Project Report On

The Management Function

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Of the organization



 




 

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Prof. Poonam Nair Kajumi Bagadiya (NR10006)

Megha Jamba (NR10039)

Ankur Maniya (NR10050)

Chirag Mori (NR10054)

Ishani Shah (NR10086)

Zalak Solanki (NR10101)

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‘ The MBA degree course has its own distinguished

and unique solidarity. As a part of the course curriculum
the 1st SEMESTER MBA studies require to prepare a group
project for the practical studies. For this project report
we are required to do an analysis on any particular
industry by gathering and analyzing primary and
secondary data.

After a great deal of efforts, we got the

opportunity to meet Ms. Payal Mukherjee, Deputy
Manager (HR), Doshion Veolia Water Solutions. She has
given a great deal of knowledge that is all the practical
derivations of our theoretical knowledge. We had tried
hard to summarize that knowledge in few pages. Hope
we are able to do the same.

The objective behind this research and this report is

to understand the practical approach of ³Staffing´ in an
organization.

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‘ In this report, we have provided some information
about we could gather about the 
 function
at 

 
 



 . I also
take an opportunity to thank all the people involved in
making this report take its present form.

#* &   , for her constant vigilance on

our work and also help & guidance as and when required.
Thank you Ma¶am!

+,*  " ( +%-., Deputy Manager (HR),

Doshion Veolia Water Solutions, for giving us the details
regarding their company which helped us complete this
project. Thank you Ms. Payal for your support.




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3 (#$ &4 Masters in Human Resource

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&) General Manager (HR)

5& (4 Manpower Planning & Recruitment,

Induction for new joinees, Training need Analysis,
Handling Employee grievances, preparation of Job
description, Employee engagement activities,
Performance management, Controlling the Attrition and
formulating Retention Strategies.

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i.‘ Introduction of the organization
G‘ Doshion Veolia Water Solutions 7
G‘ Corporate Head Quarter 8
G‘ Culture 9
G‘ Vision, Mission, Values 10
G‘ Organizational Chart 11

ii.‘ Questionnaire 12
iii.‘ Reviews 13
iv.‘ Analysis/ Findings 18
v.‘ Conclusion 21
vi.‘ Bibliography 22

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 ,-& (    (&, provides water and

waste water management solutions to industry and public . With
installation base in more than 50 countries and a strong
workforce of qualified professionals, we deliver seamless and
integrated solutions for all water management needs.

Doshion Veolia Water Solutions aims at executing small,

medium & large size EPC Projects for Water & Waste Water
Management facilities in Municipal, Infrastructural and Industrial
projects.

Joint venture between Doshion Limited and Veolia Water

Solutions & Technologies shall bring Global VWS expertise to
Indian Subcontinent & part of south East Asia and provide an
access to all Veolia Technologies, Products and Expertise to
DVWS customers. The JV shall also have an excess to knowledge,
reference and new developments taking place worldwide, thus
integrating India on a global map.

Worldwide Veolia Business units shall benefit from DVWS's

low cost high quality manufacturing standard solutions and
fabrication capacity and enhance their offerings.

DVWS shall provide new fuel to water management industry

and fill that gap that exists today in form of latest technology,
speed, project management skills and the similar experience of
large size projects covering mega cities and industrial hubs.

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Spread over an area of 75000 sq ft, the office has got a perfect
ambience for the creative juices to flow. A solid network across
the globe, latest office automation equipment, a sound designing
and engineering center, IT infrastructure etc. has been put up
taking into account world class working standards. Comfortable
seating arrangements, conference halls, design & documentation
area facilitate each SBU to concentrate on their core customers
and business independently.








 



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The day at DVWS begins with a prayer in the morning. The entire
employees gather together to share a Thought of the Day.

We have regular get-togethers, sports meet, annual diwali

celebration, etc. DVWS believes in an Open - Door policy. There
are no glass ceilings for one's growth.

At DVWS, we strive for a "One-Family" feeling among the

employees. Besides these, we have open-house sessions where
all employees are encouraged to speak freely about their
grievances.

DVWS believes that having competent people is not enough. We

have to keep training and re-train them. Every employee has to
undergo mandatory technical as well as behavioral training
programs every year. Seminars are organized with experts to
keep our employees in touch with the latest technologies and
management trends.






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Motivated by the Spirit of Enterprise, to become a global entity

and establish the highest standards in the area of Water
Management Business and provide better value to our customers.

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Consistently grow by providing products and services of

international standards so as to maintain high level of customer
satisfaction and profitability, to enhance shareholder value and
opportunities to our employees.

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Spot talent and infuses in them the spirit of Entrepreneurship

with performance as a benchmark and fosters corporate integrity
in the interest of customers, stakeholders & employees, by
constantly raising our bars.

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i.‘ Brief introduction of company
ii.‘ History of company
iii.‘ Hierarchy level in your company
iv.‘ How many employees are there in your company?
v.‘ How do you select employees?
vi.‘ What is your selection process?
vii.‘ How you do recruitment?
viii.‘ In selection which approach you follow?
ix.‘ For new employee, orientation is done?
x.‘ Do you give training to new employee?
xi.‘ Do you provide an opportunity to employee for growth?
xii.‘ On which your salary package is based?
xiii.‘ You do job design or your employees themselves do job
design?
xiv.‘ What is your promotion policy?
xv.‘ What is the basis of your performance appraisal?
xvi.‘ If there is any stress in your organization then you provide
any relaxation?
xvii.‘ If there is any change in technology or work environment,
you teach them how to manage change?
xviii.‘ If there is any change resistance what you do?
xix.‘ If any conflict arises, what you do?

