A

Report
On
Human Resource Management of ITC fortune inn exotica
Submitted
By
Deepshikha maruti savade
IIMHRD PUNE
(2017-19)
Course- PGDM (HR)
College-IIMHRD
 Authorisation

This is to certify that, this is a bonafide project report submitted in partial

fulfilment of the requirements of PGDM program of IIMHRD, PUNE
This report document titled THE STUDY OF FINANCIAL PRODUCT THROUGH IFA
CHANNEL AND UNDERSTANDING THE PERCEPTION OF THE CHANNEL PARTNERS”
is a submission of work done by Deepshikha maruti savade

The report has been verified by:

Faculty guide company guide

Pro. Pooja Karekar Pakasanna singh Bisht
Table of Content Pg No.

Contents Serial
No.
Executive Summary 1
Chapter 1: Organization
1.1 Introduction 2
1.2 Scope of the Report 2
1.3 Objective of the Report 2
1.4 Sources of Information 3
1.5 Limitations 3
Chapter 2: Organization Profile
2.1 Organization Background 4
2.2 Key facts about Alliance 4
Capital
2.3 Organization Vision 5
2.4 Organization Mission 5
2.5 Goal of Alliance Capital 5
2.6 Values 6
2.7 Services 6-7
2.8 Strategic Objectives of 7
Alliance Capital
2.9 Customer Charter 7
2.10 Organization 8
Organogram
2.11 Organizational Structure 9
Chapter 3: Overview of HR Division
3.1 Human Resources 10
Management
3.2 HR Function 10-11
Chapter 4: HRM of Alliance Capital
4.1 Units of HR Division 14
4.1.1 HR Staffing 15-19
4.1.2 HR Operations 19
4.1.3 Training & Development 19-23
Chapter 5: Company Analysis
5.1 SWOT Analysis 24-27
6 Findings and 28-29
Recommendations
7 Conclusion 30
8 Reference 80
Executive Summary
During my internship I gained practical knowledge on how the human resource division of an
organization operates and coordinates its activities to ensure smooth functioning of the organization at
all levels by ensuring right numbers of people are available at the right time to do the right job. Not
only that I have also gained insight into the working culture of the organization and observed how
Alliance Capital handles its employees with value and empowerment to ensure they are motivated to
give their best to the organization.
The report starts with an organization profile of Alliance Capital giving its background, mission, vision,
its products and services, the hierarchy and organogram of the organization.
The next section is the comprises the project, Human Resource Management in Alliance Capital. The
project encompasses introduction to the topic, recruitment, selection, training and development.
Each chapter contains detailed discussion of the HR functions followed by Organization Practice at
Alliance Capital which basically conveys how things are done in the HR Department.
The next part of the project carries out SWOT Analysis that touches upon strengths, weakness,
opportunities and threats to the organization followed by findings and recommendation on critical
factors regarding Human Resource Management of Alliance Capital. Finally there is the conclusion
followed by references. 2
Chapter: 1
Human Recourse Practices at ITC Fortune inn exotica Ltd
1.1 Introduction
I have select the topic of this report is “Human Resource Management of ITC”. I tried to integrate my
theoretical knowledge of HR and combine it with practical examples as observed during my internship.
I have tried to cover all the major functions of Human Resource Management- recruitment, selection,
compensation and benefits, training and development and convey my understandings of the different
functions of Human Resource Management through this project. At the end of the report I have done a
SWOT Analysis on the HRM Practice of ITC followed by discussing critical points. I have also tried to
provide some recommendations based on my knowledge followed by the conclusion which I gathered
during my internship
1.2 Scope of the Report
This report has been prepared through extensive discussion with company employees. Prospectus
provided by the asset management company also helped in preparing the report. At the time of
preparing the report, I had a great opportunity to have an in depth knowledge of all the investment
activities practiced by the ITC.
1.3 Objective of the Report
There have been some objectives set forward in doing this report so that it can be determined what tasks
have to be done. The objectives of the report are:
To familiarize with the ITC, its operation and activities, management style and endeavor to realized
the gap between the theoretical knowledge with the real business world.
Analyze the current performance appraisal format & compensation.
3
 Identifying inherent problems associated with the format.
Propose changes mainly in the guidelines, format and management philosophy by keeping relevance
with other processes.
Employee Personnel practice.
Developing Employees practices.

