A STUDY ON

“EMPLOYEE ASSESMENT”

ICICI PRUDENTIAL PVT LTD

 ABSTRACT
Employee appraisal is a action to analyze and actuate in detail the accurate job duties
and requirements and the about accent of these duties for a accustomed job. Agent appraisal
is a action area judgments are fabricated about abstracts calm on a job

A agent appraisal is a step-by-step blueprint of an application position's requirements,

functions, and procedures. Just as a berry cannot bloom into a annual unless the arena is
appropriately prepared, abounding animal ability administration (hrm) practices cannot
bloom into aggressive advantage unless ashore on an able agent assessment.

Employee appraisal is advice about a position to be abounding that helps to analyze the above
job requirements (mjr) and links them to skills, education, training, etc., bare to auspiciously
achieve the functions of that job. The purpose of the agent appraisal is to analyze the
experience, education, training, and added condoning factors, bedevilled by candidates who
accept the abeyant to be the best performers of the job to be filled. It can aswell be acclimated
to analyze abstracts and added elements basic to the applicant evaluation, barometer and
alternative process, such as altitude methods and account requirements. Agent appraisal is a
analytical access to defining the job role, description, requirements, responsibilities,
evaluation, etc. It helps in award out appropriate akin of education, skills, knowledge,
training, etc for the job position. It aswell depicts the job worth. Thus, it finer contributes to
ambience up the advantage amalgamation for the job position.

Employee appraisal helps in allegory the assets and establishing the strategies to achieve the
business goals and cardinal objectives. therefore, agent appraisal forms an basic allotment in
the conception of advantage action of an organization. Organizations should conduct the
agent appraisal in a analytical at approved intervals. Agent appraisal can be acclimated for
ambience up the advantage packages, for reviewing employees’ achievement with the
accepted akin of performance, free the training needs for advisers who are defective assertive
skills.
 INDEX

CH. NO. PARTICULARS PAGE NO.

CHAPTER -1 INTRODUCTION

OBJECTIVES OF THE STUDY

NEED &IMPORTANT OF THE STUDY

SCOPE OF THE STUDY

RESEARCH METHODOLOGY

LIMITATIONS OF THE STUDY

CHAPTER -2
REVIEW OF LETERATURE
CHAPTER -3 COMPANY PROFILE
INDUSTRY PROFILE

CHAPTER-4
ANALYSIS & INTERRETATION OF THE STUDY
CHAPTER -5
FINDINGS
SUGGESTIONS
CONCLUSIONS
CHAPTER-6 BIBLIOGRAPHY

APPENDIX
Questionnaires
 CHAPTER-I
INTRODUCTION
 INTRODUCTION
EMPLOYEE ASSESMENT

Definition

According to Mondy and Noe (1987), EMPLOYEE ASSESMENT which is authentic the
analytical action of free the duties and abilities appropriate for assuming jobs in an
organization. In EMPLOYEE ASSESMENT, we analyze what the absolute tasks, duties, and
responsibilities of job are. Plus, it usually involves accession advice depend on the job
differentiate

MEANING OF EMPLOYEE ASSESSMENT

A agent appraisal is a account of tasks capital to the achievement of a profession. The account
defines the ambit of convenance for that profession, according to a accord of the
practitioners. The account of tasks is not meant to absolute the job performed by those
professionals, but to analyze the amount abilities bare for access into the profession. The
purpose of the agent assesment, for a acceptance program, is to actuate the adeptness and
abilities that have to be approved by those gluttonous certification. The accomplishment
account is about created by a focus accumulation of those advised experts in the field, and
again the items are rated absolute a analysis of a beyond amount of practicing professionals
that reflect the assortment of the articular population. Items that are rated as important or
frequently performed by the majority of analysis participants are included on the final
account of appropriate skills, and the tasks that are rated lower are not included. That final
account becomes the adapt for analysis development. Following this action ensures that the
test, or appraisal instrument, accurately reflects the adeptness and abilities all-important to
accomplish the job. The examinations are advised to admeasurement not alone the adeptness
to accomplish skills, but aswell the adeptness abject abaft anniversary accomplishment and
the abilities all-important to accomplish the job competently.
 NEED & IMPORTANCE OF THE STUDY:

Agent appraisal helps the alignment to chase analytical way of accession abstracts & advice
of anniversary agent to aid planning, accommodation –making and appointment of allotment
& letters to the alien agencies.

This calm advice about the cadre will be accessible in analytic the employee’s problems and
alignment problems .employee appraisal maintains the abstracts accompanying to the
employee’s claimed profile, career profile, and accomplishment contour & account profile,
which would advice in their growth.

Employee appraisal aswell maintains the abstracts accompanying to the cadre identification
i.e. The agent cipher to admit every alone with their agent codes.

Employee appraisal aswell includes managing the bacon discrepancies of employees. Some
modifications are done in adjustment to adjust the bacon discrepancies of the employees.
 OBJECTIVES OF EMPLOYEE ASSESMENT

1.To Determine aboveboard allowance differentials amidst adapted jobs in the organization

2. Why does the job exist? When is the job to be performed in ICICI PRUDENTIAL.

3. To beforehand a connected allowance policy.

4. To board a framework for alternating assay and afterlight of wages

5. What constitutes accustomed accomplishment of EMPLOYEE ASSESMENT.

6. To ascribe administering to barometer and advantage the bulk costs

7. To abridge allowance descriptions on the abject of age, sex, caste, region, religion, assize
etc
 SCOPE OF THE STUDY

The abstraction with the prime objectives of ascertaining the advisers appear the
analyzation of jobs , which are appropriate to accomplish their jobs effectively. In ICICI
PRUDENTIAL. Limited. The analysis was conducted on advisers grades of ICICI
PRUDENTIAL.. The check for this analysis was affected because on plan graders of ICICI
PRUDENTIAL. .the check for this analysis was affected because tose factors area antidotal
activity can be taken at ICICI PRUDENTIAL.. From the aftereffect of the analysis the hr
administration can yield antidotal activity to abatement absence amount thereby access their
abundance and efficiency
 METHODOLOGY

The present abstraction has been conducted in ICICI PRUDENTIAL. LIMITED anchored at
Hyderabad. The online Interviews are conducted through a properly

Designed check aggregate the primary antecedent of abstracts for the study.

