TRAINING REPORT

AT

Venu&Vinay Chartered Accountants

A Project Report Submitted In Partial Fulfillment of the Requirements For The Award of the Degree of

POST GRADUATE DIPLOMA IN MANAGEMENT TO

M.S.RAMAIAH MANAGEMENTINSTITUTE
BY G.MADHURI 112133

Under the guidance of PROF:AMRUTHA.M.A

M.S.RAMAIAH MANAGEMENTINSTITUTE NEW BEL ROAD, BANGALORE-560054

1|Page

STUDENTS DECLARATION

I hereby declare that the Project Report conducted at VENU&VINAYCHARTERD ACCOUNTANCY Under the guidance ofPROF:AMRUTHA.M.A Submitted in Partial fulfilment of the requirements for theDegree of POST GRADUATE DIPLOMA IN MANAGEMENT TO

M.S.RAMAIAH MANAGEMENTINSTITUTE
is my original work and the same has not been submitted for the award of any other Degree/Diploma/Fellowship or other similar titles or prizes

Place: Bangalore Date: 13/12/12 112133

(G.MADHURI)

2|Page

CERTIFICATE This is to certify that the Project Report atvenu&vinay chartered accountancy Submitted in partial fulfilment of the requirements for the award of the degree of POST GRADUATE DIPLOMA IN MANAGEMENT TO M.S.RAMAIAH MANAGEMENTINSTITUTE Is a record of bonafide Training carried out byG.Madhuriunder my supervision and guidance and that no part of this report has been submitted for the award of any other degree/diploma/fellowship or similar titles or prizes.

FACULTY GUIDE

Signature: Name: Qualifications:

Seal of MSRMI

3|Page

ACKNOWLEDGEMENT I extend my special gratitude to our beloved Dean Shri......., & Academic Head ..& Programme HeadDR.SAVITHA RANI for inspiring me to take up this project.

I wish to acknowledge my sincere gratitude and indebtedness to my project guide PROF:AMRUTHA.M.Aof M.S. RAMAIAH

MANAGEMENTINSTITUTE, Bangalore for his valuable guidance and constructive suggestions in the preparation of project report.

G.MADHURI

4|Page

INDEX

Chapter: 1- Industry Analysis

Chapter: 2- Company Analysis

Chapter: 3- Discussion on Training

Chapter:4-Analysis of Task /Research Undertaken

5|Page

INDUSTRY ANALYSIS
Introduction
VENU & VINAY is a Registered Firm of Chartered Accountants. Started on 18th November 2002 with its first office at Bangalore (Karnataka), the firm bears the names of its founder partners, Venugopal and Vinay.

We are specializing in Audit, Taxation, Management Consulting, Mergers & Acquisition and Systems Study. Also spreading our specialization to Back Office Operations and Need based Application Development and related services in Financial Sector. The main focus of the firm is to ensure Quality in Conducting Audits & Delivery to Customers. Assessing and addressing the needs of clientele. Ongoing Training and Development to staff. Increasing the Economic value of the organization. It is the central sub-system of an organization and it co-ordinates all types of functional management like Production Management, Marketing Management, Financial Management. Human Resource is a strategy activity which acquires, motivates, develops and manages the human resources of an organization. It is a proactive rather than re-active. The nature of H.R.M. is to look into the individual needs and motivate them to work.

6|Page

COMPANY ANALYSIS ABOUT THE COMAPANY VENU & VINAY is a Registered Firm of Chartered Accountants. Started on 18th November 2002 with its first office at Bangalore (Karnataka), the firm bears the names of its founder partners, Venugopal and Vinay. We are specializing in Audit, Taxation, Management Consulting, Mergers & Acquisition and Systems Study. Also spreading our specialization to Back Office Operations and Need based Application Development and related services in Financial Sector. The main focus of the firm is to ensure Quality in Conducting Audits & Delivery to Customers. Assessing and addressing the needs of clientele. On-going Training and Development to staff. Increasing the Economic value of the organization. Working of the firm is supported with New Age Technology advancements and communication tools with securities and controls in Place.

LOCATION We render our services PAN India through our branches and Associate Chartered Accountant Firms who are associated with us for many years. We are also member of JSVB Affiliates; Recognised Network firm of ICAI. BANGALORE CHENNAI ANANTAPUR MYSORE HYDERABAD PUNE 7|Page

MARKETING
Venu&Vinay handles different size of clientele and in different segments. The following is the Gist of their client coverage.

