A PLACEMENT REPORT ON

HUMAN RESOURSE & PLANNING, INTERNSHIP TRAINING

FOR

PERFECT TOOLS MOULDS FACTORY (L.L.C) Niveditha P.K (UGP)

IN PARTIAL FULFILLMENT OF UNDERGRADUATE PROGRAMME IN CAREER DEVELOPMENT

HORIZON OF KNOWLEDGE MANAGEMENT TRAINING (Affiliated to university of Calicut) SHJ-71159 - UNITED ARAB EMIRATES.

(FOR THE YEAR 2008-2011)

INTERNSHIP TRAINING FROM

PERFECT TOOLS MOULDS FACTORY (L.L.C)
IN PARTIAL FULFILLMENT OF UNDERGRADUATE PROGRAMME IN CAREER DEVELOPMENT

SUBMITTED BY NIVEDITHA P.K BACHELORS IN BUSINESS ADMINISTRATION (BBA)

AT

HORIZON OF KNOWLEDGE MANAGEMENT TRAINING (Affiliated to university of calicut) (2008-2011)

DECLARATION
I, hereby declare that matter embodied in this placement report entitled HUMAN RESOURCES & PLANNING is the result of the analysis of observations and interviews carried out by me under the guidance of _________________ Horizon of Knowledge Management Training. This project work has not previously formed the basis for the award of any degree, diploma, fellowship, associate ship or any other similar title, to any candidate of any University.

Registration Number : HAAIBBA049 Date : _____ ______ _____

Mrs sujatha Kamath Nishad.P Signature of the Project Guide of the Student _______________________ ________________________ Signature

ACKNOWLEDGEMENTS A summer project is a golden opportunity for learning & self development. I consider myself very lucky & honored to have so many wonderful people lead me through in completion of the project. My grateful thanks to SURESH SIR, MRS.SHAHEEN & MRS SAVITHRI UDAY, who all in spite of being extraordinarily busy people took time out to hear, guide & keep me on the right track. I do not know where I would have been without them. A humble THANK YOU to all of you. Mrs. RENI J THOMAS, HR MANAGER at PERFECT TOOLS MOULDS FACTORY, monitored my progress & arranged all facilities to make life easier for me. I choose this moment to acknowledge her contribution gratefully. PROF SUJATA KAMAT, whose patience I have probably tested to the limit. She was always so involved in the entire process, shared her knowledge & encouraged me to think. THANK YOU, dear maam. I would like to thank PROF MOHAMMED RAHMATULLAH for his efforts that provided me such a wonderful opportunity.

Last but not least I would like to thank all the people who shared valuable information that helped me in completing the project.

NIVEDITHA P.K

EXECUTIVE SUMMARY
INTERNSHIP TRAINING: Internship is a system of on the job training for white-collar jobs, similar to an apprenticeship. Interns are usually college or university students, but they can also be high school students or post graduate adults seeking skills for a new career. They may also be as young as middle school or in some cases elementary students. Student internships provide opportunities for students to gain experience in their field, determine if they have an interest in a particular career, create a network of contacts, or gain school credit. Internships provide employers with cheap or free labor for (typically) low-level tasks. Some interns find permanent, paid employment with the companies in which they interned. Their value to the company may be increased by the fact that they need little to no training. An internship may be paid, unpaid or partially paid. Paid internships are most common in the medical, architecture, science, engineering, law, business(especially accountingand finance), technology and adver tising fields. The act of job shadowing may also constitute interning.

OBJECTIVES: 1. To test my interest in a particular career before permanent commitments are made. 2. To develop skills & techniques directly applicable to my career. 3. Opportunity to develop attitudes conducive to effective interpersonal relationships.
4.

To increase my sense of responsibility.

FINDINGS:
Internship helped me in understanding how an organization functions daily & the people responsible for finishing their designated jobs along with the provided pressure. Time management proved to be very useful throughout my training period. CONCLUSION: When I first started I did not think that I was going to be able to make myself sit in an office for eight hours a day, five days a week. Once I realized what I had to do I organized my day and work so that I was not overlapping or wasting my hours. I learned that I needed to be organized and have questions ready for when it was the correct time to get feedback. From this internship and time management I had to learn how to motivate myself through being in the office for so many hours. RECOMMENDATIONS: I recommend that Perfect Tools Moulds Factory (L.L.C) should once in a while Organize a team building exercise outside PTMF (L.L.C) Complex to its staff in order to bring them closer. This would give staff time to reexamine what they have achieved so far, share personal experiences and ideas, learn to be together and appreciate the importance of team

work at work. I must recommend PTMF (L.L.C) for the continued financial support to the interns. I think it is through their generosity that interns find it a bit easy to afford their meals while at work and meet there daily transport expenses to and from work. It would be even more generous if PTMF (L.L.C) can review its financial support to interns to reflect the ever changing economic situation in the U.A.E.

