TRAINING REPORT On

Role And Responsibilities assigned To Me (HR Executive) Submitted In the Partial Fulfillment for MBA (2012-2013)
Supervised By Mrs.POONAM THAKUR (Lecturer MBA)

Submitted By:

ANKUSH THAKUR Roll No. 8058

ABHILASHI INSTITUTE OF MANAGEMENT STUDY

DECLARATION:
I hereby declare that present work embodied in this research entitled, study on human Resource department in Jupiter International ltd.Has been carried out by me under the direct supervision of Mr.Deepak Sharda. I declare that it is my original work study and that has not been submitted for the degree or diploma from any other institute in the world. ANKUSHTHAKUR

ACKNOWLEDGEMENT:
I have great pleasure in presenting training report.This report based on the study undertaken by the undersigned as a part of MBA summer training at Jupiter International Limited.I do not wish to take credit alone for this venture but I own a sense of gratefulness to all those personalities whose works have freely been consulted in the preparation of this report. I thanks Abhilashi Institute of Management studies to provide me with an opportunity to gain practical experience by way of winter project.

I further thanks the Mr. Deepak Sharda(human Resource Department) under whom I pursued the Training. They have been a wonderful guide all through and they provided me all the opportunity and freedom at the work place.

ANKUSH THAKUR

TABLE OF CONTENT
1. Overview of jupiter 2. Management team 3. History 4. Product 5. Existing Facilities 6. Quality Policy 7. Quality assurance & Quality control 8. Expansion program of company 9. IMS 10. Mission & Vision 11. Role and Responsibility assigned to Me (HR Executive) 12. Strategies Adopted During Training Tenure 13. Role of HR manager

JUPITER INTERNATIONAL&SOLAR POWER LTD

Established in 1989, Softalk Technologies Ltd. is a leading Information Technology company in India. It has a diversified experience not only in CD manufacturing, but also in import & trading of computer hardware, multimedia & software development, Internet enabled services and other varied IT products. Since 1995, Softalk has been Indias premier CD manufacturing service provider, providing a number of optical disc formats including CD-ROM, Business card CDs, Shaped-CDs, CD-R Duplication, DVD-ROM, DVD-Video, and DVD-Audio. Our CDs are manufactured on the latest state-of-the-art European Machines at our hi-tech manufacturing facilities at Noida, which ensures that they adhere to internationally recognized quality standards. Our low prices, priority service and guaranteed turnaround times makes us the number one choice for corporations demanding high levels of professional service and support when producing CDs. Our unique personalized service and commitment to quality has helped us to earn the trust of clients, large and small, through out India. We execute orders from a few CDs to a few million pieces. Our list of valued customers include large international publishing houses, most of the IT periodicals in the country, popular music companies apart from many other companies of repute.

Jupiter Solar Power Limited

Jupiter Solar Power Limited (JSPL) is an integrated, End-to-end solar power solutions company. It Products & Services manufactures the best quality and high efficiency photovoltaic poly- crystalline solar cells in India. Its Cells are considered at par with global leaders from China and Taiwan. Its state-of-the-art integrated production facility CELLS CELLS is situated at Baddi, Himachal Pradesh. JSPLs facilities and Integrated Management Systems are certified with ISO 9001:2008; ISO 14001:2004 and OHSAS 18001:2007 by International Certification Services (ICS) for Quality Management Systems, Environmental Management Systems and Occupational Health and Safety Management Systems. The cells are calibrated by DEUTSCHER KALIBRIERDIENST. MOULES The company has aggressive expansion programs both in size and backward & forward integration in the value chain to consolidate and enhance its competitive edge To enhance its competitive edge, the company hasaggressive expansion programs both in size and backward & forward integration in the value chain. SOULUTION