Type of clients Firm Handle

Public Limited Companies (Listed & Non-Listed) Private Limited Companies Partner Ship Firms Trusts Societies NGOs Individual

8|Page

Type of Industry Firm Handle

Retail Hospitals Pharmaceuticals Telecom Sector Software & ITES Automobile Construction Banking & Finance Transportation / Logistics Education / Training Tours & Travels & Hospitality Rubber / Polymer

COMPETITOR
The key competitors of venu&vinay are HEREGANGE & ASSOCIATES GURU &JANA CHARTERED ACCOUNTANTS CHANDAN & REMA CHARTERED ACCOUNTANTS

HUMAN RESOURCE H.R.M. is a process of accomplishing organizational objectives, acquiring, retaining, terminating, developing and properly using the Human Resources in the organization. Human Resource Management is that process of management which develops and manages the human elements of enterprise. It is not only the management of skills but also the attitudes and aspirations of people. When individuals come to work place. They come with not only technical skills, knowledge, experience etc..but also with their personal feelings, perception, desires, motives, attitudes, values etc. 9|Page

Human resources are the most important and the productive resource of an organization. The company spends a major share of its capital/ money to extract the best contribution on them The need of this project is to enhance the existing performance appraisal policies in the company and also to suggest such suggestions and conclusions by analysing the data through structured questionnaires and interview methods. This study makes even the identification of various functional departments, its policies, procedures, etc.

DEFINITION:
HUMAN RESOURCE MANAGEMENT is the planning, organization, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of Human Resource to the end that individual, organizational and societal objectives are accomplished. Personnel management is an integral but distinctive part of management concerned with people at work and their relationships within the enterprise. It seeks to bring together into an effective organization the men and women who staff the enterprise enabling each to make his/her best contribution to its success, both as a member of a working group and as an individual.

FEATURES OF HRM: HRM is a continuos and never ending process. It aims at attaining the goals of organization, individual and society in an integrated approach. HRM is concerned with employees both as individuals and as a group in attaining goals, it also concerned with behavior, emotional and social aspects of personal. HRM is a responsibility of all line managers and functions of staff manager in the organization.

10 | P a g e

It is concerned with the development of human resource like knowledge, skills, capability, including job satisfaction IMPORTANCE OF HRM:

SOCIAL SIGNIFICANCE: Proper management of personal enhances their dignity by satisfying their social needs, this is done by, maintaining a balance between the job available and job seekers according to the qualification. Providing suitable and most productive employment. PROFESSIONAL SIGNIFICANCE: by providing healthy working environment it promotes team work in the employees this is done by, Maintaining the dignity of the employees as a human being. Providing maximum opportunities for personal development. SIGNIFICANCE FOR INDIVIDUAL: It can help the organization in accomplishing its goals by, Create right attitude among the

employees through effective motivation. Utilizing the available human resource.

OBJECTIVES OF HRM: The basic objective of Human Resource Management is to maintain efficient team of workers for the benefit of the organization. In addition, to provide opportunities of self-development to employees and finally to maintain congenial work atmosphere and inter-personal relations are the objectives of personnel management. Personnel management aims at giving fair treatment to employees as regard wages, welfare facilities, non-monetary benefits, working conditions and so on The objectives of HRM are derived from the basic objectives of an organization. In order to achieve organizational objectives, integration of employers interest and employee interests is necessary. The objectives of HRM in any industrial organization can be summarized as under:

11 | P a g e

 To attain maximum individual development (self-development) of the members of an organization and also to utilize available human resources (with the organization) fully and effectively. To mould effectively the human resources. To establish desirable working relationships between employer and employees and between groups of employees. To ensure satisfaction to the workers so that they are freely ready to work. To establish and maintain a productive and self-respecting among all the members of an organization. To help organization to achieve its goals by providing well trained efficient and properly motivated employees.

NATURE OF HRM: HRM is concerned with employees both as individuals and as a group in attaining goals. HRM is concerned with development of human resources. HRM is continues and never ending process. HRM covers both organized and unorganized employees. It aims at attaining the goals of organization in an integrated approach.