CONTENTS
I.

List of Tables List of Figures Objectives & Scope Limitations Company Profile Research Methodology Data Tabulation

. . .. .. ..

II. III. IV. V. VI. VII.

VIII.
IX. X. XI. XII. XIII.

Analysis Observations & Findings Conclusion Recommendations Bibliography Appendices

. .. ... .. .. ..............

OBJECTIVE & SCOPE

Human Resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. The human resources are multidimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the viewpoint of the individual enterprise, they represent

the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.

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. In other words, 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, employees and employees, 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.

Evolution
The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employee's productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and worker's participation in management. These three phases may be termed as welfare, development and empowerment.

Nature
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. It tries to help employees develop their potential fully. It encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups.

 It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Scope
The scope of HRM is very wide: 1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. Welfare aspect-It deals with working conditions and amenities such as canteens, crches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc ,. 3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Beliefs
The Human Resource Management philosophy is based on the following beliefs: Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent. A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource. HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization. Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness. Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs. Employee commitment is increased with the opportunity to discover and use one's capabilities and potential in one's work.

 It is every manager's responsibility to ensure the development and utilization of the capabilities of subordinates.

Objectives
To help the organization reach its goals. To ensure effective utilization and maximum development of human resources. To ensure respect for human beings & to identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees. To increase to the fullest the employee's job satisfaction and selfactualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee in its multidimensional aspect. To enhance employee's capabilities to perform the present job. To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and interteam collaboration.

Functions
In order to achieve the above objectives, Human Resource Management undertakes the following activities: 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees. 8. Setting general and specific management policy for organizational relationship.

9. Collective bargaining, contract negotiation and grievance handling. 10. Staffing the organization. 11. Aiding in the self-development of employees at all levels. 12. Developing and maintaining motivation for workers by providing incentives. 13. Reviewing and auditing manpower management in the organization 14. Potential Appraisal. Feedback Counseling. 15. Role Analysis for job occupants. 16. Job Rotation. 17. Quality Circle, Organization development and Quality of Working Life.

Major Influencing Factors

In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy: Size of the workforce. Rising employees' expectations Drastic changes in the technology as well as Life-style changes. Composition of workforce. New skills required. Environmental challenges. Lean and mean organizations. Impact of new economic policy. Political ideology of the Government. Downsizing and rightsizing of the organizations. Culture prevailing in the organization etc.

Futuristic Vision
On the basis of the various issues and challenges the following suggestions will be of much help to the philosophy of HRM with regard to its futuristic vision: 1. There should be a properly defined recruitment policy in the organization that should give its focus on professional aspect and merit based selection. 2. In every decision-making process there should be given proper weight age to the aspect that employees are involved wherever possible. It will ultimately lead to sense of team spirit, team-work and inter-team collaboration. 3. Opportunity and comprehensive framework should be provided for full expression of employees' talents and manifest potentialities. 4. Networking skills of the organizations should be developed internally

and externally as well as horizontally and vertically. 5. For performance appraisal of the employees emphasis should be given to 360 degree feedback which is based on the review by superiors, peers, subordinates as well as self-review. 6. 360 degree feedback will further lead to increased focus on customer services, creating of highly involved workforce, decreased hierarchies, avoiding discrimination and biases and identifying performance threshold. 7. More emphasis should be given to Total Quality Management. TQM will cover all employees at all levels; it will conform to customer's needs and expectations; it will ensure effective utilization of resources and will lead towards continuous improvement in all spheres and activities of the organization. 8. There should be focus on job rotation so that vision and knowledge of the employees are broadened as well as potentialities of the employees are increased for future job prospects. 9. For proper utilization of manpower in the organization the concept of six sigma of improving productivity should be intermingled in the HRM strategy. 10. The capacities of the employees should be accessed through potential appraisal for performing new roles and responsibilities. It should not be confined to organizational aspects only but the environmental changes of political, economic and social considerations should also be taken into account. 11. The career of the employees should be planned in such a way that individualizing process and socializing process come together for fusion process and career planning should constitute the part of human resource planning. To conclude all the above futuristic visions coupled with strategic goals and objectives should be based on three H's namely; Heart, Head and Hand i.e., we should feel by Heart, think by Head and implement by Hand.

