ISO 9001:2000 certified

PROJECT REPORT 2014

On
WORKING AND WORK AREAS OF PRIMEONE WORKFORCE PVT.
LTD.

For

PRIMEONE
(Head Office, Bhopal)

Submitted By:
Rachna Kandpal
MBA 2nd Sem. (H.R.)
Under the Supervision of
Ms. Priyanka Sahu

Submitted To:

RAJIV GANDHI MANAGEMENT INSTITUTE

BARKATULLAH UNIVERSITY
 BHOPAL

DECLARATION

I, RACHNA KANDPAL, a student of RAJIV GANDHI MANAGEMENT INSTITUTE,

BHOPAL, and here by solemnly declare that the project titled WORKING
AND WORK AREAS OF PRIMEONE WORKFORCE PVT.LTD. With special
reference to PRIMEONE WORKFORCE PVT.LTD. (Head Office, Bhopal) is my
original work as all the information and fact & figure produced in this report
is based on my own experience & study during my summer training under the
department of HR at PRIMEONE WORKFORCE PVT. LTD. (Bhopal) and has not
been published anywhere in Magazine, Trade journal or any other University
or elsewhere for the award of degree or Diploma.
Further I also declare that I have tried to my best to complete this
project with almost sincerity, honesty and accuracy. If, any mistake or error
has crept in it, I shall most humbly request to reader to point out those
error. Any suggestion regarding this Project Report will be most welcome.

DATED: (RACHNA KANDPAL)

PLACE: BHOPAL Student of Rajiv Gandhi Management Institute.

BHOPAL
 CERTIFICATE

This is to certify that the Project Research entitled WORKING AND

WORK AREAS OF PRIMEONE WORKFORCE PVT.LTD. (In Reference of
PRIMEONE) submitted by RACHNA KANDPAL in partial fulfillment of the
requirement for the award of degree MBA to Rajiv Gandhi Management
Institute, Barkatullah University is a record of the candidates own work
carried out by him under my supervision.
This matter embodied in this dissertation is original and has not been
submitted for the award of any other degree.

PLACE: Bhopal Under Guidance

DATE: Ms. Priyanka Sahu

(Faculty-Guide)
 ACKNOWLEDGEMENT

The successful completion of this Research marks the beginning of an ever-going

experience of converting ideas and concepts into real life, practical are systems. This

project along with the knowledge enhancement has provided various useful

professional life experiences. It would be worthwhile here to mention the contribution

made by people around me leading to successful completion of this project.

I would like to thanks ______________________ (faculty) Rajiv Gandhi

Management Institute, Bhopal for her guidance and co-operation. I am really thankful

for her guidance and co-operation.

Rachna Kandpal
 CONTENT

1. CONTENTS

2. ABOUT PRIMEONE

3. PROJECT UNNATI

4. ON-ROLL STAFFING

5. OFF-ROLL STAFFING

6. MANPOWER TRAINING

7. FACILITIES MANAGEMENT

8. HR PROCESS OUTSOURCING

9. CONTACT US

10. OBJECTIVE/SCOPE OF THE STUDY

11. SCHEMES

12. FINDINGS and CONCLUSION

13. SUGGESTIONS AND RECOMMENDATIONS:

14. LIMITATION OF THE STUDY

15. QUESTIONNAIRE

16. ANNEXURE

17. BIBLIOGRAPHY
 EXECUTIVE SUMMARY/INTRODUCTION

In spite of theoretical knowledge gained through classroom study, a

person is incomplete if not subjected to practical exposure of real
corporate world and the challenges and problems that one has to face at
the actual work place.

In this context the study has been taken to make the person aware of
happening of the real business world. The project entitled WORKING AND
WORK AREAS OF PRIMEONE WORKFORCE PVT.LTD. With the special
reference to PRIMEONE WORKFORCE PVT.LTD. has been done in BHOPAL
as a summer training part of MBA program and it helped me in
understanding about the policies and procedures of a company and how
these should be formulate together so that they solve the real purpose. It
also gave me a chance to have an interaction with people at real workplace
who are working at different positions with different authorities and
responsibilities.

The generosity & the patience of these people for spending their
valuable time for having discussions and interactions has also been a rich
experience for me. The study was made to formulate a manual by collecting
relevant information about the contents with the help of Questionnaire
survey and face to face interaction with the HR MANAGERS & HR OFFICERS
of 7 other companies as well from the valuable information & suggestions
provided by the members of PRIMEONE itself (people from different
departments and the sales force members). Secondary data was collected
from the other manuals provided by the HR department and website of the
company.

The final outcome of the study is various schemes of rewards and

recognitions for staff and officers of PRIMEONE, which will help them in
getting motivated and improvising their performances at work place.
 COMPANY
PROFILE
(We Proud To Have Learnt From Nature)
 Organization Profile
As you spawn new businesses, the need to rapidly establish an HR
infrastructure without raiding the talent of parent organizations is
imminent. Overall cost pressures are forcing you to identify new
methods for cutting administrative expenses. As new competitors
enter the market, particularly those with lower labor costs, your profit
margins are put at risk, prompting you to examine closely all activities
where cost reduction is possible.