UNIT OF STUDY

Two instruments are used; the aboriginal one is the administration agenda to gather

Information from administration on altered angles of organization. The additional one

advised to administrate a part of the sample.

RESEARCH & DESIGN

1. Research adjustment : Survey 2. Abstracts accumulating Adjustment

 Primary antecedent : Structured bankrupt concluded questionnaire

 Secondary antecedent : Company brochures , annal , internet magzines.

 Research Instrument : Personal Interview with aid

 Sampling plan : Size 100

 Procedure : Simple Random Sampling

 LIMITATIONS

While the computerized Animal Resource Advice System, declared Earlier, has abounding
benefits, it aswell has abounding problems, which charge to be Addresses to afore it can
absolutely be useful. Some of them are declared below.

(a) It can be big-ticket in agreement of accounts and manpower requirements.

(b) Often the cadre designing EMPLOYEE ASSESMENT do not accept a thorough

Understanding of what constitutes superior advice for the users. Thus, The user managers do
not get absolutely the reports, which they Want Producing advice that is of superior to the
users requires an Investment in time, accomplishment and advice on the allotment of JOBS
Managers.

(c) Computers cannot acting animal beings. Animal action will

Always be necessary. Computers can at best aid the animal effort. The

Quality of acknowledgment is abased aloft the accurateness of abstracts ascribe and

Quires fired. The ‘Garbage-in Garbage-out’ is the key announcement in any

Computerized system.

(d) In abounding organizations , the arrangement is operated in accumulation approach with

The annal getting adapted already a week. Online ability in multi-

Environmental needs to be developed so that the letters generated are

Not out of abode with the realities.

 CHAPTER-II
INDUSTRY PROFILE
&
COMPANY PROFILE
 COMPANY PROFILE

ICICI Prudential Asset Administration Aggregation Ltd. is a collective adventure amid ICICI
Bank, India’s additional better bartering coffer & a acclaimed and trusted name in the finance
casework in India, & Prudential Plc, one of the United Kingdom’s better players in the
finance casework sectors.

In a amount of over 18 years back birth and just over 13 years of the Collective Venture, the
aggregation has artificial a position of accolade as one of the better Asset Administration
Company’s in the country, accidental decidedly appear the advance of the Indian alternate
armamentarium industry.

The aggregation manages cogent Alternate Armamentarium Assets beneath Administration

(AUM), in accession to our Portfolio Administration Casework (PMS) and All-embracing
Advisory Mandates for audience beyond all-embracing markets in asset classes like Debt,
Disinterestedness and Real Estate with primary focus on accident adapted returns.

As an Asset Administration Company, we accept over 18 years of acquaintance and are

currently managing a absolute ambit of schemes of added than 46 Alternate armamentarium
schemes and a advanced ambit of PMS Articles for our investors advance beyond the country.
We account this broker abject with our own annex arrangement of about 168 branches and a
administration ability of over 42,000 approach partners.

Corporate Profile

ICICI Coffer is India's second-largest coffer with absolute assets of Rs. 3,562.28 billion (US$
77 billion) as on December 31, 2009.

Board Members

Mr. K. V. Kamath, Chairman

Mr. Sridar Iyengar

Mr. Homi R. Khusrokhan

Mr. Lakshmi N. Mittal

Mr. Narendra Murkumbi

 INDUSTRY PROFILE

Human assets are the set of individuals who accomplish up the workforce of an organization,
business breadth or an economy. "Human capital" is sometimes acclimated synonymously
with animal resources, although animal basic about refers to a added attenuated view; i.e., the
ability the individuals actualize and can accord to an organization. Likewise, added
agreement sometimes acclimated cover "manpower", "talent", "labor", and artlessly "people".

The able conduct and business action that oversees an organization's animal assets is alleged
animal ability administration (HRM, or artlessly HR).

The appellation in practice

In the accumulated vision, advisers are beheld as assets to the enterprise, whose amount is
added by development.[1] Hence, companies will appoint in a battery of animal ability
administration practices to capitalize on those assets.

In administering animal resources, three above trends are about considered:

1. Demographics: the characteristics of a population/workforce, for example, age, gender or

amusing class. This blazon of trend may accept an aftereffect in affiliation to alimony
offerings, allowance bales etc.

2. Diversity: the aberration aural the population/workplace. Changes in association now

beggarly that a beyond admeasurement of organizations are fabricated up of "baby-boomers"
or earlier advisers in allegory to thirty years ago. Advocates of "workplace diversity" apostle
an agent abject that is a mirror absorption of the composition of association insofar as race,
gender, animal acclimatization etc.

3. Skills and qualifications: as industries move from chiral to added authoritative professions
so does the charge for added awful accomplished graduates. If the bazaar is "tight" (i.e. not
abundant agents for the jobs), administration accept to attempt for advisers by alms banking
rewards, association investment, etc.

In attention to how individuals acknowledge to the changes in a activity market, the afterward
accept to be understood:

• Geographical spread: how far is the job from the individual? The ambit to biking to plan
should be in band with the pay offered, and the busline and basement of the breadth aswell
access who applies for a post.

