Project Report

Of
Human Resource Development
On
Madhav Alloys Pvt. Ltd.

Submitted By:
“Group Pearls”
Deepti Kaushik: 501704013
Latika Bajaj: 501704026
Nidhi Wadhwa: 501704035
Shreeya: 501704106

L.M. Thapar School of Management

(Thapar Institute of Engineering and Technology, Patiala)
DeraBassi Campus, Mohali - 140507
 DECLARATION BY GROUP “PEARLS”

This is to certify that this project report has been submitted by Group “Pearls”, a second year MBA
group of HR Specialization from LM Thapar School of Management, in partial fulfillment of the
requirement of 2 credits in Human Resource Development subject of LM Thapar School of
Management, Thapar Institute of Engineering and Technology, Patiala.

This project report titled “Human Resource Development Project On Madhav Alloys Pvt.
Ltd.” is a submission of the work done by our entire group in the duration given by Ma’am Ridhi
Arora.
This report has been verified and authenticated by our group.

Group Pearls:

Deepti Kaushik – 501704013

Latika Bajaj – 501704026

Nidhi Wadhwa – 501704035

Shreeya - 501704106
 ACKNOWLEDGEMENT

The opportunity to work as a group for Human Resource Development Project has provided us
a great scope for learning and professional development. We feel grateful for having a chance to
talk Miss. Preeti Arora, who have helped us by providing the information about her company.

However, this could not have been possible without the help of Mr. Rakesh Malik, AGM
Accounts & Finance in the company.

We are highly indebted to our teacher Dr. Ridhi Arora at our college, LM Thapar School of
Management, for her valuable guidance on the various aspects of this project. We express our
deepest gratitude to her for guiding us in all our work and for helping we contribute effectively to
the project.

In last we want to thank our friends and other people around us for supporting us throughout the
project.

We will thus strive to use the skills and knowledge gained from this project, in the best possible
way, in order to attain our desired career objectives.
 CONTENTS

1. Introduction to Project
2. Company Profile
3. Key Issues
4. What Company has done???
5. Recommendations
6. Conclusion
 INTRODUCTION TO PROJECT

“Projects are the best medium to learn and to grow, through practical experiments and through
connecting with others in group. Also it helps us to make more connections in corporate world.”

Same is the case of this project too. Due to this we got the opportunity to have a direct talk with
the HR Manager of Madhav Alloys Pvt. Ltd. (Khanna Branch), Miss. Preeti Arora. She told
us about the problems that are going inside their own organization as well as in the corporate
world. The Company is well known for the fully integrated high end steel manufacturing
organization with a rich focus on quality and customer satisfaction.

We came to know the problems like Employee Absenteeism, Lack in Employee Engagement,
Improper Orientation is leading to so many problems in the organization. And if the company
wouldn’t have been taken action on it then the consequences would have been dangerous.

Also they discussed so many solutions that they have opted for meeting these problems and after
that what were the results that came out. The solutions were new to us and also we learned that
these solutions we can use in our professional life in near future.

Also she shared that they are using Government Policies in their organization and the methods due
to which employee feel motivated, satisfied and engaged.

After getting all the necessity information from her we thought for the various suggestions and
recommendation for the company that we have mentioned in this project.

Basically, we got an idea that what is going in the corporate world, also in future what kind of
situations we are going to face. This project helped us a lot to know the duties and responsibilities
of a HR Manager and to develop ourselves.
 COMPANY PROFILE

Madhav Alloys Private Limited is a fully integrated high end steel manufacturing organization
with a rich focus on quality and customer satisfaction.

With a belief that a foundation built on integrity and commitment is the key to developing strong
and mutually beneficial relationships in the metals business, a strong team of people is put together
who helped in making Madhav the North India’s largest fully integrated Specialty in Steel
producer today. Madhav Alloys is not only steel manufacturing enterprise; it is a home of skilled
professionalism, consistency, authenticity and credibility. Madhav’s flagship brand, ‘JYOTI’,
realizes the need of a competent workforce which ensures the satisfaction of the clients with
achievement and successful attainment of target and goals. The strength of relationships with
employees is visible in each aspect, the growth of our Employees signifies their growth.

Thorough research and developmental activities constitute a major part of enterprise’s functioning
and it acts as an uncompromised fulfillment of customers’ requirements which in turn fuels
progress of human assets too.

Quality Management Systems are present all across the organization and continuously monitoring
and betterment of these systems form the chief intent of Madhav’s team. It is not just the joy of
accomplishment that makes their team happy but, it is the essence of gratitude amongst all which
spearheads all their efforts. Gratitude has and will always be an integral part of Madhav Alloys.

Madhav Alloys envisions a glorious future for its clientele through passion for deliverance of
quality products and synergizing its efforts effectively and efficiently. It aims to make the products
which speak volumes through its powerful delivery. A vision without execution is hallucination
and ‘JYOTI’ thus strives to not only share the client’s views but also puts in efforts to provide
greater than what is expected. Thus, Madhav Alloys has acquired a leadership position in the
present market with its determination and perseverance.
 VISION
Enabling infrastructure, accelerating growth.

