effectiveness of training initiatives in enhancing employee skills and
knowledge.
➢ Analyzing employee engagement and satisfaction levels within the organization.
➢ Assessing the effectiveness of communication channels in conveying important
information.
➢ Assessing the organization's compliance with labor laws and regulations.
➢ Evaluating the effectiveness of HR policies in mitigating legal risks.
➢ Analyzing safety protocols and their impact on workplace incidents and accidents.

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 1.2 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

➢ Attract, identify, and hire qualified candidates to fill job vacancies.

➢ Administer payroll processes and benefits programs efficiently.
➢ Provide necessary training, orientation, and resources for new employees.
➢ Ensure a safe and healthy work environment for employees.

SECONDARY OBJECTIVE:

➢ Ensure that the organization complies with labor laws, regulations, and industry standards.
➢ Establish clear performance expectations and goals for employees.
➢ Identify training needs and develop programs to enhance employee skills and knowledge.
➢ Promote a diverse and inclusive workplace culture that respects all employees.
➢ Measure and improve employee engagement and job satisfaction levels.
➢ Create a positive work environment that fosters a sense of belonging and purpose.
➢ Implement strategies to drive organizational growth and development.
➢ Optimize HR processes to achieve cost-effective operations.

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 1.3LIMITATION OF THE STUDY

➢ Limited budget and manpower may restrict the HR department's ability to implement
extensive programs or initiatives.
➢ Handling conflicts, disputes, and employee grievances can be complex, requiring strong
interpersonal skills and a deep understanding of labor relations.
➢ Handling sensitive employee data requires strict adherence to privacy laws and robust
cybersecurity measures.
➢ Employee engagement is a critical factor in organizational success, but quantifying it
accurately can be challenging.
➢ Evaluating employee performance can be subjective and influenced by individual biases,
potentially leading to fairness concerns.
➢ Introducing new HR policies, systems, or processes may face resistance from employees
who are accustomed to existing practices.

13
SECTION -2

14
 2. INDUSTRY PROFILE

ABOUT THE MURUGAPPA GROUP OF INDUSTRIES

The Murugappa Group began as a banking enterprise in the pre -World War 1 era
in Burma (Myanmar). Shifting to India during the turbulent war years, the Group established its
base in the South. It grew by leaps & bounds, building strong, market-leading companies in
critical sectors like agri-solutions, financial services & engineering.

Today, the Murugappa Group is an INR 742 billion conglomerate, with an exceptional
reputation for value creation and high standards of governance.

Murugappa Group is one of India's leading business conglomerates. The Group has 29
businesses including seven listed Companies actively traded in NSE & BSE. Headquartered in
Chennai, the major Companies of the Group include:

1. Carborundum Universal Ltd.,

2. Cholamandalam Investment and Finance Company Ltd.,
3. Cholamandalam MS General Insurance Company Ltd.,
4. Coromandel International Ltd.,
5. Coromandel Engineering Company Ltd.,
6. E.I.D. Parry (India) Ltd.,
7. Parry Agro Industries Ltd.,
8. Tube Investments of India Ltd.,
9. Montra electric.

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 3.COMPANY PROFILE

MONTRA ELECTRIC

Montra Electric is a subsidiary of TII-Tube Investments of India Limited,

set to revolutionize the automotive segment through cutting-edge new products, a SUPER AUTO
(3-Wheeler) proposition, and trying to create a channel of distribution and services for the EV
segment to flourish. The brand aims to accelerate the dreams and ambitions of a whole new
generation by designing smart, best-in-class mobility solutions that drive progress. All these
ventures comes under the Murugappa group of India (Bharat).

TI Clean Mobility Private Limited is a wholly-owned subsidiary of the

Company effective 12th February 2022. In line with the vision of improving quality of life through
eco-friendly mobility solutions, Tl Clean Mobility ventured into Last Mile Mobility through
Electric Three-wheeler Portfolio under the brand ‘Montra Electric’.

Montra Electric is set to revolutionise the automotive segment through

cutting edge product proposition and creating an ecosystem for the EV segment to flourish. The
brand aims to power the dreams and ambitions of a whole new generation by designing smart,
best-in-class mobility solutions that drive progress.