SCOPE OF HRM: Setting general and specific management policy for organizational relationships and maintaining a suitable for leadership and co-operation. Collective bargaining, contract negotiation, administration and grievance handling.

12 | P a g e

 Staffing the organization find getting an holding prescribed types and number of workers. Developing and maintaining motivation of workers by providing incentives. Reviewing and auditing manpower management in the organization. FUNCTIONS OF HRM: The function of HRM can be broadly classified into two categories. They are Managerial Functions Operative Functions

Managerial Function:o Managerial function involves Planning, Organizing, Directing and Controlling. Planning: Planning is a predetermined course of action. Planning is the determination of the plans, strategies, programs, policies, procedures and standards needs to accomplish the desired organization objectives. Planning bridges the gap from where we want to go. Organizing: Once plans and programmers are laid out they design and develop organization structure to carry out the various operations. An organization is a cooperative group of human beings allocated its tasks among its members, identifies relationship and integrates its activities towards common objectives. Directing:Directing not only deals with the dissemination of orders within an organization but also within an organization units and departments, also with acceptance and execution of these orders by the employees. The manager should create a work climate, which will encourage the employees. The manager should create a work climate, which will encourage the desire to perform well. The personnel manager can motivate employees through career planning, salary and planning

13 | P a g e

ensuring employee morale developing cordial industrial relationship and providing safety requirements and welfare schemes to the employees Controlling:Controlling is the act of checking, regulating and verifying whether everything occurs in conformity with the plan that has been adopted, the instruction issued and the principles established. It consists of directives and measures to rectify any mistake in execution of plans controlling helps in evaluating the performance of the personnel, personnel appraisal, industrial relations and evaluations of personnel.

2. Operative function: Operative function is concerned with the activities specifically dealing with procuring, developing, and compensation and maintaining an efficient work force.

Development Function:

The development function is concerned with the personnel development of employee by increasing their skill through training so that job performance is properly archive.

Compensating function:-

The compensating function is concerned with securing adequate and equitable to personnel for their contribution to the attainment of organizational objectives. It includes activities like establishing of job description and job analysis, merit rating, the establishment of wage rates and wages structure, wage plans and policies, incentives etc. Maintenance Function:-

The Maintenance function deals with sustaining and improving the condition that have been established. Specific problems of maintaining the physical conditions of employees health and safety measures and service programmers are the responsibility of the personnel department. Procurement Function:-

14 | P a g e

This function is concerned with the activities like determination of necessary manpower requirement, their requirements, selection and placement, induction, follow-up, transfers, layoffs, discharge and separation etc. Integration Function:-

After the employee has been procured, his skill and monitory compensation determined, the most important, yet difficult of the personnel management is to bring about an integration of human resource with organization and to cope with inevitable conflicts that ensure. The goal is to lead to productive and creative collaboration towards mutual objectives.

HUMAN RESOURCE MANAGEMENT INCLUDES THE FOLLOWING FUNCTIONS: Human Resource Planning. Recruitment, Selection. Training and Selection. Performance Appraisal. Compensation, Transfer, Promotion. Work Environment.

15 | P a g e

16 | P a g e

Objectives of the organization:

1. Employees are highly motivated and their Morale is highly if their individual goal and objectives are in tune with organizational goal and objectives.

2. Organizational design: Organization structure has an impact on the quality of labor relation, particularly on the level of Morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication. Therefore the Morale tends to be lower. Against this flat structure increases levels of Morale.

3. Personal Factors: It is relating to age, training, education and intelligence of the employees, time spent by them on the job and interest in worth taken by them, affect the Morale of the employees. For examples if an employee is not imparted proper training he will have low Morale.

4. Rewards: Employees expect adequate compensation for their services rendered to the organization. Good system of wages, salaries, promotions and other incentives keep the Morale of the employees high.

5. Good Leadership and Supervision: The nature of supervision can tell the attitudes of employees because a supervisor is in direct contact with the employersand can have better influences on the activities of the employees.

6. Work Environment: The building and it appearance the condition of machines, tools, available at work place provision for safety, medical aid and repairs to machinery etc. all have an impact on their Morale.

7. Compatibility with fellow employees: Man being a social animal finds his words more satisfying if he feels that he has the acceptance and companionship of his fellow workers. If he has confidence in his fellow worker and faith in their loyalty his Morale will be high. 17 | P a g e

8. Job Satisfaction: If the job gives an employee an opportunity to prove his talents and grow personality, he will certify like it and he will have high morale.