Primeone provides the leverage of cost base and experience of an

outside provider, to potentially lower the cost of delivering HR
services, while maintaining or improving service levels. We can help
reduce the risks associated with business volatility. Having gone
through numerous hiring/layoff cycles, we can help to increase
process capacity without commensurate increases in full-time
headcount. With the right blend of cost, service levels, experience and
economies of scale we allow you to move away from administrative
activities and focus on more strategic issues. Primeone has the
potential to transform your ability to manage human capital in more
ways than one.
In todays competitive world, the need to keep learning and applying in practice cannot be
defined, if any organization is to succeed.

And who better to learn from the Mother Nature.

No doubt human beings have their own outstanding faculties and qualities. They have
their own highly developed senses, intelligence, consciousness and ability to communicate.
But then other species too have their own particular, specific and unique qualities, which
human do not process.

We looked at the learning that nature has to offer and coined phrases like Focus,
Instinct, Strength & Reach; derivatives of which we translated to our business.

At the same time we looked at what our client expect from us and developed traits,
system & methods to meet those expectations.

Thankfully the challenges that have come our way so far, have been successfully met with
these learnings.and while our learning continues, we are eagerly looking forward to more
challenges.
About PRIMEONE

All the learning at PRIMEONE empowers you with

the flexibility of empowers talented individuals on

a permanent or temporary platform without the

employment related hassles & risks. Providing such

services as Background Screening, Resume

Management, Recruitment, Payroll Management,

Benefits Management, Statutory compliance

Management, Compensation Survey, Performance

Management, Attrition Management, Workforce

Modeling, Training and Training Administration,

we help you off load non-core activities and save

your creative and management time.

Our Expertise Includes:

On Roll Recruitment
Off Roll Staffing
Manpower Training & Development
Facilities Management
HR Process Outsourcing

The Advantages:
The Opportunity For The Organization To Focus On Core Areas
Flexibility Of Employment
Ease Of Recruitment And Replacement
Long-Term Cost Advantages
Benefits Of Scale
Ready To Deliver Staff
Ready To Occupy Infrastructure

Core Competencies:
Permanent Staffing
Temporary Staffing
Manpower Training
 PRIMEONE
MANAGEMENT
 Management of PRIMEONE

When you consider the depth of our service offering, the expertise we have built during
our 16- year history and the experience gained through our vast human network,
PrimeOne has unparalleled insight into the labor market. We understand what's now and
what's next in the changing world of work and use this knowledge to help our clients and
candidates win.

Opportunities are everywhere. The recession might be drawing to a close,

but its continuing legacy is employers' reliance on short-term staff. There may be fewer
jobs for life, but there are more jobs in a lifetime.

There is no magic formula to business success. But when you treat customers like guests
and employees like people, there is no way you will fail.
Rajeev Dwivedi
(Director@ PrimeOne)

PrimeOne has been an innovator in the HR world since its inception, introducing several
new concepts like Facilities Management & HR Process Outsourcing. Because our business
is about meeting and anticipating the needs of employers and job candidates, our service
offering has greatly evolved to meet the challenges of today's contemporary world of
work. The new brand aligns the company we are today with the image we project in the
marketplace and our future aspirations.
The biggest job we have is to teach a newly hired employee how to fail intelligently. We
have to train him to experiment over and over and to keep on trying and failing until he
learns what will work.

Start with good people, lay out the rules, communicate with your employees, motivate
them and reward them. If you do all those things
Effectively, you can't miss...
Sanjeev Jain
 (Director @ PrimeOne)
Our experience and knowledge in the Manpower industry will enable us to face any future
challenges in the coming years and we are confident that we have the right people,
resources and equipment to beat any challenges.

Our experience and knowledge in the manpower industry will enable us to face any future
challenges in the coming years and we are confident that we have the right people,
resources and equipment to beat any challenges.
Ambika Prasad
(DGM @ PrimeOne)
__________________________________________________________

The Primeone Team Is Committed To Providing Our Customers With The Best Product
Value And The Most Dependable Service In Our Industry. Our Culture Is Built On Integrity,
Excellence, Entrepreneurship, And Attention To Detail. This Is Manifested In Our Insistence
On Meeting Commitments, The Use Of Advanced Technologies, and On-Time Delivery Of
Unquestioned Quality And The Continuous Improvement Of Our Quality Management
System. We Recognize That Efficiency And Profitability Fuel Our Growth.
.Primeone Team
 Why PRIMEONE

Primeone understand:

Every client is different. Every assignment is

unique. What remains constant are the high

standards we apply while conducting an

assignment.

A system approach that is consistent,

efficient and effective is imperative to

meeting your needs.

Time is of essence. We therefore aim to

meet your needs quickly.

Flexibility to mold ourselves as per the

needs of our clients.