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 The New Montra Electric logo is inspired by an ‘eagle’ representing rising
ambition, vision, agility, efficiency, and tenacity to go for glory. this vehicle will be a more
customer-centric vehicle and lithium battery will also be less due to advance and affordable
technology. This EV’s maximum thing is made in India like chassis, technology, etc. The looks of
This EV will change the way how people see Autorickshaw with a high aerodynamic look the rear
has a luggage compartment and the seats are made of fine comfortable leather with high headroom
for tall people

Montra Electric will be very spacious as compared to currently available

auto due to its interior and exterior design Montra electric wants to establish a direct to home
logistics for cost-effective and clean solutions and the data analysis done by the company came
with the result that around 70% of all three-wheeler will shift towards Electric due to its strong
metal body give this EV a strong endurance. also has car like roof and large wind shield
aerodynamic look and stylish safety dual doors available

VISION:

In line with the vision of improving quality of life through eco-friendly mobility solutions,
Tl Clean Mobility ventured into Last Mile Mobility through Electric Three-wheeler Portfolio
under ‘Montra Electric’ brand.

MISSION:

Ethical norms in dealing with all the stakeholders. Provide value of money to customers
through quality and services. Treat employees with respect; provide opportunity to learn
innovativeness and creativity in business.

17
 HISTORY OF THE COMPANY

➢ The Murugappa Group will launch a brand of electric three-wheelers called Montra by
September. It will also invest Rs 200 crore into this segment.

➢ “Montra electric three-wheelers are expected to be launched in August-September of this

year. Arun Murugappan (executive chairman of Tube Investments) stated that they will
invest around Rs 200 crore in electric three-wheelers. Montra will launch in both passenger
and cargo segments.

➢ Murugappan stated that the company anticipates the electric three-wheeler market reaching
$1.7 billion by 2025. The company will produce Montra three-wheelers at its Ambattur
plant in Chennai, and tractor on the outskirts of Chennai. The initial three-wheeler capacity
will be approximately 75,000 units per annum

➢ Murugappan stated that distributions will begin at 40 locations, and then will increase to
100 by the end of this year. The company is looking for more growth opportunities in
electric vehicles and the new subsidiary TI Clean Mobility, will soon be launching three
products. Montra was chosen by the company because it already has e-bikes with the same
name, and they want to keep using the name.

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MODELS OF ELECTRIC VEHICLE:

➢ eVP
➢ eVP 2.0
➢ ePX

DEPARTMENTS IN MONTRA ELECTRIC:

➢ Body shop
➢ PTCED – Pre Treatment Cathodic Electrolic Deposition
➢ Paint shop
➢ Assembly
➢ PQ – Product Quality
➢ EOL – End of line
➢ CQ – Central Quality
➢ Warehouse
➢ Maintenance.

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TESTING LABORATORIES:

➢ Endurance Test
➢ R&D – Research and Development
➢ NPD – New Product Development

PRODUCT PROFILE:

1. FEATURES
✓ Reliability
✓ Power
✓ Range

Reliability:

7 point battery sensor for extra care, Extra safe boron steel chassis& durable metal
body, IP67 protection from rain and dust, Category first LED headlights & integrated LED tail
lights.

Power:

Industry Leading Power – 10kw

Top Speed – 55kmph

Range:

150 +km – on a single full charge

Access super power with the super auto, In less than four hours, you can fully charge your battery
and comfortably drive for an entire day. Montra charging points is also allow you to quick charge
while you’re away from the home, allowing you to make more trips and make super earnings.

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 2. PRICE:
Montra Electric Super Auto comes with a price tag of 3.2 lakh and goes up to
3.50 lakh.

3. SPECIFICATION:

The Montra Electric Super Auto can produce a peak power of 10 kW

and boasts a high torque of 60 Nm. It has an impressive range of 160 km on a single charge
and can reach a top speed of 55 kmph. Accelerating from 0 to 20 kmph takes just 4 seconds.
The Auto Rickshaw’s 10 kWh battery can be fully charged in less than 4 hours, thanks to
the super-fast charging technology. With a gradeability of 21 degrees and a Regenerative
Braking system, it offers excellent performance and energy efficiency.