Management Team
Alok Garodia, ACA Dhruv Sharma, IIM (Calcutta) Officer Kasturi Roy Chowdhury, BE, IIM (Ahmedabad) Officer Col. S S Jamwal, Ex- Indian Defence Services (Factory) S Kothari, ACA (Finance) D N Pandey, M.Sc, MBA (Operations) Managing Director Chief Executive Chief Operating Resident Director Vice President A.V.P (Operations)

HISTORY
IN KOLKATA ( H.O.) Jupiter innovation limited In 2004 Innovation to International. IN BADDI Jupiter International Ltd. (UNIT I CDR) Jupiter Solar Power Ltd. Jupiter International Ltd. (Unit II DVDR

Product intro + photo

Solar Cell :- Intro. CD :- Intro

Alok Garodia
At Jupiter Solar Power, we believe in sustainable growth and in creating a greener world for our future generations. The genesis of renewable energy lies in utilizing the earths resources to create energy for the world without harming the environment Backed by a passion to excel, we are all set to leverage our inherent strengths to produce world-class renewable energy products, thus paving the way for a greener, cleaner world of Tomorrow. Toward that end, we set up a stateof-the-art PV Cell manufacturing unit at Baddi, Himachal Pradesh. This plant was set-up in Technical collaboration with Centrotherm AG, the market leader in Solar Technologies Through continuous process improvements, better tooling and training and development of our engineers we could raise the capacity of this plant from 7.68 million Cells (32 MW) to 11 million cells (50 MW) and the average efficiency of Cells from 15.8% to 16.9%. We plan to raise the Cell manufacturing capacity to 120 MW by end of 2012 and also to move up the value chain and to get into Module manufacturing facility and providing Turn-Key solutions to Solar Power developers. I believe Solar Power is an extremely potent vehicle for distributing development geographically and economically backward sections spread over rural and tribal India. Desiring to play a positive role in this, the company has plans to strategically move in the Value chain closer to the customer by establishing Solar farms for both off grid and on grid applications. This initiative will be taken in partnership with Infrastructure companies in India. We desire to be a global player known for our technologically advanced and high quality solar products and services.

Existing Facilities
A 50 MW 11 million pieces Poly crystalline PV cell manufacturing unit at Baddi, Himachal Pradesh. Started commercial production in March 2010 Manufactures the highest efficiency Cells in India at par with the global leaders. Technical Partners: Centrotherm Photovoltaics AG, Asys Singulus and Rena Manufacturing Process The unique feature of our Cell manufacturing process is the use of Selective Emitter technology. Very few in the world use this technology. This technology enables to increase the efficiency of the Cells by up to 0.4%

Selective Emitter Technology

The basic structure of silicon solar cells is based on two positive and negative doped areas. The charge carriers generated by the photo effect are separated by this p-n

junction and conducted externally via metal contacts on both sides. The emitter doping is always a compromise in standard solar cells with homogenous emitters. A high n-doping is required in the emitter layer to minimize the resistivity between semiconductor and metal contacts. However, recombination losses increase with rising phosphorous concentration which has an adverse impact on power generation. Thanks to selective emitter technology, the phosphorous concentration in the emitter can be controlled, so that only the area of the front side metal grid has a high phosphorous concentration and therefore a low emitter resistivity. The rest of the surface is lower phosphorous doped so that a large part of the cell can be used for electricity generation. This combines an improved solar cell performance with very good ohmic contact. In comparison to the standard process, an additional production step is required for the manufacture of selective emitter solar cells. After POCl3 diffusion, some of the phosphor in the phosphosilicate glass is diffused precisely and without any defects into the Cell surface. For this purpose a laser tool which can increase cell efficiency by up to 0.4% is used.