9. Opportunity to share profit: one of the requirements of high morale is possibility and opportunity of progress in any concern. All worker should be given an opportunity of the progress and earn high wages without any discrimination. MEASUREMENT OF MORALE: Morale is basically a psychological concept. As such the measurement of morale is a very difficult task to measure it directly. However the following methods are more commonly used to study employee morale. 1. Observation Method: Under this method evaluator observes the employees on work and records their behavior, altitude, sentiments and feelings, which have developed in them. The changes in the attitude and behavior of the employee are the indicators of high and low morale.

2. Attitude Surveys: In order to overcome the limitation of the above method attitude survey method is being largely employed in modern days. This method includes conducting surveys through questionnaires and interviews. This relates what the workers are looking in and what step should be taken to improve their approach towards work.

3. Company Records and Reports: The records and reports relating to Labor turnover, rate of absenteeism, the number of goods rejected, strikes and such other things, which are indicators of the level of morale.

18 | P a g e

4. Counseling Under this method employees are advised to develop better mental health. So that they can imbibe self confidence, understanding and self control. This method is used to find out the causes of dissatisfaction and then to advice the employees by way of remedial measures. The above methods of the measurement of the employees present only the tendencies or the attitude of the employee morale. The statistical measurement of morale is not possible because it relates to the inner feelings human beings. We can say that morale is increasing or decreasing, but cannot measured how much it increased or increased. BUILDING OF HIGH MORALE: In order to achieve high morale among the employees the following suggestion may be followed. 1. Two-Way Communication:There should be a two-way communication between the management and the workers as if

exercises a profound influences on morale. The workers should be kept informed about the organization policies and programmes through conferences, bulletins and informal discussions with the workers. 2. Show Concern Large or small every business should have names on desks work stations or cubicles to show that a real person with worth works there not just a machine. Next ask their opinion whenever an opportunity arises rather than always telling them what to do or the way to do it. This allows employees to add their own creative thoughts to the work process, which then can lead to more of a feeling of ownership. Finally ask how they are without wanting to know deeply personal data the boss can easily show on interest in the individual walkers. 3. Job Enrichment:-This involves a greater use of the factors which are intended to motive the worker rather than to ensure his continuing satisfaction with the job he performs the idea is to reduce employee discontent by changing or improving a job to ensure that he is better motivated.

19 | P a g e

4. Modifying the work environment:This involves the use of teams of work groups developing social contacts of the employees the use of music regular rest breaks. 5. Rotation of Jobs: This is also one of important techniques to increase employee morale. Job rotation helps to reduce an employee's boredom.

6. Incentive System: There should be a proper incentive system in the organization to ensure monetary and nonmonetary rewards of the employees to motivate them. 7. Welfare Measures: Management must provide for employees welfare measures like canteens credit facilities sport clubs, education for their children e.t.c 8. Social Activities: Management should encourage social group activities by the workers. This will help to develop greater group cohesiveness which can be used by the management for building high morale. 9. Training: There should be proper training of the employees so that they may do their work efficiently and avoid frustration when the worker are given training they get psychological satisfaction as they feel that management is taking interest in them.

10. Workers Participation: There should be industrial democracy in the organization management should allow workers participation in management. Whenever a change to be introduced which effects the workers they must be consulted and taken into confidence workers must be allowed to put forward their suggestion and grievance to the top management. 20 | P a g e

11. Offers recognition of the employee efforts: It takes but a few seconds to say "Nice Job" "Well done", "Marked improvement", "You 're' on the right road" or any number of other phrases that communicate to the employee that you care about the job and about them and that you recognize an improvement in productivity. Also, employees can be given performance awards or have their name mentioned at staff meetings, posted on a notice boards or in employee inter office E-mail to say that someone did a note monthly Job. All of these simple modes of painting out individual team or group behavior serve as very strong methods of improving productivity self-worth and morale. INDIVIDUAL AND GROUP MORALE. Individuals morale is related with knowing ones own expectations and living up to them. If one is clear of his own needs and how to satisfy them most of the time, his morale is high. Individuals morale is a single persons attitude towards life. While group morale reflects the general expert of corps of a collective group of personalities. DETERMINATION OF LEVELS OF WORKS MORALE: The organization itself The nature of the work. The level of satisfaction. The supervision received. The perception of the self. Workers perception of the past awards and future opportunities for rewards. The employees age. The employees educational level and occupational level.