Collaborative

PROJECT
UNNATI
 PRIMEONE National Network

PRIMEONE
National Network

On Roll Off Roll Tanning and Facilities

Staffing Staffing Development Management

Objectives of PRIMEONE Workforce Pvt. Ltd. as a

Flagship Company:

Build up Flagship Company Face of PRIMEONE Organization

Increase Corporate Linkages

Generate Funding

Build up Share Capital and Stakeholders

Build up Turnover for Bigger Projects

 Project Unnati
Primeone is currently engaged with Project UNNATI in 4 cities of Madhya Pradesh.
This is a livelihood project which includes the identification of beneficiaries, training
them according to market needs and then placing them in wage employment and
providing them post placement handholding for the sustainability of the beneficiaries.
The project UNNATI is an urban livelihood programme introduced by MPUSP for
providing sustainable employments and skill developments to 7200 youths who belongs
to BPL/EWS a families, living in different slums within the four project cities of Madhya
Pradesh ie. Bhopal, Indore, Jabalpur and Gwalior. The project UNNATI is an important
component of project UTTHAN which is jointly sponsored by DFID and Govt.of Madhya
Pradesh.The target achievement of this project is to provide 100% placement to the
trainees, for this the rigorous follow- ups will made for at least one year to have regular
income on the created jobs. Handholding of beneficiaries post placement will bring
sustainability in the livelihood of poors, and will be improving the standards of living in
slums.

The various targets of employment in 4 municipal areas are like this;

Indore 3000
Bhopal 2200
Gwalior 1000
Jabalpur 1000
 FOCUS

Look around you. You probably think you see the

world pretty clearly.

It is hard for us to image an animal seeing better than

we do. But, many do.

As predator bird ancestors adopted flight, they

needed way to find generally small prey from the air;

they needed abilities to see at close range; and they

needed to maintain focus at high speed when in

pursuit. The most successful birds of prey in any

population were those with eyes better adapted to

these demands. Over thousands of generations,

natural selection led to populations of predator birds

with greater visual capabilities.

Hawks can see up to eight times more clearly than

sharpest human eyes.

ON ROLL
STAFFING
On Roll Staffing
With the need for talent expanding manifold, we make finding the right person with the
right talent so much simpler.

Current Strength: 2480 Candidates Placed

Profiles
Vice President
Country Head
General Manager
Circle Head Senior
Manager Manager

Sectors
Pharmaceutical
Telecom
Retail
Finance
Power
Infrastructure
Insurance Banking
Fmcg
Consumer Durables
On Roll Staffing
Vodafone Central & Southern India
Tata Teleservices Ltd Mp/Cg, Mumbai, Maharashtra
Reliance Communications Ltd.-Pan India
Bharti Airtel Ltd Pan India
Whirlpool Of India Ltd.-Pan India
Grasim Industries-North India
Tafe Motors-Pan India
Eicher Engines-Pan India
Lupin Pharmaceutical Pvt.Ltd.-Mp/Cg
Big Fm-Mp/Cg
Madhya Bharat Telecom Infrastructure Mp/Maharashtra/Up(W)
Bharti Axa Life Insurance-Pan India
Hdfc Slic-Mp/Cg/Rajasthan/Vidarbh/Uttaranchal
Hdfc Bank Ltd-Mp/Cg
Karvy Financial Services Ltd.-Pan India
Som Distilleries-Mp
Db Corp Mp/Cg
OFF ROLL
STAFFING
Off Roll Staffing
Enabling the client to respond to short-term temporary and/or flexible manpower needs
with specific skill set requirements or for supplementing the workforce.

Current Strength: 6800 Nos Pan India

Profiles
Team Leaders
Direct Sales
Pick-Up/Delivery
Para Medical
Telecallers
Front Office
Sales Promotion & Merchandising
Accounting And Data Entry
Transportation
Cargo Handling Client
Servicing Management
Trainees

Sectors
Finance
Telecom
Media
Logistics
Retail
Health & wellness
Manufacturing
Off Roll Staffing
Idea Cellular Ltd Pan India

Tata Teleservices Ltd Pan India

Citi Financial Pan India

Airtel Western India

Reliance Communications Central India

Citi Corp Central India

Vodafone Central India

Lupin Pharmaceuticals Pvt Ltd.-Mp/Cg

Karvy Financial Services Ltd.-Mp

Radio Mirchi Mp

Cdc Global Services- Maharashtra

Acc Cement -Maharashtra

Idea Cellular Ltd Western India

Manpower Training
& Development
Manpower Training &
Development
We focus on developing ways to generate change, easily and effectively,
now and in the future. We work with people to identify habitual patterns of
thinking, and then facilitate systemic change. We provide a wide range of
training and development solutions to meet your needs.

Modules On Offer are:

Managerial Leadership Skills
Progressive Supervisory Skills
Direct Selling Skills
Communication & Presentation Skills
Customer Care
MS Office Essentials
Executive Development Programs

Current Strength: 557 programs

Sectors
Telecom
Retail
Insurance
Finance
Banking
Media
Manufacturing
 STRENGTH
The behavior of ants has long fascinated us. And

why not?

