WELCOME TO SUMMER INTERNSHIP UNDER PIE

INFOCOMM
TRAINING SESSION WILL INCLUDE DAY -1 & DAY - 2
 DISCUSSION ABOUT HR  COMPANY INTRODUCTION
PROFESSIONALS  SPECIALIZATION INTRODUCTION
 COMPLETING ASSIGNMENTS  STAGES / PYRAMID OF AN
 ONLINE COLLABORATION WITH ORGANIZATION
CLIENTS  HR/HRM/MANPOWER/HRD
 CREATING AND DEVELOPING  WORKING CULTURE
FEEDBACK  INTRODUCTION TO
DESIGNATIONS
 KEY WORDS

TRAINING OUTCOMES WILL BE THE FOLLOWING

 The role of HR PROFESSIONALS
 Leadership Management and Development of people within
organization
 People management skills essentials for HR WORKS
 The relevance theory for practice and make them able to improve
practice.
 KNOW OUR COMPANY IN BRIEF
PIE INFOCOMM, incorporated on March 23, 2002, is an IT specialized company,
consulting and business process service provider. It operates through four segments:

•IT Services and IT Products (SOFTWARE DEVELOPMENT)

•Training and Research (INTERNSHIP PROGRAM, WORKSHOPS, FACULTY DEVELOPMENT PROGRAM, IN-
HOUSE TRAINING, INDUCTION PROGRAM, PERSONALITY DEVELOPMENT PROGRAM,
INDUSTRYEXPOSURE)
•Digital Marketing ( SEO, PAY PER CLICK, SOCIAL MEDIA MARKETING, AFFILIATE MARKETING)
•Share Trading (TRADING, EQUITIES &SECURITIES).

OUR FUNCTIONALITY
BIOTECHNOLOGY ENGG.
DEVELOPMENT USING PYTHON TECHNOLOGY- We are working in the development and designing of Biotech
projects using bio-python modules extracting from python technology.

COMPUTER SCIENCE ENGG./ INF0RMATION TECH. ENGG/BCA/MCA.

For the development of SOFTWARE DEVELOPMENT and ERP DESIGNING software we use framework for their
development which is used for structure, plan, and in controlling the process of developing information systems. We
work in several different approaches for software development
For some clients we take a more structured engineering based approach to business solutions.
For others we take a more incremental approach, where software evolves as it is developed part-by-part.
 
ELECTRONICS & COMMUNICATION/ELECTRICAL ENGINEERING
CHIP LEVEL PROGRAMMING and IOT & ROBOTICS- For these departments, we are into the Programming with
Embedded Systems, Testing the product in controlled, real situations before going live and Working on VLSI &
MATLAB, Automation using PLC/SCADA.
 
CIVIL ENGINEERING / MECHANICAL ENGINEERING
DESIGNING OF MOTOR SPARE PARTS & ARCHITECTURAL BUILDING- We are working on
AutoCAD, 3D’s MAX, PRO-E, NX GRAPHICS software, created by Autodesk Inc., preparing a
visual description of a product needs to be constructed.
 
CHEMCAD DESIGNER
Designing of Chemical equipments and laboratory equipments using CHEMCAD Software.

ORGANIZATIONAL STRUCTURE
PIE INFOCOMM, organizational structure is a system that outlines how certain
activities are directed in order to achieve the goals of an organization. These
activities can include rules, roles, and responsibilities. Four types of common
organizational structures are :-
1. Functional Structure
2. Divisional or Multidivisional Structure
3. Flatarchy Structure
4. Matrix Structure

