PROJECT REPORT

HUMAN RESOURCE MANAGEMTENT

ARYA PUBLICATIONS

INTRODUCTION:
A well-established prestigious publishing company, APC
Books is known for quality and authentic books. APC
Group has been publishing books for the last fifty years.
Sh. S.P. Gupta the founder of the group started his career
in books business with a retail outlet before starting
publishing in mid-fifties.
After joining of the business by the professionally qualified
family members, the APC group is not only catering to the
needs of all CBSE and ICSE affiliated schools but also
publishing books for Undergraduate and Post Graduate
Medical Students.

PAST:
Started business in the year 1942 as a small retail outlet
by my grandfather under the name of Arya Book Depot.
Initially used to provide stationery like pens, pencils,
chalks etc. to various schools in and around Delhi.
Simultaneously started selling books of various publishers
to various schools affiliated to CBSE.
Started expanding and provided books to schools all over
the country.
Started publication of school textbooks along with
supplying books by other publishers.



MANAGING PARTNERS:
Mr. Ashok Gupta (B.Com, CA)
Mr. Praveen Gupta (B.Com, CA)
Mr. Naveen Gupta (B.Com)
Dr. Vipin Gupta (MBBS, MD)
Dr. Deepak Gupta (MBBS, MD)

MISSION:
Publishers of textbooks for CBSE and ICSE schools.
Publishers of books for Medical, Dental, Nursing, OTPT,
MLT and allied courses.

VISION:
To be recognized amongst the top publishers in India.
Explore the international markets such as the African and
Middle East Countries.
Digitalization and paperless education.
Provide books at low rates to underprivileged section of
the society.
To promote education in each and every section of
society.


VALUES:
Being in book trade is a big social obligation in itself as we
are serving the society with the books which the readers
require and which is reader friendly.
Though a commercial venture it is very clear that in no
case the student should be let down.
Aim to keep the books updated with the latest syllabus
and not biased towards any caste or gender of the
society.
Aim to price the books at a rate which is affordable by all
the sections of the society.

ORGANIZATIONAL STRUCTURE:
1. Mr. Ashok Gupta
Handles all the accounts work of the company as he
is a CA by profession.

2. Mr. Praveen Gupta
Takes care of all the retail and wholesale selling.

3. Mr. Naveen Gupta
Looks after the production and marketing of all the
school books.

4. Dr. Vipin Gupta
As he is a doctor in medicine by profession so he was
the one who initiated the medical books publication
under the name of Arya Publications. Looks after the
production and marketing of Medical Books.

5. Dr. Deepak Gupta
Handles the entire office as in looks after the stock
and day-to-day functioning. Handles the workers
working in the organization.

HIERARCHY OR
ORGANIZATIONAL CHART:


MANPOWER PLANNING:
The manpower planning method used in our organization
is of Managerial Judgment. As of now in our organization
we judge the performance of the workers on the basis of
judgment and observation. We see the contribution made
by the workers towards the organization and even take
the feedback from the clients of the field workers.




Mr. Praveen Gupta
Managing Partner/
wholesale and
retail
Administration
and Clerical
Managers
Labour and
Clerical Staff
Mr. Naveen Gupta
Managing Partner/
School Books Deptt
School sales and
marketing
managers
Sales promotion
and marketing
staff (FIELD
WORKERS)
Dr. Deepak Gupta
Managing
Partner/ Staff
Management
Office recruitment
and practising
doctor
Mr. Ashok Gupta
Managing Partner/
Accounts
5 Chartered
Acoounts
Accounts and
Finance Staff
Dr. Vipin Gupta
Managing Partner/
Medical Books Deptt/
Production
Medical sales and
marketing managers/
Factory Managers
Sales Promotion and
Marketing
staff(FIELD
WORKERS)/ Factory
Labour





















This is how I would like my organization structure to look
like in the 3 years to come.
The method I would like to use in manpower plan would
be competitive benchmarking and organization strategy.
This structure has been designed keeping in mind the
competition. This might help the worker to keep in mind
the competitor and positively motivating them to perform
better than the subordinate or the competitor.
As the company is working on expanding its operations
from pan India to capturing the international markets, so
the method of organization strategy will immensely help
the company in doing so.



MANAGING PARTNERS
G.M SALES
AND
MARKETING
G.M
PRODUCTION

G.M
ACCOUNTS
AND FINANCE
G.M
ADMINISTRATION
G.M HRM
School books sales
and marketing
team/ Medical
books sales and
marketing team
Field Workers
Factory
Managers
Factory
Labor
Chartered
Accountants
Purchase
manager
Bank
assistance
Billing and
ordering,
clerical work
KEY RESULT AREAS:
General Manager Sales and Marketing:
1. To build a database of clientele.
2. To event manage and wherever possible up sell
sponsors and events.
3. To set up a sales and marketing plan and
budgets with the Operations & General
Managers of individual premises for each
financial year and ensure that it is
implemented.
4. To oversee all incoming enquiries direct/indirect
and ensure that each one is handled in a proper
and efficient manner.
5. It is the responsibility of the Sales Manager to
distribute every incoming enquiry to the most
appropriate person.
6. To ensure that the database is created, built up
and updated.
7. To attend weekly management meetings to
discuss operational, financial and day to day
management issues and to build a strong
management infrastructure.
8. To implement and manage a sales plan for each
financial year.
9. Create, deliver and measure promotional
activities, including staff incentives.