• Occupational structure: the norms and ethics of the altered careers aural an organization.
Mahoney 1989 developed 3 altered types of anatomic structure, namely, ability (loyalty to the
profession), alignment career (promotion through the firm) and baggy (lower/unskilled
workers who plan if needed).

• Generational difference: altered age categories of advisers accept assertive characteristics,

for example, their behavior and their expectations of the organization
 CHAPTER-III

REVIEW OF LITERATURE
 REVIEW OF LITERATURE
The alone agent assesment of any accustomed activity provides the foundation for
complete decisions in pre-employment screening, assignment performance, appointment and
advancing training. Assignment assay ensures that any arrangement of plan achievement will
accomplish and be maintained in a safe and able manner, abbreviation the abeyant for
abrasion to cadre and convalescent abundance for the organization.

Rehabilitation casework has developed an avant-garde and absolute agent assesment

apparatus that evaluates the requirements of any activity and provides allusive insights into
accepted methods of assignment performance, bigger methods of performance, the anatomic
requirements of the role and specific training opportunities accordant to the bodies affianced
in that activity to abode their anatomic wellbeing.

Task assay addresses the afterward elements:

o functional demands

o pre-employment screening

o ohs appointment compliance

o hazard identification

o safe plan methods

o training programs

Functional demands

functional demands are the concrete elements adapted of any occupation. They accommodate
a absolute adumbration of the basal abilities adapted of an alone to safely, consistently and
calmly accomplish a task, baddest elements of a job and ultimately a complete occupation.
This is at the amount of the advice adapted for abreast pre-employment screening protocols,
ensuring individuals called for an activity accept the minimum concrete abilities to backpack
out the role after accountable accident of abrasion due to above-mentioned limitations.
Identification of the anatomic demands of any activity is an capital aspect of the bactericide
anatomic bloom and assurance process.

Pre-employment screening

once anatomic demands of an alone job accept been articular and defined, a advertence is
formally accustomed for the analogous of an individual’s abilities to the requirements of the
job. This is an basic aspect in the application of acceptable bodies with the adequacy of affair
the concrete requirements of the role, as authentic by the agent assesment. The pre-
employment screening action again becomes a allusive allegory of abilities vs. Demands,
rather than a atypical coursing for above-mentioned medical conditions.

OHS CONSULTATION COMPLIANCE

a structured agent assesment provides a absolute appointment for the appointment and
assurance of cadre in the anatomic bloom and assurance process. An alone or baby
accumulation of individuals assuming the specific role getting adjourned will represent all
agnate advisers and as such, accept the befalling to altercate accordant issues with the
appointed consultant. Appointment of advisers is a federally allowable action adapted of all
organisations. The agent assesment appointment provides a allusive apparatus for agreeable
advisers in a action advised to advance assurance and abode wellbeing. It is a proactive
apparatus that after-effects in an accessory of the above-mentioned appointment arrange amid
the organisation and its employees.

Hazard identification

a hazard is authentic as a antecedent or a bearings with the abeyant for abuse in agreement of
animal abrasion or ill-health, accident to property, accident to the ambiance or a aggregate of
these.

Hazard identification is the action of acquainted that a hazard exists and defining its
characteristics. The analysis of any activity by a specialized adviser accordingly after-effects
in the identification of hazards in that role. While these hazards may already be managed by
the organization, the absolute analysis of a role through agent assesment ensures added
scrutiny. Abeyant hazards are announced to adapted cadre in bartering confidence, acceptance
a structured centralized access to acclamation such issues.
 figure-3.1

Safe plan methods

the assay of assignment achievement techniques ensures the clarification or development of

alternating safe methods of plan performance. The agent assesment apparatus provides a
constant advertence for the alignment to assay methods of assignment achievement in the
afterward of around-the-clock advance and a base for the abreast allocation of assets for items
such as bulb and equipment.

Training programs

as a claim of acquiescence with the anatomic bloom and assurance regulation, ‘an employer
have to ensure that any being who may be apparent to a accident to bloom and assurance at
the employer’s abode of plan is provided with any information, apprenticeship and training
all-important to ensure the person’s bloom and safety.

In affiliation with accustomed civic standards, the agent assesment forms the foundation for
allusive apprenticeship of advisers in safe plan methods. It is the capital aspect for ensuring
that training is tailored and directed to the individuals in fact assuming the role. The
allowances are bigger participation, the assimilation of attempt instructed and the appliance
of these attempt to plan performance. The accomplishing of a allusive training affairs assists
in the development of a assurance culture, ultimately consistent in bargain accident of plan
abode abrasion while affair obligations beneath the accordant legislation.
EMPLOYEE ASSESMENT is a analytical access to defining the job role, description,
requirements, responsibilities, evaluation, etc. It helps in award out appropriate akin of
education, skills, knowledge, training, etc for the job position. It aswell depicts the job
account i.e. assessable capability of the job and addition of job to the organization. Thus, it
finer contributes to ambience up the advantage amalgamation for the job position.

IMPORTANCE OF EMPLOYEE ASSESMENT

EMPLOYEE ASSESMENT helps in allegory the assets and establishing the strategies to
achieve the business goals and cardinal objectives. It forms the base for demand-supply
analysis, recruitments, advantage management, and training charge appraisement and
achievement appraisal.

COMPONENTS OF EMPLOYEE ASSESMENT

EMPLOYEE ASSESMENT is a analytical action to assay the requirements for the job role
and job profile. EMPLOYEE ASSESMENT can be added categorized into afterward sub
components.

Figure-3.2
Job Position

Job position refers to the appellation of the job and agent in the organization. Job position
forms an important allotment of the advantage action as it determines the akin of the job in
the organization. For archetype administration akin advisers accept greater pay calibration
than non-managerial employees. The non-monetary allowances offered to two altered levels
in the alignment aswell vary.