The three-wheeler comes with three driving modes: drive, eco, and
power, along with reverse and park assist functionalities. It is equipped with a comfortable
Driver Seat with a High Back Rest and an Ergonomic Dual Tone Seat. The Passenger Seats
also feature Dual Tone seats with superior cushioning and high backrest. Additionally, it
offers ample Luggage Space with a Rear Luggage cabin featuring a tailgate.

4. COMPONENTS:

The Montra Electric Super Auto is packed with advanced features such as a
4.3-inch LCD instrument cluster, app connectivity, a mobile charging socket of 12V, a glove box
with a lock and a rear luggage cabin with a tailgate. it is equipped with dual-beam LED Head
Lights and also integrated with Stylish LED Tail Lights which give it stylish looks and better
visibility. it boasts various driving modes like Eco, Drive, Power, and Reverse mode for better
driving performance and park assist for better handleability in tough spots. Additionally, it features
IP67 protection.

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 5. STRUCTURE:

The Montra Electric Super Auto is fully designed with a metal body and
features a very sturdy Boron Steel Chassis. The roof is made of Rexin Canopy, except for the top
variant ePX, which has a hard roof. For the driver’s comfort, it has a high backrest and an
Ergonomic Dual Tone Seat. The passengers also enjoy Dual Tone seats with superior cushions and
high backrest, providing extra head and legroom for added comfort. Additionally, it boasts a
spacious Luggage Space in the Rear Luggage cabin with a tailgate

6. DESIGN:

In terms of design, the three-wheeler’s elegance is enough to attract customers,

with its premium dual-tone interior, car-like hard roof, large windshield, category-first tailgate
opening, and sleek and stylish doors. It is equipped with high-power Halogen headlights, except
for the top variant, which features dual-beam LED headlights. The rear of the vehicle is integrated
with LED tail lights.

The Montra Super Auto suspension system comprises Double Fork Helical
Spring at the front and Shock Absorber with Helical Spring at the rear, ensuring a smooth and
comfortable ride. It also comes equipped with Hydraulic Drum Brakes for both the front and rear
wheels, providing reliable braking performance.

MANUFACTURING LOCATION:

Ambattur – Chennai 600053

CUSTOMERS:

(All over south India like wise)

➢ Kerala
➢ Karnataka
➢ Tamil Nadu
➢ Andhra Pradesh
➢ Telangana

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 4. HIERARCHY OF THE COMPANY

MONTRA ELECTRIC:

PRESIDENT

VICE PRESIDENT

SERVICE &
MARKETING A\C & ADMIN EXECUTIVE
MAINTANANCE
DIVISION DIVISION DICISION
DIVISION

CHIEF HR CHIEF SITE PURCHASE

A\C OFFICER ENGINEER INCHARGE

CHIEF
SUPERVISOR
MECHANICAL
ENGINEER

OPERATORS

HELPER

23
PLANT ORG STRUCTURE:

PLANT HEAD

LEAD
MANUFACTURING

QUALITY WAREHOUSE MAINTENANCE

ASSISTANT
MANAGER

SENIOR EXECUTIVE

EXECUTIVE

TRAINEES

CASUAL LABOURS

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 5. ACTIVITIES OF THE COMPANY

TI Clean Mobility, a Tamilnadu -based electric three-wheeler manufacturer,

unveiled the Montra Electric Super Auto under the brand Montra Electric in September
2022. Montra Electric is a part of the diversified conglomerate, the Murugappa Group, which is
one of India’s leading business conglomerates. The Murugappa Group has 29 businesses,
including ten listed companies traded on NSE & BSE, with headquarters located in Chennai,
Tamilnadu. Montra Electric’s introduction is set to revolutionize the automotive segment with its
cutting-edge Montra Super Auto.

The vehicle is smartly designed and offers best-in-class mobility in the 3-

wheeler segment. The new Montra Electric logo is inspired by an ‘Eagle’ which represents rising
ambition, vision, agility, perseverance, and determination to Go for Glory. The brand’s mission is
to work towards achieving carbon neutrality, playing a crucial role in India’s endeavour to reach
net zero carbon emissions by 2070. In this article, we will review the Montra Electric Super Auto,
covering its price, range, and specifications. Let’s take a closer look at it.

