Course Code: HRM 504 Course Title: HUMAN RESOURCE MANAGEMENT

Course Instructor: Gurpreet Kaur

Academic Task No.: 03 Academic Task Title: Live Project

Date of Allotment: 21/12/2019 Date of submission:06/01/2020

Students` Roll no: Student’s Reg. no:

RQ1943B36 11911510
RQ1943B37 11907554
RQ1943B39 11907578
RQ1943B40 11907605
RQ1943B41 11907608
Evaluation Parameters:

Learning Outcomes:

1) Learn job analysis of Company ITC ltd

2) Learn sources of Recruitment
3) Learn training assessment

Declaration:

I declare that this Assignment is my individual work. I have not copied it from any other student’s
work or from any other source except where due acknowledgement is made explicitly in the text, nor
has any part been written for me by any other person.

Students` Signature: 1. Harshit Chandana (B36)

2. Shivani Sharma (B37)

3.Naureen (B39)

4.Abhishek Singh (B40)

5.Shivam Kumar (B41)

Evaluator’s comments (For Instructor’s use only)

General Observations Suggestions for Improvement Best part of assignment

Evaluator’s Signature and Date:

Marks Obtained: _______________ Max. Marks: _____________

PEER RATING:

MARKS MARKS
ALLOCATED BY ALLOCATED BY TOTAL MARKS
ROLL NO. NAME STUDENTS LECTURER OBTAINED
B 36 Harshit Chandana 10
B 37 Shivani Sharma 07
B 39 Naureen 07
B 40 Abhishek Singh 10
B 41 Shivam Kumar 07
 ITC LTD
Company Profile:
ITC is one of India's foremost private sector companies and a diversified conglomerate with
businesses spanning Fast Moving Consumer Goods, Hotels, Paperboards and Packaging, Agri
Business and Information Technology.
The Company is acknowledged as one of India's most valuable business corporations with a
market capitalisation of around US$ 50 billion and a gross sales value of nearly US$ 10.8
billion. ITC was ranked as India's most admired company, according to a survey conducted
by Fortune India, in association with Hay Group.
The competitiveness of ITC's diverse businesses rest on the strong foundations of
institutional strengths derived from its deep consumer insights, cutting-edge Research &
Development, differentiated product development capacity, brand-building capability,
world-class manufacturing infrastructure, extensive rural linkages, efficient trade marketing
and distribution network and dedicated human resources.
ITC's ability to leverage internal synergies residing across its diverse businesses lends a
unique source of competitive advantage to its products and services.
ITC's 'Nation First: Sab Saath Badhein' philosophy underlines its core belief in building a
globally competitive and profitable Indian enterprise that makes an exemplary contribution
to creating larger societal value. As a company deeply rooted in Indian soil, ITC is inspired by
the opportunity to serve larger national priorities. A global exemplar in Sustainability, ITC is
the only enterprise in the world of comparable dimensions to be carbon-positive, water-
positive and solid waste recycling positive for over a decade now. ITC has created over 6
million sustainable livelihoods. Nearly 41% of the total energy consumed in ITC is from
renewable sources. ITC's premium luxury hotels have the unique distinction of being LEED
Platinum certified.

Products and Brands of ITC Limited

Cigarettes- Insignia, India Kings, Classic, Gold Flake, Silk Cut, Navy Cut, Scissors, Capstan,
Berkeley, Bristol and Flake.
Processed Foods - Kitchens of India, Aashirvaad, Sunfeast, Mint - O, Candyman, and Bingo
Lifestyle Retailing - Wills Lifestyle, John Players, and Miss Players
Personal Care - Essenza Di Wills, Fiama Di Wills, Vivel Di Wills, Vivel, and Superia
Greeting, Gifting, and Stationary - Paper Kraft, Classmate, and Expressions
Safety Matches - IKno, Mangaldeep, VaxLit, Delite, and Aim
Incense Sticks - Mangaldeep
HR Practices in ITC

To improve performance and further develop the organization’s human resources, ITC
developed a competency framework which identifies seven competencies essential to the
on-going success and development of the organization and its staff.