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Director

CEO

President

Vice President

Associate Vice President

General Manager

Deputy General Manager

Assistant General Manager

Senior Manager

Manager

Deputy Manager

Assistant Manager

Sr. Executive/ Sr. Engineer

Executive/ Engineer

Management Trainee/ Trainee Engineer


 
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1) Manpower Requirement Format (MRF) approved and
given by H.O.D, which includes all necessary detail like
i.‘ Job description
ii.‘ Technical skills required
iii.‘ Behavioral skills required
iv.‘ Educational qualification
v.‘ Salary
vi.‘ Age etc.

2) Based on MRF, the HR would source and screen profiles

and conduct the initial round of an interview.

3) The first step comprises of the candidates to go through a

technical test then a psychometric test, HR interaction, two
rounds of technical interview with the technical panel.

4) Last stage is negotiation and closure of the position by

the HR with selected candidates.

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1) Internal:

a) Employee referral
b) Internal transfer
c) Internal promotion

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 2) External:

a)‘Print media
b)‘ Job portal
c)‘Head hunting
d)‘Consultants

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> Orientation/Induction Programme is of 5 days which includes

the orientation of all the business units of the company and visit
to different manufacturing facilities of the company.

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> The training of new employee is of 8 man days per person.

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> The growth opportunity of an employee is done through

career planning, which includes planning the career of an
employee on long term basis with the company.

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> The Salary package is based on

i.‘ Current Market Trends

ii.‘ Current Salary Structure of the Organization
iii.‘ Present Salary of the candidate


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> The Job Design is done by the HOD and the HR.

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> There is nothing like a Promotion policy in the company.

Instead there is Performance management system. Wherein the
performance of the individual is reviewed on yearly basis and
necessary promotion increments are given.

The Performance Appraisal is also given based on the same

Performance management system.

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> Yes, we provide relaxation through

i.‘ Employee engagement activities

ii.‘ Training for stress management

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> Yes it is done using Change management, which includes:

i.‘ Technical training

ii.‘ Soft skill training
iii.‘ Behavioral training

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> If there is any change Resistance, we handle it through

i.‘ Counseling sessions

ii.‘ Special Coaching and Mentoring

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The managerial function of µStaffing¶ is defined as
filling, and keeping filled, positions in the organization
structure. This is done by identifying work-force
requirements, inventorying the people available, and
recruiting, selecting, placing, promoting, appraising,
planning the careers of, compensating, and training or
otherwise developing both candidates and current
jobholders so that they can accomplish their tasks
effectively and efficiently.

All the above mentioned tasks related to Staffing are

very well performed at ³Doshion Veolia´. We can say that
by having a look at their Recruitment Cycle which is very
systematically planned. It includes the MRF approved and
given by the HOD and based on that report the HR starts
doing his part of work which is screening profiles,
candidate interaction and arranging different tests and
interviews for the candidates and finally selects the
candidate that fits the best for the required profile.

Selection is the process of choosing amongst all the

candidates, from within the organization or from the
outside, the most suitable person for the current position
or for future positions.

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 The Selection process at Doshion Veolia is done both
Internally and Externally. The Internal Approach consists
of Employee referral, Internal transfers and promotions.
The promotions in the organization are based on the
employee performance which is measured by the
performance management system on a yearly basis.
Based on the report of the individual for this system, they
are promoted and/or given appraisals. The External
Approach includes giving advertisements in print media
for vacancies, through different job portals, Head Hunting
from other organizations and with the help of
Consultants.

In the Selection process, the candidate has to go

through different tests like the aptitude test and
psychometric tests and also has to go through technical
interviews. Thus we conclude that the organization
follows a very systematic and correct approach for the
selection of an employee.

The Organization has an Induction programme for 5

days for the new joinees, which is really helpful for the
new employee. It helps the employee in understanding
and settle down in the new environment. It helps him to
know the culture of the organization and also reduces his
fear/excitement of being at a new place. The person gets
to know what is his/her work or what are the tasks to be
done by him at the organization.

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 The organization is employee oriented. It takes keen
interest in the benefits of their employees. We can say
that because they have different plans by which the
employee is benefitted. The career planning of the
employee is done and growth opportunities are also
provided.

When there is any change in the technical or work

environment of the organization, the employees are
made to adjust with the changes by providing them the
related technical or soft skills training. And in case there
is any resistance faced, they undergo counseling and
special mentoring sessions for the employee. This is also
one of the characteristic of good organization.

The Organization also helps the employees to reduce

their stress levels by conducting stress management
programmes and employee engagement activities.

Thus we would conclude that the organization follows

a very systematic and generic approach to handle various
functions.


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From the information we got about the
organization, DOSHION VEOLIA we would conclude
that the organizational structure is hierarchical and
maintains a disciplined structure throughout.

The Recruitment Cycle in the organization is

unique and specific. The HOD prepares the MRF and
the HR does the profile screening based on that
report.

The company does not only focus on profit

making but is employee oriented. The performance
management system, the employee engagement
activities and the change management system are
the examples which makes us come to this point.

The organization¶s selection process is apt. It

conducts various aptitude and Psychometric tests
and also interviews for the selection of an employee.

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G‘ Book
Management- A Global and Entrepreneurial
Perspective.
By: Heinz Weihrich
Mark V Cannice
Harold Koontz

G‘ www.doshionveolia.com

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