ACTIVITY:

Level 1:

✓ Fasteners Identification Training

✓ Fire Extinguisher Training & Hydrant
✓ Assembly concepts
✓ Mis Assembly concepts
✓ Common Tool Training
✓ History Card
✓ Pre – Hand Tightening
✓ Work Instruction
✓ Basis PPE’S Training.

Level 2:

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 ✓ Unsafe Conditions & Unsafe Act
✓ Dextirity (Both Hand Tightening)
✓ Torque Verification
✓ 4 Eye Concept
✓ Pull Card System Training
✓ Part Number Nomeclature

Level 3:

✓ Part Handling
✓ DC Tool Tightening
✓ Conveyor Operations
✓ Control Chart
✓ Control Plan
✓ Lean Concept
✓ Kaizen
✓ Control Plan & PPAP Documents.

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SECTION – 3

27
 6. OBSERVATION IN THE COMPANY

KEY LEARNINGS:

Understanding the HR operations process the trainee gained knowledge and hands on experience
in various HR process such as recruitment, onboarding, maintaining employee record and
documentation, HR analytics, payroll, time office management, employee relation, employee
engagement and performance management. This helped me to get a comprehensive understanding
of how these processes work in a real-world setting.

RECRUITMENT AND SELECTION:

The Trainee learnt how to source candidates, screen resume, conduct the interview and
participating in selection process. The trainee will give me idea about how to select candidates in
interview and they will give more tips to screening the candidate in the interview process they will
fit for job or not on those process. This experience is helped me to develop skills in identifying
and attracting the top talent for the organization. Also, this helped me understand the difference
from other sectors and the importance of “will of the employee over skill”.

EMPLOYEE ONBOARDING:

The trainee assisted in the onboarding process, which involves welcoming new employees,
completing necessary paperwork, conducting orientation sessions, the induction program and
helping them integrate into the organisation. This thought me the importance of a structured
onboarding program and its impact on employee satisfaction and productivity.

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EMPLOYEE RECORDS AND DOCUMENTATION:

The employee records and documentation can be handled by time office management. The trainee
had the opportunity to work in time office management. the trainee will gave me instruction to
record the employee data in online database. The record will maintain in the RAMCO HUB
application. The record will maintaining in online database and documentation of hard copy also.
The employee record will upload in online database then only received the employee code for the
employee on those process.

HR ANALYTICS:

The trainee had the opportunity to work with HR data and analytics tools. This involves preparing
reports, and identifying trends to support data-driven decision-making in HR practices (attendance,
NOC data, smart face registration, etc.)

PAYROLL:

The trainee learnt to how to make payroll for employee. First step was collect attendance data of
employee in face punching machine (SMART FACE) and correct the mispunch, time correction
and week off then collect the data in (ACCENT) application then covert in excel. Upload a data in
ramco hub after that pay slip will received.

TIME OFFICE MANAGEMENT:

Throughout this internship student trainee had an opportunity to work in the time office and
was able to attain knowledge about the time office functions and obtain management skills. In time
office management major role play in maintaining the employee data, onboarding the employee
and staff, give the biometric and face id for employee, manpower planning, leave management,
shift management, overtime management. reporting tool and employee self-help application.

EMPLOYEE RELATION:

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The trainee gained exposure to managing employee relations issues, such as conflict resolution,
grievance handling, and disciplinary actions. This helped in developing skills in effectively
addressing employee concerns and maintaining positive relationships within the workplace. A
classic example was the absenteeism issue which was addressed effectively by the HR supervisor.

EMPLOYEE ENGAGEMENT:

The trainee got to know the importance in employee engagement initiatives, such as organising
events and implementing recognition programs. This exposed me and helped to understand the
importance of employee engagement in fostering a positive work culture and enhancing employee
satisfaction. An example of the sports activities carried out on the occasion of Founders day and
also the games conducted on the celebrations of 500th auto production celebration event.

PERFORMANCE MANAGEMENT:

The trainee learnt about performance appraisal systems, goal setting, feedback mechanisms, and
performance improvement plans. This experience provided insights into evaluating employee
performance and implementing strategies to enhance productivity and employee development.
This also helped the trainee in doing his research on which was a study on the potential appraisal
of employees and how it influences talent management in the organisation.

