Internship Report

on

Human Resource Management of

JNS INTRUMENTS LTD, GURGAON

Submitted by: Sonal Srivastava

Registration no.: 12015176

Course: BBA

Submitted to

MITTAL SCHOOL OF BUSINESS

LOVELY PROFESSIONAL UNIVERSITY

 ACKNOWLEDGEMENT

The internship opportunity was a great chance for learning and professional development.
Therefore, I consider myself as a very lucky individual as I was provided with an opportunity to
be a part of it. I am also grateful for having a chance to meet so many wonderful people and
professionals who led me though this internship period. I would like to thank Lovely professional
university for giving me the opportunity to do this internship. I would like to thank JNS
Instruments Ltd for letting me do the internship at their HR Division Head office. I Would like
to thank Sir, my internship supervisor for guiding me with the completion of this report. I would
also like to thank all the officials of JNS HR Department for allowing me to be an internee at
their organization and help with necessary information.

I perceive this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objectives. Hope to continue cooperation with all
of you in the future.
 Executive Summary

During my internship I gained practical knowledge on how the human resource division of
an organization operates and coordinates its activities to ensure smooth functioning of the
organization at all levels by ensuring right numbers of people are available at the right time
to do the right job. Not only that I have also gained insight into the working culture of the
organization and observed how JNS handles its employees with value and empowerment to
ensure they are motivated to give their best to the organization.
The report starts with an organization profile of JNS giving its background,
mission, vision, its products and services, the hierarchy and organization.
The next section is the comprises the project, Human Resource Management in JNS. The
project encompasses introduction to the topic- recruitment, selection, training and
development.
Each chapter contains detailed discussion of the HR functions followed by Organization
Practice at JNS which basically conveys how things are done in the HR Department.
The next part of the project carries out SWOT Analysis that touches upon strengths,
weakness, opportunities and threats to the organization followed by findings and
recommendation on critical factors regarding Human Resource Management of JNS.
Finally, there is the conclusion followed by references.

DECLARATION

I, Sonal Srivastava student of Bachelors of business administration (BBA) from LOVELY

PROFFESIONAL UNIVERSITY, JALANDHAR hereby declare that I have completed Summer
Internship on as part of the course.
I further declare that the information presented in this project is true and original to the best of
my knowledge.

Registration no.: 12015176

Place: Gurgaon

PREFACE
 For a management student training plays an important role during his/her study. Training
provides a corporate or real world platform to learn practically. Degree without any training or
corporate world experience is just like life without oxygen. So industrial training provides a great
learning experience about management concepts and its applications.
This training provides us an opportunity to know the current market. To know the
current market situations, prevailing competitions, behavioral environment of different people
etc. It provides us a platform whereby we can apply our theoretical knowledge and we can solve
many practical problems. And hence it can help us to be a successful manager in future.
Thanks to all those who directly or indirectly help me to complete this project within
a short time limit. For preparation of this report I would like to thanks to faculty members of our
college and staff members of JNS.
Table of Content

Chapter 1: Organization
1.1 Introduction

1.2 Scope of the Report

1.3 Objective of the Report

1.4 Sources of Information

1.5 Limitations

Chapter 2: Organization Profile

2.1 Organization Background

2.2 Key facts about Alliance Capital

2.3 Organization Vision

2.4 Organization Mission

2.5 Goal of Alliance Capital

2.6 Values

2.7 Services

2.8 Strategic Objectives of Alliance Capital

2.9 Customer Charter

2.10 Organization Organogram

2.11 Organizational Structure

Chapter 3: Overview of HR Division

3.1 Human Resources Management

3.2 HR Function

Chapter 4: HRM of Alliance Capital

4.1 Units of HR Division

4.1.1 HR Staffing

4.1.2 HR Operations

4.1.3 Training & Development

Chapter 5: Company Analysis

SWOT Analysis
1 Recommendations
CERTIFICATE
 Chapter: 1
Human Resource Practices at JNS

1.1 Introduction
I have select the topic of this report is “Human Resource Management JNS. 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 JNS 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 fellow interns.
Information provided by the 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 activities practiced by JNS.

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 have to be done. The objectives of the report are:
1. To familiarize with the JNS, its operation and activities, management
2. Style to realize the gap between the theoretical knowledge with the
3. real business world.
4. Analyze the current performance appraisal format & compensation.
6. Identifying inherent problems associated with the format.
7. Propose changes mainly in the guidelines, format and management philosophy by
8. keeping relevance with other processes.
9. Employee Personnel practice.
10. Developing Employees practices.

1. 1.4 Limitations
Limitation of employment personal.
Lack of practices in human resource management.
Human resources department was hesitant to provide information, because of
2. 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
3. is a vast area, after doing the regular office works from 9:30 AM to 5:30 PM it is
4. 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 Organization
Profile
JNS INTRUMENTS SERVICES

Whatever your needs, we have proprietary tools to achieve your goals, whether it's identifying,
assessing, or developing your organization's leaders. In addition, we offera Potential Model
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Culture Profile that enables organizations tobuild a culture of innovation.