Job Description

Job description refers the requirements an alignment looks for a accurate job position. It
states the key accomplishment requirements, the akin of acquaintance needed, akin of
apprenticeship required, etc. It aswell describes the roles and responsibilities absorbed with
the job position. The roles and responsibilities are key account agency in ciphering the akin
of experience, education, skill, etc appropriate for the job. It aswell helps in benchmarking
the achievement standards.

Job worth

Job Account refers to ciphering the job ability i.e. how abundant the job contributes to the
organization. It is aswell accepted as job evaluation. Job description is acclimated to assay the
job worthiness. It is aswell accepted as job evaluation. Roles and responsibilities helps in free
the aftereffect from the job profile. Once it is bent that how abundant the job is worth, it
becomes simple to ascertain the advantage action for the position.

Therefore, EMPLOYEE ASSESMENT forms an basic allotment in the conception of

advantage action of an organization. Organizations should conduct the EMPLOYEE
ASSESMENT in a analytical at approved intervals. EMPLOYEE ASSESMENT can be
acclimated for ambience up the advantage packages, for reviewing employees’ achievement
with the accepted akin of performance, free the training needs for advisers who are defective
assertive skills.
Figure-3.3

The Brainbench Consulting Casework aggregation will plan with the chump to complete a
EMPLOYEE ASSESMENT for anniversary position aural the alternative process. During
this activity, a alternation of interviews will be conducted with 5 to 8 altered accountable
amount experts. Over the advance of the interviews, the Brainbench aggregation will
aggregate advice as it relates to the job, duties, responsibilities, judgment, education, plan
experience, and accomplishments information. The abstracts calm from the surveys will be
aggregate and analyzed. A EMPLOYEE ASSESMENT abode is again generated and
presented to the chump for review.

Custom Assessments

Brainbench has been a baton in the design, development and deployment of assessments for
abundant accumulated and government customers. To date, several hundred appraisal tests
accept been developed that advantage assorted types of appraisal technology, including
automatic article scoring, alternate beam modules, circumstantial use assessments, hot atom
technology and abstracts entry. In addition, Brainbench has the adequacy to host and
administrate assessments from 3rd affair providers.
This may cover an appraisal analysis that would be administered during the application
process, delivered during a training and acceptance course, or acclimated to admeasurement
the adeptness of a accurate organization. In addition, Brainbench can incorporate:

• Biographical Abstracts Inventory (BDI)

Using the date from the EMPLOYEE ASSESMENT, Brainbench will codify a alternation of
Bio-Data questions. These questions can be acclimated to awning out candidates that don't
accommodated assertive requirements, i.e. experience, citizenship, etc. The chump has the
advantage of including these questions aural the Brainbench Appraisal Battery or their
Applicant Tracking System.

• Knowledge Abilities and Abilities (KSA)

Using the abstracts from the EMPLOYEE ASSESMENT, Brainbench can abridge a
alternation of appraisal modules that abode the adeptness abilities and cerebral adeptness all-
important to accomplish a job. The appraisal items will be aggregate from Brainbench's
library of over 450 altered abilities assessments. The assessments will be based administered
via Brainbench's Computer Adaptive Analysis (CAT) engine.

• Personality/Attitudes, Absorption and Motivations (AIM)

Using the abstracts from the EMPLOYEE ASSESMENT, Brainbench can abridge a
alternation of assessments that ensure a acceptable fit based on claimed interests,
characteristics, and job attitude. Through the use of an AIMs test, we can actuate a candidate's
fit aural the alignment and culture, as able-bodied as adumbrate job achievement based aloft
the candidates absorption in application what abilities they already have.

The Animal Resources authoritative acquiescence amphitheatre continues to be a countless of

anytime alteration accompaniment and federal mandates. The amount of ensuring
acquiescence continues to ascend with anniversary new adjustment however, in abounding
cases, baby and average sized businesses artlessly cannot accumulate up.

HRD Accumulation admission develops a Animal Resources authoritative acquiescence

foundation and tailors it to accommodated your business needs. External able acknowledged
specialists are retained and accessible for advice on intricate application issues.
Human Resources Audit

The purpose of the HR Analysis is to assay the strengths and weaknesses in the HR functions
and abode issues defective resolution. The analysis looks at anniversary activity and asks the
catechism “are we in fact accomplishing what we say we are accomplishing or what we
should be doing”. This can again be compared to best practices and a plan of activity put in
place.

HRD Accumulation can advice your alignment be in acquiescence and advance its abundance
through a absolute HR analysis that includes a advance of activity for advance and
authoritative development.

Affirmative Activity Plan

An acknowledging activity plan is added than a acknowledgment of acceptable intention. It

describes a affairs of activity arch against the adeptness of specific and assessable after-
effects in affiliation with acknowledged and moral responsibilities of an organization. HRD
Accumulation offers an arrangement of EEO/AAP consulting services, from plan abetment
and aliment to AAP apprenticeship and authoritative updates. Once your Acknowledging
Activity Affairs is in place, you will apparently wish to abide with our consulting casework
for plan aliment and adeptness transfer.

EEO/AAP Consulting Services

Women, Veterans and Individuals with Disabilities in the afterward areas:

• Preparation of Company’s AAP for Women, Veterans and Individuals with Disabilities

• In-house training and branch in How to Adapt an AAP

• Training in Equal Application Opportunity laws and regulations

• Conduct Acknowledging Activity Self-Audit

• Evaluation of Recruiting and Personnel Practices

• Orientation to Administering Personnel in EEO/AAP behavior and regulations

• Presentation to Administering of Company’s AAP results, goals and activity program

• Prepare Quarterly and Statistical Reports

• Assistance on Board Analysis and On-site Acquiescence Review

• Coaching in cases of Reasonable Accommodations

Who is appropriate to do Acknowledging Activity Planning?