Acting as a management tool the framework will establish the personal and management
skill requirements of staff at each level and provides a framework for core HR activities such
as recruitment, staff appraisal and career development. ITC began the development of a
People Strategy.

This underpins ITC’s commitment to attract, develop, support and retaining the best staff.
In addition, it provides strategic direction to guide and align people management efforts
throughout the organization.

The HR strategy of ITC has five primary goals:

1. Source, attract and recruit world-class talent
2. Promote excellence in the fields of leadership and people management
3. Encourage and support staff in their continuing professional development
4. Provide staff with a diverse and supportive working environment
5. Develop efficient, transparent and responsive HR processes to support ITC business
delivery. The strategy includes clearly defined, proactive HR policies and fair, open
and transparent processes, each with measurable success criteria.

JOB analysis

Post I: - Finance Manager

Department: Accounting/Finance
Functional Area: Accounts, Finance, Tax , Audit
Role Category: Accounts
Role: Finance Manager
Employment Type: Full Time, Permanent

Job Description of Finance Manager

• Monitor the day-to-day financial operations within the company, such as payroll,
invoicing, and other transactions
• Oversee financial department employees, including financial assistants and
accountants
• Contract outside services for tax preparation, auditing, banking, investments, and
other financial needs as necessary
 • Track the company's financial status and performance to identify areas for potential
improvement
• Seek out methods for minimising financial risk to the company
• Research and analyse financial reports and market trends
• Provide insightful information and expectations to senior executives to aid in long-
term and short-term decision making
• Review financial data and prepare monthly and annual reports
• Present financial reports to board members, stakeholders, executives, and clients in
formal meetings
• Stay up to date with technological advances and accounting software to be used for
financial purposes
• Establish and maintain financial policies and procedures for the company
• Understand and adhere to financial regulations and legislation.

Job Specifications of Finance Manager

Advanced degree in accounting, business, economics, finance, or a related field; several
years of experience in a finance role; superior mathematical skills; leadership skills and
experience; employee management; understanding of data privacy standards; solid
communication skills, both written and verbal; public speaking skills; deep
understanding of business principles and practices; superior attention to detail;
organisational skills; planning skills; research skills; analytical skills; critical thinking skills;
problem-solving skills; computer skills; multi-tasking abilities; integrity, honesty.

Post II: - Executive Finance

Department: Accounting/Finance
Functional Area: Accounts, Finance for the Logistics
Role Category: Accounts
Role: Executive Finance
Employment Type: Full Time, Permanent

Job Description of Executive Finance

• Finance Executive is required to study the financial transactions made by the
organization and prepare financial reports based on the available data.
• Finance Executive needs to share the financial reports with the senior company
officials.
• Finance Executive may be required to suggest ways of improving the company’s
financial condition after reviewing the financial reports.
• Finance Executive is required to work on the finance software installed to record the
financial transactions.
 • Finance Executive is required to key in the details of the various financial
transactions made by the company officials in the software.
• Finance Executive needs to prepare financial statements.
• Finance Executive is involved in providing inputs while the senior company officials
plan the budget.
• Finance Executive is also involved in preparing finance policies and processes for the
company.
• Finance Executive needs to determine the financial requirements of the company.
• Finance Executive is required to look for ways to raise the company’s funds.
• Finance Executive is involved in managing the fixed assets of the company.
• Finance Executive is also required to manage the company’s working capital.
• Finance Executive is also given the task of controlling the company’s funds.
• Finance Executive is required to prepare the annual accounts for the company.
• Finance Executive needs to perform internal finance audits from time to time in
order to ensure that the company finances are being managed appropriately.
• Finance Executive is required to review and upgrade the financial plans from time to
time.