Manufacturing Process using Selective Emitter:

We have integrated this selective emitter technology into our production line and improved the average efficiency of our cells to 17%

Quality Assurance
our facilities and Integrated Management Systems are certified with ISO 9001:2008 (Quality Management Systems); ISO 14001:2004 (Environmental Management Systems) and OHSAS 18001:2007 (Safety Management Systems)

And Our cells are calibrated by ISE Fraunhofer** **DEUTSCHER KALIBRIERDIENST

OUR QUALITY POLICY

We will consistently provide products and services that exceed the expectations of our customers. We will actively pursue quality improvements through continuous improvements of our processes that enable each employee to do their job right, the first time and every time to deliver defect free products and services at the most competitive price

QUALITY ASSURANCE AND QUALITY CONTROL (QA & QC)

The PV Cells need to meet very high international standards and therefore investments have been made in QA & QC Program and Equipment. Our QA program covers the following areas: 1. Incoming materials. The quality of wafers, chemicals and process gases are maintained in order to produce high quality PV Cells. The program for Quality Management is based on two practices. Firstly it ensures Purchase agreements with reputed companies and that too for an extended period. Secondly it ensures strict quality check of incoming raw materials. 2. In line Quality Process controls. The Production line is equipped to monitor the quality of production/process at all stages so that remedial measures can be taken, should any deviation is noticed. The planned production lines have the latest sorting and checking equipment 3. Post production and Offline QA Programs An extensive QA department has been established with a well equipped Lab to ensure thorough testing of finished products and a detailed analysis of the products across various parameters. The QA team is headed by a Senior Manager who reports to the Management directly and is at par with the Production Manager. The following Equipments are in place for Online and offline testing and Quality management.

4. Cell testing and sorting The cells are directly transported by a belt from the output of the fast firing furnace to the cell tester. During testing the wafers are illuminated by a flash light sun simulator with electric controlled flash lamp. Sorting is carried out in up to 24 bins. The definition of the classes is freely programmable. For each cell the full IV-Characteristics is measured. The IV-characteristic is corrected with respect to lamp intensity and cell temperature. From the IV Characteristics all important parameters like: 1. Short circuit current 2. Open circuit voltage, 3. Power at maximal power point, 4. Fill factor are computed and stored. The machine is equipped with an automatic optical inspection system checking the metallization pattern and the colour of the cells. The electrical power output can be combined with optical properties for determining the class. As an example the following classes can be defined: 1. Optical quality A combined with 10 power classes 2. Optical quality B combined with the same power classes 3. Optical reject (2x) 4. Electrical reject (2x)

1. Measurement of sheet resistivity After the diffusion process the inspection tool is used for characterization of the sheet resistivity of the diffused wafer. 2. ARC-CONTROL Camera system for quality control of SiN-ARC The camera system is used for characterization of the SiN-antireflection- coating. The system measures every wafer. In case of an out of spec measurement, an alarm is generated. 3. Front side inspection (Screen Printing) The print camera at the print inspection after front side metallization is for print quality inspection. The system is capable of determining the finger width. The system measures every wafer. In case of an out of spec measurement, an alarm is generated. 4. CELL CLASS Camera system for optical classification of finished solar cells The `vision-system for inspection of front grid and colour classification measures every wafer. The classification criteria can be geometrical data (completeness of corners and edges, exact format, etc.), surface defects (print quality, stains, and chipping defects) and colour classification (colour code, stains). This works in a way, that no additional handling and manual sorting has to be carried out

Expansion Program
Strategic Intent is to be a right sized manufacturing company which optimizes the benefits of scale with flexibility of operations, offering customized services. Stay ahead of the curve in Technology with Partnering programs with leading Technology Companies and Research Institutes.Develop a direct access to end customers by moving into manufacturing of modules and providing Engineering services for setting up small solar power projects.

Salary break up
CTC :- Cost to the company or Salary Package i) Basic ii) HRA iii) Convinces :- Rs. 800 iv) Other Allowance v) i) + ii) + iii) + iv) = Gross vi) Contribution for ESI & PF to employee. vii) Other Benefits & Additional Benefits (To be explained in further slides) Deductions :ESI & PF to explained in the next slide.

