An

Industries Internship Report

ON

“EMPLOYEE MANAGEMENT”

UNDERTAKEN AT

BHAGYALAXMI GAS INDUSTRIES

VADODARA

DURATION:

1ST DECEMBER,2017 TO 31ST MARCH 2018

SUBMITTED BY:

KRUNAL PATEL (05)

BATCH 2016-2018

REPORT SUBMITTED TO

SEMCOM/SARDAR PATEL UNIVERSITY

VALLABH VIDHYANAGAR

IN FULFILLMENT OF THE

M.COM( E-BUSINESS)

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 PREFACE

Management study can never be complete with theoretical study. There requires some practical

knowledge for a successful tycoon and perfection is the basic necessity of a management student.

Hence, training provides a golden opportunity with working environment.

The main objective of the practical training is to know about the corporate environment and

prevailing activities and understand them on practical basis as well as practical.

It gives me immense pleasure of being part of BHAGYALAXMI GAS INDUSTRIES, Vadodara in span of

4 Months. This precious time of project was fruitful to correlate the entire theoretical concept as well as the

industrial practices. I have tried by best to fulfil the requirements for my Final placement to be useful for

HUMAN RESOURCE Department as well as me too.

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 ACKNOWLEDGEMENT

No work is considered complete unless due ineptness is expressed to all those who made the work

successful. Concentration, dedication, hard work & applications are essential but, not the only factors

to achieve the desired goal.

I would like to express my heartfelt thanks to SEMCOM, S.P. UNIVERSITY, Vidyanagar and

BHAGYALAXMI GAS INDUSTRIES for giving me an opportunity to carry out my internship

training as a part of my M.Com (E- Business) course.

I am hardly indebted to MR. BHAVIN PATEL (M.D.), MR. BHOGILAL PATEL(Co-Founder)

who gave me weighty guidance of Digital Marketing.

I would also like to express my sincere thanks to DR. WAHEEDA THOMAS (Principal,

SEMCOM) for the allowing me to undergo Industrial Internship Program and learn the basic

corporate environment at its best.

I would like to express my deep sense of gratitude to DR. AJAYRAJ VYAS and MS. HIRAL

PATEL (Placement councillor and mentor) who guided me in preparing this report. I take this

opportunity to express my deep sense of gratitude to all those who have helped me throughout this

organization study.

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 Certificate

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 INDEX

CHAPTER TOPIC PAGE NO.

NO.

1 INTRODUCTION

1.1 WHAT IS HUMAN RESOURCE

MANAGEMENT?

1.2 KEY ELEMENT OF HRM

1.3 AGENDA OF HRM

1.4 ADVANTAGE OF HRM

2 ABOUT THE COMPANY

2.1 COMPANY VISION

2.2 COMPANY MISSION

3 LEARNING,employee mgt
4 CONCLUSION

INTRODUCTION

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 WHAT IS HUMAN RESOURCE MANAGEMENT?
Human resources is used to describe both the people who work for a company or organization and
the department responsible for managing res ources related to employees. The term human
resources was first coined in the 1960s when the value of labour relations began to garner attention
and when notions such as motivation, organizational behaviour, and selection assessments began to
take shape.
Human resource management is a contemporary, umbrella term used to describe the management
and development of employees in an organization. Also called personnel or talent management
(although these terms are a bit antiquated), human resource management involves overseeing all
things related to managing an organization’s human capital.
Human resource management is therefore focused on a number of major areas, including:

 Recruiting and staffing

 Compensation and benefits
 Training and learning
 Labour and employee relations
 Organization development

Due to the many areas of human resource management, it is typical for professionals in this field to
possess specific expertise in one or more areas. Just a few of the related career titles for HR
professionals include:

 Training development specialist

 HR manager
 Benefits specialist
 Human resource generalist
 Employment services manager
 Compensation and job analysis specialist
 Training and development manager
 Recruiter
 Benefits counsellor
 Personnel analyst

Human resource management involves developing and administering programs that are designed to
increase the effectiveness of an organization or business. It includes the entire spectrum of creating,
managing, and cultivating the employer-employee relationship.
For most organizations, agencies, and businesses, the human resources department is responsible for:

 Managing job recruitment, selection, and promotion

 Developing and overseeing employee benefits and wellness programs
 Developing, promoting, and enforcing personnel policies
 Promoting employee career development and job training
 Providing orientation programs for new hires


Human resource management is about:

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  Addressing current employee concerns: Unlike company managers who oversee the day-to-
day work of employees, HR departments deal with employee concerns such as benefits, pay,
employee investments, pension plans, and training. Their work may also include settling
conflicts between employees or between employees and their managers.
 Acquiring new employees: The human resource management team recruits potential
employees, oversees the hiring process (background checks, drug testing, etc.), and provides
new employee orientation.
 Managing the employee separation process: The HR management team must complete a
specific set of tasks if an employee quits, is fired, or is laid off. Paperwork must be completed
to ensure that the process was completed legally. Severance pay may be offered or
negotiated, benefits must be settled, and access to company resources must be severed via the
collection of keys, badges, computers, or sensitive materials from the employee.
 Improving morale: Effective HR teams encourage company employees to do their best,
which contributes to the overall success of the company. Their work often involves rewarding
employees for good performance and creating a positive work environment.

The Changing Shape of Human Resource Management

Human resource management involves both strategic and comprehensive approaches to managing
people, as well as workplace culture and environment.
The role of human resources professionals is to ensure that a company’s most important asset—its
human capital—is being nurtured and supported through the creation and management of programs,
policies, and procedures, and by fostering a positive work environment through effective employee-
employer relations.
The concept behind human resource management is that employees who are subject to effective
human resource management are able to more effectively and productively contribute to a
company’s overall direction, thereby ensuring that company goals and objectives are accomplished.
Today’s human resource management team is responsible for much more than traditional personnel
or administrative tasks. Instead, members of a human resource management team are more focused
on adding value to the strategic utilization of employees and ensuring that employee programs are
impacting the business in positive and measurable ways.
An August 2014 Forbes article explored the shifting goal of today’s human resource management
teams. More specifically, the article found that HR teams focused on things that don’t add true value
to the organization are often deemed reactive, uncreative, and lacking basic business understanding.
On the other hand, HR professionals who want to be recognized as true business partners must see
themselves as business people who specialize in HR, not as HR people who advise a business.
Today’s’ human resources managers/business partners must understand the workings of the business
and be able to comfortably speak the language of business leaders in order to have a measured and
proven impact on business objectives.
Key Elements of HRM

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HRMS allow enterprises to automate many aspects of human resource management ,with the dual
benefits of reducing the workload of the HR department as well as increasing the efficiency of the
department by standardizing HR processes. Currently Human Resource Management Systems have
the following key modules:

Organization
Payroll
Time & Attendance
Benefits Administration
HR Management Information System
Recruiting
Training
Employee Self-Service
Reports

Organization
The Organization module is organization structure such as company, location, department,
designations, employee group and organization change such as resignation, termination, transfer,
promotion.

Payroll
The payroll module automates the pay process by gathering data on employee time and attendance,
calculating various deductions and taxes, and generating periodic pay cheques and employee tax
reports. Data is generally fed from the human resources and time keeping modules to calculate
automatic deposit and manual cheque writing capabilities. This module can encompass all employee-
related transactions as well as integrate with existing financial management systems.

Time & Attendance

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The Time & Attendance Module automates time tracking related processes and enhances the
organization's performance by eliminating paperwork and manual processes associated with time and
attendance needs. The sophisticated module helps to efficiently organize labor data, improve the
workforce management and minimize errors in enforcement of company's attendance policies.

Benefits Administration
The benefits administration module provides a system for organizations to administer and track
employee participation in benefits programs. These typically encompass insurance, compensation,
profit sharing and retirement.

HR Management Information System

The HR management module is a component covering many other HR aspects from application to
retirement. The system records basic demographic and address data, selection, training and
development, capabilities and skills management ,compensation planning records and other related
activities. Leading edge systems provide the ability to "read" applications and enter relevant data to
applicable database fields, notify employers and provide position management and position control
not in use. Human resource management function involves the recruitment, placement, evaluation,
compensation and development of the employees of an organization.