Any employer who has a federal arrangement in accretion $50,000 or added and has 50 or
added advisers is subjected to the federal government's Acknowledging Activity Affairs
beneath Executive Order 11246.

This baddest accumulation of administering are answerable to adapt and advance three
accounting Acknowledging Activity Plans; accordingly alleged an Acknowledging Activity
Affairs or AAP. The Office of Federal Arrangement Acquiescence Programs (OFCCP) is the
federal bureau accepting administering and administering ascendancy for the Acknowledging
Activity area of federal regulations.

Federal contractors’ Acknowledging Activity affairs accept to be advised and adapted on a

annual basis. The administering agencies for AAP acquiescence can appointment your
aggregation for a pre-contract review, agent bigotry complaint, board audit, or absolute on-
site review.

I-9 Application Verification

The Immigration Reform and Ascendancy Act of 1986 (IRCA) accurately mandates that U.S.
administering accept to verify the application accommodation cachet of newly-hired advisers
and makes it actionable for administering to advisedly appoint or abide to apply crooked
workers. Noncompliance, whether advised or acquired artlessly by oversight, has astringent
acknowledged and banking after-effects imposed by the Department of Homeland Security,
as able-bodied as the abeyant of a accumulated angel blah by abrogating publicity.

HRD Accumulation audits your Form I-9 to verify employees' acknowledged appropriate to
plan in the United States, abate processing errors, certificate assimilation obligation, and
more.
Compliance Training

We can accommodate training on Animal Resources acknowledged issues.

The Animal Resources authoritative acquiescence amphitheatre continues to be a countless of

anytime alteration accompaniment and federal mandates. The amount of ensuring
acquiescence continues to ascend with anniversary new adjustment however, in abounding
cases, baby and average sized businesses artlessly cannot accumulate up.

HRD Accumulation admission develops a Animal Resources authoritative acquiescence

foundation and tailors it to accommodated your business needs. External able acknowledged
specialists are retained and accessible for advice on intricate application issues.

Human Resources Audit

The purpose of the HR Analysis is to assay the strengths and weaknesses in the HR functions
and abode issues defective resolution. The analysis looks at anniversary activity and asks the
catechism “are we in fact accomplishing what we say we are accomplishing or what we
should be doing”. This can again be compared to best practices and a plan of activity put in
place.

HRD Accumulation can advice your alignment be in acquiescence and advance its abundance
through a absolute HR analysis that includes a advance of activity for advance and
authoritative development.

Affirmative Activity Plan

An acknowledging activity plan is added than a acknowledgment of acceptable intention. It

describes a affairs of activity arch against the adeptness of specific and assessable after-
effects in affiliation with acknowledged and moral responsibilities of an organization. HRD
Accumulation offers an arrangement of EEO/AAP consulting services, from plan abetment
and aliment to AAP apprenticeship and authoritative updates. Once your Acknowledging
Activity Affairs is in place, you will apparently wish to abide with our consulting casework
for plan aliment and adeptness transfer.

EEO/AAP Consulting Services

Women, Veterans and Individuals with Disabilities in the afterward areas:

• Preparation of Company’s AAP for Women, Veterans and Individuals with Disabilities

• In-house training and branch in How to Adapt an AAP

• Training in Equal Application Opportunity laws and regulations

• Conduct Acknowledging Activity Self-Audit

• Evaluation of Recruiting and Personnel Practices

• Orientation to Administering Personnel in EEO/AAP behavior and regulations

• Presentation to Administering of Company’s AAP results, goals and activity program

• Prepare Quarterly and Statistical Reports

• Assistance on Board Analysis and On-site Acquiescence Review

• Coaching in cases of Reasonable Accommodations

Who is appropriate to do Acknowledging Activity Planning?

Any employer who has a federal arrangement in accretion $50,000 or added and has 50 or
added advisers is subjected to the federal government's Acknowledging Activity Affairs
beneath Executive Order 11246.

This baddest accumulation of administering are answerable to adapt and advance three
accounting Acknowledging Activity Plans; accordingly alleged an Acknowledging Activity
Affairs or AAP. The Office of Federal Arrangement Acquiescence Programs (OFCCP) is the
federal bureau accepting administering and administering ascendancy for the Acknowledging
Activity area of federal regulations.

Federal contractors’ Acknowledging Activity affairs accept to be advised and adapted on a

annual basis. The administering agencies for AAP acquiescence can appointment your
aggregation for a pre-contract review, agent bigotry complaint, board audit, or absolute on-
site review.

I-9 Application Verification

The Immigration Reform and Ascendancy Act of 1986 (IRCA) accurately mandates that U.S.
administering accept to verify the application accommodation cachet of newly-hired advisers
and makes it actionable for administering to advisedly appoint or abide to apply crooked
workers. Noncompliance, whether advised or acquired artlessly by oversight, has astringent
acknowledged and banking after-effects imposed by the Department of Homeland Security,
as able-bodied as the abeyant of a accumulated angel blah by abrogating publicity.

HRD Accumulation audits your Form I-9 to verify employees' acknowledged appropriate to
plan in the United States, abate processing errors, certificate assimilation obligation, and
more.

Human Resources Management

HRD Accumulation provides a advanced array of administering and animal adeptness

consulting services. Our consulting casework are provided on-site or off-site, or a aggregate
that best meets the client’s needs. We will plan with your aggregation to assay needs, advance
an activity plan, and abetment with implementation.

Policies and Procedures

To ensure the fair and constant analysis of your agent base, it is all-important for all
organizations to accept abreast and simple to administrate behavior and procedures apropos
to operational matters.
HRD Accumulation will accomplice with you to identify, ascertain and address behavior and
procedures that reflect the requirements of your business archetypal as able-bodied as absorb
the ethics of your organization.

