Final MCS REPORT.docx

7/21/2019 Final MCS REPORT.docx

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A

Project Report

On Management Control System

Submitted To: - Submitted By:-

Prof Sid!art! Me!ta Arun C!oud!ary "#$$%

Rona& C!!ajed "#$'%

(usrat Supedi)ala "#$*%

Sapan Rai&)ar "#$+%

Amit ,pad!yay"#'%



Ac&no)ledgement

A good teacher is the one who show the path and is the only light before him toguide, lead, courage and motivate high on life’s journey and guest to attain the

unknown with regards of getting knowledge and learning. We take this opportunity

to express my profound gratitude and deep regards to our guide Prof. idharth

!etha for their exemplary guidance, monitoring and constant encouragement

throughout the course of this also of format of report writing. "he blessing, help

and guidance given by them time to time shall carry us a long way in the journey

of life on which we are about to embark. We would also like to thank !r. habbir

!atiya #$% !anager of &ndia'&() for providing information about policy of

&ndia'&(. A number of people provided us with their assistance, *ncouragement,

enthusiasm, without him this project would not have been possible.



.R Manager: S!abbir Matiya

# About t!e Company• &t is a software engineering company.

• "he (ompany is about &" sector

• Around + employees are there in - shift#-/0)

• &ts fully (( "1 surveillance

• 2ased on the clients they do analysis and on projects re3uirement

• Employers always highly appreciate on the basis of honesty,

openness, integrity, initiative, sociability.

• 18 days holiday in a year, every second Saturday is holiday and 13

festivals holiday.

/ .R planning

• $% planning is based on client re3uirement and project re3uirement.

• $% manger do the analysis for specific position and specific technology.

0 Recruitment

•

*mployee referral, in that on the basis of references of employees they recruit thecandidate. &t is there own policy.

• "echnical forums

• 2logs

• "aking help from recruitment consultant

• 4+5 they go outside in campus interview #'irma, 2.6, 78 etc)

1 Selection Steps

• After screening the (.1 $% calls respective candidate

• $e 9she takes initial $% interview in that aptitude test is taken.

• &f selected than schedual first round interviews

• &f candidates far away then they use social media, "elephonic interview, kype and

:oogle $ang;outs



• &f selected than <epartment head take the interview. And after finali=ing

• "han $% manager take the final interview.

2 3nduction process

• "hey provide >ne day induction process in that they give brief about company,

introduction of other employees and other department and guide about the work

which new candidates has to do.

• :ive the information about policy, culture and benefit.

• And also give the details of project which they will do from next day.

• Also explain the company’s expectation from candidate.

• $% generalist give the details about facility provided in india'&(.

$ 4or performance appraisal t!ey c!ec& follo)ing parameters

• *very 3uarter they see review #6%A) of the employee

• "ime frame, task which is given is completed on time or not

• :oal setting vs. Assignee re3uirement.

• Average rating #chart) affects increment

• 2ased on the projects #3ualitative data)

• elf rating; &n self rating chart employee prepares chart of itself monthly what he

have to do in particular days. "argets are to be mentioned by them. o they can have

clear cut thoughts to plan their strategy in their way.• report rating ; &n report rating every department keeps the data of the particular

employee and marks his performance on daily basis

• "ask rating; &n task rating each and every department sees in the end of the month

what employee has been done throughout the month. &s their sales of the project is

done yet or not.

' 4ringe5per6uisites or bonus 5incenti7es to moti7ate

'o bonus or incentives are provided to employees because if they do this to their

employee. "hey will only be focused on the 3uantitative of the work not on the 3uality

of the work. o its important not to provide incentives towards work.

2ut if <epartment head feel than they give extra benefit to employee but there is no

thumb;rule.



+ 3f employee is terminated

• "hey take interview #terminate interview) ; "erminating an employee is never a joyous

experience for the organi=ation or the recipient of the pink slip. $owever, terminations

are a fact of doing business. &n light of today?s security;conscious business environment,

planning ahead on how to manage terminations can improve the security of your

organi=ation.

• tay in interview #new) ; tay;in interview@ A stay interviewB is a periodic one;on;one

structured retention interview between a manager and a highly valued at;risk;of;leaving

employeeB that identifies and then reinforces the factors that drive an employee to stay. &t

also identifies and minimi=es any triggersB that might cause them to consider 3uitting.

• (ompany "erminates employee because of performance

* Training is being done on t!e basis of follo)ing t!ings

• %e3uirement of up gradation of technology.

• Cuickly grasping technology.

• Weather is he9she is able to cope;up with the technology

• "hey see employee’s attitude9maturity towards his job sometimes employee found it very

lucid to work;out with the gadgets of the technology that attitude is very useful for us.

# 4or Training

• "hey switch employee to one department to other.

• $% manger and training head decide whom to give training.

• "ie up with A!A, in that they organi=e workshop at A!A and only employee of their

company is being trained.

## Succession planning

• "here is no formal succession planning but if situation arise at that time 45 priority is

given to outsider.

#/ T!ere attrition rate is 7ery lo) ie $8



#0 T!ey pro7ide interns!ip and t!at is also paid interns!ip "#2& -

/&% And if t!ey found candidate performing )ell t!an t!ey select

t!at candidate for final placement

#1 Ot!er problem of employees

• *mployee have family problem so sometimes they have feel under pressure so work is

suffered and impacts employee performance

• *mployee voluntarily terminates the contract of service

#2 .ierarc!y

• $ierarchy is open hand. And it is 1ery flexible

• *ach department have to report to the manager.

#$ Payment slab

2asic; 5

<A;+5

$%A D5

(A5; .05PE; D-5

*&(; .0+5

>thers; D.0+5



9iscussion uide

D. What have been your hiring strategiesF $ow do you find talented people for

the companyF

-. What factors do you considered as $% planningF

G. What is the election process9stepsF

. $ow many employees are working in the organi=ation9shiftsF

+. What is your re3uirement processFH. What are the Parameters of performance appraisalF

0. What are the fringe9per3uisites or bonus 9incentives to motivateF

4. &s there any uccession PlanningF

I. Jou go outside for finding for filling up the vacant placeF

D.$ow you handle the conflict.

DD. <o you provide internshipF

D-. "o whom you provide the triaging

DG.What are parameters of trainingF

D. What is your attrition reportFD+.$ow many leaves you provide in a yearF

DH. $ow you give inductionF

D0. $ow many days you provide for induction.

D4. $ow you measure the performanceF

DI. What you provide to employee if productivity is not increasing.

-. What is your payment slabF

Final MCS REPORT.docx

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