Acknowledgment Every endeavor in itself is an impression of the efforts of not only those who pursue it but those as well

who provide guidance and motivation towards its successful completion. Likewise, this project bears an imprint of all those who helped me at various stages and it would be unfair on my part not to thank them. I would like to express my gratitude to Mr. Tarun Oberoi, managing director, CREWB.O.S.Products Limited for providing me with an opportunity to undergo training with their esteemed organization. The successful completion of this project could not have happened without the cooperation and encouragement of the members of the human resource department- Mr. M.P. Singh(HOD), Mr. Pradeep Yadav(HR Manager). I appreciate their patience in handling my queries. My sincere thanks to Mr. Sachin Suhag(T.P.O) and Mrs. Promila Suhag (T.P.I), Kedarnath Aggarwal Institute of Management,
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ch. Dadri For their vigilant supervision, immaculate guidance, invaluable help, constant encouragement and giving me a great opportunity to work on such a learned project. I would also like to extend my sincere thanks to the respondents who spent their invaluable time in filling our questionnaire. Last but not the least, I owe my sincere regards to the Almighty for making me able to believe in myself and letting me utilize my potential to the fullest of my energy during the entire course of the study.

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PREFACE Summer Training constitutes an important part of a good practice Oriented management course. According to the syllabus of MBA each student of department has to go 6 week practical training in a commercial organization or industry. So on partial fulfillment of this requirement, I under went this training at CREWB.O.S. Products Limited. Practical training is necessary to learn as to how theoretical can be put to the practical uses. I went to the training knowing fairly well some basic principal of management and its allied out in the books are meant for ideal situation of a concern. So, much of that, at time, it seems as if they have lost their identity. During my short stay at the organization, I visited the entire department (Accounts department, Administration department, Business Development department, Corporate materials Department, E.D. Office, Engineering, Human resource Development, Improvement Team, M.D. Office, Maintenance Department,
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Personnel Department, Total Quality Management, Production Engg. Tool Room, Purchase Department, Marketing Department) located in factory premises. The way in which I collected information can be divided into three parts: 1. Discussion with management and its employees. 2. Observation. 3. Study of documents. The experience gained through was not of any specific nature but general one. We learnt how day-to-day problem significance is tackled by executives. How an industrial unit is run. The overall knowledge gained by me will be reflected in the training report itself.

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Company Profile of CREWB.O.S. PRODUCTS LIMITED

The organization got started out in 1988 as a name of Motherson Unimetax Pvt. Ltd. Then in 1992 it turns CREW B.O.S PVT. LTD. And in

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2004, it turns out into CREW B.O.S PRODUCTS LIMITED. The company is having total turn over of 250 crore. The companys net income rose from Rs/- 1314.69mn to Rs/- 1847.26mn while profitability grew by 43%. CREW B.O.S PRODUCTS LIMITED designs, manufactures and exports leather based fashion accessories and footwear. The companys products range of belts, bags, wallets, foot wears and small leather goods represents the international pulse of fashion as it is supplied to some of the worlds best and most renowned international brands and retail chains. An ISO 9001:2000 certified company crew b.o.s has six state- of- the- art leather finishing unit located at Maneser (Haryana) Operation Location 1. Tannery Jalandhar (Punjab) 2. Exclusive footwear Mahindra sez in Chennai manuf. Unit

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3. Headquarter Delhi (Noida) 4. Outsourcing & marketing office Kong(china) 5. Marketing Milano(Italy) 6. Resourcing Cairo (Egypt) Hong office office

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Logo of the company

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Vision
To emerge as a completely integrated and one-stop shop for fashion accessories and home decoration products through constant enlargement of product portfolio and by adopting the best technology available in the world.

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Punchline of the company Going beyond

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Products Crew BOS' Lifeline Crew BOS' niche product lines can be divided into four divisions: fashion bags and wallets division, belts and footwear division, home goods division and watch strap division.

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Fashion Bags & Wallets Division: The Fashion Bag division is the largest division with several manufacturing facilities. This division manufactures fashion bags for both women and men. The different facilities have specialized machineries and capabilities servicing the varied needs of buyers, right from embroidered bags, embellished mixed media bags to leather bags, they are all produced in these divisions. A variety of materials, both natural and manmade, are used to product these products. The Fashion bag and small leather goods are further sub divided into leather and non- leather goods. Mixed media, which is the merging of various

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materials and techniques, helps bring about a truly extra-ordinary product. The key here is Value Addition. These ranges extend from wallets, hand bags, business cases, all the way to travel luggage.