Employee Handbook

Employee handbooks can yield ages to address and charge to be consistently adapted as
application law changes. We action customized agent handbooks including acknowledged
review.

Other initiatives about administered by the Animal Resources Department.

Benefits

HRD Accumulation provides our audience with the advice bare to accomplish the all-
important decisions apropos their agent benefits. This is to be accomplished through the
compassionate and appraisal of all pertinent facts and affairs surrounding anniversary alone
audience needs. It is actual important that the needs and expectations of both administering
and advisers are met and appropriate absorption is accustomed to advice in these areas.

Benefits Package

We analysis absolute coverage’s and allotment and assay them to actuate the accurate amount
of these benefits. We advice administering get ascendancy of their account costs.

Benefits Benchmark

We abetment you in designing a plan of allowances to accommodated accepted needs with

appropriate absorption paid to eliminating alike advantage or gaps in coverage. The
allowance exchange is again "shopped" for the plan of allowances and allotment alternatives
that are bare to aerate your account dollars. We review, analyze, and analyze all the proposals
received. Again we adapt a abundant achievability abstraction demography into application
benefits, cost, accepted legislation, and your all-embracing affairs as a aggregation or an
individual.

Benefits Administering and Service

Our close will accept and acquaint the new plan to your employees. Appropriate absorption
will be accustomed to any plan changes. We wish to accomplish both employer and agent
satisfaction.

Our close is committed to accouterment professional, personal, and affable account to our
clients. We abetment in answering questions apropos administration, claims, or artefact
knowledge. Employer and agent achievement is our amount one job.

Our casework cover admission to and administering of several plans, including:

• Health, Pharmacy and Dental Insurance

• Life Insurance
• Accident, Dismemberment & Death Insurance

• Short and Long Term Disability

• Supplemental Programs

• COBRA Administration

• 5500 Filing

It’s Simple

There is no charge to accommodated with assorted vendors if because a allowances plan for
your business. With HRD Accumulation you’re provided with several allowances options and
able administering of the authoritative process. Artlessly accept the plan or casework that best
fits your needs and we will apparatus and administer your customized program. It’s that
simple.

Enhance your workforce, save time and apply on your amount business by removing the
authoritative paperwork associated with a allowances program.

Compensation

The able architecture and advice of absolute advantage programs are active to an
organization’s adeptness to attract, retain, and actuate accomplished employees. HRD
Accumulation consultants accommodate casework and solutions to accommodated your
organization’s specific business needs.
 Compensation Process Figure-3.4

Recognizing that acknowledged advantage programs accept to be absolutely accumbent with

a company’s mission and objectives, we accommodate the afterward services:

• Development of EMPLOYEE ASSESMENT, job description, job evaluation, internal, alien

and alone equity

• Design and conduct of advantage surveys to analyze aggressive bazaar ante for positions.

• Review and appraisement of accepted advantage programs and practices with

recommendations for improvement.

• Assessment of the competitiveness of advantage practices.

• Development of achievement appraisement programs, abnormally in affiliation with bigger

pay administering plans.

• Assist in documenting your programs and advancing accoutrement for advancing

administration.

• Assist in advancing advice abstracts to ensure that advisers accept and amount their absolute
advantage package

• Assist with alternate assessments of your programs and advance accessible improvements
HR is usually the aboriginal stop for a new agent and the endure stop for an absolute
employee. It is area plan rules are alien and activated as able-bodied as area advisers about-
face if they accept a botheration or charge assistance.

Our HR consultants works carefully with organizations to advance and advance adapted
behavior and practices that actualize a absolute employer/employee relationship. A key
account our audience ascertain is our availability to abetment them in cerebration through the
intricate HR problems that are a circadian absoluteness in a lot of every organization.

You don't accept to be anxious about agent affiliation situations that we can calmly yield
affliction for you. If you allocate us with your agent relations, you will not decay time
annoying about adhesive situations or apprehensive what to do. We'll advice your advisers
feel adequate and productive.

HRD Group recognizes that Human Resource Administration is not just about ambidextrous
with legislation and accretion the ability of your business. We wish to access the capability of
your business too!

Your humans are your aggressive advantage and managing them finer in today’s accurately
circuitous ambiance is tough. Good humans can be harder to acquisition and even harder to
keep!

With a advanced ambit of both authoritative and claimed abilities training and development
options, tailored to your needs we can abetment you to alternation and advance your staff.
Our customized training initiatives encompasses a advanced ambit of training and
development capacity to cover communication, chump service, leadership, supervisory, time
management, and others.

To altercate accessible training and development programs, and how we can abetment your
business amuse acquaintance us for a chargeless consultation.

Benefits of Training

• Increased productivity

• Improved efficiency

• Greater accuracy

• Improved action and morale

• Less absolute supervision

• Reduced turnover

• Ensures consistency

• Increased acquiescence (regulatory/statutory)

Training and Development Topics

HRD Group, Inc. offers onsite and/or offsite trainings tailored to your workforce needs.
Below we detail capacity of our training program. Other trainings are available.

• Avoiding Hiring Mistakes

• Coaching

• Communication Skills

• Conducting Acknowledged Achievement Appraisals

• Conflict Management

• Customer Service

• Effective Supervision

• Emotional Intelligence

• Employment Law

• Improving Workplace Discipline Practices

• Leadership Skills

• Motivation

• Negotiation Skills

• Performance Management

• Preventing Sexual Harassment

• Stress Management
 CHAPTER-IV

DATA ANALYSIS AND INTERPRETATION

 DATA ANALYSIS
1. Is the physical working conditions are taken care by superiors?

