INTERNSHIP PROJECT REPORT

ON
HUMAN RESOURCE
MANAGEMENT(HRM)

SUBMITTED BY:
TRISHA SARAF

GUIDED BY:
MR. PRAVEEN KUMAR
DGM, HR
 ACKNOWLEDGEMENT

 I have a purpose to express my gratitude towards

those individuals without whose guidance the
project would not have been possible. I would like to
express my thanks to Mr. Joseph JM Peeris(Head
HR&ES), Jindal Steel and Power, Who has kindly
permitted me to undertake the project in the
organization. I am also thankful to Mr. Praveen
Kumar and other members of the organization for
their support and for providing the required
information.
It was a pleasure to be associated with  Jindal Steel
and Power - Angul. The experience I have garnered
has profoundly impacted my career choices and
helped me realize what is requisite for success in the
corporate world. I carry high regard for the complete
team of JSP. I also take this opportunity to express a
great sense of gratitude towards internal project
guidance under HR.
Team for providing me vital inputs to co-relate the
present project work and hence provide a sound
base to the report structure.
It helped me to improve my professional carrier,
besides of Bookish Knowledge.
 CERTIFICATE

This is certify that Trisha Saraf has completed the

Project Report on “Human Resource
Management” under my supervision and
guidance. The project report is approved for
submission towards partial fulfilment of BBM in,
XIM University, Bhubneshwar, Odisha.

Guided By:-

Ajit Dehury
Deputy Manager (HR&ES)
 INDEX

1. INTRODUCTION
2. HUMAN RESOURCE MANAGEMENT
3. HIRARCHY
4. TALENT AQUISITION
5. LEARNING, TRAINING AND DEVELOPMENT
6. MBO
7. COMPLIENCES
8. GRIEVANCES
9. REWARD AND RCOGNITION
10. INDUSTRIAL RELATIONSHIP
 ABOUT JSPL

• Jindal Steel and Power Limited (JSPL) is a major business

• conglomerate in India with a significant presence in steel,
power,
• mining and infrastructure segments. With an annual
turnover of US$ 2.68 billion, it is part of the US$ 18 billion
diversified O.P.
• Jindal Group. JSPL is led by its Chairman Mr Naveen Jindal,
• the youngest son of Shri O.P. Jindal.
• The company has the distinction of producing the world’s
longest
• rails of 121 metres, large sized parallel flange beams, high
• strength angle irons for transmission towers and high
strength
• earthquake resistant TMT rebars. JSPL operates the largest
• coal-based sponge iron plant in the world with an installed
• capacity of 3.25 MTPA of steel at Raigarh in Chhattisgarh.
• The company has a total installed steelmaking capacity of
6.75
• MTPA and aims to grow in a holistic manner and
contribute substantially to India’s long term growth story.
 MISSION VISION
JSPL aspire to achieve • To be a globally
business excellence admired
through: organisation that
• The spirit of enhances the
entrepreneurship and quality of life of all
innovation
stakeholders
• Optimum utilisation of
resources
through
sustainable
• Sustainable
environment friendly
industrial and
procedures and business
practices development.
• The highest ethics and
standards
• Hiring, developing and
retaining the best
people
• Maximising returns to
stakeholders
• Positive impact on the
communities we touch
JSP Values -- POSSIBLE

1. Passion for People

2. Ownership
3. Sustainable Development
4. Sense of Belonging
5. Integrity
6. Business Excellence
7. Loyalty
8. Entrepreneurship
JSPL LEADERSHIP
•Under his outstanding
leadership, JSP has grown
into a large and profitable
enterprise. He has
transformed JSP into an
industrial powerhouse
with a dominant presence
in steel, power, mining and
infrastructure sectors.
With an investment of 12
billion USD across the
globe, the company is
continuously scaling its
capacity utilisation and
efficiencies to capture
opportunities for building
a self-reliant India.

