A

Project Report
On Management Control System

Submitted To: Prof. Sidharth Mehta

Submitted By:Arun Choudhary (166)

Ronak Chhajed (167)
Nusrat Supediwala (169)
Sapan Raikwar (168)
Amit Upadhyay(170)

Acknowledgement
A good teacher is the one who show the path and is the only light before him to
guide, lead, courage and motivate high on lifes journey and guest to attain the
unknown with regards of getting knowledge and learning. We take this opportunity
to express my profound gratitude and deep regards to our guide Prof. Sidharth
Metha for their exemplary guidance, monitoring and constant encouragement
throughout the course of this also of format of report writing. The blessing, help
and guidance given by them time to time shall carry us a long way in the journey
of life on which we are about to embark. We would also like to thank Mr. Shabbir
Matiya (HR Manager of IndiaNIC) for providing information about policy of
IndiaNIC. A number of people provided us with their assistance, Encouragement,
enthusiasm, without him this project would not have been possible.

HR Manager: Shabbir Matiya

1. About the Company.

It is a software engineering company.

The Company is about IT sector
Around 500 employees are there in 2 shift(24*7)
Its fully CC TV surveillance
Based on the clients they do analysis and on projects requirement
Employers always highly appreciate on the basis of honesty,

openness, integrity, initiative, sociability.

18 days holiday in a year, every second Saturday is holiday and 13
festivals holiday.

2. HR planning

HR planning is based on client requirement and project requirement.

HR manger do the analysis for specific position and specific technology.

3. Recruitment

Employee referral, in that on the basis of references of employees they recruit the

candidate. It is there own policy.

Technical forums
Blogs
Taking help from recruitment consultant
85% they go outside in campus interview (Nirma, B.K, LJ etc)

4. Selection Steps

After screening the C.V HR calls respective candidate

He /she takes initial HR interview in that aptitude test is taken.
If selected than schedual first round interviews
If candidates far away then they use social media, Telephonic interview, Skype and
Google Hang-outs

If selected than Department head take the interview. And after finalizing
Than HR manager take the final interview.

5. Induction process

They provide One day induction process in that they give brief about company,
introduction of other employees and other department and guide about the work

which new candidates has to do.

Give the information about policy, culture and benefit.
And also give the details of project which they will do from next day.
Also explain the companys expectation from candidate.
HR generalist give the details about facility provided in indiaNIC.

6. For performance appraisal they check following parameters.

Every quarter they see review (KRA) of the employee

Time frame, task which is given is completed on time or not
Goal setting vs. Assignee requirement.
Average rating (chart) affects increment
Based on the projects (qualitative data)
Self rating- In self rating chart employee prepares chart of itself monthly what he
have to do in particular days. Targets are to be mentioned by them. So they can have

clear cut thoughts to plan their strategy in their way.

report rating - In report rating every department keeps the data of the particular

employee and marks his performance on daily basis

Task rating- In task rating each and every department sees in the end of the month
what employee has been done throughout the month. Is their sales of the project is
done yet or not.

7. Fringe/perquisites or bonus /incentives to motivate.

No bonus or incentives are provided to employees because if they do this to their

employee. They will only be focused on the quantitative of the work not on the quality

of the work. So its important not to provide incentives towards work.

But if Department head feel than they give extra benefit to employee but there is no
thumb-rule.

8. If employee is terminated.

They take interview (terminate interview) - Terminating an employee is never a joyous

experience for the organization or the recipient of the pink slip. However, terminations
are a fact of doing business. In light of today's security-conscious business environment,
planning ahead on how to manage terminations can improve the security of your

organization.
Stay in interview (new) - Stay-in interview: A stay interview is a periodic one-on-one
structured retention interview between a manager and a highly valued at-risk-of-leaving
employee that identifies and then reinforces the factors that drive an employee to stay. It

also identifies and minimizes any triggers that might cause them to consider quitting.
Company Terminates employee because of performance

9. Training is being done on the basis of following things

Requirement of up gradation of technology.

Quickly grasping technology.
Weather is he/she is able to cope-up with the technology
They see employees attitude/maturity towards his job sometimes employee found it very
lucid to work-out with the gadgets of the technology that attitude is very useful for us.

10. For Training

They switch employee to one department to other.

HR manger and training head decide whom to give training.
Tie up with AMA, in that they organize workshop at AMA and only employee of their
company is being trained.

11. Succession planning

There is no formal succession planning but if situation arise at that time 80% priority is
given to outsider.

12. There attrition rate is very low i.e. 6%.

13. They provide internship and that is also paid internship (15k 20k). And if they found candidate performing well than they select
that candidate for final placement.
14. Other problem of employees.

Employee have family problem so sometimes they have feel under pressure so work is

suffered and impacts employee performance

Employee voluntarily terminates the contract of service

15. Hierarchy

Hierarchy is open hand. And it is Very flexible

Each department have to report to the manager.

16. Payment slab

Basic- 40%
DA-50%
HRA 10%
CA%- 4.7%
PF- 12%
ESIC- 4.75%
Others- 1.75%

Discussion Guide
1. What have been your hiring strategies? How do you find talented people for
the company?
2. What factors do you considered as HR planning?
3. What is the Selection process/steps?
4. How many employees are working in the organization/shifts?
5. What is your requirement process?
6. What are the Parameters of performance appraisal?
7. What are the fringe/perquisites or bonus /incentives to motivate?
8. Is there any Succession Planning?
9. You go outside for finding for filling up the vacant place?
10.How you handle the conflict.
11. Do you provide internship?
12. To whom you provide the triaging
13.What are parameters of training?
14. What is your attrition report?
15.How many leaves you provide in a year?
16. How you give induction?
17. How many days you provide for induction.
18. How you measure the performance?
19. What you provide to employee if productivity is not increasing.
20. What is your payment slab?