ACKNOWLEDGEMENT

I express my heartfelt thanks to MRS.KUMARALINGAM (SENIOR DGM HR&IR) and MRS.GOWRISANKAR (ASST. MANAGET-PERSONNEL) for giving me this opportunity to do in-plant training in this organization. I would also like to thank MS.B.GAJALAKSHMI, MS.RANJINI GOPINATH, MS.H.SANTHANALAKSHMI, and MR.R.DEEPAN CHAKRAVARTHY. For their guidance, assistance and cooperation that facilitated the successful of my project.

AUDCO POLICIES
QUALITY POLICY

AUDCO INDIA LIMITED is committed to total customer satisfaction by way of Maintaining a high standard quality consistent with the customer requirements. Complying with codes, customer specifications, statutory & regulatory requirements as applicable to the products. By way of improving the effectiveness of quality management to add value to the products. HUMAN RESOURCE POLICY

AUDCO INDIA LIMITED has the following human resource policy. Acquiring, developing retaining high-calibre talent. Empowering employees to be creative and innovative. Practices for maintaining transparency, fairness and equity. Creating a culture of continuous learning, competitiveness and excellence through change in management. Respecting ethics, values and good governance. EHS POLICY (Environment, health and safety policy)

Provide a safe and healthy safe place to employees. Comply with all application legal, regulatory and other requirements of EHS. Conserve resources like power, water and consumable. Minimize waste and promote recycling by setting objectives and targets. Dispose the waste generated and minimize loss of resources through a safe work culture.

 Continually improve to minimize environmental, health and safety hazards. Train and built awareness among all the employees on EHS issues. Review periodically and communicate EHS policy to employees and stakeholders and make it available to the public on request.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE To study about various activities of people support department through inplant training in AUDCO INDIA LIMITED. SECONDARY OBJECTIVE To study about the SAP used in the organization To learn about the time management activity of the organization To identify about the training and development program provided by the organization.

INTRODUCTION
Every business is made up of people it is human resource. An organization is nothing without human resource. Human resource is managing these people effectively. It is aimed at achieving business objectives through the best use of an organizations human resource. Effective management of an organization is a vital in all types of organization.

MEANING OF HUMAN RESOURCE MANAGEMENT

HRM is the set of organizational activities directed at attracting developing rewarding and maintaining an effective work force.

DEFINITION
According to RANDALL S.SCHULER, human resource management is the use of several activities to ensure that human resources are managed effectively for the benefit of the individual, society and business.

OBJECTIVES OF HRM:
1) SOCEITAL OBJECTIVES: To provide more employment opportunities. To provide maximum productivity. To provide maximum material and mental satisfaction to workforce. To control the wastage of effort.

2) ORGANISATIONAL OBJECTIVES: To help the organization to reach its goals. To provide well-trained and well-motivated employees to the organization. To develop and maintain a quality of work life that makes employment in the organization desirable. To communicate HRM policies to all the employees. 3) EMPLOYEES OBJECTIVES: To provide adequate remuneration to the employees. To provide job security. To increase the employee job satisfaction and self-actualization. To provide congenial working environment. 4) LABOUR UNION OBJECTIVES: To recognize the labor unions. To establish the personnel policies in consultation with unions. To create congenial atmosphere with unions as to maintain the spirit of selfdiscipline and co-operation with the management.

FUNCTIONS OF HRM:
1. ORGANIZATIONAL PLANNING AND DEVELPOMENT Determination of needs of the organization based on long and short terms objectives, technology selected product feature and external environment. Design of organizational structure.

Designing Interpersonal relationships. Establishing a healthy organizational climate of mutual co-operation, trust and

2. STRATEGIC HUMAN RESOURCE PLANNING Assessing current human resources. Assessing feature human resources needs, and Developing a program to meet the following needs.

3. JOB ANALYSIS It is an assessment that defines jobs and the behaviors necessary to perform them. Reparation of job descriptions and job specifications.

4. STAFFING It concerns the recruitment and selection of human resource for an organization. It includes: Manpower planning, Recruitment, Selection and placement, Induction, Promotion and transfer, and Separation.

5. Training and Development It includes:

Orientation of new employees, Training of employees to perform their jobs, Restraining of employees as their job requirements change, and Encouraging the development and growth of wmployees.

6. PERFORMANCE APPRAISAL: In making compensation decisions, In specifying areas in which additional an development of employees is needed, and In making placement decisions.

7. COMPENSATION AND BENEFITS: Compensation rewards people through pay, incentives and benefits for performing work within the organization. Organizational must develop and refine their basic wage and salary systems to ensure that pay-for-performance policies are followed. 8. HEALTH AND SAFETY: Organizations should be more responsive to the concerns about the physical and mental health, and safety of employees. Organizations should provide safer and healthy working conditions for employees. 9. EMPLOYEE RELATIONS:

The formal relationship between employees and their employers must be managed for the benefit of both. To facilitate good employee relations, it is important to develop and communicate HR policies and rules.