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Footwear Division: The Belt division has one of the most Modern manufacturing plants. Completely mechanized, the facility uses both traditional and modern techniques to produce high fashion belts as well as basic belts. The usage of traditional methods, such as hand stitching, hand padding, hand moulding, along with usage of sophisticated machinery on it's belts, make this division perhaps the most varied in its techniques, and one of it's kind, globally. The fashion footwear division, which commenced its manufacturing operations during 2003-04, has grown substantially. It produces a varied range of open footwear and keeps pace with the fast changing fashion trends.

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Watch Strap Division: The youngest division is the watch straps division. Crew BOS, has incorporated a wholly owned subsidiary to market this new product. The company is exploring new relationships on this front with leading watch manufacturers.

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Home Goods Division: What sets the Home Goods Division apart is that it has traditional artisans producing some of the most modern home products. This division excels in lighting, furniture, home decorative items, and gifts. Each product is Hand Crafted and still promises uniformity.

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Strategic objective

Continuously translate unique design ideas into innovative fashion concepts: such as differentiated materials and products for both the international and domestic markets. Emerge as a design destination for all companies/retailers looking at outsourcing value products. Build a powerful brand for its accessories and footwear range of products that is recognized the world over

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Corporate information Company secretary: Aggarwal Auditors: Goyal & Associates accountants 204-206, Siddharth chamber, New Delhi110016 Bankers: Bank ltd. Uti Bank ltd. Registrar & Share services Transfer Agent: nagar east of Kailash New Delhi-110065 Skyline Financial pvt. Ltd. 246, 1st floor sant Citi bank N.A The Karur Vysya Mr. Shiva Mr. Anil k. Charted

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Tel no: 01126292682/83 Fax: 01126292681 Registered office: tower-1, Janak puri New Delhi-110058 Tel no: 01145530149 Fax: 01145530148 Corporate office: phase 1 (Haryana) Tel no: 01244139400 Fax: 0124-400501 Email: communication@crewbos.com Web: www.crewbos.com 199, udyog vihar, Gurgaon-122016, 813/c, Jaina District centre

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Senior Management Team S.NO NAME DESIGNATION DEPARTMENT 1) 2) 3) H.O.D MR. TARUN OBERAI MR. RAKESH DIWAN M.P.SINGH HRM H.O.D M.D C.F.O

4) MUNISH SHARMA FINANCE 5) H.O.D A.K. SINHA DOCUMENTATION

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4) BD. RAJAN OBEROI RESOURCING 5) H.O.D ANURAG SHARMA IT

H.O.D

6) BD. A.M. SHARMA ADMINISTRATION 7) H.O.D 8) H.O.D 9) H.O.D NEERAJ KOHLI DESIGNING (BAGS) DEBASHISH DAS DESIGNING (BELT) ANIL THAPPAR DESIGNING

H.O.D

(WALLET) 10) ASHISH MALHOTRA DESIGNING (FOOTWEAR) H.O.D

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HR Initiatives As the company climbs the volume and value curve, CrewBOS Products Limited has in place a highly well- experienced and professional qualified management team at the helm to ensure it is a smooth and unhindered march. However, expanding this team, attracting and retaining the right management team and employees are critical. CREWB.O.S is in the process of formulating and implementing attractive reward and retention schemes for them such as employees stock option schemes(ESOPs), performance linked incentives, loyalty bonuses etc. which will help CREWB.O.S. to attract and retain the best talent across the industry around the world.

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Social Initiatives As the corporate India marches ahead, it is increasingly been accepted that we as responsible citizens need to participate in the all round welfare and development of the society. The companys training school in many ways provides fresh and young people a base to be trained and explore employment opportunities on a strong footing. CrewB.O.S. also runs a child education center to assist children of our employees with their studies after school hours to upgrade their general awareness. At the same time CrewB.O.S. is making a conscious effort to empower women by providing them with

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Buyers
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 Monsoon Fossil Marks & Spencer Esprit Next Gap Banana Republic Chicos Fat Face Debenhams J Jill AEO Armani