Job Specifications of Executive Finance:

In order to become finance executive one needs to have at least a bachelor’s degree in
finance or accountancy. One may not require any prior work experience in order to get into
the position of a finance executive, superior mathematical skills; leadership skills and
experience; employee management; understanding of data privacy standards; solid
communication skills, both written and verbal; public speaking skills; deep understanding of
business principles and practices; superior attention to detail; organisational skill.

Post III: - Assistant Finance Manager

Department: Accounting/Finance
Functional Area: Accounts, Finance for Insurance
Role Category: Accounts
Role: Assistant Finance Manager
Employment Type: Full Time, Permanent

Job Description of Assistant Finance Manager

• TB review, MIS reports, TP documentation, TP audit
• Taking out data for all income tax scrutiny assessments
• Handling statutory audit
• Providing data for Anti-dumping proceedings, Tariff Commission
• Checking the GST returns and reconciliation statements
• Tax audit - taking unit level data and co-coordinating with auditors
 • Insurance and support for Ind. AS implementation

Job Specifications of Assistant Finance Manager

An MBA with the knowledge of the skills like MIS, GST, ACCOUNTING, SAP, AUDIT and
Costing, superior mathematical skills; leadership skills and experience; employee
management; understanding of data privacy standards; solid communication skills, both
written and verbal; public speaking skills; deep understanding of business principles and
practices; superior attention to detail; organisational skills.

Identification of Sources of Recruitment:-

(A) Internal Sources:

Best employees are found within the organisation. When a vacancy arises in the
organisation, it is given to an employee who is already on the pay-roll. Internal sources of
recruitment include promotion, transfer and in certain cases demotion too. The employees
are informed about such a vacancy by internal advertisement.

Methods of Internal Sources:

1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These do not
involve any change in rank, responsibility or prestige. The numbers of persons do not
increase with transfers.

2. Promotions:
In promotions shifting of persons is done to the positions carrying better prestige, higher
responsibilities and more pay. The higher positions falling vacant in ITC is filled up from
within the organisation.

Promotion motivates employees to improve their performance so to get promotional

benefits.

3. Present Employees
The present employees of related department are informed about likely vacant positions.
The employees recommend their relations or persons known to them. In this Management
is relieved of looking out for the prospective candidates.

The persons recommended by the employees may be generally suitable for the jobs
because they are aware of the requirements of the various positions. The existing
employees take full responsibility of those which are recommended by them and also
ensure their proper behaviour and performance.
B) External Sources:
ITC also uses external sources for recruiting for higher positions when existing employees
are not suitable for the same. More persons are even required when expansions are
undertaken.

Methods of External Sources:

1. Advertisement:
ITC uses this method of recruitment frequently for skilled workers, clerk based and
higher position staff. Advertisements are given by them in the known newspapers,
dailies and professional journals. These advertisements attract applicants in large
number for the various posts.

2. Colleges and Universities:

Direct recruitment from educational institutions for certain jobs (i.e. placement) which
require technical or professional qualification has become a common practice for ITC. A
close relationship between the company and educational institutions helps in getting
suitable candidates. ITC recruits junior level executives or managerial trainees in the
same way.

3. E-recruitment:
ITC uses various sites such as jobs.com, naukri.com, and monster.com sites on which
candidates upload their resume and seek the jobs and thus screen the right candidate
suitable for the position.

4. Walk in interviews:
These interviews are declared by ITC on the specific day and time and conduct the
interview on the same point of time where an individual can come and sit for the particular
post.

Creation of Training needs assessment:

Training bridges gap between what employee has (in terms of skills and abilities) and what
his/her job demands. This clearly underlines the need for proper identification of training
needs of employee.

Identifying training needs is a process that involves establishing areas where employees lack
skills, knowledge, and ability in effectively performing their jobs. Training needs have to be
related both in terms of the organisation’s demands and that of the individual employee’s.
Many methods can be used for identifying training needs of the employees.