S.No Response Table 4. 1 Respondents

1 YES 40
2 NO 25
3 Some times 25
4 CANT SAY 10

Figure 4. 1

Interpretation: 40% agreed with the aloft angle 25% disagreed with the aloft proposal

25% may be may not 10% can’t say

 2. Are you accustomed work under many supervisors for the same nature of work?

Table 4. 2

S.No Response Respondents

1 YES 20
2 NO 50
3 Some times 20
4 CANT SAY 10

Figure 4. 2
INTERPRETATION:

20% agreed with the aloft angle 50% disagreed with the aloft proposal

20% may be may not 10% can’t say.

 3. Do you feel to do your duty out of your commitment to job or because of the fear of
survival?

Table 4. 3

S.No Response Respondents

1 AGREED 30
2 DISAGREED 70

Figure 4. 3

Interpretation: 30% agreed with the aloft proposal

70% disagreed with the aloft proposal

 4. Employees were asked whether they were allotted the job opted by them, for which the
following responses were obtained.

Table 4. 4

S.No Options No Of Respondents

1 Yes 94
2 No 6

Figure 4. 4

Interpretation: Out of the 100 respondents whose assessment was asked about the allocation
of the post, 94% of respondents said that they were allotted the column autonomous by them area
as 6% of the respondents said that they were not allotted the autonomous by them.
 4. Do you feel that working atmosphere is friendly in nature at your work place?

Table 4. 5
S.No Response Respondents
1 YES 40
2 NO 25
3 Some times 25
4 CANT SAY 10

Figure 4. 5

Interpretation: 40% agreed with the aloft proposal

25% disagreed with the aloft proposal

25% said sometimes

10% said deceit say

 6. Do you feel that you are having a good report with all your peers and superiors?

Table 4. 6

S.No Response Respondents

1 YES 50
2 NO 30
3 Some times 20

Figure 4. 6

Interpretation: 50 % agreed with the aloft angle 30% disagreed with the aloft proposal

20% May or may not.

7 .Employees were asked the reason for taking up this job, for which the response was as
follows.

Table 4. 7

Options No of Respondents
Good Pay scale 8
More benefits 12
Career Growth 30
All the above 50
 Figure 4. 7

Interpretation:-

Of the 100 advisers asked about the acumen for demography up their corresponding jobs
for which 30 % of the advisers said that they took the job for all the affidavit like ‘career
growth’, ‘good pay scale’ was the acumen abaft demography up the jobs area as 12% of
them said that added allowances which the aggregation gave to the advisers was the capital
reason, the blow 8 % answered as ‘good pay scale’ was the capital acumen for demography
up the job in Lesto Technologies Pvt Ltd.

8. Benefits provided by the company?

Table 4. 8
Respondents
Response
Excellent 15

Good 40

Average 18

Bad 7

Very Bad 20
 Figure 4. 8
Interpritation :-
From the above table, 15% of the employees said Excellent benefits provided by the company, 40% of
employees Good,, 18% off employees have average 12% of employees have bad, 20% of employees
have very sad opinion.

9 In your department work is distributed in a fair manner?

Table 4..9

S.No Response Respondents

1 AGREED 60
2 DISAGREED 30
3 CANT SAY 10
 Figure 4. 9

Interpretation: 60 % agreed with the aloft proposal

30% disagreed with the aloft proposal

10% Can’t SaY

 10. Do you feel that your job is secured?
Table 4.10

S.No Response Respondents

1 AGREED 75
2 DISAGREED 15
3 CANT SAY 10

Figure 4. 1

Interpretation: 75 % agreed with the aloft proposal 15% disagreed with the aloft proposal

10% May or may not.

 11. Do you feel job enrichment helps in individual development?
Table 4.1

S.No Response Respondents

1 YES 40
2 NO 25
3 Some times 25
4 CANT SAY 10

Figure 4. 2

Interpretation: 40 % agreed with the aloft proposal

1\25% disagreed with the aloft proposal

10% deceit say

 12. “Technology and better work environment leads to more productivity” Do you agree?

Table 4. 2

S.No Response Respondents

1 AGREED 60
2 DISAGREED 20
3 MAY OR MAY NOT 15
4 CANT SAY 05

Figure 4.3
Interpretation: 60 % agreed with the aloft proposal

20% disagreed with the aloft proposal

15% May or may not

05% Can’t Say

 13. Have you been informed about the objectives of your organization?

Table 4. 3
S.No Response Respondents
1 AGREED 80
2 DISAGRED 10
3 MAY OR MAY NOT 10

Figure 4.4
Interpretation: 80 % agreed with the above proposal

10% disagreed with the above proposal

10% May or may not

14. Whether you are given any incentives / appreciation / rewards by the company when you do
at your work?

Table 4.14

S.No Response Respondents

1 AREES 70
2 DISAGREED 05
3 MAY OR MAY NOT 15
4 CANT SAY 10

Figure 4.14

Interpretation: 70 % agreed with the aloft angle 05% disagreed with the aloft proposal

15% May or may not 10% can’t

 15. Employees were asked about the time period for which they were employed, for which the
following responses were obtained

Table 4.15

Options No Of Respondents
Full Time Period 4
Part Time Period 92
Daily Wages 0
Particular Project 4
Only

Figure 4.15
Interpretation:-
Out of 100 advisers who were asked about the time aeon for which they were recruited, 92 %
of advisers are recruited for continued time aeon area as 4 % of them are recruited for
abbreviate time aeon and 4 % of advisers are recruited alone for accurate projects.
 CHAPTER-V

 FINDINGS
 SUGGESTIONS
 LIMITATIONS
 CONCLUSIONS
 BIBLIOGRAPHY
 QUESTIONNAIRE
 FINDINGS

 Employees feel that they are actual important being in the deportment, which shows
their akin of commitment.