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Awards Crew B.O.S. has been recognized for its

creditable performance in leather / leather products export during the year 2001-02. The Council for Leather Exports (Sponsored by Ministry of Commerce, Government of India) has awarded CrewB.O.S. for: The Council for Leather Exports (Sponsored by Ministry of Commerce, Government of India) has awarded the Plaque award to Crew B.O.S. for Export Performance in Leather Goods (US $ ) 1 Million to US $ 5 Million) for the year 2001-02. The company was rated by Council of Leather Exports as a top exporter from North India for the financial year 1999-2000 in the category of leather goods and accessories.
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The company was awarded by the Department of Industries, 2001-2002 Government of Haryana for outstanding performance in Export for the year

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COMPANY ENTERPRISES

PROFILE

OF

BHARAT

BHARAT ENTERPRISES

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IDENTITY One of the leading manufacturer and

exporter of Finished Leather, Leather goods and Leather garments Well known as BHARAT LEATHER

GROUP since 1950.

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COMPANY BUSINESS

STRENGTHS

&

OTHER

Principal company one of the leading whole seller and manufacturer of different types of finished leather in INDIA. Selling our leather to leading manufacturer for products like Shoes, Garments, Bags, Gloves etc in domestic as well as international market Having own source of finance & own source of leather

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CAPACITY Present production capacity of 60000 pieces of garments and 30000 leather bags per month. Currently exporting 40000 pieces of finished leather garments and 20000 hand bags per month. Continuously trying to increase our export with our social & technical policies Having own source of finance & own source of leather

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COMMITMENT One of the best Manufacturer & Supplier for Good Quality products. Known for time bound Delivery Always providing competitive prices to buyers with good quality products We are people of commitment

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EXPORT GROWTH

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COUNTRY WISE EXPORT

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Sr. Management Team Mr. (Chairman) Mr. (President) Mr. Dilmohan Singh Director) Mr.N.Chakraborty Manager) Mr.Vikram Singh Bisht Gen. Manager) (Deputy (General (Managing Prithipal Singh Pratap Singh

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LADIES JACKETS

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MENS JACKETS

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LADIES BAGS

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Significance of the study The project undertaken by me on

COMPENSATION STRUCTURE show the over all fair wages & salary structure of CREWB.O.S. PRODUCTS LIMITED. The study helps me out What the company pay to the employees for their work in the organization. To know about the valuable information like how much the company increase the pay? promotions.demotions,transfers and terminations. To know about that how the company set the equal wages & salary for new and present employees.
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 Helps to know about the method of payment ( company make its payment on salary system? Helps to about the allowances which is given to the employees like HRA, CONVEYANCE, and MEDICAL. Helps to know that from which method the company pay the allowance like on salary basis or any other company policy. Helps to know about the benefits which is given to the employees like attendant, telephone/mobile, car facility, tour/travel concession, and any more benefits. Helps to know about the method of giving benefits. Helps to know about the overtime payment method.

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 Helps

to

differentiate

between

the

performers and non-performers that in turns helps to prepare the training model according to their requirement. Helps to create the competitive spirit and motivation. Helps to point-out the negative factor like biasness and delay in the payment. Thus these points helps the organization to improve their efficien

Review of Existing Literature Before starting my Project report on

COMPENSATION STRUCTURE I had to go through with various existing literature. It make me clear about current situation of Indian leather
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Industry such as what are the main factors existing in leather world, how the companies followed their HR practices, what are the past factors mainly affected the position of different reputated companies in the leather industry. This work has highlighted a wide range of studies, which provide evidence of benefits from skills, wants & need of the employees means are they satisfied with their salary any allowance are giving to them and they are getting benefits to the company policy. training and development for individuals and organizations. The literature on compensation structure workplaces and practices also shows a considerable weight of evidence to suggest that a range of HR practices are linked to organizational structure and are predominately adopted by organizations seeking to produce differentiated goods or services. The
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compensation structure appears to be an essential part of the success of implementing such practices, often mediated by the capability of the managerial workforce. My consideration of the literature suggests a chain of impact from a number of inputs affecting human capability which in turn affects the activity of people at work when they get a fair remuneration or equitable salary for their conyribution then it increase the productivity of the worker and quality of product. As like I learned more about to read this article: Evaluation: To be able to evaluate your own presentation as impartially as you can, make an effort to examine it from your HODs point of view. Evaluate Performance:
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Evaluate your fixed objectives considering which ones have been achieved and which ones have not. Think about your work, your position within the corporation, your obligations and tasks. Evaluate your salary at the difficult times. Consider if you have undertaken any extra duties or been involved in additional assignments, the manner in which you have handled challenges, improvements or setbacks. The evaluation and comparisons between your work and your colleague's work and the techniques by which you can enhance your worth in the corporation should also be considered. Means have you got according your work. Comprehensive Documentation : You should maintain comprehensive