Benefits
ESI :- Employee state Insurance Scheme. Employee Share :-1.75% of gross Employer Share :- 4.75% of gross. P.F. :- Provident Fund scheme. 12% of Basic to your P.F. Account

Additional Benefits
Food Subsidy Actual food cost Rs. 45, Cost to the employee Rs.15 & Rs.25. i.e. Subsidy given Rs. 30/ meal or Rs.900/ month , and Rs. 20/ meal Rs. 600/ month. Convinces :- Free Bus facility to all the employees even after giving the con. allowance. Leave Encashment :- Privileged Leaves can be enchased acc. to the salary at the time of leaving.

 Gratuity Benefits :- After 5 Years. Accidental Insurance :- Given to the every employee whether covered under ESI Benefits or Not. Free Medical Check Up :- Half Yearly Medical Check up from NRI Hospital for every employee. Over Time :- Acc. To the Gross Salary.

Timings
3 Shift i.e. A, B & C. (for Technical Employees) Shift A - 6:30 am to 2:30 pm. Shift B 2:30 pm to 10:30 pm. Shift C 10:30 pm to 6:30 am. Shift G 10:00 am to 6:30 pm. (For Other Staff) You are required to report for duty on time. If you come 15 min late for 3 times in a 1 month then a half day will be deducted.

Attendance
90% attendance is must. You will mark your attendance by biometrics scanning. If you miss a punch please inform the H.R. Deptt. (With in same day) You will also be provided with Access I. Card. For access to the clean room. Wear your I.D. regularly.

Leaves
Sick leaves 7Leaves/ Year ( 52 Days). Casual Leaves 8/ Year (After 6 Months). Earned Leaves 14/ Year ( After 1 Year). For 2 Half Leaves 1 Day Leave will be deducted. For 2 short leaves Days Leaves will be deducted & consecutively for 3rd short leave 1 day leave will be deducted. Short Leaves will be allowed only in the case of emergency

Discipline & Dress Code

Dress Code should be Formal / Semi Formal Dressing with shoes. You have to maintain the discipline in the factory premises. Chappals are not allowed in factory premise. Proper Dress up in the shop floor

Bio Matrix Scanning

Whenever you come you will have to punch your finger / thumb in the biometrics system. If you miss a punch please. Inform the H.R. Deptt. With in same day otherwise you will be marked absent. If you are doing Shift C+A. Then after C shift punch yourself OUT & after 15 to 20 min again mark yourself IN from the biometrics punching. (Only for the shift C+A).

Over Time
Over time will be given min. after 4 hr. Over Time will not be given for shift late, Training & Medical. Under project time u will not be paid over time but in place of that u will be paid compensatory off on 8 hrs. of over time.

Transport

Jupiter Bus will start from Bitna Road Pinjore. 65 min. early to the shift timing. Route :- Bitna Road Barotiwala Jharmajari Baddi Bus Stand Housing Board Phase III Factory. For technical staff bus facility will only be allowed for Baddi, Shiwalik Nagar, Jhadmajri & Barotiwala only.

IMS (Integrated Management Policy

JSPL is committed to satisfy its customers by providing on time high quality product. We aim to continually improve our process & system through the involvement of our employees, customers & suppliers. We are also committed to provide a safe & healthy working environment to our employees. We ensure a clean environment & healthy society by complying with legal environment rule & regulations. We will continuously review our IMS for its adequacy & effectiveness.

Mission & Values

Mission & Values Mission: To develop significant competencies by extending our footprint across the value chain in the Solar Industry and to harness these competencies to be a leading contributor for promotion of renewable energy in South Asia, by offering cost efficient and quality products and services that address the twin needs of clean energy and distribution of power to remote and poorer areas. Core Values & Tenets: If you build that foundation, both the moral and the ethical foundation, as well as the business foundation and the experience foundation, then the building will not crumble - Henry Kravis, Globally acknowledged Financier and Investor Theres no such thing as business ethics; theres just ethics. And ethics makes no concessions for the real or imagined necessities of making a profit - Rajkumar Garodia, Chairman Jupiter Group We at JSPL believe: Basic values that precede business success must never be compromised In enjoying challenges and encourage working hard, seizing the right opportunity and continuously raising the bar to deliver the best for our customers In building a dedicated team of enterprising men and women who together make up a work place that exudes in confidence That employees be allowed space and freedom so they become more creative and generate new ideas In providing the best work environment that helps to create calm and productive work place that optimises potential of the team and also encourages human bonding for all round development and satisfaction of both career and life expectations of our employees.