These insects have the strength to carry food up to

seven times their own body weight, and set up

amazingly complex colonies, with social castes in

which every member has a role.

In fact, ants are not only fascinating just to

entomologies looking at them under the microscope.

In recent years, computer scientists have been

paying great attention to the way in which a colony

of ants can solve complex problems; in particular,

how it finds the shortest route to a food source.

Each insect in a colony seemed to have its own

agenda, and yet the group as a whole appeared to be

highly organized. This organization was not achieved

under supervision, but through interaction among

individuals. This was most apparent in the way in

which ants travel to and from a food source.

 FACILITIES
MANAGEMENT
Facilities Management:
Amortized infrastructure set-up and Site management where we will manage
and retain accountability of administration of the facility that has been leased.

Current Strength: 68 offices and call centers Pan India

Complete Infrastructural Support Includes

Leased Premises Interiors &
Electricals Communications And
Connectivity Staff Welfare
Day To Day Administration
Attrition Management
 HR PROCESS
OUTSOURCING
Hr Process Outsourcing
HR Process Outsourcing will help address some of the base-line challenges
with regard to new recruitment; from the time of appointment to actual
joining.

Processes Managed:
Dispatch & confirmation of receipt of Appointment letter Dispatch of Joining
Kit Assistance completion of Joining formalities Ensuring Candidate complies
with all documentary evidence related to:
Salary drawn
Resignation
Relieving
Full and Final Settlement
Medical
Verification of Authenticity Reference checks Issuance of IDs, Business Cards
etc Submit all documents to HO Inform location of candidates joining Ensure
candidates meets joining deadline

Sectors:
Logistics
Telecom
Retail
The PrimeOne Advantage
Payroll Processing
By handing over the non-core task of payroll to us you will be able to reduce costs, instill
discipline into the process, while ensuring that increased focus and attention is placed on
your strategic functions.

The total payroll process creates the

need of a skilled professional and the
Primeone Compliance Service division
provides you with this service at a cost
much lesser to what you would have
incurred.

We provide services tailored to all categories of employees.

Benefits of outsourcing your payroll to PrimeOne Compliance Division:

Outsourcing non-strategic but important resource consuming HR processes to

manage cost, reduce risk and allow employee scalability.
No fixed costs as experienced professionals manage all payroll and related No
fixed costs as experienced professionals manage all payroll and related
HR start-up kit for new companies giving total framework of payroll related
processes & guidelines
Guaranteed and accurate delivery of your payroll every month
We comprehensively cover every aspect of payroll processing
Your statutory compliances are managed by in-house experts in the field of areas
such as Income Tax, ESIC and PF
You will reduce and control operating costs
No capital investment in expensive software's, databases or computers
Maintains confidentiality and security of the company
What you need to give us:
Complete data about the employees and the agreed compensation package along with
any other information such as bonus and incentives, followed by time cards data sent to
us prior to payday. Other situation specific information may also be sent in a structured
format.

What we deliver:

Payroll:
a. Preparation and Disbursal of employee pay checks
b. Structuring compensation and HR policies
c. Employee record maintenance
d. Maintenance of and under instruction issue of appointment letters.

Besides:
We shall respond to employee payroll inquiries by authorized personnel only.
We prepare, file and pay all payroll taxes
We prepare timely and accurate notifications of tax liabilities and deposits
We complete month-end and year-end statutory forms
We prepare necessary HR reports
We prepare and process payroll accruals when necessary
Income Tax Summary
Deposit Advice/Bank Statement
Pay slips in prescribed formats
Maintenance and update of payroll database
Individual Employee Tax Calculation
Import and export of data to the accounting software's, spreadsheets & databases
Liaison with insurance companies for medi-claim if applicable.
Value Added Service:
Phone / E-mail / Help-desk Support services: Any query directly related to payroll
processing will be answered by our Regional Compliance Team Members.

This support will be provided to authorize personnel of the company only.

The Advantages
Criticality: For any organization, their customer-facing staff is a key to success. Be it
direct sales, retail sales, channel sales, tele-sales, or customer service, such customer-
facing employees determine the company's revenues as well as brand or customer
experience. In rapidly-growing markets like India , such employees can well determine
the success or failure of a company. With this in mind, PrimeOne has structured its
business model to focus on this specialized area.
Focus: specialized expertise for sales & marketing-related staffing needs.

End-to-end solution: staffing, compliances, recruitment, training as well as

infrastructure.
Speed & Flexibility: strong, robust back-end staff and infrastructure ensure rapid
turnaround for data & processing needs.
Client Focus: dedicated account management teams provide customized solutions and
manage day-to-day processes.
Employee Relationships: by building bridges with outsourced employees, attrition is
minimized.
Technology: the right deployment ensures that interactions with employees and clients
are seamless, user-friendly and transparent.