LIMITATIONS
All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. Although HRP is a very advantageous method it has some limitations which can be explained as follows;

1. The future is uncertain:

The future in any country is uncertain i.e. there are political, cultural, technological changes taking place every day. This effects the employment situation. Accordingly the company may have to appoint or remove people. Therefore HRP can only be a guiding factor. We cannot rely too much on it and do every action according to it.

2. Conservative attitude of top management:

Much top management adopts a conservative attitude and is not ready to make changes. The process of HRP involves either appointing. Therefore it becomes very difficult to implement HRP in organization because top management does not support the decisions of other department.

3. Problem of surplus staff:

HRP gives a clear out solution for excess staff i.e. Termination, layoff, VRS,. However when certain employees are removed from company it mostly affects the psyche of the existing employee, and they start

feeling insecure, stressed out and do not believe in the company. This is a limitation of HRP i.e. it does not provide alternative solution like retraining so that employee need not be removed from the company .

4. Time consuming activity:

HRP collects information from all departments, regarding demand and supply of personnel. This information is collected in detail and each and every job is considered. Therefore the activity takes up a lot of time.

5. Expensive process:
The solution provided by process of HRP incurs expense. E.g. VRS, overtime, etc. company has to spend a lot of money in carrying out the activity. Hence we can say the process is expensive.

Key Disadvantages
Its difficult to think that there might be disadvantages to succession planning but here are some things to consider:

Appointing the wrong person can lead to a variety of problems that result in poorer company performance and turnover. Pulling the trigger too quickly to appoint someone only to have a better candidate appear later on. Engaging in succession planning when the business is immature may lead to erroneous conclusions about leadership needs. A poorly conducted succession planning process will lead to poor decisions, disharmony and ultimately poor company performance as well.

COMPANY PROFILE Perfect Tools Moulds Factory (L.L.C)

Perfect Tools is a commercial Tool Room, equipped with all the machines & tools required for the design, development and manufacturing of Press Tools, Jigs & Fixtures, Plastic Injection Moulds and Blow Moulds within house testing facility. The CAD/CAM facility enables us to develop new products or modify existing components to meet customer requirement.
Teams

They are supported by a team of experienced and qualified engineers, technicians, quality controllers, marketing representatives, research analysts, administrators, managers and skilled workforce. Our team is capable of understanding the market demand and providing customized solutions.

MISSION

To be reputed global name by delivering continuous value to our customers through quality products and efficient customer service through innovative and advanced engineering and timely execution of projects.
VALUES

Will to succeed, passion for our customers, integrity and commitment to quality, respect for our work force, their safety and sustainability of our actions.

Perfect Tools serves;

Decorative ceiling -manufacturing factories. Metal working factories Oil field and marine works Radiator industries Plastic factories Medical equipment industries Packaging industries

Perfect Tools is one of the leading commercial Tools Rooms in UAE, with core strength in design and manufacture of precision press tools, injection moulds, compression/ transfer moulds and pressure die cast dies. We pride ourselves in being the experts in designing complicated progressive tools and injection moulds.

Tools for Oil Fields

We offer a vast array of tools for the oil fields providing our customers with exceptional products at competitive prices. Our commitment to quality intricate, high-precision single part components as well as complicated turnkey assembles. From prototype and pre-production work to short-run and long-run manufacturing contracts we pride ourselves on being your one stop solution provider for all your tools and machining needs. Our design and programming expertise translates into faultless interfacing between engineering and manufacturing, providing greater versatility and fast turnaround.

Plastic Components
We also offer an effective range of plastic components and moulds that is fabricated with superior quality raw material using the most advanced technology meeting international standards. We offer customized solutions as per your requirement. Our product range also includes plastic mounded components, plastic component moulds, automobile plastic component moulds, electronic plastic component moulds and much more.