Role and Responsibilities assigned to me(HR executive

1. 2. 3. 4. 5. 6. 7.

Recruitment Selection Socialization Training Performance appraisal Maintaining pay rolls. Arranging recreational activites.

Strategies Adopted During Training Tenure

RECRUITMENT:
Recruitment is the process of finding the apt candidates and inducing them to apply for the job in the organization. The recruitment should be a sound one. If it is not so, the morale of the staff will be very low and the image of the Company will be tarnished. The success of any recruitment depends upon the Procedure followed by the company while recruiting the members. Jobs with low salary, understanding jobs or difficult jobs cannot be filled up by the company very easily. Every company has to recruit its staff members but the quantum of recruitment may very form company to another company. After having preparing man power planning, all necessary arrangements are made For acquiring needing human force.Its is to be done through the processes of Recruitment and selection. Recruitment,in facts precedes selection.Its is process of identifying sources of human force and force and attracting and motivating than to apply for the job in organization.

Mostly common Recruitment Strategies

Mostly almost all of the repudiated companies adopt the following recruitment strategies:

INTERNAL SOURCES
1) 2) 3) 4) 5) 6) 7) Promotion Transfer Trainees Internal advertisement Extension of service Lent services Informal search

EXTERNAL SOURCES1) 2) 3) 4) 5) 6) 7) 8) 9) Through employment exchange Private employment agencies Waiting list Trade union Ex-employment Public services commission Deputation Business meeting and conferences and seminars Management consultant

Feature of recruitment: 1) 2) 3) 4) 5) Recruitment is first step of appointment Its is a continuous process Its is process of identifying sources of human forces, attracting for the job of organization. Its is positive process. Its fulfils needs, both present and future

RECRUITMENT POLICY: Such a policy asserts the objectives of the recruitment and provides a framework of Implementation of the recruitment Implementation of the recruitment programmed in the form form of procedures. A good Recruitment policy must contain these elements: a) Organizations objectives-both in the short term and long term must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnel- area wise, jobs family wise. b) Identification of the recruitment needs to take decision regarding the balance of the qualitative dimensions of the would be recruit, i.e. the recruit should prepare profile for each category of the workers and according work out the main specification, decide the sections, departments or branches where they should be placed and identify the particular responsibilities which may be immediately assigned to them. c) Preferred sources of recruitment, which be tapped by the organization, e.g., for the skilled or semi skilled manual workers, internal sources and employment exchanges may be preferred for highly specialized categories and managerial personnel other sources besides besides the former, may be utilized. d) Criteria of selection and preferences: these should be based on conscious though and serious deliberations which include merit and suitability. e) The cost of recruitment and implications of the same. Recruitment is of the most crucial roles of the human resource performance of an organization depends on the effectiveness of its recruitment function. The Recruitment strategy of the Jupiter Company is well planned and practical to attract more and good talents to apply in the organization. During my Training Tenure the Company had need to recruit to an employ for its inventory work. The person was recruited by me. Its was good experience for me. There were three candidates applied for this job. I had taken the Interview of those three candidates and select the best one.

SELECTION:
Selection is the device used in an organization to select suitable person who has required educational, skills, abilities, personality and the like. When an organization gets more number of applications then needed, the application in excess are rejected. In other words, a screening test may be conducted through which unsuitable candidates may be rejected. Selection procedure starts with the end of Recruitment Selection is the process by which candidate for employments are distinguished between those who are suitable and those who are not suitable. It involves rejection of some candidate and Knows as negative process or process of elimination. Its objects at choosing from a list of application for a job, the person who meets best selection criteria related constraints.