1. Views of the line manager

2. Performance appraisal

3. Company and departmental plans

4. Views of training manager

5. Analysis of job difficulties

Basically for the Creation of Training needs assessment it is

required to do the proper analysis on the basis of Organisational
needs, Task and roles & Individual person requirement.

A) Organisational Analysis:
Comprehensive analysis of organisation in terms of its objectives, resources, resource
allocation and utilization, culture, environment, and so on is done. Such an analysis help in
identifying the deficiencies and mechanisms that would be required to make adjustments in
those identified deficiencies.

Generally, organisational analysis includes the following steps:

(i) Analysis of Objectives:
Organisational analysis begins with achieving a clear understanding of both short and long-
run goals and also the order of priorities accorded to various objectives. Long-run objectives
are broken down into specific objectives and strategies for each of the
department/division/unit.

Short-run objectives are constantly in need of adaptation to the changing environment,

both external and internal. However, long-run goals, if carefully thought out, are expected
to be much less subject to modification. General objectives are also needed to be translated
into specific operational targets.

(ii) Resource Utilization Analysis:

Once the organisational objectives are analysed, the next step involved in identifying
training needs is to analyse the allocation of human and other physical resources and
evaluate their level of utilization in meeting operational objectives.

In order to examine the flow of the inputs and outputs of the total system, various efficiency
indices can be developed and used. While using these efficiency indices, focus should be on
the contribution of human resources in meeting the organisational goals .
(iii) Environmental Scanning:
Such an analysis is done to study the organisation as a subsystem operating in a distinct
environment consisting of socio-cultural, economic and political components. This enables
the organisation to identify the environmental factors which the organisation can influence
and the constraints which cannot control.

(iv)Organisational climate analysis:

The organisational climate is a reflection of its members’ attitudes towards various aspects
of work, supervision, company procedure and so on. These have own bearing on affecting
the effectiveness of a training programme in the organisation.

B) Task Analysis:
This is also called job or operational analysis. This involves a detailed analysis of various
components of a job, its various operations, and the conditions under which it has to be
performed. Task analysis will indicate the skills and training required to perform the job at
the required standard. For almost all jobs have an expected standard of performance.

If these standards for the performance of the job are known, then it is possible to know
whether the job is being performed at the desired level of output i.e., standard or not.
Knowledge of task as gained through task analysis will help in understanding what skills,
knowledge and attitudes an employee should have to fulfill the expected performance.

C) Individual Analysis:
This is the third component in identifying employee training needs. The focus of man
analysis as on the individual employee, his skills, abilities, knowledge and attitude. Of the
three analyses, this is more complex one because of difficulties in assessing human
contribution.

The reason is that the available measures to study man (employee) are much less objective
and suffer from many individual variations. Yet, data on the relevant aspects such as
production, meeting deadlines, quality of performance, personal data such as work
behaviour, absenteeism, late-coming etc., can be collected through records, observations,
meeting with employee and others who work with him. Through these, it is possible to get
an indication of the training requirements of an employee.
 Reference

https://www.indeed.co.in/cmp/Itc-
Limited/reviews?fcountry=IN&floc=Haridwar%2C+Uttarakhand

https://www.tradeindia.com/Seller-6827149-ITC-Limited/

https://www.tradeindia.com/Seller-6827149-ITC-Limited/

https://www.justdial.com/Haridwar/ITC-Ltd-Packaging-Printing-Division-Near-Sidcul-
Sector-11-Iie-Haridwar-H-O/9999P1334-1334-100305222913-P6L3DC_BZDET

https://www.justdial.com/Haridwar/ITC-Ltd-Packaging-Printing-Division-Near-Sidcul-
Sector-11-Iie-Haridwar-H-O/9999P1334-1334-100305222913-P6L3DC_BZDET

https://www.indeed.co.in/Naukri-Com-jobs

https://www.glassdoor.co.in/index.htm

https://www.linkedin.com/feed/