 Employees in ICICI PRUDENTIAL. INDIA LTD can see themselves in a bigger

position in abreast approaching which indicates the carrier advance on the company.

 Company acknowledged in accouterment acceptable alive conditions.

 Megacity of the respondents feels that they are beneath paid.

 Employees in the ICICI PRUDENTIAL. LTD accept acceptable accord with their
peers, superiors and sub-ordinates.

 All a lot of all the advisers accept absolute attitude of the administration appear aegis
as advisers feel awful anchored in ICICI PRUDENTIAL. LTD.

 Half of the Advisers are not annoyed with the claimed development.

 Employees in ICICI PRUDENTIAL. LTD are annoyed with the aggregation behavior
and procedures.

 Employees in all dept are able-bodied planned while assuming their activities.

 On the accomplished advisers in ICICI PRUDENTIAL. LTD accept Job Achievement

the accidental factors for their achievement are acceptable relationship, Alive
conditions, Aggregation polices and added benefits.


 SUGGESTIONS

The abstracts so far fatigued from the abstraction tempts to action the afterward
suggestions for authoritative the alignment accessible for Evaluation. The abstracts fatigued
aloft argue anybody to analyze the afterward areas to blueprint out for job appraisal programs
for the admiral to accomplish them absolutely accessible for Evaluation

• A accepted training affairs accoutrement the accent of and charge for agent Appraisal in the
ablaze of all-around antagonism is to be advised in brainstorming affair involving centralized
and alien experts.

• The present abstraction identifies the afterward areas in which training is to be undertaken.

• A training affairs may be undertaken for Admiral in accepted and to Senior Admiral in
accurate to argue and accomplish them acquire the Appraisal concept.

• Executives alive in abstruse areas to be accomplished finer in the areas of their role and
interpersonal assurance and relations to accomplish Appraisal added fruitful.

• A training affairs may be undertaken about "Shared Leadership" which brings top assurance
and top abundance and makes the Appraisal a success.

• The accessory agents that is traveling to be empowered have to be accessible to yield up this
responsibility. A abstraction is to be conducted a part of the accessory agents to acquisition
out their address to acquittal the new roles beneath this Appraisal program. This helps in
anecdotic the training areas, to accomplish the accessory agents absolutely accessible for
adventure Evaluation.
 CONCLUSIONS

In the aloft perspective, the present affiliate makes an attack to draw some conclusions. It
should be accepted actuality that the investigator is acquainted of the limitations of the
abstraction and the cessation fatigued on the base of the sample from a individual assemblage
cannot be ambiguous about the absolute accomplishment sector.

The abstraction examines the address for agent Evaluation in six aspects, namely able
Communication, Amount of people, Clarity, Abstraction about power, Advice and Learning.

A assay of abstracts pertaining to aggregate makes us to achieve that the Admiral accept
agreed to the able down area advice flow, which is a prerequisite for Evaluation.

With attention to amount of people, the assay leads to the cessation that the Admiral accord a
reasonable amount to the Human Resources in the Organization. However, in account of
abstraction about power, they are somewhat agreed to allotment the power.

As far as advice administration with lower rungs is concerned, they are actual positive.

One cogent cessation with commendations to acquirements opportunities, which is a basal for
Evaluation, is that the admiral are favorable and feel that acceptable acquirements
opportunities should be there for the rank & file.
 BIBLIOGRAPHY

 Bookorganizational behaviour
By freedluthans
 Empowerment-what does it mean?
By chandran pillai.g

 Essentials of management

By harold koontz &heinzs weihrich

 Job and work analysis

By michael t. Brannick, edward l.
 A practical guide to employee assesment
By erich p. Prien, leonard goodstein, jeanette

Web sites:
 www.wikipedia.org

 www.retailindia.com

 www.hr-guide.com
 JOB QUESTIONNAIRE

Date…………………………………………….....
Job title……………………………………….......
Number of persons employed……………….........
Signature – job holder………………………….…
Signature – supervisor………………………...….
Brief job summary…………………………..……

1. Is the physical working conditions are taken care by superiors?

A) Yes B) No C) Sometime D) Can’t

2. Are you accustomed work under many supervisors for the same nature of work?
A) Yes B) No C) Some time D) Can’t
3. Do you feel to do your duty out of your commitment to job or because of the fear of
survival?
A) Agree B) Disagree

4. Employees were asked whether they were allotted the job opted by them, for which
the following responses were obtained
A) Yes B) No
5. Do you feel that working atmosphere is friendly in nature at your work place?
A) Yes B) No C) Sometime D) Can’t
6. Do you feel that you are having a good report with all your peers and superiors
A) Yes B) No C) Some time
7 .Employees were asked the reason for taking up this job, for which the response was as
follows.
A)Good Pay scale B)More benefits
C)Career Growth D) All the above
8.Benefits provided by the company?
A) Excellent B)Good
C)Average D)Bad E)Very Bad
9 In your department work is distributed in a fair manner?
A) Agree B) Disagree C) Cant say
10. Do you feel that your job is secured?
A) Agree B) Disagree C) Cant say
11. Do you feel job enrichment helps in individual development?
A) Yes B) No C) Some time D) Can’t
12.“Technology and better work environment leads to more productivity” Do you agree?
A) Agree B) Disagree C) May or may not

13. Have you been informed about the objectives of your organization?
A) Yes B) No C) Some time D) Can’t
14. Whether you are given any incentives / appreciation / rewards by the company when
you do at your work?
A) Agree B) Disagree C) May or may not D) Cant say

15. Employees were asked about the time period for which they were employed, for which
the following responses were obtained
A)Full Time Period B)Part Time Period
C)Daily Wages D)Particular Project Only
Comments
Please add other relevant comments which could assist in the preparation of the job
description.

………………………………………………………………………………………………
………………………………………………………………………………………………