- NAVEEN JINDAL
CHAIRMAN JSP
 JSPL Inspiration

-Shri. Om Prakash Jindal

Founder Chairman
O.P. JINDAL GROUP

•Shri O. P. Jindal lived his life with the

belief that meaningful change in
society requires working upwards,
from the bottom. By uplifting the
weaker section of society, he
believed that our society and
country could achieve the
impossible. Almost half a century
ago, he dreamt of a self-reliant India.
 JSPL GUIDING LIGHT

-Smt. Savitri Jindal

Chairperson Emeritus

•An outstanding personality with strong values,

Smt. Savitri Jindal is committed towards taking
forward the values of our Founder Chairman.
We, at JSP, are inspired by her humane approach
to entrepreneurship, which is clearly evident in
her efforts to provide healthcare facilities,
education and employability to those in need.
Human Resource Management
• It's a process of making the efficient & effective
use of human resources so that the set goals. are
achieved.
• HRM is an art of managing people at work in such
a manner that they give. their best to the
organisation for achieving its set goals.

• Nature of HRM
i.Inherent Part of Management
ii.Pervasive Functive
iii.Concerned with
people
iv.Action oriented
v.Continuous Process
vi.Directed towards
achievement of objective

• Scope of HRM
i.HRM in Personnel Management
ii.HRM in Employee Welfare
iii.HRM in Industrial
HIRARCHY
 RECRUITMENT

• Recruitment refers to the process of

identifying, attracting, interviewing,
selecting, hiring and onboarding
employees. In other words, it involves
everything from the identification of a
staffing need to filling it.
• Depending on the size of an organization,
recruitment is the responsibility of a range
of workers. Larger organizations may have
entire teams of recruiters, while others
only a single recruiter.
 JOB ANALYSIS

• A job analysis is an in-depth study of the tasks,

responsibilities and skills needed to perform a job
role successfully. As such, it should be viewed as
the first step in the recruiting process.

JOB REQUIREMENT

Job requirements  qualifications and

skills necessary for a certain position. are
Job requirements are usually written in form of
a list that contains the most
important qualifications that a candidate must
possess in order to be able to perform certain job
duties
 SOURCING
• Sourcing process includes every activity that
revolves around identifying and assessing
potential suppliers as well as selecting and
engaging with an appropriate supplier who offers
the best value. Sourcing professionals evaluate
the supply market, develop and execute strategy,
negotiate terms of contract and finally develop
the contractual agreement with the suppliers.

• Professional Platform

Naukri.com IIM Job

Indeed Dice
Monster Git Hub
Shine.com Linkdin
Times Job Xray Search
 SKILL SET

• Qualification
• Must have experience and skills
- Major Experience
-Minor Experience
Foe Example:- X company needs one recruiter with
experience of 6-7 years and hand on naukri and
other portals and good knowledge in MIS and
Qualification should be MBA.
INTERVIEW PROCESS
DOCUMENTATION

• Personal Bio data Form

• Last 3 months slip
• Bank Statement
• Current Company Appointment
Letter

These documents are required

for negotiation
 NEGOTIATION

• Salary negotiation is done ahead of issuing an offer

letter. This is the heart of recruitment and selection
process, wherein the actual worth of a right
candidate will be evaluated. The remuneration
offered should be balanced, acceptable and agreed
by both the parties – the employer and the
employee.
 BACKGROUND
VERIFICATION CHECK

• Criminal Report
• Address Verification
• Previous all Company Verification
• Education Verification
• Reference Verification
 GET HIRING

• Reach out to the TPO

• Ask candidates details from TPO ( as per
company requirement)
• TPO shares candidates list
• Test Online – Aptitude and Psycho metric
• Org./ Talent Acquisition Team
- Technical Interview
- HR Interview
- CHRO Interview
• Offer letter to candidates
• Connect with candidates
• Touchpoint, Medical
• Documentation
• File preparation (ES/ Payroll Team)
• ID Card
• Joining Kit/ PPE
• Induction Programe (T&D / L&OD)
 ONBOARDING

• Onboarding is the process by which new

employees acquire the skills, knowledge
and behaviors to become effective
contributors to an organization.
Onboarding programs are designed to
acclimate individuals who are newly hired
or transferred from within to new
positions.
ONBOARDING PROCESS
 LEARNING, TRAINING AND
DEVELOPMENT
• After an employee selected, placed and introduced
her or she must be provided with training facilities.
Training is the act of increasing the knowledge and
skills of an employee for doing a particular job.
Training is a short-term educational process and
utilizing a systematic and organized procedure by
which employees learn technical knowledge and
skills for a definite purpose.