IMPORTANCE:
1) 2) 3) 4) 5) Its is process of appointment Its is a negative process because those applications that are not suitable will be rejected. Its is evaluation of a qualification, skill, health, and experience of application. Selection requires high cost results in a very high rate of return. Managers knows the techniques used to discover the deficiencies in candidates.

SELECTION POLIY:
While formulating a selection policy, due consideration should be given to organization requirements as well as technical and professional dimensions of selection procedures. Yoder and others have suggested goals, technological issues, cost factors, extend of formality, etc. In other words, an effective policy must assert the why and what aspects of the organizational.

STAGES OF SELECTION:
Its may be said that recruitment is a positive function of management. But selection is negative function of management. The reason is that eliminating application is more difficult then selecting than. Normally the selection procedure has been following stages

1)

Receiving And Screening of Application: Prospective employees are requested to submit the applications in the white paper or in a prescribed form. In both the case, full particulars of the employee should be given any omission may disqualify the particular candidate. The information relates to the name of the candidate, age, educational qualification, date of birth, experience, parents name or occupation, address for communication etc.

2) Initial Interview: Its is otherwise called preliminary interview. The object of conducting this interview is to know whether the applicant is physically and mentally fit for job. Questions are put to the candidate for evaluation. These questions are related to his qualifications,

experience, interest, age, nativity and the like. Only minimum time is spend for this interview. Candidate who have passed in the interview are called for the next selection procedure.

3) Blank Application: A specific format is followed by an organization for this selection process. The
nature of the format varies for each job. The some name is not used for jobs in the organization the reason is that different qualification and skills are required for different jobs. Care should be taken to ensure that the candidates provide brief and pointed answers for the queries raised in the form. Besides irrelevant answers should be avoided and all relevant information should be given in the form.

SELECTION PROCESS:
1) 2) 3) 4) 5) 6) 7) 8) 9) Reception of application Preliminary interviews Applications blank Psychological test Interview Background investigation (Reference check) Final Selection by interviewers Physical examination Placement

Selection is a process through which a Reasonable person is selected for the job. Its is an Important function of the Human Resource Manager in each and every organization. During my Training tenure in the Jupiter construction limited after all the step of the recruitment process I had select the best person for this job. For this function done by me Training guide appreciated me for this.

INTERVIEW:
An interview is a procedure designed to get information from a person and to assess his potential for the job he is being considered, on the basis of oral responses by applicant to oral inquiries by the interviewer. Interviewer is a formal in-depth conversation with the applicant, to evaluate his suitability. It is one of the most important tools in the selection process. This tool is used when interviewing skilled, technical, professional and even managerial employees. Its involves twoway exchanges of information. The interviewer learns about the applicant and the candidate learns about the employer. Although an indispensable management tool interviews do have shortcomings. OBJECTIVE OF INTERVIEW:

1) To Obtain Additional Information Form the candidate 2) Facilitates Giving to Candidate Information about the job, company, its policies, product 3) To Asses the basic suitability of The candidate

TYPES OF INTERVIEW: 1) Degree of structure 2) Purpose 3) Content 4) The way in which it is conducted

GUIDELINES FOR CONDUCTING AN INTERVIEW:

1) 2) 3) 4) 5)

Plan the Interview Establish report Ask Question Close the Interview Review the interview after the candidate

PLACEMENT:
After an employee has been recruitment he is provided with basis background Information about the employer, working conditions and the information necessary to perform his job satisfactorily. The new employee initial orientation helps him perform better by him information of the company rule, and practices. Orientation is one component of the new employee socialization process. Socialization is the ongoing process of instilling in new employees prevailing attitudes, standards, values patterns of behaviour that are expected by the organization and its departments. Placement is a process in which the new employee is allocated the job he is hired for an assignment of a new employee to the job. placement is the responsibility of the superior or colleague with whom the employee with employee has to work. The human resources Department should monitor the right placement so that the new entrant settles down Satisfactorily in the work place.