A functional organizational
structure is a structure used to
organize workers. They are
grouped based on their specific
skills and knowledge. It
vertically structures each
department with roles from
president to finance and sales
departments, to customer service,
to employees assigned to one
product or service.
The divisional structure is a type of organizational structure that groups
each organizational function into a division. ... Each division contains all
the necessary resources and functions within it to support that product line
or geography (for example, its own finance, IT, and marketing departments).
The flatarchy structure is a hybrid of a hierarchy and flat structure.
Organizations that operate under a flatarchy have linear authority and
specialized teams that allow for creativity and innovation.
Flatarchies are organizations that aren't quite flat nor are they
hierarchical. They are actually a combination of both types of structures.
In other words, an organization can be relatively flat yet can create an ad
hoc hierarchy to work on a project or function and then disband.
A matrix organizational structure is a company structure in which the
reporting relationships are set up as a grid, or matrix, rather than in the
traditional hierarchy. In other words, employees have dual reporting
relationships - generally to both a functional manager and a product manager.
In a matrix structure, individuals work across teams and projects as well as
within their own department or function. For example, a project or task team
established to develop a new product might include engineers and design
specialists as well as those with marketing, financial, personnel and
production skills.
 PYRAMID OF OUR ORGANIZATION
A new organizational model features an inverted pyramid, with the workers
at the top and the CEO at the bottom. The purpose of
the inverted leadership pyramid is to maximize communication between
members of an organization and to create a flexible, more-responsive team.

This pyramid usually has many layers in the middle consisting of some form
of management or supervision, and all the line workers at the bottom.  For
some, this may be the only pyramid ever experienced. 
 CONCEPT OF HR/MAAN POWER/ HRM/ HRD

This training will offers the opportunities to build the HR- RELATED SKILLS
AND EXPLORE HR MANAGEMENT STRATEGIES.
And, more than that we will focus on the following:-
1. Role of HR Professionals
2. Nature of professionalisms
3. Approaches to address the ethical dilemmas
4. Develop skills of understanding
5. Address Business and change Management Issues.
6. Work strategically

Before, perusing further we should be clear about two concepts which are:-

HUMAN RESOURCE/ HUMAN RESOURCE

HUMAN RESOURCE DEVELOPMENT
MANAGEMENT/MAN POWER
DAY -2
FEW GUIDELINES OF BEING HUMAN RESOURCE MANAGEMENT and
QUALITIES TO BE PRACTICE WHILE BEING A PRODUCTIVE HR

 They have a quality to go beyond contract

 They should be focused with VALUES/ MISSION/ NORMS & RULES
 Real HR don’t Monitor, they believe in nurture the task allotted to the
employee.

 They should be a good advisor

 Moreover, they prefer a direct communication
 Work in Team
 Good listening skills
 They follow comparative study
 They should be liberal

 Liable to revise the norms as per the organization needs.

 ROLE/ DUTIES OF HR PERSON

Human resources managers plan, direct, and coordinate the administrative functions of an organization.
They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic
planning; and serve as a link between an organization's management and its employees. Human resources
managers typically do the following:
1. Plan and coordinate an organization’s workforce to best use employees’ talents
2. Link an organization’s management with its employees
3. Administer employee services
4. Advise managers on organizational policies, such as equal employment opportunity and sexual
harassment
5. Coordinate and supervise the work of specialists and support staff
6. Oversee an organization’s recruitment, interview, selection, and hiring processes
7. Handle staffing issues, such as mediating disputes and directing disciplinary procedures

Most human resources managers work full time during regular business hours. Human resources managers
work in offices. Some managers, especially those working for organizations that have offices nationwide,
must travel to visit other branches as well as to attend professional meetings or to recruit employees.
Our company do have these human resources managers:
Labor relations managers/employee relations managers, oversee employment policies in union and non-
union settings. They draw up, negotiate, and administer labor contracts that cover issues such as grievances,
wages, benefits, and union and management practices. They also handle labor complaints between employees
and management and coordinate grievance procedures. 

Payroll managers supervise the operations of an organization’s payroll department. They ensure that all
aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for
the accounting department, and resolve any payroll problems or discrepancies. 