Experience: More than all these, PrimeOnes biggest strength is its ten year pedigree in
the manpower solutions and service business. As a result, the overall approach to
business is strongly client and employee-focused, with constant efforts being made to
find innovative & Constructive solutions to any problem.
CONTACT
HEAD OFFICE
R-47, NEAR ARYA BHAVAN RESTAURANT,
ZONE II M P NAGAR
BHOPAL - 462011
MADHYA PRADESH

PUNE: 907 BLOCK II

LLOYDS CHAMBERS
OPP AMBEDKAR BHAVAN
MANGALWARPETH
PUNE

AHMEDABAD: 1004/A, MAHALAY COMPLEX

NEAR HOTEL PRESIDENT
OFF C G ROAD
NAVRANGPURA
AHMEDABAD

DELHI: A-18, FIRST FLOOR

SHIVALK MALVIYA NAGAR
NEW DELHI

INDORE: 207, RAFAEL TOWER

8/2, OLD PALASIA
INDORE

LUCKNOW: 2ND FLOOR,MUDRA BUILDING

17/1, MADAN MOHAN
MALVIYA MARG,LUCKNOW

PATNA: 238,NIRALA NAGAR COLONY,

DIGHA GHAT,PATNA-800011
OBJECTIVES OF THE STUDY
 OBJECTIVE/SCOPE OF THE STUDY

The working forces of PRIMEONE all play a significant role in the

continuous progress of the company. Hence it is essential to keep them
motivated and keep their spirits high. The broad objective of the study was
to provide the working forces of PRIMEONE with some new reward and
recognition schemes so that they could feel appreciated and recognized
and rewarded timely for their precious efforts as they are the assets of the
company. This is important to improve their performance and efficiency.
The schemes are prepared keeping various important things in mind
like: the employee class, tenure of the schemes (monthly, quarterly etc),
the criterion of judgment etc.

The target employees are the ones working within PRIMEONE,

BHOPAL. The numbers of employees are approximately 110. These
employees are at the officers and the staff level .The criterion followed for
measuring these schemes are: performances, creativity/ innovation,
potential etc.

Therefore in order to have a deep knowledge and understanding

about what should constitute the Reward and Recognition schemes for the
working force, a study was conducted (with the help of questionnaires) in
other companies, which is well known as benchmarking

So the overall/primary objective was to make Reward and Recognition

Scheme for the working force by going through the work plan of the
concerned department and its employees within the branch, and without
making any changes in the work plan setting certain milestones and allot
point system for those milestones which could be further be implemented
for the benefit of the working force of PrimeOne (BHOPAL).
SCHEMES
 SCHEMES
PURPOSE:
1) To recognize the achievements of the employees
2) To motivate the employees to perform better
3) To increase the sales revenue and the profit margins of the company

CATEGORIES:

MONTHLY ON THE QUARTERLY

SPOT

SOM BRANCH AT - SAQ TOTB

SATISFACTIO BOOK
N

IN BRIEF:

1) SOM: (Star of the Month) :

This is a performance based award

Rating of the employees is done on the grade basis
These grades are given on the basis of achievements of targets, best
five should be selected

2) BRANCH SATISFACTION:
 This is a performance based award
This award should be given to the employees: with least number of
complaints, with most speedy delivery, with most accurate data, with
most orderly data

ACHIEVEMENT - TALK BOOK

3) A-T BOOK:
All achievements of the employees can be talked in this monthly book
This is a very good way of public recognition
This book will be circulated at the beginning of every month.

4) SAQ: STAR OF THE QUARTER

This is a performance based award

Rating system is required
These grades are given on the basis of achievements of targets, best five
should be selected
5) TOTB:
THINKING OUT OF THE BOX AWARD
This is the way of idea/suggestion management
An issue can be put up and employees can be asked to give their
Suggestions or ideas on the concerned issue
Web based applications like emails can be used to collect and
evaluate the suggestions/ideas.
Idea/suggestion board can be put up in the cafeteria and
learning center, as these places are easily accessible to all
employees.
Best ideas would be collected on the monthly basis but rewarded
on the quarterly basis
Feedback can be given to the employee through web or through
phone, voice mails etc.
 6) ON THE SPOT:

This is the spot award

This award can be given to the employees for their on the spot attitude
towards some particular situation
This is a recognition for good and humble gestures towards peer and
presence of mind throughout
o Their managers give this award to the employee as they can keep a
constant observation on their employees.

IN DETAILS

1) SOM:
SOM is performance-based award, which is measured completely on the basis
of an employees performance within the working place. The employee is awarded
on the basis of the rating given to him and this rating of the employees is done on
the grade basis, which already exist within the organization. These grades are
given to the employees on the basis of their achievements of targets set by their
managers or supervisors. This is a monthly award where employees are rated for a
month and then the deserving candidate is awarded. The best five are selected.
The ratings are as follows:
- E Exceeded the targets
For example: achieved targets more than assigned.

- F Fully achieved the targets

For example: achieving exact targets as assigned.