1.4 Sources of information

All the information incorporated in this report has been collected from primary sources as well as
secondary sources.
Primary sources:
Interview with assistant manager of administration & HR-In Charge
Operations manager and some other employees
Discussion sessions with senior officers as well

Secondary Sources:

Job description for each employees of ITC Asset Management Ltd, HR Division.
Performance appraisal format
Performance appraisal guideline provided by the Human Resources division

1.5 Limitations
Limitation of employment personal.
Lack of practices in human resource management.
Human resources department was hesitant to provide information, because of difficulty in accessing
sensitive data and information.
Non-availability of some previous statistical data.
The term of the internship period is brief time whereas Human Resources Division is a vast area,
after doing the regular office works from 9:30 AM to 5:30 PM it is difficult to go through in depth
within this short duration of time.
The secondary source of information was not enough to complete the report.
Confidentiality.
 Chapter 2
Organization profile
ITC Limited is an Indian multinational conglomerate company headquartered in Kolkata, West
Bengal.[5]
Established in 1910 as the 'Imperial Tobacco Company of India Limited', the company was
renamed as the 'India Tobacco Company Limited' in 1970 and later to 'I.T.C. Limited' in 1974. The
dots in the name were removed in September 2001 for the company to be renamed as 'ITC
Limited' where 'ITC' would no longer be an acronym. The company completed 100 years in 2010 and
as of 2012-13, had an annual turnover of US$8.31 billion and a market capitalization of US$50 billion. It
employs over 30,000 people at more than 60 locations across India and is part of Forbes 2000 list.
ITC is one of India's foremost private sector companies with a market capitalisation of US
$ 50 billion and Gross Sales Value of US $ 10 billion. ITC has a diversified presence in
FMCG, Hotels, Packaging, Paperboards & Specialty Papers and Agri-Business.

2.3 Organization Vision

Sustain ITC's position as one of India's most valuable corporations through world class
performance, creating growing value for the Indian economy and the Company's
stakeholders

2.4 Organization Mission

Its mission statement is-
To enhance the wealth generating capability of the enterprise in a globalising
environment, delivering superior and sustainable stakeholder value

2.5 Goal of Itc

 Reduce proportion of men, women and children of all ages living in poverty.
 Create sound policy frameworks based on pro-poor and gender-sensitive
development strategies.
 Double productivity and incomes of small-scale food producers, in particular
women.
 Provide access to knowledge, markets and opportunities for value addition.
 Ensure sustainable food production systems.
  Ensure youth and adults have relevant skills for employment, decent jobs and
entrepreneurship.
 Ensure women’s full and effective participation in business and trade and equal
opportunities.
 Support women’s equal rights to economic resources.
 Enhance use of enabling technology to promote the empowerment of women

2.6 The Values

 Trusteeship
 Customer Focus.
 Respect For People.
 Excellence.
 Innovation.
 Nation Orientation.

2.7 Services provide by ITC

WELLNESS
Indulge in a rejuvenating wellness experience that takes the mind and body on a sensory
journey into a haven of tranquillity. A leading destination for holistic health and wellness,
ITC Hotels offer a range of comprehensive services ranging from luxurious spa
treatments, an array of beauty services at Salon Di Wills and fully equipped fitness
facilities. As a steward of true wellness, ITC Hotels has also developed 'Swasthya’
cuisine, crafted to attain a complete sense of physical, mental and spiritual well-being.

SWASTHYA CUISINE

"The ‘Well-Being’ kitchens have reimagined Indian, Asian and European cuisines and
reconstructed dining experiences. ‘Swasthya’ cuisine is crafted to attain a complete sense
of physical, mental and spiritual well-being. Our earliest diet philosophies called upon us
to pay attention to season, time of day, and our own disposition, when deciding what to
eat from what was available in the immediate environment. Swasthya Cuisine invokes
these time-honoured principles of responsible eating through an ideal combination of
foods and fluids that have been selected to enhance both internal and external well-being.
Promoting physical and emotional well-being through food is an Indian tradition as old as
civilization itself
 HEALTH AND FITNESS
ITC Hotels’ exhibits a fully equipped fitness centre offering a range of state-of-the-art
technology including various Technogym cardio machines and a TRX Suspension trainer.