Recruiting managers, sometimes called staffing managers, oversee the recruiting and hiring responsibilities
of the human resources department. They often supervise a team of recruiters, and some take on recruiting
Here are seven of the most important human resources functions in manufacturing companies:
1. Talent Acquisition/Recruitment. ...
2. Compensation Management. ...
3. Benefits Administration. ...
4. Training and development. ...
5. Performance Appraisal and Management. ...
6. Employee and Labor Relations. ...
7. Compliance Management.
 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is a management function concerned with hiring,

motivating, and maintaining workforce in an organization. Human resource
management deals with issues related to employees such as hiring, training,
development, compensation, motivation, communication, and administration.
Human resource management ensures satisfaction of employees and maximum
contribution of employees to the achievement of organizational objectives.
Functions of Human Resource Management
Human Resource Management functions can be classified in following three
categories.
•Managerial Functions,
•Operative Functions, and
•Advisory Functions

The Managerial Functions of Human Resource Management are as follows:

1. Human Resource Planning - In this function of HRM, the number and type of
employees needed to accomplish organizational goals is determined. Research is an
important part of this function, information is collected and analyzed to identify
current and future human resource needs and to forecast changing values, attitude,
and behaviour of employees and their impact on organization.
2. Organizing - In an organization tasks are allocated among its members,
relationships are identified, and activities are integrated towards a common
objective. Relationships are established among the employees so that they can
collectively contribute to the attainment of organization goal.

3. Directing - Activating employees at different level and making them contribute

maximum to the organization is possible through proper direction and motivation.
Taping the maximum potentialities of the employees is possible through
motivation and command.

4.  Controlling - After planning, organizing, and directing, the actual performance

of employees is checked, verified, and compared with the plans. If the actual
performance is found deviated from the plan, control measures are required to be
taken. 

The Operative Functions of Human Resource Management are as follows:

1. Recruitment and Selection - Recruitment of candidates is the function preceding

the selection, which brings the pool of prospective candidates for the organization
so that the management can select the right candidate from this pool.
2. Job Analysis and Design - Job analysis is the process of describing the nature of
a job and specifying the human requirements like qualification, skills, and work
experience to perform that job. Job design aims at outlining and organizing tasks,
duties, and responsibilities into a single unit of work for the achievement of
 certain objectives.

3. Performance Appraisal - Human resource professionals are required to

perform this function to ensure that the performance of employee is at acceptable
level.

4. Training and Development - This function of human resource management

helps the employees to acquire skills and knowledge to perform their jobs
effectively. Training an development programs are organized for both new and
existing employees. Employees are prepared for higher level responsibilities
through training and development.

5. Wage and Salary Administration - Human resource management determines

what is to be paid for different type of jobs. Human resource management decides
employees compensation which includes -  wage administration, salary
administration, incentives, bonuses, fringe benefits, and etc,.

6. Employee Welfare - This function refers to various services, benefits, and

facilities that are provided to employees for their well being.
7. Maintenance - Human resource is considered as asset for the organization.
Employee turnover is not considered good for the organization. Human resource
management always try to keep their best performing employees with the
organization.

8. Labour Relations - This function refers to the interaction of human resource

management with employees who are represented by a trade union. Employees
comes together and forms an union to obtain more voice in decisions affecting wage,
benefits, working condition, etc,.

9. Personnel Research - Personnel researches are done by human resource

management to gather employees' opinions on wages and salaries, promotions,
working conditions, welfare activities, leadership, etc,. Such researches helps in
understanding employees satisfaction, employees turnover, employee termination,
etc,.

10. Personnel Record - This function involves recording, maintaining, and retrieving

employee related information like - application forms, employment history, working
hours, earnings, employee absents and presents, employee turnover and other other
data related to employees.
 The Advisory Functions of Human Resource Management are as follows:

Human Resource Management is expert in managing human resources and so can

give advice on matters related to human resources of the organization. Human
Resource Management can offer advice to:

1. Advised to Top Management

Personnel manager advises the top management in formulation and evaluation of
personnel programs, policies, and procedures.

2. Advised to Departmental Heads

Personnel manager advises the heads of various departments on matters such as
manpower planning, job analysis, job design, recruitment, selection, placement,
training, performance appraisal, etc.