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documentation of your activities associated with your work during the entire year. In addition, you must state your accomplishments. Bring together all the essential documentary proof to sustain your declarations, such as testimonials, letters and e-mails from superiors or clients. Formulate a record of all the training courses, seminars and conferences that you have attended. so the company make the fair increment for the employees. Be Honest: Be honest during setting of wages & salary. And workers also honest for the work and towards the company.

making a compensation structure is never easy;

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but by following the tips above, we can be well prepared. As like many reviewe are undertaken by me during my project report.

CONCEPTUALIZATION compensation Compensation refers to providing equitable and fair remuneration to the employees for their contribution in the organization. It consists following activities: Job evaluation Wages & salary administration Bonus & incentive

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Job evaluation:- It is the process of relative worth of job. It is an orderly and systematic technique of determining the relative worth of the various jobs within the organization so as to develop an equitable wages and salary structure. DEFINITION: The I.L.O. defines job evaluation as an attempt to determine and compare demands which the normal performance of a particular job makes on normal workers without taking into account the individual abilities or performance of the workers concerned.

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A job evaluation analyzes jobs and groups them into categories of equal worth. Jobs are different from one another because of the tasks and skills necessary to perform those jobs. Different tasks emphasize different requirements, factors, or competencies. Most jobs are composed essentially of the same factors or competencies-it's only a matter of the degree that constitutes the difference. For example, a drill press operator and a computer programmer have certain educational requirements-but each requires different skill sets. In smaller organizations, job evaluations are usually handled by a human resources (HR) department that sets wage rates, classifies jobs, and develops employee performance rating procedures as well as incentives. As a guide in making these policy decisions, HR typically
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performs periodic wage surveys of current market rates for those positions and tracks the number of hours worked and fringe benefits of employees in similar positions. Large organizations for often these employ duties. a In wage some

administrator

organizations, industrial engineering becomes involved-either with direct responsibility or for providing guidance and assistance. Departmental managers and supervisors play vital roles because of their knowledge of specific positions. It's important to distinguish between rating the job and rating the person. A job evaluation is concerned only with job requirements-the duties, responsibilities, demands, and work conditions. Individual worker performance is a separate and distinct function called performance appraisal and deals specifically with the level of individual
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operator performance. These two functions are separate, but closely linked.

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Objectives of job evaluation The general purpose of job evaluation may include a number of more specific goals: 1. To provide a basis for a simpler, more rational wage structure; 2. To provide an agreed-upon means of classifying new or changed jobs; 3. To provide a base for individual performance measurements; 4. To reduce pay grievances by reducing their scope and
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providing an agreed-upon means of resolving disputes; 5. To provide incentives for employees to strive for higher-level jobs; 6. To provide information for wage negotiations; 7. To provide data on job relationships for use in internal and external selection, personnel planning, career management, and other personnel functions.

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ADVANTAGES OF JOB EVALUATION 1)Job evaluation is a logical and objective technique of ranking jobs and removing wage inequities. 2)It is helpful in developing an equitable, rational wage and salary structure. 3)It helps to improve industrial relation by reducing employee doubts and grievances arising out of wages. 4)It increases employee satisfaction on wage differential. 5) It helps in fitting new jobs at their appropriate place in the existing wage structure. 6)It provides a clear and objective basis for wage negotiations and collective bargaining. 7)Job evaluation in variably involves detailed analysis of a job. Data generated in job
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evaluation

is

very

useful

in

selection,

placement and training of the employees.

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Job evaluation process Gaining acceptance Constituting job evaluation committee Selected jobs to be evaluated Describing the jobs Selecting the method of evaluation Weighting job factors Assigning money values Review

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How is compensation used? Compensation is a tool used by management for a variety of purposes to further the existance of the company. Compensation may be adjusted according the the business needs, goals, and available resources. Compensation may be used to:

recruit and retain qualified employees. increase or maintain morale/satisfaction. reward and encourage peak performance. achieve internal and external equity. reduce turnover and encourage company loyalty. modify (through negotiations) practices of unions.