• In other words training improves, changes, moulds

the employee's knowledge, skill, behavior,
aptitude, and attitude towards the requirements of
the job and organization. Training refers to acquire
and apply the knowledge, skills, abilities and
attitudes needed by a particular job and
organization. Thus, training bridges the difference
between job requirement and employee's present
specifications.
 INDUCTION
An induction
programme is an
important process for
bringing staff into an
organisation. It
provides an
introduction to the
working environment
and the set-up of the
employee within the
organisation.

ORIENTATION
Employee orientation is
the process of introducing
newly hired employees to
their new workplace. It
provides the basic
organizational information
employees need to feel
prepared for their new
team, department, and
role within the company
 NEW TECHNIQUE
• In every company people are using
different offers and techniques. So, to
know the techniques and the software we
have to train the existing employees, plus
new employees to understand the new
generation.

ETIQUETTE
Comunication skill
Soft Skill
Email Etiquette
Company behavier
Profession Dessing Sence
 MBO

• Management by objectives (MBO) is a

strategic management model that aims to
improve organizational performance by
clearly defining objectives that are agreed
to by both management and employees.
 PERFORMANCE
APPRAISAL

• Performance appraisal is a method of evaluating

the behavior of employees in the work spot,
normally including both the quantitative and
qualitative aspects of job performance.

• Performance here refers to the degree of

accomplishment of the tasks that make up an
individual's job. It indicates how well an individual
is fulfilling the job demands. Often the term is
confused with effort, but performance is always
measured in terms of results and not efforts.
 SELF APPRAISAL
Self-appraisal, as the term suggests is the
process where the employee reviews his/her
own performance. It is a process in which
employees are given the opportunity to
scrutinize their own performance and assess
their own strengths and weaknesses.

360° APPRAISAL
360° Appraisal is when employers evaluate
employee performance from as many sources as
possible, instead of only one-on-one feedback
from a direct manager. Once all the feedback is
collected, it is used to measure employee
strengths, weaknesses and skills and can provide a
well-rounded performance review.
PERFORMANCE
EVALUATION
 Key Resplonsibility Area
(KRA)
• KRA is a structure that explicitly describes the role
of any job profile of an employee.

For Example:-
• KRA for Sales Manager
- Guiding and leading salespeople in Organization.
- They set goals,
- Build a plan
- Analyze data
- Assign Tasks for other sales representatives

• KRA for Sales Manager

- Product planning and product marketing
- Product and Services should meet the needs of
customer
- To check whether the product supports the
company’s overall strategy and goals.
• KRA for Project Manager
- Planning
- Executing
- Monitoring
- Controlling
- Closing of Project
- Incharge of Project Scope
- Estimating Budget
- Estimationg success or faliour of project

• KRA for HR Manager

- Planning, Organising and directing the
administrative functions of an organisation.
- Establish link between the organisation
and employer
- Oversee the hiring and recruiting
process.
- Check administrative work
- Review the companies policies
- Regulate employee’s benefit’s
 COMPLIENCES

PAYROLL
• PAYROLL is a list of employees in an organisation
(salaries, wages, benefits, etc.) due to each of
them for a set period of time or a given date.
• PAYROLL MANAGEMENT is the process consisting
of calculation of salaries (PAYE TAX, Pension, NHF,
NSITF, ITF, etc.) as well as the disbursements of
salaries to employees.
 Administrating Employees salaries is not an easy
task.
 HR and Accounts dept. usually work together to
calculate and disburse employee salaries.
 BASIC SALARY

Basic salary is the salary paid to an

employee before any additions or
reductions to the overall
compensation, such as investments,
dues, overtime pay or a bonus. Base
salary is a fixed amount of money paid
to an employee by an employer in
exchange for the man hours put to
work.
 (HOUSE RENT
ALLOWENCES) HRA .

• HRA is the house rent allowance in income tax. It

means the salary component received towards the
rent payment.
• It is calculated in 50% of the basic Salary
 EMPLYEE PROVIDENT
FUND

• The Emplyee provident fund is a

compulsory, government-managed
retirement savings scheme.
• Both the employee and employer
contribute to a fund that aims to provide
financial support to the employee when
they reach retirement.
• A provident fund is managed by the
government, with set minimum and
maximum contribution.
 ESIC

• The Employee State Insurance Corporation

Scheme provides members financial protection in
case of an untimely health-related eventuality.
The scheme offers medical benefits, disability
benefits, maternity benefits, unemployment
allowance, etc.