TRAINING:
Every organization needs to have well trained and And experienced people to perform the Activities that have to be done. If the current or potential job occupant can meet this requirement, training is not important. But when this is not the case, it is necessary to raise the skills levels and increase the versatility or changes resulting out of job redesigning or a technological breakthrough require some type of training and development efforts. As the jobs become more complex, the importance of employee development also increases, The term training and development are used synonymously. But they different meaning According to Edwin B. Flippo. Training is the act of increasing the knowledge and skills of an employee for doing a particular job, the management development includes the process by which manager and executive acquire not only skills and competence in their present jobs, but also capacities for future managerial tasks of increasing difficulty and scope The importance of training to industrial workers cannot and should not be overlooked by the management. The major values of training may be discussed below:1) Increase in Productivity: Productivity, we mean, the more out-put at lesser costs. Training brings abouts an improvement of the quality of output by increasing e skill of the employee over a workers who as just staged working without proper training. The worker also learns systematic way of doing the things, which improves the quality of the output. 2) Better and Economical use of Materials and Equipments: An advantageous by product of training is that spoiled work and damages to machinery and equipments can be kept at minimum by the well trained employees. Trained employees will be able to make better and economical use of materials, machinery and equipments. Thus it helps in deducting the cost of production. 3) Reduced Supervisions and Direction: A well trained people of self reliant because he knows what to do and how to do and understand are responsibilities well. Educes, not eliminates the need for detailed and constant supervision. Direction is generally not required by a trained personnel.

NEED FOR TRAINING:

1) To Improve Quality:
Better informed workers are less likely to operational mistakes. Quality increases may be in relationship to a company product or service, or in reference to the intangible organizational Employment atmosphere. 2) To Help The Company Fulfill its Future Personnel Needs: Organizations that have a good internal educational programmed will have to make Less drastic manpower changes and adjustments in the events of sudden personnel alternations. When the need arises, organizational vacancies can more easily be staffed from internal sources if a company initiates and maintains an adequate instructional Programmed for both its non-supervisory and managerial employees.

3) To Improve Organizational Climate:

An endless chain of positive reactions results from a well-planned training programmed. Production and product quality may improve, financial incentive may then be increased, internal promotions Become stressed, less supervisory pressure ensure and base pay rate increase results. 4) To Improve Health and Safety: Proper training can help prevent industrial accidents. A safer work environment leads to more stable mental attitudes on the part of employees. Managerial mental state would also improve if supervision knows that they can better themselves through company-designed development.

5) Obsolescence prevention:
Training and development programmed foster the initiative and creativity of employees and helps to prevent manpower obsolescence, which may be due to age, temperament or motivation, or the inability of a person to adept himself to technological changes.

TYPES OF TRAINING:
ON The-Job Training: 1) 2) 3) 4) On specific job. Rotation of position Special projects. Apprenticeship

Off-The-Job Training:
1) 2) 3) 4) 5) 6) Special cources and lectures Conference Case study Role playing Management game Brain-storming

Training is a programmed that facilitates an employee to perform the job effectively through acquiring increased knowledge and skills. There are more than three methods of providing the training to the employees in the

organization. the main method out of these three methods is on the job training. It is the very common methods of providing training to the employee in every organization, where the employee develop his skills for during the job in the better way. During my training tenure I had adopt this method for providing training to the new selected employee.