Recruitment and retention of qualified employees is a common goal shared by many employers. To
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some extent, the availability and cost of qualified applicants for open positions is determined by market factors beyond the control of the employer. While an employer may set compensation levels for new hires and advertize those salary ranges, it does so in the context of other employers seeking to hire from the same applicant pool. Morale and job satisfaction are affected by compensation. Often there is a balance (equity) that must be reached between the monetary value the employer is willing to pay and the sentiments of worth felt be the employee. In an attempt to save money, employers may opt to freeze salaries or salary levels at the expence of satisfaction and morale. Conversely, an employer wishing to reduce employee turnover may seek to increase salaries and salary levels.
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Compensation may also be used as a reward for exceptional job performance. Examples of such plans include: bonuses, commissions, stock, profit sharing, gain sharing.

Basic pay:Basic pay is received by all and is the main component of an individual's salary. It is the fundamental component of military pay. All members receive it and typically it is the largest component of a member's pay. A member's grade (usually the same as rank) and years of service determines the amount of basic pay received. Commission:The payment of commission as remuneration for services rendered or products sold is a common
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way to reward sales people. Payments often will be calculated on the basis of a percentage of the goods sold. Offering monetary compensation in the form of commission alone, or commission in addition to salary rather than simply a fixed salary, is intended to create a strong incentive for employees to invest maximum effort into their work. Common industries where commission is used include car sales, property sales, insurance broking and many other sales jobs. A fee charged by a broker or agent for his/her service in facilitating a transaction, such as the buying or selling of securities or real estate. In the case of securities trading, brokers can be split into two broad categories depending on the commissions they charge. Discount brokers charge relatively low commissions, but provide no services beyond executing trades. Full service brokers charge

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higher commissions, but provide research and investment advisory services. Overtime pay It is extra cash compensation for the hours nonexempt (eligible) employees work in excess of 40 in one workweek. Employers may start a workweek on any hour of any day in the calendar week. (It does not have to be the traditional 8:00-5:00, Monday through Friday workweek with time off for weekends.) Employers may also create a workweek that differs from those of other employees working in the same establishment. Employers may pay eligible employees by some other method than hourly, such as by piecework or annual salary. But, in any case, employers

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must still calculate overtime pay based on the hours eligible employees work per workweek. Overtime pay is due on the regularly-scheduled paydays for which employees earned it. For example, if an employer pays regular wages every Friday, then every Friday the overtime pay employees earned in the same workweek is also due and payable.

White-collar executive, administrative and professional employees who earn more than 250rs/- per week and regularly exercise discretion and independent judgment with respect to matters of significance. Employees who earn 1000 or more per year, and also customarily and regularly perform any one or more of the exempt duties or responsibilities of executive, administrative, or professional employees.
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Certain computer professionals who earn more than 250rs/- in weekly salaries or 27.63 in hourly wages, depending on their specific job duties.

Bonus:A sum of money given or granted to an employee in addition to the employees usual compensation in order to recognize specific accomplishments. A monetary incentive placed on a specific milestone within a contract for the expressed purpose of completing that element within the prescribed time. Salary:A salary means you get paid a certain amount of money no matter how many hours you work. If you work more hours, nothing special happens.

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People on salary usually don't punch into a timeclock for this reason. Wages:A wage means you get so much per hour. If you work more hours, you get more money. People who get paid by the hour usually have to clock in and out using a timeclock.

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What are the components of a compensation system? Compensation will be perceived by employees as fair if based on systematic components. Various compensation systems have developed to determine the value of positions. These systems utilize many similar components including job

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description, procedures.

salary

structure,

and

written

The components of a compensation system include:

Job Descriptions A critical component of both compensation and selection systems, job descriptions responsibilities, define in writing the requirements, functions,

duties, location, environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.

Job analysis:- The process of analyzing jobs from which job descriptions are developed. Job analysis techniques include the use of interviews, questionnaires, and observation. Job evaluation:- A system for comparing jobs for the purpose of determining appropriate
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compensation levels for individual jobs or job elements. There are four main techniques: Ranking, Classification, Factor Comparison, and Point Method.