Website: -

http://jpmgroup.co.in/JNS%20Instruments.htm

Industry: -

Manufacturer of moulding and printing solutions

Company size: -
201-500 employees
54 on LinkedIn Includes members with current employer listed as TurningPoint
Consultancy Services, including part-time roles.

Headquarters: -

GT Karnal Road, Industrial Area, Delhi

Founded: -
9/7/1998
 2.3 Organization Vision
VISION TO GROW BETTER

2.4 The Values

a. Customer Focus
b. Reliability
c. Teamwork
d. Respect for individual
e. Quality
f. Responsible Citizenship
 Chapter: 3 Overview of HR
Division
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 managementof
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.
By doing all these functions Human resource management complete its job.
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 labour 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 are able to
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.

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-
1. feel welcome
2. understand the organization in a broad sense
3. be clear about what the firm expects in terms of work and behavior
4. 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

 1. Pre transition: Is simply looking for a job and preparing oneself for a career.
2. Transition: An individual is already having a job and developing oneself for
3. future career or moving to another career.
4. Preferred area: An individual prefers a specific sector of the career.
5. Early stage: First 1-5 years of career is called early career.
6. Mid career: 5-20 years after the career starts.
7. Late career: Late career starts after 20 years of job life.
8. Retirement: And finally after completing the stages of career and individual
9. decides to retired.

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.
Maintenance of employees
To maintain the employees of a company must look after the employee Health and Safety:
For employees’ 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.
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.

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
labours create labour union for better relationship among the workers and employees.
 Chapter: 4 HRM
of JNS LTD
During my internship I was mainly assign in HR department. JNS 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 consultancy services 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 JNS-

• HR Staffing
• HR Operation
• Training & Development
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
• Selection
• Leave Management
• Personal Profile Management
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 shouldcooperate
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-
1. Job posting
2. Use of computerized skills inventories
3. Referrals from other departments
4. External Recruitment:
Organizations rely on-
• Advertisements
• Public or private placement agencies
• Field recruiting
• Including campus recruiting
Point of Recruitment:
There are two level of recruitment.

• Entry level
• Lateral entry (Recruitment of experienced person)
• Entry
level: These subjects
are:

• MBA (Major in Accounting, Finance, Marketing, HRM, MIS etc.)

• English
• Statistics
• Economics
• Mathematics
• CSE
• Development studies
• Trainee Assistant Officer (TAO) Level:
TAOs are confirmed as assistant officer (AO). TAOs are recruiting from walking
CVs. Usually, one written exam is managed by the management has taken for
recruiting TAOs followed by one Viva.
Lateral entry (recruitment of experienced person):
There are recruitments for experienced in asset management or brokerage sector,
which is called lateral entry. Length of services, job responsibilities,
revolutionary background etc. is taken into consideration for the lateral entry.
Selection:
The critical criteria in this regard are job relatedness, reliability, and viability.
For selection of candidates following things are considered Appearance
 • Attitudes
• Knowledge
• Personal ability & mental ability
• Physical ability
• Qualification
• Communication skill
• 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 Alliance Capital Asset Management Ltd 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.
4.1.2 HR Operations:

HR operations unit mainly work in the area of short term and long-term benefits of the
employees of TPCSL, 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
Investment with the gratuity and PF fund
Employee Tax processing, etc.

4.1.3 Training & Development:

Human Resource is the key to success of a service oriented business organization. The
famous quotes from some renowned business leaders are:
Take our 20 best people and virtually we become a mediocre company. o
-Bill Gates, Chairman, Microsoft Corporation.
Take my assets, leave my people and within 5 years I will have it all back.
o -Alfred Sloan, Chairman, General Motors.
The mission of TPCS is to be the premier financial
institution in the country providing high quality products and services backed by latest
technology and a team of highly motivated personnel to deliver Excellence in investment
banking & Asset Management Company

Steps of training program

A typical training program can be classified into 5 steps

1 Need Analysis
2 Instruction Design
3 Validation
4 Implementation
5 Evaluation and Follow-up
5.1. Need Analysis:

• Identify the specific job performance skills needed to improve performance and
• productivity.
• Analyze the skills and needs of the prospective trainees and to develop specific
• measurable knowledge to perform their job.
• To ensure that the program will be suited to the trainees’ specific levels of education,
• experience and skills.
• Use study report to develop specific measurable knowledge and performance
• objective
• Technique to identify Training Needs:
Task analysis and performance analysis are two main techniques for identifying
training needs.
o Task analysis:
o The first step in training is to determine what training, if any, is required. The main task in
o assessing the training needs of new employees is to determine what the job entails and
o break it down into subtasks, each of which is then taught to the new employee.
o So, task analysis is a detailed study of a job to identify skills required so that an
o appropriate training program may be instituted.
o Task Analysis form contains six types of information-
o 21
o Task list
o How often performed
o Quantity, Quality Standards
o Performance Conditions
o Skills Required
o Where best learned
o Performance Analysis:
o Verifying that there is a performance deficiency and determining whether that deficiency
o should be rectified through training or some other means (such as transferring the
o employee).
5.2. Instructional Design:
Gather instructional objectives, methods, media, description of and sequence of content,
examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and participant’s workbooks,
complement each other are written clearly and blend into unified training geared directly to
the stated learning objectives.
Carefully and professionally handle all program elements-whether reproduced on paper,
film or tape to guarantee and effectiveness.
5.3. Validation:
Introduce and validate the training program before it presented to the trainee.
5.4. Implementation:
When applicable boost success of training workshop focuses on presentation
knowledge and skills in addition to training content.
5.5. Evaluation and Follow-Up:

Asses program success-according to Reaction: Document the learner’s immediate reactions to the
training.
Learning: Use feedback devices or pre and post tests to measure what learners have
actually learned.
Behavior: Note supervisor’s reactions to learner’s performance following
completion of the training. This is one way to the degree to which learners apply new
skills and knowledge to their jobs.
Results: Determine the level of improvement in job performance and assess needed
maintenance
Setting training objective
After training needs have been analyzed, concrete and measurable training objectives
should be set. Objectives specify that what the trainee should be able to accomplish after
successfully completing the training program.
Techniques of training program:
After determine employees training needs, set training objectives and designed the
program, the training program can be implemented. Most popular training techniques
are:
On the job training
Off the job training
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 Preparation of learner
o Presentation of the operation
o Performance tryout
o Follow-up
On the job training has several advantages. 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 Job rotation
o Coaching/ under-study approach
o Junior boards
o Action learning
MY WORK:
TRAINING & DEVELOPMENT

RECRUITMENT:
SELECTION
 Chapter: 5 Company Analysis
5.1 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 JNS has at the presenttime.

• Recruitment: Their recruitment and selection policy is very strong. JNS talented candidates
from the market through proper testing- written and interview

• 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 Alliance
Capital, 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.
• Leave Management: They Provide a s leave on the important basis.

WEAKNESS:
Though JNS is a company that has many strengths but
it also has some weakness. The followings are few of the most common weakness JNS 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.
• Human Resource Planning:
There is not much Human Resource Planning at the Organization except for an annual
need assessment for required workforces
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 JNS in order 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.
Recent performance will establish stronger credibility:
World over internet:

As new industries are coming into the online services, every organization is being created over the
internet .
so there are high possibilities of growth in this sector.
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 JNS in
order to threaten its existence.
Unhappy clients can spell trouble
Client dissatisfaction and consulting risk grow from many roots. Common reasons for complaints
include:

• Missed deadlines
• Misrepresentation
• Cost overruns
• Failure to deliver on expectations
• Use of sub-par contractors
• The most important thing is to set realistic goals and deliver on your commitments. But good
client communication from the beginning is also a powerful tool to keep clients satisfied.
• Before you begin work with a new client, set clear expectations and put them in writing. Geta
signed contract that details the terms of your agreement, including project scope and costs. To
prevent future issues, you may want an attorney to prepare a standard contract template that
covers all your bases.

• Once you’ve clearly defined the engagement, keep the lines of communication open
throughout the project. Inform your client of any issues and how you’ll fix them.

• But even the clearest agreements and communications aren’t always enough. You may still
end up with a customer who’s unhappy enough to sue.

• To limit this risk, you may consider professional liability insurance, which is also known as
errors and omissions coverage. This insurance protects you if a client claims your mistake or
oversight caused them financial harm. It covers any legal defense costs, including court
judgments or settlements.

• Data breaches can cost you more than money

• Any small business can be the victim of a data breach or other cybercrime. But if your
consulting business stores client data on your servers, the consequences of a data breachcan
be devastating.

• A breach can do lasting damage to your reputation, and recovery can cost tens of thousands
of dollars. Businesses that aren’t prepared for the financial fallout may not survive.

• If you store business or client data with a technology services provider, review their security
protocols and verify the type of liability insurance they carry. These actions will protect your
business in case their servers are compromised.

• You and your employees should take reasonable steps to help prevent data breaches and
other cyber-attacks like phishing and malware. Best practices include:

• Installing antivirus software on all systems.

• Keeping current with security patches and critical updates.
• Using complex passwords that are frequently changed.
• Never clicking on a suspicious email link or attachment without confirming its source and
validity.
 Recommendations:

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

• To get effective and efficient employee, the organization should arrange proper training
• and development programs.
• The entire HR department should be well informed regarding the employment personal.
• The organization should provide well direct compensation as well as direct to its staffs.
• The management should have job evaluated salary structure, which is most competitive
• than other organizations in the country.
• To evaluate employee’s performance; the management should follow promotion policy
• properly.
• In order to get competitive advantage and to deliver quality service, top management
• should try to modify the services.
• Periodical performance appraisal and giving recognition and rewards to the qualified
• employees to keep motivating them.
• Proper training needed for ensuring efficient performance of the employees.
• TPCS should hire specialist for each individual sector.
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