PERFORMANCE APPRISAL:
Once the employee has been selected, trained and motivated, he is then appraised for his Performance appraisal is the step where the management find out how effective it has been at hiring and placing employees. If any problem are problem are identified, steps are taken to communicate with the employee and to remedy them. A performance appraisal is a process Is a process of evaluating an employees performance of a job in terms of its requirement. A member in an organization expresses an option or views about others. The opinion may be about the way of mixing with others, way of working , character, etc. these opinion become a basis for the appraisal of an employee. A superior has some opinion about his sub-ordinates for determining many things like promotion, transfer,pay,fixation, etc. performance appraisal may be defined as procedure that involves: a) Setting work standard; b) Assessing the employees actual performance relative to these standards; c) Providing feedback to the employee with the aim of motivating that person to eliminate his deficiencies and continue better;

IMPORTANCE:
1) Performance appraisal helps the management to take decision about the salary increase of an employee. 2) The continuous evaluation of an employee helps in improving the quality of an employee in job performance. 3) The performance appraisal brings out the facilities available to an employee, when the management is prepared to provide adequate the facilities for effective performance. 4) The minimizes the communication gap between employer and employee. 5) Promotion is given to an employee on the basis of performance appraisal.

METHOD OF PERFORMANCE APPRAISAL:

Traditional Methods
1) 2) 3) 4) 5) 6) 7) 8) Straight Ranking Man-to-Man Comparison Method Grading Graphic Rating Scales Forced Choice Description Method Forced Distribution Method Check Lists Free Form Easy Method

9) Critical Incidents

Modern method 1) 2) 3) 4) 5) Assessment Centre Management By Objectives Human Asset Accounting Method Group Appraisal Field Review Method

APPRAISAL SUMMARY:
1) Personal Background o o o o o o o o Age Family Background Marital status Children Education Work History Employees Position, titles and duties Social Accomplishments

0 Health 0 Family Problem 0 Hobbies and Recreational 2) Nature of Work a) A generalized statement based on organization planning and job analysis datd. b) Com assignments c) Number and titles of people supervised.

4) Job performance and Personal Qualification

a) Technical performance
b) c) d) f) Motivation in current position Intelligence as Manifested on the job Emotional Stability Leadership Skills

4) Overall Performance Rating

a) Individual rating relative to what is expected. Raking among others at the same level doing similar work b) Potentially

5) Recommended Action
a) Change in Placement b) Ideal duration of current placement

Performance appraisal means the systematic evaluation of the performance of an employee by an an expert or his immediate supervisor. It helps the management to take the decision about the take decision about the salary increase of an employee. During my training I had adopt the Ranking method of the performance appraisal. During this I had ranked the employee one against the other in the woking group. There are 10 workers in the working group, the most efficient worker is ranked as number one and the last efficient worker is ranked as number ten. All the worker are ranked in the group as 1,2,3, and so on. This work was also appreciated by my boss.

SOCIALIZATION:

Socialization is the process in any organization is to introduce the new selected employ with all the existing employee working in the organization. it is a most important function in all the modern organization . Socialization is the ongoing process of instilling in all new employee prevailing attitudes ,standards, values, patterns of behaviour that are expected by the organization and its department . I firstly introduce the new selected employ with all his colleagues and with his department head and secondly with whole of the organization.

ROLE OF HR MANAGER:
1) Personal Role
a) Manpower Planning, Recruitment, Selection etc. B) Training and development of employee c) Measurement and assessment of individual and Group behaviour

2) Welfare and Counsellors Role

a) Managing services-canteens, Transport, co-operatives, creches,etc. b) Research in personnel and organization problems

3) Administrative Role
a) Salary and wage Administrative- incentives b) Maintenance of Records

Conclusion:
Summer Training is short term process by which the person learns technical knowledge , skills and work culture of the company. Summer Training is an important part for the MBA student. Summer training generally extends for a period of 6 weeks after the third semester. It is a great help for the students as it helps them taste the real work environment and test their knowledge in their area of expertise. Students get to work on live projects during their training which gives them an exposure to the industry as well as prepare them for their future placements. During this training that they can really acquire the in depth understanding in specialization areas.