Pay Structures:-Useful for standardizing compensation practices. Most pay structures include several grades with each grade containing a minimum salary/wage and either step increments or grade range. Step increments are common with union positions where the pay for each job is pre-determined through collective bargaining. Salary Surveys:- Collections of salary and market data. May include average salaries, inflation indicators, cost of living indicators, salary budget averages. Companies may purchase results of surveys conducted by survey vendors or may conduct their own

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salary surveys. When purchasing the results of salary surveys conducted by other vendors, note that surveys may be conducted within a specific industry or across industries as well as within one geographical region or across different geographical regions. Know which industry or geographic location the salary results pertain to before comparing the results to your company.

Policies and Regulations

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What are different types of compensation? Different types of compensation include:

Base Pay Commissions Overtime Pay Bonuses, Profit Sharing, Merit Pay Stock Options Travel/Meal/Housing Allowance Benefits including: dental, insurance, medical, vacation, leaves, retirement, taxes...

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Bonus and incentive compensation plan Bonus and incentive compensation plans follow a formalized program based on predetermined goals or achievements. The purpose of bonus and incentive plans is to encourage employees to exceed normal job expectations in support of departmental and institutional goals. Bonus and incentive compensation plans require prior Vice review and approval from the Human and Resources, department administration and the President/Dean. Once bonus incentive plans have been finalized, they are administered at the department level Definition Incentive:- A pay plan that is designed to reward the accomplishment of specific results.

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An incentive payment is tied to expected results which are identified at the beginning of a performance incentive cycle. An incentive plan is forward-looking in contrast to a bonus; it is An is delivered through a formal, performance and reward documented, and approved plan based on a predetermined schedule. Employee performance is measured against the goals and objectives of the plan. The incentive may be paid in an accounting period (i.e., pay period, month, quarter, year, or multiyear) or upon an event (reaching an objective, completing a project, etc.). A unit head or supervisor may develop and recommend a formal incentive plan for one or more employee(s) in the unit. Compensation is available to consult on the design of the

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incentive plan. The plan proposal must include the following: what the plan intends to accomplish; who may participate in the plan; how funds will be generated to pay for the plan; how individual or group reward amounts will be determined; when payments will be made; how long the program will last; all potential positive and negative

impacts of the plan; and how the plan will be communicated, documented, and administered. Any incentive plan payment to a non-exempt employee must be included in average hourly earnings when calculating overtime pay.

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COMPENSATION STRUCTURE OF CREWB.O.S PRODUCTS LIMITED CREWB.O.S have its compensation structure like as follows: FOR STAFF For staff member the house rent allowance is the 50% of the basic salary and traveling allowance is Rs/- 800 fixed for every staff member. And PF is fixed @ 12% of basic salary and ESI is 1.75% of gross salary. Company paid allowances like HRA, CONVEYANCE, AND MEDICAL to the staff members on salary basis. Company paid fringe benefits like mobile phone, car facility, tour/travel concession, academic research to the employees according to their work. FOR WORKERS For workers the HRA is the 50% of basic salary, and traveling allowance is Rs/- 800 is fixed.

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If the salary is less than 5500 than there is no PF and ESI. OVERTIME POLICY FOR WORKERS If the worker have less than 5000/- than it got on the ratio of salary. And if salary is: Salary scale sunday 5000-6000 37.5/6000-10000 50/10000-15000 62.5/normal day 25/33/42/-

A worker can do the 4 hours overtime in a week and 16 hours in a month, BONUS Bonus is fixed and it paid annually to the employees.

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Focus of the problem While studying the compensation structure of crewbos products limited I found some problem like as follows: The company has no any particular criteria for deciding the salary of an employee. The company gave the benefits on salary basis. There is no any extra pay for better performance, bonus is paid only annually. Overtime policy is different at salary scale.

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Objective of the study To know about the compensation structure of the organization. To compare the appraisal practices on the basis of various factors with other industry. To know about the various methods of wages & salary. To know about that what type of facilities are provided by the company to the employees.

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HYPOTHESES

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Research methodology Methodology is defined as "the systematic study of methods that are, can be, or have been applied within a discipline. Or It is defined as "the analysis of the principles of methods, rules, and postulates discipline. It undertakes the following: Research design. Survey population. Sample. Collection of data. Analysis of data. employed by a

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 Research design: It is defined, as, a plan outlining how information is to be gathered for an assessment or evaluation that includes identifying the data gathering method. The project focuses on analyzing the COMPENSATION STRUCTURE of CREWB.O.S. PRODUCTS LIMITED and the comparative study of it with its competitor BHARAT ENTERPRISES.

Universe and survey population: Population: The population used in the study includes the workers and the

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employees

working

with

CREWB.O.S.