- P Partially achieved targets
 For example: achieving some of the assigned targets
- N Not achieved the targets at all

2) BRANCH SATISFACTION:

Branch satisfaction is again a performance-based award, which is given to

the employees for performing well. As we know that an employee not only
has external customers but also internal customers the employee of the
other departments An employee has to deal with various other employees
within the branch, they can be from the same department as well as other
department.
Thus the employee Is awarded the customer delight award.
With the least number of complaints
With most speedly delivery of data
With most accurate data
With most orderly data
The employees get to fill a customer delight form on basis of which the most
suitable candidate is selected for this award. Maximum of 5 employees can be
selected for the award. The customer delight form is as follows:

I AM DELIGHTED!!!

MY NAME MY DESIGNATION MY DEPARTMENT

I VOTE FOR
HIS/HER NAME:
HIS/HER DESIGNATION:
HIS/HER DEPARTMENT:

I VOTE BECAUSE:
I HAVE NO COMPLAINTS AGAINST THIS EMPLOYEE THIS EMPLOYEE PROVIDES A SPEEDY
DELIVERY THIS EMPLOYEE PRODUCES ACCURATE DATA THIS EMPLOYEE PRODUCES MOST
ORDERLY DATA THIS EMPOYEE SHOWS A DECENT CONDUCT

OTHERREASONS:__________________________________________________________________

___________________________________________________

WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DO WHAT

HE/SHEDID?______________________________________________________________________

_____________________________________________________

THINGS I WOULD DO TO EXPRESS MY THANX:

SIGNATURE
 3) A-T BOOK:

A-T Book is a monthly issue of a book, which is circulated in all departments

of the office. This book talks about the achievements of the employee and gives
them the peer recognition in this form. As every employee loves to be recognized
at his working place and amongst the people he works with, this is a very effective
form and way of recognizing ones performances. This book consists of:

Detailed information about the employees who have achieved some

milestone during the month.
The detail of the day and month of the achieved milestone.
Birthday wishes are sent to the employees through this book.

Various articles or precious experiences of employees.

4)
4) SAQ:

SAQ award is again a performance-based award, which is measured

completely on the basis of an employees performance within the working place.
The employee is awarded on the basis of the rating given to him and this rating of
the employees is done on the grade basis, which already exist within the
organization. These grades are given to the employees on the basis of their
achievements of targets set by their managers or supervisors. This is a quarterly
award where employees are rated for a quarter and then the deserving candidate
is awarded. The best five are selected.

The ratings are as follows:

-E Exceeded the targets
For example: achieved targets more than assigned.
-F Fully achieved the targets
For example: achieving exact targets as assigned.
-P Partially achieved targets
For example: achieving some of the assigned targets
-N Not achieved the targets at all

5) TOTB:

Every individual in this world has a viewpoint and has an idea or a

suggestion waiting to pop out of his/her brain. So if these suggestions or ideas of
the employees in the organization are used in a fruitful and an effective manner
can work wonders for an organization. Thus it is really important to have an
idea/suggestion management in an organization. This scheme of TOTB is a
quarterly award. According to this scheme an issue can be put up in the cafeteria
and learning center as the employees have a frequent and easy access to these
places, and hence the employees can present these ideas and suggestions. Now
since collecting and evaluating the ideas is a major work, it can be done through
web base applications like: emails, intranet etc.
The ideas would be collected on the monthly basis but the best ideas will
be rewarded on the quarterly basis. Feedback should be given to employees who
send their suggestions and these feedbacks can be sent through web, phone,
voice mails etc.

6) ON THE SPOT AWARD:

Some deeds of employees on a daily basis are so humble that they need to
be recognized. It is sometimes not possible to recognize every individual on a
daily basis, thus at such time recognizing an individual on the spot is an
important and a sensible thing to do. According to this scheme employees can be
awarded:
To the employees for their on the spot attitude towards some
particular situation
For good and humble gestures towards peer and presence of
mind throughout Their managers give this award to the employee as
they can keep a constant observation on their employees.
REWARDING AND RECOGNIZING:

1) SOM: PURPOSE: SOM award is the STAR OF THE MONTH award, which is
given as per the ratings of an employee. This is a quarterly based award. As we
have already seen the ratings, well further see what are the rewards that are
given to the employees for their performances according to this scheme.
 First of all work plan of an employee of each department is allotted
the targets for the month.

WHO GIVES AWAY THE AWARDS?

The department head takes the final decision and gives away the award to
the employees on the ceremony-honoring employee ceremony.

Thus the best employees with maximum points are eligible for the SOM
award. If there are more people with same number of points, it will be considered
as one category.

2) BRANCH SATISFACTION:

PURPOSE:
Branch satisfaction should be an award to promote and recognize
employees for outstanding customer service. Thus according to this scheme we
have a customer delight form, which is filled by the employees on a monthly basis,
and the employee getting maximum votes in his/her favor is eligible for the
BRANCH SATISFACTION AWARD.

WHO GIVES AWAY THE AWARD?

Department heads makes the final decision. A ceremony-honoring employee is
conducted where the 3 employees are awarded for their outstanding branch
satisfaction service.
The head of the branch would give away the award on the ceremony day.