COMMUNICATION AND INTERPERSONAL SKILLS:

This internship helped me enhance my professional communication skills, including written and
verbal communication, active listening, and the ability to convey information clearly and
concisely. Through the internship, student trainee had the chance to interact with employees,
managers, heads, and other stakeholders, which helped my communication abilities, active
listening skills, and relationship-building capabilities. This was a totally new experience where
student trainee could open up and start conversations to absolute strangers in both online calls and
offline situations.

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PROBLEM - SOLVING:

The trainee was able to observe the professionals often face complex and sensitive issues that
require effective problem-solving skills. Through these observations in my internship, student
trainee encountered various HR-related challenges and learnt to analyze situations, think critically,
and propose solutions. An example of man power planning on festival days and finding out ways
to sort budget related issues on sports day.

ADAPTABILITY:

Working in HR requires adaptability and the ability to navigate various situations and challenges.
Your internship will expose you to different scenarios, diverse personalities, and unexpected
circumstances, helping you develop adaptability skills.

SELF – AWARENESS:

Through this internship, Student trainee was able to gain a better understanding of my strengths,
weaknesses, and areas for improvement in the HR field. Student trainee was able to identify natural
inclination towards certain HR functions or identify areas where student trainee need further
development.

CONFIDENTIALITY AND TRUST:

The trainee had worked with sensitive employee information and confidential matters. Through
this Internship student trainee learnt the importance of maintaining confidentiality, building trust,
and handling sensitive information with utmost discretion

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 7.SUMMARIZING THE PROJECT EXPERIENCE

The project focused on enhancing the efficiency and effectiveness of HR operations within the
organization. It involved implementing various strategies and initiatives to streamline processes
and improve overall HR performance. Key areas of improvement included the introduction of an
HR Information System (HRIS) to automate and centralize tasks, the standardization of procedures
for tasks like recruitment and onboarding, and the establishment of clear communication channels
for HR updates and policies.

Automation played a significant role in reducing administrative overhead, with the introduction of
self-service tools for employees to manage personal information and leave requests. The project
also emphasized the importance of compliance with legal and regulatory requirements, conducting
regular audits to ensure adherence.

Cross-training HR staff and providing ongoing training and development opportunities were
integral components to ensure a skilled and adaptable workforce. Employee feedback was actively
sought to identify areas for improvement, and performance metrics and KPIs were established to
measure the effectiveness of HR operations.

Overall, the project aimed to create a more efficient and responsive HR function aligned with the
organization's broader goals and objectives. The implementation of these strategies led to
improved productivity, accuracy, and employee satisfaction in HR operations.

Recruitment is the process of identifying, attracting, and hiring qualified candidates to fill job
vacancies within an organization. It involves several key stages, including job posting, candidate
sourcing, screening, interviewing, and ultimately selecting the best-fit candidates. Effective
recruitment strategies aim to match the skills, experience, and qualifications of applicants with the
requirements of the job.

Recruitment can be conducted through various channels, including online job boards, social media
platforms, professional networks, and internal referrals. It is crucial for recruiters to create
compelling job descriptions, conduct thorough interviews, and assess candidates based on both
technical skills and cultural fit within the organization.

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Payroll is the process of calculating and disbursing compensation to employees for their work
within an organization. It encompasses various tasks, including calculating wages or salaries,
accounting for deductions (such as taxes and benefits), and ensuring accurate and timely payment.
Gathering Work Hours and Rates: Recording the number of hours worked by employees, along
with their hourly rates or salaries. Deductions and Withholdings: Calculating and withholding
taxes, as well as other deductions like benefits, retirement contributions, and any other authorized
deductions. Compliance with Legal Requirements: Ensuring that payroll processes comply with
local, state, and federal labor laws and tax regulations. Generating Payslips: Providing employees
with detailed statements that outline their earnings, deductions, and net pay. Direct Deposits or
Physical Checks: Distributing employee pay through direct deposit to their bank accounts or
issuing physical checks. Recordkeeping and Reporting: Maintaining accurate records of payroll
transactions, including tax filings, and generating reports for financial and compliance purposes.
Handling Overtime and Special Payments: Managing additional compensation for overtime hours,
bonuses, commissions, or other special payments. Year-End Processes: Completing year-end
procedures, including generating W-2 or 1099 forms for tax reporting.