General Manager Production:
1. Planning and organizing production schedules.
2. Supervising the work of junior staff.
3. Assessing project and resources requirements.
4. Determining quality control standards
5. Overseeing production processes.
6. Organizing the repair and routine maintenance
of production equipment.





General Manager Accounts and Finance:
1. Involved in formulation of various systems,
policies, procedures, commensurate with the
need of the company.
2. Budgeting, Forecasting, Cost & Credit Control,
Margin Analysis, Costing & Profitability Analysis
and Management Reporting.
3. Preparation and submission of applications to
Financial Institutions for financial assistance in
form of Term Loans, Short Term Deposits and
timely follow up for necessary sanctions,
documentations and disbursements.
4. Finalization of accounts, divisional & branch
accounting.
5. Tax audit details preparation.
6. Computerized accounting.
7. Debtors' management and credit control.
8. Oversee Filing of returns and attending tax
authorities for assessments and appeals.

General Manager Administration:
1. Manages assigned departments to ensure
adherence to organizational policies, procedures,
and standards.
2. Co-ordinates with the production team for
purchase of raw material.
3. Looks after day-to-day retail and wholesale
selling.
4. Looking after bank activities of the company like
depositing of cheques.
5. Making proper bills and seeing to it that the
orders are being executed in time.

General Manager HRM:
1. Responsible for the Human Resources practices
and objectives that will provide an employee
oriented, high performance culture that
emphasizes empowerment, quality, productivity
and standards, goal attainment, and the
recruitment and ongoing development of a
superior workforce.
2. Ensure efficient design and delivery of all HR
policies and ensure they are in line with industry
practices.
3. Ensures coordination & implementation of
services, policies, and programs through Human
Resources staff; and assists and advises company
managers about Human Resources issues.
4. Make right people available at right time by
recruiting, training and developing talent.
5. Build and maintain effective working relations with
management and employees to provide advice and
counsel to both on employee-related and
organizational matters.
6. Protect interests of employees and the company in
accordance with company Human Resources
policies and governmental laws and regulations.
7. Be the champion of employee needs; improve
retention by implementing career progression and
attractive reward and recognition systems.
8. Mentor and guide leaders to manage their own
performance and of their teams and create
pipeline of potential leaders.
9. Oversee office management and supervise admin
teams.


FACTORY MANAGER:

JOB RESPONSIBILTY:
Provide leadership for the successful day-to-day
operation of the facility.
Work closely with quality personnel to review product
consistency while monitoring scrap rates to
determine trends and areas of improvement.
Review established production schedules for all
manufacturing departments to insure established
inventory levels are met while operating at the
highest efficiency possible.
Coordinate the hiring and training of all
manufacturing personnel.
Monitor operation expenses and research ways to
reduce costs while maintaining product quality.
Develop and execute the plant manufacturing
budgets.
Analyze workforce requirements.
Conduct performance appraisals and provide
coaching and guidance to all operations employees.

JOB SPECIFICATION:
5+ years progressive experience in a key
leadership/management role at a manufacturing
facility.
Previous experience/strong understanding of
budgeting/expense management with a basic
understanding of financial and accounting practices.
Strong computer skills including the ability to
prepare spreadsheets and use Microsoft Office
Products (Word, Excel, Power Point and/or Access) to
analyze data and trends.
Previous experience/broad understanding of safety
systems and enforcement of safety rules and
policies.
Demonstrated strong leadership, team building and
advanced coaching skills.
Demonstrated ability to motivate people, assess and
develop employee skills.
Ability to work with teams and lead decision-making
processes in a team environment.


SOURCES OF RECRUITMENT:
1. Internal Sources:
Present permanent employees: The present
employees of the organization may refer
person appropriate for the job.
Retired or retrenched employees: Retired or
retrenched employees may be hired once
again in case of shortage of qualified
personnel.

2. External Sources:
Newspaper advertisements: Advertisements
of the vacancy in newspapers and journals
are a widely used source of recruitment. The
main advantage of this method is that it has
a wide reach.
Placement Agencies: Several private
consultancy firms perform recruitment
functions on behalf of client companies by
charging a fee.

SELECTION TOOLS:
1. Personal Interview: People in our organization are
hired only after going through a rigorous personal
interview with one of the managing partners.
2. References: We can hire employees from references
from our current permanent employees and retired
employees.









SELECTION PROCESS:



PERFORMANCE APPRAISAL METHOD:
Right now there is no performance appraisal method being
used in our company. The only way to praise ones
performance is increment in the salary.
But in future I would like to follow a proper method of
performance appraisal. The methods I would like to follow
are:
Straight Ranking Method: In this method, the
appraiser ranks the employees from the best to the
poorest on the basis of their overall performance. It
is quite useful for a comparative evaluation.

Critical Incidents Method: In this method of
performance appraisal, the evaluator rates the
employee on the basis of critical events and how the
employee behaved during those incidents. It includes
both negative and positive points. The drawback of
this method is that the supervisor has to note down
the critical incidents and the employee behaviour as
and when they occur.
Graphic Rating Scale: In this method, an employees
quality and quantity of work is assessed in a graphic
Identify the
vacancy
Describe the job and
identify suitable
person for it
Give advertisements
and hire through
agencies
Getting resumes and
sort listing
Conducting
interview and
Finalizing candidate
scale indicating different degrees of a particular trait.
The factors taken into consideration include both the
personal characteristics and characteristics related to
the on-the-job performance of the employees.