PRODUCTS LIMITED. The total employees working with the CREWB.O.S. are 100 and PRODUCTS the workers LIMITED

employed with it are 300. The total employees working with the Bharat Enterprises are 50 and the workers employed with it are 250. The sample undertaken out of whole population is very prominent for the study. Like, I had undertaken 20 employees and 20 workers in both of the companies. Sampling method:

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To avoid the biasness in sample chosen, RANDOM SAMPLING METHOD has been adopted to select the sampal.

Collection of data: The data collected in contrast to the project report are primary as well as secondary.

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Primary data is collected by the questionnaires, information and survey. Secondary data is collected by past information, annual report of the organization and in house magazines of the company and World Wide Web. extracted through personnel meetings with the people concerned in this group

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ANALYSIS ANALYSIS OF CREWB.O.S. PRODUCTS LIMITED (FOR WORKERS) How to set the wages & salary for new employees? BASE EDUCATION EXPERIENCE ACC. TO ACT COMPANY POLICY EXP & ACC. TO ACT % 5 60 90 0 50

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What type of allowances is given by the company? BASE EDUCATION HOUSE RENT ALLOWANCE MEDICAL TIFFIN CONVEYANCE % 80 80 0 0 70
% EDUCATION HOUSE RENT ALLOWANCE MEDICAL TIFFIN CONVEYANCE

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On what basis overtime is done by the workers? BASE DAILY WEEKLY ACC. TO COMPANY NEED % 0 30 70
%

DAILY WEEKLY ACC. TO COMPANY NEED

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How much the workers are satisfied with the over time? BASE FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED % 15 30 35 20

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% FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED

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How much the workers are satisfied with the wages & salary package of the company? BASE FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED % 10 20 45 25

% FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED

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FOR STAFF How to set the wages & salary for new employees(staff)? BASE EDUCATION EXPERIENCE COMPANY POLICY OTHERS % 30 35 10 25
% EDUCATION EXPERIENCE COMPANY POLICY OTHERS

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What type of allowances is given by the company ? BASE EDUCATION SHOUSE RENT ALLOWANCE MEDICAL TIFFIN CONVEYANCE % 80 80 0 0 70

EDUCATION HOUSE RENT ALLOWANCE MEDICAL TIFFIN CONVEYANCE

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What type of fringe benefits given by the company? BASE FURNISHED HOUSE ATTENDANT TELEPHONE/MOBILE CLUB MEMBERSHIP ACADEMIC RESEARCH CAR FACILITY TOUR/ TRAVEL CONCESSION % 0 40 80 0 80 20 20

FURNISHED HOUSE ATTENDANT TELEPHONE/MO BILE CLUB MEMBERSHIP ACADEMIC RESEARCH CAR FACILITY TOUR/ TRAVEL CONCESSION

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IN WHICH FORM THEY GETTING BENEFITS? BASE MONETARY NON- MONETARY % 60 40

%

MONETARY NONMONETARY

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How many employees are satisfied with the wages & salary package of the company? BASE FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED % 60 20 10 10

% FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED

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COMPARISION BETWEEN CREW B.O.S AND BHARAT ENTERPRISES 1) How to set the wages & salary for new workers? BASE EDUCATION BASIS EXPERIENCE COMPANY POLICY ACC. TO ACT EXP AND ACC. TO ACT CREW B.O.S (%) 5 60 90 0 50 BHARAT ENTERPRISES(%) 10 30 0 40 20

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CREW B.O.S (%) 100 90 80 70 60 50 40 30 20 10 0 EXPERIENCE EDUCATION BASIS

BHARAT ENTERPRISES(%)

ACC. TO ACT

2) what type of allowances is given by the company?

EXP AND ACC. TO ACT

COMPANY POLICY

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BASE EDUCATION ALLOWANCE HOUSE RENT ALLOWANCE MEDICAL TIFFIN CONVEYANCE

CREW B.O.S (%) 80 80 0 0 70

BHARAT ENTERPRISES (%) 0 35 10 0 55

CREW B.O.S 100 80 60 40 20 0

BHARAT ENTERPRISES (%)

HOUSE RENT ALLOWAN CE

TIFFIN

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3) On what basis overtime is done by the workers? BASE DAILY WEEKLY ACC. TO COMPANY NEED CREW B.O.S (%) 0 30 70 BHARAT ENTERPRISES (%) 0 30 70