10. UNION RELATIONS: Union-related activities are important because they affect employees relations, it is important to develop and communicate HR policies and rules. At the formal organization level, the union is the agent representing a group of employees in an organization. The other activities of union include collectives bargaining and grievance management. 11. HR INFORMATION AND ASSESSMENT SYSTEM: Information, communication and research systems are vital to the coordination of HR policies. Creating and maintaining HR databases and systems are critical aspects of the strategic role of HR management. Measuring HR effectiveness is done by evaluating how well HR activities are being performed in an organization.

SCOPE OF HUMAN RESOURCE MANAGEMENT:

Human Resource Management focuses on managing physical and emotional capital of employees. The three main scope of human resource management are as follows: HRM IN PERSONNEL DEPARTMENT

This is for the direct manpower planning, hiring, training and development, induction and orientation, transfer, promotion, compensation, performance appraisal, developing skills traveling policies, layoff and retrenchment, employee productivity. The main aim is for individual growth, development which is useful for the organizational development. HRM IN EMPLOYEE WELFARE

This includes working condition at work place, responsibilities and service such as safety and health service, welfare funds, social security, medical service. It also covers appointment of safety officer, eliminating workplace hazards, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefit and family benefits, etc. HRM IN INDUSTRIAL RELATIONS]

It is the art and science of understanding the employment relations, joint consultations, disciplinary procedures, solving problem with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes.

The mail aim is to safeguarding the interest of employees and establishing growing and promoting industrial democracy to safeguard the interest of both the employees and management.

REVIEW OF HUMAN RESOURCE MANAGEMENT:

Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives. HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, and effective modeling of human resources as contrasted with physical resources. It is the recruitment, selection development, utilization, compensation and motivation of human resources by the organization. The human resource department deals with management of people within the organization. There are number of responsibilities that come with this title. First of all, the department is responsible for hiring members of staff, this will involve people. One important aspect of this is planning for employees in the organization. It is important that the organization ensures that all the employees under its wing are just enough to increase the value of the organization. A Human Resource Management System (HRMS) or Human Resource Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline

and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of Enterprise Resource Planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. The department must ensure that staff members are not too many because if they exceed this amount, then the organization stands to lose. It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who already in place. Consequently, there will be poor motivation resulting from fatigue. The HR department is also bestowed with the responsibility of planning future organizational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organization have a general direction which they are working towards. Organizations that have a clear direction are always more effective; those members of staff will be of more result oriented rather than just working for the sake of it. The department is also responsible for setting day to day objectives necessary for streamlining activities within the organization and thus ensuring that work is not just done haphazardly.

FUNCTIONS AND ACTIVITIES OF HRM:

In order to achieve the objectives of an organization, the HRM section or department must carry out a number of functions. The key functions of HRM can be summarized as the acquisition, maintenance, development and termination of employees. Acquisition : This is the getting phase of HRM. It includes estimating the future demand and supply for human resources and integrating these resources into a total human resource strategy. In other words, the objectives and future directions of the organization must be known before any reliable forecasts of people needs can be made. The acquiring process includes recruiting, selection and the socialization or induction of new employees.

MAINTAINENCE:
This is the keeping function and involves providing benefits, services and working conditions that are needed if the individuals are committed to the work place.

DEVELOPMENT:
This encompasses the hole domain of training and development, which has a major area of concern and expense for organizations. Developing also includes the concepts of organizational change and development and how these processes impact upon employees.

TERMINATION:
This is the saying good bye activity and is sometimes known as the separation phase of employment. It involves such issues as retirement, redundancy, resignation and dismissal. these issues have become an major importance in organization in recent years. Moreover, there have been many legislative developments in Australia that had have a major impact on the arrangements for terminating the employment contract. (The Howard government is proposing further reforms to the industrial relations in Australia in 2005which will make it easier for employers to terminate employees by reducing their protection against unfair dismissal)

DEPARTMENTS OF AUDCO INDIA LIMITED

Production department Marketing service department (MSD) Plant engineering department (PLED) Information system department (ISD) Finance department Research and development (R&D) Production engineering department (PED) Quality assurance and quality control (QA & QC) People support department (PSD)

ORGANISATIONAL STRUCTURE: BOARD OF DIRECTORS CHIEF EXECUTIVE

PLANT HEAD/FUNCTIONAL HEADS DEPARTMENTAL HEADS/PRODUCT HEADS MANAGERS EXECUTIVES/SUPERVISORS SHOP FLOOR EMPLOYEES