Recruiting
Online recruiting has become one of the primary methods employed by HR departments to garner
potential candidates for available positions within an organization. Talent Management systems
typically encompass:

 Analyzing personnel usage within an organization

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  Identifying potential applicants
 Recruiting through company-facing listings
 Recruiting through online recruiting sites or publications that market to both recruiters and
applicants.

The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and
across general or industry-specific job boards and maintaining a competitive exposure of
availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS',
module.

Training
The training module provides a system for organizations to administer and track employee training
and development efforts. The system, normally called a Learning Management System if a stand
alone product, allows HR to track education, qualifications and skills of the employees, as well as
outlining what training courses, books, CDs, web based learning or materials are available to develop
which skills. Courses can then be offered in date specific sessions, with delegates and training
resources being mapped and managed within the same system. Sophisticated LMS allow managers to
approve training, budgets and calendars alongside performance management and appraisal metrics.

Employee Self-Service
The Employee Self-Service module allows employees to query HR related data and perform some
HR transactions over the system. Employees may query their attendance record from the system
without asking the information from HR personnel. The module also lets supervisors approve O.T.
(Overtime) requests from their subordinates through the system without overloading the task on HR
department.

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Reports
The Reports Module provides customized reporting according to employees individual needs. Any
number of reports can be defined by selecting from a range of search criteria and report fields.
Report definitions can be saved to avoid repeating this task. Once the report definition is saved the
report can be generated by providing the required criteria data.

The Agenda of Human Resource Management

Today’s HR management team must focus their efforts on five, critical areas, according to
the Forbes article:
Define and align organizational purpose: A company’s employees must be able to clearly
articulate why the company exists in order to achieve a purpose-driven, sustainable, high-performing
organization. Employees must also understand how their efforts connect, or align, with the
organization’s purpose.

Recruit the best talent by creating, marketing, and selling an Employee Value Proposition
(EVP): False marketing and misconceptions about an organization are some of the main reasons why
the employer-employee relationship fails. Therefore, companies must create, market, and sell an
EVP that is true and accurate as to not mislead potential employees.

Focus on employee strengths: Companies must make every effort to understand what candidates
and employees do best and put them into roles where they can play to their strengths as much as
possible.

Create organizational alignment: Achievements must align with the organization’s objectives so as
to build a successful and sustainable organization.

Accurately measure the same things: All internal departments and employees must be measuring
the same things as to achieve a definitive organizational result and to ensure that everyone knows
exactly where the organization is at all times.

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ADVANTAGE OF HRM

Improve employee turnover

High employee turnover hurts a company’s bottom line. It cost twice as much as a current
employee’s salary to find and train a new recruit. As an human resource professional, you’ll know
how to hire the right people for the company from the start. Interview candidates carefully, not just
to ensure they have the right skills but also to check that they fit the company’s culture. It’s
important that you outline the right compensation and benefits too. Human resource professionals
also need to pay attention to employee’s personal needs. You’ll need to discuss clear career paths too
as employees would like to know how they can grow within the company. Human resource
professionals usually only see employees when there are problems but to reduce employee
turnover they will regularly visit staff members and enquire if they are okay and happy.

Conflict resolutions

Workplace conflict is somewhat inevitable as employees have different personalities, lifestyles and
work ethic. While doing the human resource management course, you’ll be taught how to handle
conflict in the workplace and how to resolve it. You’ll also be taught how to handle the situation as
professionally as possible. It doesn’t matter whether the conflict arises between employees or an
employee and someone in management, you should be able to assist both parties equally and not
choose sides.

Employee satisfaction

Human resource specialists are usually charged with the responsibility of determining employee
satisfaction. As a human resource management student, you’ll learn how to set up surveys, focus
groups and interview strategies to help you determine whether employees are content or not. Human
resource professionals determine what the underlying causes are for employee dissatisfaction and
they address those issues and motivate staff members with creative solutions. They try to find out
what exactly these problems are that employees are facing and look for ways to assist them where
needed.

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Improve employee performance

Human resources teams develop performance management systems. If a company doesn’t have an
human resource professional, candidates can easily get a job without having the necessary skills and
expertise for the position. And for this reason, human resources is needed in every workplace. With
the line-manager, you’ll have to give employee performance reviews on an annual basis. Be open
about their accomplishments and things you think they could have done better.