List of Machines and Equipments

We possess the following machinery and equipments:
S No Description Make Capacity 01 CNC Milling Machine Bridgeport 02 CNC Milling Machine Bridgeport 03 CNC Milling Machine 04 CNC Milling Machine 05 CNC Milling Machine 06 CNC Lathe Machine 07 CNC Lathe Machine 08 CNC Lathe Machine CNC Wire Erosion Machine CNC Wire Erosion 10 Machine 09 CNC Wire Erosion Machine 12 Spark Erosion Machine 11 13 Spark Erosion Machine Cylinder Grinding 14 Machine Surface Grinding Machine Surface Grinding 16 Machine 15 Surface Grinding Machine 18 Milling Machine 17 19 Milling Machine BFW Cincinnati Victor Daewoo Daewoo Daewoo Electra Electra Charmilles Electra Electra Micromatic Porth Porth Porth MWM MWM 550x380x500mm 550x550x600mm 800x340x350mm 1000x550x500mm 1650x650x700mm Diameter 360x600mm Diameter 520x1160mm Diameter 520x1600mm 300x400x200mm 600x400x300mm 600x400x300mm 400x300x300mm 400x300x300mm Diameter 250x800mm 700x300x250mm 500x250x200mm 1000x550x500mm 300x1000x280mm 300x800x250mm

20 Milling Machine 21 Milling Machine 22 Milling Machine 21 Milling Machine 22 Milling Machine 23 Milling Machine 24 Lathe Machine 25 Lathe Machine 26 Lathe Machine 27 Lathe Machine 28 Lathe Machine

Bridgeport Horon TOZ Horon TOZ Induma N.V.VIBA EF Coles& sons HMT Eurolathe HMT

800x300x300mm 1100x700x450mm 800x300x350mm 1100x700x450mm 800x300x350mm 1500x480x400mm Diameter 600x3000mm Diameter 200x700mm Diameter 560x1500mm Diameter 560x3000mm Diameter 300x800mm Diameter 12mm MT3 MT3 MT3 MT2 MT4 700x1000x600mm 700x1000x600mm 700x1000x600mm 450x700x250mm 500x1000mm 600x1000x700mm 600x1000x700mm Diameter 40mm

29 Tool and Cutter Grinder Supersonic 30 Drilling Machine 31 Drilling Machine 32 Drilling Machine Mark IV Mark IV KRP

33 Drilling Machine Cincinnati 34 Radial Drilling Machine WDM 35 Heat Treatment Furnace Therelek 36 Heat Treatment Furnace Therelek 37 Heat Treatment Furnace Therelek 38 Tempering Furnace Therelek 39 Nitrating Furnace 40 Shaping Machine 41 Shaping Machine Therelek Chester Chester

42 Tool and Cutter Grinder Farman

The administration of a business consists of the performance or

management of business operations and thus the making or implementing of a major decision. Administration can be defined as the universal process of organizing people and resources efficiently so as to direct activities toward common goals and objectives.

FACILITIES

CNC Wire Cutting CNC Milling CNC Lathe CNC Sparking (EDM) Cylindrical Grinding Surface Grinding Milling Lathe Heat treatment- Hardening, Case hardening, Annealing, Stress relieving and tempering.

ADDRESS
PERFECT TOOLS MOULDS FACTORY AL-QOUSE INDL. AREA P.O.BOX. NO.37580 DUBAI, U.A.E. U.A.E. FAX : (+971 4)3380971 TEL : (+9714) 3395363

RESEARCH METHODOLOGY
Methodology is generally a guideline for solving a problem, with specific components such as phases, tasks, methods, techniques and tools. It can be defined also as follows: 1. "the analysis of the principles of methods, rules, and postulates employed by a discipline" 2. "The systematic study of methods that are, can be, or have been applied within a discipline". 3. The study or description of methods. Industrial and Factory Automation refers to the automation and minimization of manual and personnel-related oversight over industrial process, production processes, and manufacturing. Automation is a step above mechanization, and represents the merger of information technology (IT) with machinery. Industrial and Factory Automation can refer to the aggregation of products, equipment, components, systems and OEM and contractor services required to automate an industrial facility, production system, production line, or process infrastructure. Various subsets of automation include robotics, control systems, IT systems and manufacturing execution systems (MES) all chiefly responsible for reducing human requirements in any process, lowering labor and production costs, and increasing throughput or production output. Other common industry terms for the capabilities, components and aspects of automation include human machine interface (HMI) (allowing for system operator and human supervision), distributed control systems (DSC), SCADA, conveyor belts, conveyance systems and programmable logic controllers (PLC). Robotics, particularly robotic arms, are common features in factory automation due to their precision, reduction in human labor costs, advantages in handling, and reduction of human risks and exposure to production hazards.

Industrial and Factory Automation affects employment, but is capable of increasing the income of an enterprise or entire national economy, as demonstrated in manufacturing hubs like Germany and Japan. Emerging markets for industrial and factory automation include high growth industries in Brazil, China, India and other developing Asian countries.