MISSION
Contribute in building New India and to promote Make-in-India, through:

Exponential Growth through Innovation and Technology

Ensuring Sustainable Future

Enhancing Customer Delight

Nurturing abilities and Enriching Capabilities of employees

To establish and maintain Win-Win Relationship with Stake Holders and Business Associates.
 KEY ISSUES

1) Selection of trainees:

It was seen that the trainees were selected by the immediate mentors without any relevant basis.

This lead to biasness while selecting the employees for training. Negative impact on the
performance of the peers was clearly visible and this demotivation lead to a decrease in the
revenues and market value of the company.

2) Absenteeism:

Unexpected as well as expected absenteeism is also a major problem for the organization.

Employees taking leave for various reasons like illness, injury, festivals, family care, marriage etc.
puts a negative impact on the normal functioning of the business.

3) Problem in Orientation:

Sometimes, employees used to develop wrong perceptions after joining because they were
misguided by certain people who tell negative about the company in order to avoid competition.

The result of which was the poor performance of the person who has joined recently.
 WHAT COMPANY HAS DONE???

1. Performance Based Selection of Trainees: Earlier the selection of trainees was on random
basis. Due to this, employees were facing biasness by the immediate mentors. No pre-decided or
relevant base was there for selection. To overcome this issue, company has changed its selection
process of trainee. Company opted performance based selection process. Under which, only the
employees with excellent performance were preferred for these trainings. Now only the
deserving employees get chance for training. This motivates other employees to work hard so
that they can also get this opportunity. In addition, now Madhav Co. is also hiring employees
from ITI’s and also making them part of these training. As this is also an opportunities for ITI’s
students to build their future.

2. Introduction to Engagement Activities: As the 90% of Madhav Co’s employees are from
Bihar, U.P and Punjab, which means that they are leaving their hometowns and migrate to
Khanna to join their jobs. So at festival time, their employees take holidays for longer period
which creates problem for the company to meet its target on time. To overcome this problem
company has introduced some engagement activities for their employees such as small functions
on festivals. In addition, company started giving some cash benefits to employees on their
important and essential life events like marriage, accidents etc. These activities are useful for
reducing absenteeism as when employees are actively engaged, they stick around. As the results
are positive so the company has started doing these engagement activities on regular basis.

3. Working with Star Performers: As there was no proper induction program in Madhav Co,
so some negative people of the company was taking advantage of this. They were spreading
negative thing towards new comers, due to which their performance was poor. To overcome this
issue company decided to introduce a proper induction program for new employees which will
include direct interaction with their seniors, making them acquainted to the company, dividing
them in groups and assigning star performer as mentors. Star performers are helping them to
overcome their issues. These activities are helpful in make good connection and relationship
between them. It is a good step by company to spread positivity among them as well as to
develop a sense of belongingness towards the company.
 RECOMMENDATIONS

1) Transparency:

The workers should be known about where they were lacking in performance and why they have
not been selected for further training. It is essential to be clear and share opinions in a constructive
manner as the results may be faster problem solving, better teamwork, healthy working
relationships, and trust and, ultimately, improved performance.

2) Proper guidelines for performance measurement:

As now the company has started selecting on the basis of performance, proper guidelines should
be framed by the company as on what grounds the performance will be measured thereby reducing
unfairness. They have their own duties to perform, eliminating the confusion because each person
has a defined space. By establishing individualized metrics, it becomes possible to find and
recognize the top performers. This creates more chances for an organization to keep its best
people.

3) Building an emotional connect with the employees:

As the company has started the employee engagement activities it should also foster upon the
building an emotional connect with its employees. The organization should also use practices like
employee recognition, one-on-one meetings, and 360 feedback to drive performance.

Emotional connection in the workplace is important for productivity. When companies create an
environment where workers feel emotionally connected, they start taking risks, talk about new
ideas, try new things and eventually they will be more adaptive and ultimately more successful.

4) Immediate superiors for proper guidance and grooming:

As there is entry of fresh people into the organization, they need superiors for proper guidance and
grooming. But the gap between them (of age, level) had been too wide to develop a healthy bond.
So, it is highly recommended to make them work with immediate seniority level for proper
guidance and grooming.
 CONCLUSION
This project report comprises all the important things and issues that were in Madhav Alloys Pvt.
Ltd. Also we got to know that now a days what kind of Human Resource environment is there in
real corporate world. Not only this because now we are able to find out the solutions for a
specific kind of problem that can come in Human Resource Department of any company.

In this case also we gave the suggestions like:

• Functions around the festive season so that absenteeism rate can come down.
• Employee Engagement and Retention can increase by making an emotional connect with
the employees.
• Immediate supervisors must be there for direct contact and motivation.
• Proper guidelines must be there for employees regarding every minor as well as major
thing like appraisal system, parameters etc.
• Proper facilities and environment should be provided to the employees so that they can
work more effectively and efficiently.

There are so many other ways also through which we can increase employee Engagement.

So this project comprises all the important aspects that a Human Resource manager should take
into consideration while dealing with employees in his or her work life.