1 SATISFACTION BRANCH = 10 NEW BRANCHES

 3) A-T BOOK: PURPOSE: A-T book is an ACHIEVEMENT - TALK BOOK, which
provides an employee, with the public recognition amongst the peers in the organization.
This book is a great means of boosting the confidence and recognizing the performances
and deeds of an employee in public. This recognition makes him/her feel recognized and
motivated and definitely proves to be a boon in improving or increasing ones
performances.

WHO GIVES AWAY THIS AWARD:

No one gives away this award as this recognition comes in a book form and
talks about peoples achievements.

ACHIEVEMENTS ARE NOT COINCIDENCES,

THEY ARE HARD WORK

REWARDS:
Public recognition to all the achievers.

4) SAQ: PURPOSE:
SAQ award is the STAR OF THE QUARTER award, which is given as per
the ratings of an employee. This is a quarterly based award. As we have already
seen the ratings, well further see what are the rewards that are given to the
employees for their performances according to this scheme.

First of all work plan of an employee of each department is allotted the

targets for the quarter.WHO GIVES AWAY THE AWARDS:

The department head takes the final decision and the branch head gives
away the award to the employees on the ceremony-honoring employee ceremony.

ALL STARS DO NOT TWINKLE!!!

 REWARDS:

Example of a quarterly work plan of an employee:

Expenses E: Rectification made and salary advance

(Recorded every month) cleared and available for dispatch by 15th of
every month
F: Rectification made and salary advance
cleared and available for dispatch after 15th
of every month
N: Job not done
Leave Update E: Updating and submitting to HR with
100% accuracy before time (15 th of first
month of every quarter)
F: Updating and submitting to HR with
100% accuracy on time (15th of first month
of every quarter)
P: Updating and submitting to HR with
100% accuracy after time (15 th of first
month of every quarter)
N: Job not done
Medical E: Ensured settlement in 2nd month salary
N: Settlement not done
Transfer update E: Letter issued with 1 week of transfer
and disturbance allowance put in next
months salary
N: Job not done

POINT SYSTEM:

RATING POINTS AMOUNT IN REWARD

E 5 2000
Rs. Cash
F 4 1500 Cash/gift
P 1 700 Gift
N 0 0 Nil
coupon/dinner

Thus the best employees with maximum points are eligible for the SAQ award. If
there are more people with same number of points, it will be considered as one
category.
 5) TOTB:

PURPOSE: The TOTB award is THINKING OUT OF THE BOX AWARD. This award is
given to the employee/employees for their capability of giving some much needed
extraordinary suggestion or idea to the branch management, the suggestion which is
helps the management come out of crisis or helps the management to save the
maximum and gets implemented is the best suitable for this award.
This award is to foster employee suggestions to improve a work place,
which can definitely help in some financial savings.

WHO GIVES AWAY THE AWARD?

Department head makes the final decision, and the branch head gives away the Award.

KNOWLEDGE WORKERS ARE VOLUNTEERS

6. ON THE SPOT AWARD:

PURPOSE:
The on the spot award is neither a monthly nor a quarterly award, as the
name suggests it is an on the spot, instant, spontaneous award. It is not even a
performance-based award. As per this award the first level managers would
recognize the employee. The purpose of this award is to recognize the employees
who go extra mile or who perform " above and beyond the call of duty", and
many such exceptional courtesies.
WHO GIVES AWAY THE AWARD?
The first level manager or supervisor can recognize the eligible employee, as
he/she can very well observe the employees and their deeds at the working place.
ITS NOT IMPORTANT WHAT YOU DO, BUT HOW YOU DO!!!
 FINDINGS

And

CONCLUSION
FINDINGS and CONCLUSION

This project was undertaken as a one related to HR.

Hence it was totally based on information collected within and outside the
company.
Within the company the main sources were the information provided by
employees of various departments like: legal, HR, administration, commercial,
finance, sales tax, logistics, market research.

Outside the company the information was gathered from the HR departments of
other companies with the help of questionnaires.

Hence on that basis only some conclusions /findings can be drawn, which are as
follows:

AS PER THE QUESTIONNAIRES FILLED UP, THE FOLLOWING CONCLUSIONS

CAN BE DRAWN:

Out of companies, all have scheme similar to that of star of the month, where
the best 3-5 employees are awarded for their performances on a monthly
basis, based on some kind of ratings of every organization.

All of the companies have scheme where the employees are praised or
recognized on a daily basis through some meetings etc.

All companies have a mode of public recognition or a means through which

the achievements of the employee are recognized, something similar to
achievement talk book.

All of the companies agreed that there should be recognition of

employees through the intranet as well as every employee very frequently
surfs the intranet.

All companies also concern branch satisfaction as an important aspect.

It is the HR department that is responsible for formulating the schemes.

In all of the companies, the reward and recognition is treated as compulsion

as it serves different purposes or uses like-makes the employees more
 confident, creates feeling of belongingness towards the organization,
motivates the employees to work better.

The Recognitions were considered to be more successful according to

the employers.

Increments and bonuses or cash awards are common to all organization.