• Applicability:-
1. Establishment in which 20 or more workmen are
employed or where employed or were employed
on any day of the preceding 12 months as
contract labour.
2. Every contractor who employs or who employed
on any day of the preceding twelve months 20 or
more workers.
 GRIEVANCES

• A grievance is a sign of employee’s discontent with

job and its nature. The employee has got certain
aspirations and expectations which he thinks must
be fulfilled by the organisation where he is
working. When the organisation fails to satisfy the
employee needs, he develops a feeling of
discontent or dissatisfaction.
 LEAVE POLICY
• The term ‘Leave’ means taking a break
from work or going on a vacation or
holiday. Every company in Indian Payroll
has defined leave policies that have a
different type of leaves which can be
availed by employees whenever needed
for personal life commitment. A leave
policy helps an employer to define a
particular number of leaves for each
employee in a year. It contains the
number of leaves, type of leaves, and
eligibility criteria for employees.
 Casual Leave
Casual Leave or CL is granted to an eligible
employee if they cannot report to work due to an
unforeseen situation. Casual leave can also be
utilised if an eligible employee wants to take leave
for a couple of days for personal reasons, but not for
a vacation.

Earned Leave
These employee can take. Anything more than 3
days has to be associated with medical certificate
from certified medical practitioners.
Employees take when they fall sick and maximum
3 days are allowed.

Sick Leave
These are the leaves which are earned in the
previous year and enjoyed in the preceding years.
These are also known as privilege leave this can
be carry forward for the quantum up to the total
of three years and vary from state to state as per
the shop & establishment act.
 MATERNITY LEAVE
Maternity Leave is a paid leave/absence from
work provided by an employer to a woman
employee for the period before and after
childbirth. Maternity is used by new mothers
to take care of her and her child’s health.

BEREAVEMENT LEAVE
Bereavement leave or compassionate leave is
a paid time-off category that employees can
use following the death of dependents. 
Although there are no laws on compulsorily
providing bereavement leave, most
companies provide paid leave on
compassionate grounds, keeping in mind the
distress of the employee. This gives them the
time to grieve, take part in religious rituals, or
take care of the formalities if any. 
 BONUS
• A bonus is a financial compensation that is
above and beyond the normal payment
expectations of its recipient. 
Companies may award bonuses to both entry-
level employees and to senior-level executives. 

PERFORMANCE BONUS
A performance bonus is a form of
additional compensation paid to an
employee or department as a reward
for achieving specific goals or hitting
predetermined targets.

COMPANY PROFIT BONUS .

If company is getting benefits from
Employees hard work. So, they reward
certain amount to their Employees.
 REWARD & RECOGNITION

BEST PERFORMER

Confidence gives top performers the ability

to calmly analyze situations and solve
problems, even when the deadline is staring
them in the face. They know when to
compromise and when to stand firm.
Qualities of Best Performer:-

• Focuses on their goals

• Keeps a positive demeanor
• Shows consistent effort
• Has a strong skill set
• Accepts constructive criticism
• Looks for professional growth
opportunities
• Offers respect to all people
• Acts like a leader
• Finds healthy work life balance
 INDUSTRIAL
RELATIONSHIP

• It is the relations and interactions in the

industry particularly between the labour
and management as a result of their
composite attitudes and approaches in
regard to the management of the affairs of
the industry, for the betterment of not only
the management and the workers but also
of the industry and the economy as a
whole.
 TRADE UNION

A trade union is an organisation made up

of members (a membership-based
organisation) and its membership must
be made up mainly of workers. One of a
trade union's main aims is to protect and
advance the interests of its members in the
workplace. Most trade unions are
independent of any employer.
 LABOUR LAW

• Labour laws (also known as labor

laws or employment laws) are those that mediate
the relationship between workers, employing
entities, trade unions, and the government.
Collective labour law relates to the tripartite
relationship between employee, employer, and
union. Individual labour law concerns employees'
rights at work also through the contract for work.