CREW B.O.S 80 70 60 50 40 30 20 10 0

BHARAT ENTERPRISES (%)

DAILY

WEEKLY

ACC. TO COMPANY NEED

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4) How much the workers are satisfied with the over time? BASE FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED CREW B.O.S (%) 15 30 35 20 BHARAT ENTERPRISES (%) 60 10 20 10
BHARAT ENTERPRISES (%)

CREW B.O.S 70 60 50 40 30 20 10 0
ED

SF IE D

TI SF I

TR AL

SA TI

EU

FU LL

IS SA T

SA

IS F

IE D

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5) How much the workers are satisfied with the wages & salary package of the company? BASE FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED CREW B.O.S (%) 10 20 45 25 BHARAT ENTERPRISES (%) 40 30 20 10

CREW B.O.S 50 40 30 20 10 0
ED

BHARAT ENTERPRISES (%)

TI SF I

IS FI E

TR A

AT

EU

FU LL

IS

S A

TI S

FI E

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STAFF 6) How to set the wages & salary for new employees (staff)? BASE EDUCATION EXPERIENCE COMPANY POLICY OTHERS CREW B.O.S (%) 30 35 10 25 BHARAT ENTERPRISES (%) 30 35 15 20
BHARAT ENTERPRISES (%)

CREW B.O.S 40 30 20 10 0 EDUCATIO N

EXPERIEN CE

COMPANY POLICY

OTHERS
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7) What type of allowances is given by the company? BASE EDUCATION HOUSE RENT ALLOWANCE MEDICAL TIFFIN CONVEYANCE CREW B.O.S (%) 50 80 80 0 100 BHARAT ENTERPRISES (%) 0 35 10 0 55

CREW B.O.S 120 100 80 60 40 20 0 EDUCATIO N

BHARAT ENTERPRISES (%)

TIFFIN

HOUSE RENT ALLOWAN

CONVEYA NCE

MEDICAL

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8) What type of fringe benefits given by the company? BASE CREW B.O.S (%) FURNISHED HOUSE 0 ATTENDANT 40 TELEPHONE/MOBILE 80 CLUB MEMBERSHIP 0 ACADEMIC 80 RESEARCH CAR FACILITY 20 TOUR/ TRAVEL 20 CONCESSION BHARAT ENTERPRISES (%) 0 20 25 0 10 20 25

CREW B.O.S 100 80 60 40 20 0

BHARAT ENTERPRISES (%)

ATTENDANT

CLUB MEMBERSHI P

CAR FACILITY

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9) In which form they get fringe benefits? BASE MONETARY NONMONETARY CREW B.O.S (%) 60 40 BHARAT ENTERPRISES (%) 55 45

CREW B.O.S 80 60 40 20 0

BHARAT ENTERPRISES (%)

MONETARY

NONMONETARY

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10) How many employees are satisfied with the wages & salary package of the company? BASE FULLY SATISFIED SATISFIED NEUTRAL DISSATISFIED CREW B.O.S (%) 60 20 10 10 BHARAT ENTERPRISES (%) 30 40 10 20
BHARAT ENTERPRISES (%)

CREW B.O.S 70 60 50 40 30 20 10 0 FULLY SATISFIED

DISSATISFI ED

SATISFIED

NEUTRAL

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LIMITATION OF THE STUDY I have no sufficient time for completing the project. I have rigid area for the study. Management level has no time so have taken only middle and lower level for the study. In the company there are many employees and work load is also more so they couldnt give me their time for the study.

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Hierarchical organizational structure of CREWB.O.S Managing Director

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Executive Director Chief Financial officer Sr. Vice President Vice President General Manager Asst. General Manager Manager Asst. Manager Sr. Executive Executive Asst. Executive Sr. Officer Officer

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Asst. Officer Supervisor Assistant Trainee

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REFERENCE

www.google.com www.crewbos.com www.citehr.com www.wikipedia.com Gupta, C.B. Human Resource Management CrewB.O.S. Annual Report 2006-07

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FINDINGS When I have completed my project after that I found that middle level is more satisfied with the salary structure than the lower level. 95% employees of middle level are satisfied with the whole compensation structure of the company. 80% workers are satisfied with the compensation structure of the company. Lower level wants that the increment in the salary should be on the basis of better performance and the company should have provide a particular dress for the workers.

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HYPOTHESES H0

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