2.8 Strategic objectives of ITC

Corporate Strategies
ITC is a board-managed professional company, committed to creating enduring value
for the nation and the shareholder. It has a rich organisational culture rooted in its core
values of respect for people and belief in empowerment. Its philosophy of all-round
value creation is backed by strong corporate governance policies and systems.
ITC’s corporate strategies are :
 Create multiple drivers of growth by developing a portfolio of world class businesses
that best matches organisational capability with opportunities in domestic and export
markets.
 Continue to focus on the chosen portfolio of FMCG, Hotels, Paper, Paperboards &
Packaging, Agri Business and Information Technology.
 Benchmark the health of each business comprehensively across the criteria of Market
Standing, Profitability and Internal Vitality.
 Ensure that each of its businesses is world class and internationally competitive.
 Enhance the competitive power of the portfolio through synergies derived by blending
the diverse skills and capabilities residing in ITC’s various businesses.
 Create distributed leadership within the organisation by nurturing talented and
focused top management teams for each of the businesses.
 Continuously strengthen and refine Corporate Governance processes and systems to
catalyse the entrepreneurial energies of management by striking the golden balance
between executive freedom and the need for effective control and accountability.

2.9 Customer Charter

Chapter: 3
Overview of HR Division
3.1 Human Resources Management
Human resource management involves all management decisions and practices that directly affect or
influence the people, or human resources, who work for the organization. In modern years, amplified
concentration has been devoted to how organizations manage Human Resources. This augmented
focus comes from the comprehension that an organization’s employees facilitate an organization to
attain its goals and the management of these human resources is vital to an organization’s success.
3.2 Functions of HR
The functions of human resource management are:
1. Staffing
2. Training and Development
3. Motivation
4. Maintenance.

By doing all these functions Human resource management complete its job.
Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing.
A company needs a well-defined reason for needing individuals who posses specific skills,
knowledge and abilities to specify the job. Employee referrals can produce the best applicants for
two reasons. First, current employees screen applicants before referring them. Second, current
employees believe that their reputations with the firm will be reflected in the candidates that they
recommend.
Recruiting is the initial step of staffing. Recruiting is the process of locating, identifying, and
attracting capable employees. Many companies are finding new employees on the 11
World Wide Web. The source that is used should reflect the local labor market, the type or level of
position, and the size of the organization. Now the second step of Staffing, that is Strategic HR
planning. For that a company plans strategically. They set goals and objectives, these goals and
objectives may lead to the structural changes in the company.
Third step is Selection. This process is attracting qualified applicators and discouraging the
unqualified applicants. By this a company can get its desired employees of requirement. It has dual
focus, attempting thin out the large set of applications that arrived during the recruiting phase and to
select an applicant who will be successful on the job.
To achieve this goal, companies can use a variety of steps. The employees who are able to do all the
steps and ensure good performance they get the job. HRM must communicate a variety of
information to the applicants, such as the organization culture.
Under the selection process there are some steps:

The company can use these steps to select the employees. With this process their Staffing job is done.
The completed selection process ends the staffing functions.

Training and Development:

Training is one of the important activities of human resource management. In the training process
companies try to motivate and train the employees in a manner so that they can work more
effectively in the future. Under the training process there are some steps they are given below:
Employee Orientation: Employee orientation provides new employees with the basic background
information they need to perform their jobs satisfactorily. Companies arrange an orientation program
for the employees.

In an orientation program the employees should feel-

feel welcome
understand the organization in a broad sense
be clear about what the firm expects in terms of work and behavior
begin the process of socialization
Employee Training:

There is some process, method and techniques of employee training. A company follows the all the
steps of training to provide the employees a good look on their work.
Career Development:

The career development stage is given below

Pre transition: Is simply looking for a job and preparing oneself for a career.
Transition: An individual is already having a job and developing oneself for future career or
moving to another career.
Preferred area: An individual prefers a specific sector of the career.
Early stage: First 1-5 years of career is called early career.
Mid career: 5-20 years after the career starts.
Late career: Late career starts after 20 years of job life.
Retirement: And finally after completing the stages of career and individual decides to retired.
Motivation in HRM 13
Motivation is to inspire people to work, individuals in such as to produce best results. It is the
willingness to exert high level of effort towards organizational goals, conditioned by the efforts and
ability to satisfy some individual needs.
An important part of the retention of staff, reducing staff turnover and minimizing absenteeism at
work is ensuring that staff are properly motivated. The wage should be increased, the facilities should
be insured and social security should be confirmed. These are the types of common motivational
ways.
Staff motivation is the cornerstone of open, flexible and caring management culture, which the
Government aims to establish through HRM.
To put it into practice, “open” means not only to listen to staff suggestions and opinions, but also to
empower staff, accept their constructive criticisms and use their suggestions.
To be “flexible”, we may need to change the traditional ways of doing things. As far as staff
motivation is concerned, the biggest challenge perhaps is to stop focusing on problems and the guilty
party (police behavior) and start looking for those responsible for things gone right (coach behavior).
“Caring” calls for a human leader who would give emotional support to individuals and at the same
time attend to the overall emotional needs of team members – which include treating them all in a
fair and impartial manner.
Today’s employees want a respect that can be seen as involvedness in decision that will affect them.
Listening to the employees is a way of Motivation. All the motivation functions focus on one primary
goal, to have some competent and adapted employees with up-to-date skills, knowledge and abilities,
exerting high energy levels.
Maintenance of employees
To maintain the employees of a company must look after the employee-
Health and Safety:

For employees health and safety there HR policy need to be very clear to all staff so that they feel
safe to work here. They can put their attention and productivity properly towards the task.
Communication:
The communication between the employees and top level management should be clear and
transparent. There should no gap between top level management and low level management.
Employee’s relation:

Employees should be committed to their companies and the companies also should understand the
needs and wants of the employees. In some companies employees and labors create labor union for
better relationship among the workers and employees.
Chapter: 4
HRM of Alliance Capital
During my internship i was mainly assign in HR department. Alliance Capital Asset Management
Ltd Limited always determine what jobs need to be done, and how many and types of workers will
be required.
So, establishing the structure of the asset management company assists in determining the skills,
knowledge and abilities of job holders. To ensure appropriate personnel are available to meet the
requirements set during the strategic planning process. It believes that the quality work comes from
quality workers who are well motivated and ready to take challenge to provide better service.

4.1 Units in HR division:

There are three units in Human Resource Division of Alliance Capital-
HR Staffing
HR Operation
Training & Development.
4.1.1 HR Staffing:
The staffing process- putting the right people in the right positions at the right times- is one of the
most critical tasks any organization faces. The quality of the work performed can be only as high as
the capabilities of the people performing it.
Three officers are working in HR staffing unit. They perform the following activities-
i. Recruitment
ii. Selection
iii. Leave Management
iv. Personal Profile Management
Recruitment:

Recruitment is the process by which a firm finds its employees, are perhaps the most critical tasks
any organization faces. Without the right people, no firm can function effectively. For a recruitment
program to be successful, managers should 16
cooperate with the human resources staff to define needs and predict vacancies. This recruiting may
be done by internal or external.
Types of Recruitment:
There are two types of recruitment in this organization. They are:
1. Internal Recruitment
2. External Recruitment.
For Internal Recruitment:

The principal methods are-

Job posting
Use of computerized skills inventories
Referrals from other departments
For External Recruitment:

Organizations rely on-

Advertisements
Public or private placement agencies
Field recruiting
Including campus recruiting

Point of Recruitment:
There are two level of recruitment.
Entry level
Lateral entry (Recruitment of experienced person)
Entry level:

There are two entry-level post for recruiting fresh graduates and postgraduates.
These are:
1. Probationary officer Level
2. Trainee Assistant Officer (TAO) Level
Probationary Officer:

Probationary officers are confirmed as officer after successful completion of one year probation
period. Probationary Officers are recruited throw completive written exam that is taken by IBA.
After taking exam top scorers are invited to appear the 17
interview of management committee. After appearing the interview they have to face an interview in
front of Board of Directors.
For recruiting Probationary Officers advertisement are given in daily newspaper and web site also.
Only online applications are acceptable for Probationary Officers (PO). They have to apply throw
bdjobs.com. bdjobs supplies the database of CVs or resume to Alliance Capital. HR team then short
lists the resume of the candidates. Only short listed candidates are invited for appearing the written
exam. Short-listing criteria’s are given in the circulars. There are some subjects, which are preferred
for short listing.
These subjects are:
MBA (Major in Accounting, Finance, Marketing, HRM, MIS etc.)
English
Statistics
Economics
Mathematics
CSE
Development studies

Trainee Assistant Officer (TAO) Level:

TAOs are confirmed as assistant officer (AO). TAOs are recruiting from walking CVs. Usually, one
written exam is managed by the management has taken for recruiting TAOs followed by one Viva.
Lateral entry (recruitment of experienced person):

There are recruitments for experienced in asset management or brokerage sector, which is called
lateral entry. Length of services, job responsibilities, revolutionary background etc. is taken into
consideration for the lateral entry.
Selection:

The critical criteria in this regard are job relatedness, reliability, and viability.
For selection of candidates following things are considered-
o Appearance
o Attitudes

o Knowledge

o Personal ability & mental ability

o Physical ability

o Qualification

o Communication skill

o Job knowledge (for lateral entry)