Employee engagement refers to the level of emotional and psychological investment that
employees have in their work and their organization. Engaged employees are typically motivated,
committed, and enthusiastic about their jobs, which leads to higher productivity, better
performance, and a positive impact on the overall workplace culture. Emotional Connection,
Motivation and Initiative, Job Satisfaction, Alignment with Organizational Goals, Open
Communication, Recognition and Appreciation, Opportunities for Growth and Development,
Work-Life Balance, Trust and Respect, Feedback and Performance Management, Well-being and
Wellness Initiatives and Recognition of Achievements.

Training refers to the process of imparting knowledge, skills, and competencies to employees in
order to enhance their performance and capabilities in their current roles. It is a strategic initiative
aimed at improving individual and organizational effectiveness. Key aspects of training include
Skill Development, Knowledge Acquisition, Onboarding and Orientation, Continuous Learning,
Compliance and Regulatory Training, Soft Skills Development, Safety and Compliance Training,
Professional Development, Technology and System Training, Feedback and Assessment,
Measuring Return on Investment (ROI), Accessibility and Inclusivity

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 8. FINDING DURING THE PROJECT WORK

These findings can arise from data analysis, surveys, assessments, or direct observations. Here are
some common findings that may be encountered in HR operations in MONTRA ELECTRIC they
are:

1. High Turnover Rate: Identification of a higher-than-desired rate of employees leaving the

organization, which may signal issues with recruitment, onboarding, or workplace
satisfaction.

2. Skills Gap: A gap between the skills and competencies required for a job and the skills
possessed by current employees. This may necessitate targeted training or recruitment
efforts.

3. Low Employee Engagement Scores: Survey data indicating that employees may not be
as emotionally invested or motivated in their work as desired, potentially impacting
productivity and retention

4. Compliance Issues: Discovering instances where HR practices or policies are not aligned
with legal or regulatory requirements, which could expose the organization to legal risks.

5. Performance Disparities: Identifying significant variations in performance levels among

employees in similar roles, indicating potential issues with training, management, or
performance evaluation.

6. Absenteeism and Punctuality: Analysis of attendance records revealing patterns of

absenteeism or chronic lateness that may warrant further investigation or intervention.

7. Training Effectiveness: Evaluating training programs to determine if they are meeting

their intended objectives and leading to improved employee performance.

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8. Diversity and Inclusion Metrics: Assessing the representation of diverse groups within
the organization and identifying areas for improvement in creating an inclusive work
environment.

9. Recruitment Efficiency: Analyzing the time and resources spent on recruitment activities
compared to the quality and fit of candidates hired.

10. Employee Feedback Trends: Examining feedback from performance evaluations,

surveys, or exit interviews to identify recurring themes or issues that require attention.

11. Compensation Disparities: Uncovering instances where there are significant differences
in pay or benefits between employees in similar roles, potentially indicating issues with
compensation equity.

12. Benefits Utilization: Analyzing the utilization of employee benefits programs to ensure
that they align with employee needs and expectations.

13. Employee Relations Issues: Identifying trends in employee grievances, conflicts, or

complaints, which may indicate broader issues with workplace culture or management
practices.

14. HR Technology Effectiveness: Assessing the efficiency and user satisfaction with HRIS
systems, recruitment platforms, or other HR technology tools.

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 SUGGESTIONS FOR IMPROVEMENT

➢ Offer ongoing training and development opportunities for HR staff to keep their skills up-
to-date and aligned with industry best practices.
➢ Conduct regular audits to ensure HR practices are compliant with legal and regulatory
requirements. This includes areas like equal employment opportunity, wage and hour laws,
and data protection regulations.
➢ Set up regular communication channels for HR updates, policies, and announcements. This
could include email newsletters, an intranet, or a dedicated HR portal.
➢ Encourage employees to take ownership of their work and involve them in decision-
making processes to foster a sense of ownership and accountability.
➢ Conduct regular performance reviews with production teams and gather feedback to
identify areas for improvement and recognize achievements.
➢ Identify and eliminate waste in the production process, including excess inventory,
overproduction, and unnecessary motion.
➢ Utilize Continuous Improvement (Kaizen) Foster a culture of continuous improvement
where employees are encouraged to identify and implement small, incremental changes to
improve processes.
➢ Build strong relationships with suppliers to ensure a reliable and timely supply of raw
materials and components.

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