According to all employers the rewards and recognition are must as they serve
the goals like:
1. Employee satisfaction

2. Staff retention

3. Performance improvement

4. Achievement of business results

According to all the employers the reward and recognition is a must not only
for the individual employee but also if there are certain project teams
in the Organization.

This graph here shows the percentage of companies believing in particular schemes.
Here

SOM: Star of the month

RECOGN: Public recognition
IDEA MGMT: Idea management
ON SPOT: On the spot awards
BRANCH SATISFACTION
SUGGESTIONS AND RECOMMENDATIONS
As per the findings of the survey the monetary as well as the non-monetary
awards both are equally important but the main aim is to reward or recognize
employees time to time.
The recognitions like congratulatory cards, wall of fame, public applause, public
recognition is of great importance.
Performance should be considered as the criterion for rewarding
There should be rewards or recognitions such that the employee can get to
celebrated the reward with his family members as well.
The get together or parties within the branch, such that the employees get to
interact and communicate with their colleagues, is of great importance.
The managers should make sure that he has one-to-one interactions with their
employees and colleagues
The rewarding system should be such that the reward being given to the
employee means something to him/her, for example the reward should have
meaning for the recipient.
The reward should be well-defined, credible standards that have been developed
using observable achievements.

Rewards should always be achievable and not out of reach by employees.

These rewards should be used as reward for their extra effort and it has to other
then the incentives/bonus, which gets added to their salary.
Rewards should be visible to all the employees.
The standards and the criterion for the rewarding should not be indefinite or
biased.
Spontaneous awards such as: on the spot awards are very motivating and boost
the recipients confidence to a great level.
The reward mean the most when they are thoughtfully prepared and of highest
quality.
The professionalism shown in the way of presenting the reward is also
interpreted as a worthwhile recognition.
Rewards should be appropriate to the level of accomplishment received.
The tenure of the rewards monthly, quarterly or instantaneous.
There should be a separate committee in the branch that would take care of all
the work related to the rewarding and recognizing.
 LIMITATION OF THE STUDY

While doing this project, a few problems were faced which are mentioned below.
While conducting survey, respondents were very reluctant to hand out
correct information. Also they were not interested to give out information,
as it was company specific and confidential. In many cases, they just refused to
spare any time.
In many cases, respondents just filled the questionnaire hastily without giving
proper thoughts to the questions to save their time; therefore,
information provided might be biased.
All expenses of the project are born by the students, which become heavy on
their pocket.
Since the project duration was only two months, time constraint limits the area
of study.
As the information about the work plans of employees was to be collected
from the employees themselves, to use it for making the rewards and
milestones, therefore to get the information from the people on work was
another limitation. The people, from whom the information was collected, were
always busy in their work, so time was a major constraint.
To get the appointments from the HR personnel of different companies was a
time consuming and a difficult task.
 QUESTIONNAIRE
NAME: DESIGNATION:

NAME OF THE COMPANY:

Sir, Madam,

I am a summer trainee in Primeone, specializing in HR. I am working on a

project Rewards and Recognition for employees, my target category are the
officers and the staff people within the branch. My aim is to prepare some rewards
and recognition schemes for these employees as their jobs are monotonous and
they do not receive any rewards and recognitions for their contribution. These
schemes will be a great help to make their jobs more interesting and motivate
them to perform better. So I would need your help to know a few things about
your company regarding this topic.

Q1. Does Primeone have any REWARD AND RECOGNITION schemes running
currently in its organization?

Ans. Yes No

Q2. What are the rewards/recognitions schemes in Primeone?

Ans. ............. ..

Q3. What are the eligibility criterion/basis of the above schemes?

Ans ................................................................................................ .....................

Q4. What are the tenures for these schemes of rewards/recognition?

Ans ................................................................................................ .......................

Q5. Who gives away these awards to the employees?

Ans ................................................................................................ ......................

 Q6. How does Primeone decide on the budget for the rewards?

Ans ................................................................................................ .......................

Q7. Which are the most successful schemes in general?

Ans ................................................................................................ .......................

Q8. Does reward and recognition serve these goals? How?

Ans. Employee Satisfaction

Yes No

Staff Retention

Yes No

Performance improvement

Yes No

Achievement of business results

Yes No

Q9. What particular form of reward and recognition is more successful and
meaningful to employees?

Ans. Monetary Non-Monetary

Both

Q10. What would you do personally, to develop a feeling of belongingness

amongst the employees, towards the organization?

Ans ................................................................................................ ...............

Signature:
THANK YOU!!!
 ANNEXURE

ANNEXURE:

SOM : Star of the month, scheme based on performance of an employee

SAQ : Star of the quarter, scheme based on performance of an employee

TOTB : Thinking out of the box, an idea management scheme

WORK PLAN : This is plan where the manager decides the particular targets to
be accomplished by the employee in a months time and in a
quarters time.

BIBLIOGRAPHY
BIBLIOGRAPHY:
While doing this summer training project to formulate a Reward and
Recognition schemes for the employees of Primeone., I needed opinions and
guidance from some authorities on similar matters.