Training and development

Human resource departments conduct needs assessments for employees to determine the type of
skills training and employee development programmes that are required for improvement and
additional qualifications. Every start-up or company in a growth phase can benefit from identifying
training needs for its staff. It’s less expensive to hire additional staff or more qualified candidates.
This can also reduce your company’s employee’s turnover and improve employee retention.

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ABOUT COMPANY
Founded in 1993, a Bhagyalaxmi gas industry has built a reputation for its innovative culture,
operational excellence and commitment to safety and the environment. These qualities have helped it
sustain for more than 20 year in the highly competitive market. We aim to develop lasting
relationship with our costumer and communities based on human qualities: understanding their
needs, doing business with integrity and honesty, and demonstrating a passion for exceeding
expectation.

Bhagyalaxmi Gas Industries manufactures and supplies industrial, high purity gases including
oxygen, nitrogen, Dissolved acetylene, argon, carbon dioxside, hydrogen, and speciality gas mixture.
These products are preciously manufactured using the optimum quality row material and
contemporary technology under the super vision skilled professional’s incompliance’s with set
international industries quality standard. Our packing option in order to meet various requirements of
clients.
We believe in learning our costumer businesses to provide them true value. We ask key question and
listen. That dialogue continuous throughout our relationship with our costumer. As we seek to
contributes to ideas to help them improve their business process. We ensure that our products and
services satisfied the highest standards, through the application of the best practices.

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Business activities

The Bhagyalaxmi Gas Industries today has single principal business areas: gas (industrial gases and
medical gases). Bhagyalaxmi Gas Industries supplies industrial gases, medical gases, specialty gases,
refrigerants and other chemicals. Depending on the gas and the quantity required, these may be
supplied in portable high-pressure gas cylinders, in liquefied form by road tanker, from on-site gas
generators or in gaseous form via pipeline to large customers.
Bhagyalaxmi Gas Industries builds large-scale plants for the production of industrial gases including
oxygen, nitrogen, argon, hydrogen and carbon monoxide.

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COMPANY VISION

Our vision gives us direction, articulates what we want to achieve and focuses our energy on
reaching our aspiration.

Our values and principles express what we stand for and what will differentiate us from our
competitors. They are well embedded in our organisation and resonate in everything we do, no
matter which part of the business or geography we are in.

COMPANY MISSION

Empowering people - People are given the space to contribute and grow.

Innovating for customer - We relentlessly pursue new ways to add value to external customers.

Thriving through diversity - Diversity results in enriched collaboration and enhanced solutions.

Passion to excel - We have the commitment and drive to pursue ever higher standards of excellence
and we celebrate success.

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 LEARNING
 I learnt complete operation of Human resource management.

 Learnt also techniques of recruitment and selection of employees .

 Learnt to manage the employees of the company

 Learnt about employee’s behaviour and what they want.

 Selection of the right employees for the right job.

 Time management is the big management lesson I have learnt as make individual more

divert to words it works.

 How to do a formal communication, the way how to communicate with each level of

management to get work done.

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 CONCLUSION

The successful completion of this internship indicates that the future of HRM is in the hands of HRM. HRM is

not only concerned with recruitment and selection, it consists of integrated services and integrated channels.

In this HR manager is the custodian for a hiring the people

The time I worked at the Bhagyalaxmi Gas Industries has been a time of great learning I got to know many

things about the practical knowledge of HUMAN RESOURCE MANAGEMENT.

I honestly believe that this project report will be at most useful for marketers to understand the HRM and also
to plan for future strategies

1. Recommendation

Resource Management: Bhagyalaxmi Gas Industries has wide base of clients and needs to provide

a different types of gases.

Time Management: Working hours at Bhagyalaxmi Gas Industries is 10 AM to 6 PM. Time

management is to be followed strictly by the employees. The process of planning and exercising conscious
control over the amount of time spent on task given, especially to increase effectiveness, efficiency or
productivity has to be maintained.

Work Management: Work Management provides functionality for mainstreaming the way tasks are
qualified and performed. Schedules are to be framed and deadlines should be kept on regular basis.

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