21 | P a g e

WARNING SIGNS OF LOWMORALE: Signs of low morale are generally not noticed till it is obviously how or when something has gone amiss. By the time the management recognizes the fact that morale has deteriorated, it is faced with one crisis or another perceptive managers are, therefore, constantly on the lookout for clues to any deterioration in the morale of the employees.Among the more significant of the warning signals of low morale are: High rate of absenteeism. Tardiness. High labor turnover. Strikes and sabotage. Lack of pride in work and Wastage and spoilage.

OPERATIONS INTERNAL AUDIT

Financial & operational audits Audit for internal control Transactional based risk audits Policy and process review Fixed assests Inventory Propriety Indirect tax audit 22 | P a g e

TAXATION-DIRECT AND INDIRECT Direct taxes Expats tax filing NGO taxation Indirect tax review Consulting and opinions Liaisoning appearance before authorities SECRETARIAL WORK Formation of companies Periodic return compliances Corporate compliances Maintenance of statutory audits BACK OFFICE OPERATIONS Complete back office accounting include USGAAP,IFRS, compliance Payroll service and labor law compliance Quality assurance service Statutory compliances Bulk tax return processing and filing Budget and estimate Cash and fund flow analysis

23 | P a g e

LEGAL CONSULTATION Obtaining license and approval from various authorities Compliance and review of various acts and enactments Legal opinions and consolation Corporate Vetting of property documents

STATUTORY AUDITS Statutory audit of corporate Society/ trust /firm /llps Bank audits Mutual fund institutions and micro finance CONSULTING AND ADIVISORY Cost and Price Analysis Strategy and Business Planning Feasibility Study / Financial health check Financial Planning Liaison for financing (debt and equity) Mergers and Acquisitions Services - Due Diligence, Valuations, Target Screening, Deal Execution Valuation India Entry Services

24 | P a g e

AUDIT FOR BANKING AND FINANCIAL INSTITUTION Annual Statutory Audit Quarterly / Half yearly Financial Review & Certification Concurrent Audit of Branches Audit of Factoring / discounting of bills Stock Audit / Receivables Audit / Revenue Audit Audit of Outsourced Activities / Business Centers KYC Audit Risk Based / Management Audits Loan Appraisal and documentation services System Migration Audit SOFTWARE Application Integration Customizing accounting Software Data Migration and Data Exchange to Accounting Software Study and Support for E RP Implementation Digital Signature and e-Filing Consultation / Governance RECONCILIATION AND ASSURANCE SERVICES Income / Sales Reconciliation Inventory Physical Verification and Reconciliation Fixed Assets Physical Verification, Reconciliation, Tagging, preparation of FA Register as per statute

25 | P a g e

ORGANIZATIONAL HIEARCHY

TEAM HEAD ANIL NAGASANDESH/T EAM LEADER

RAJESHWARI/ TEAM LEADER

26 | P a g e

ENVIRONMENT
HUMAN RESOURCE MANAGEMENT INCLUDES THE FOLLOWING FUNCTIONS: Human Resource Planning. Recruitment, Selection. Training and Selection. Performance Appraisal. Compensation, Transfer, Promotion. Work Environment. The company attributes its success to the contributions made by its employees. We believe that our strength is our people, so our endeavor is to surpass their expectations and give them the best possible work environment and benefits that match the best in the industry.

Focus on training: Training is an integral part of our business strategy. Almost all employees have undergone training to enhance their technical skills or the softer behavioural skills to be able to deliver the service standards that our company has set for itself. Besides the mandatory training that Financial Consultants have to undergo prior to being licensed, we have developed and implemented various training modules covering various aspects including product knowledge, selling skills, objection handling skills and so on.

Rewarding and nurturing: We believe that raising the bar of performance keeps employee challenged and the generation enjoys the stretch. We have robust employee recognition programs in place for employees who achieve above & beyond. We take pride when we talk about learning opportunities we offer to employees. We have set the trend in Learning &Development . We have training plans for employees at all levels and for our financial consultants, we have created a training infrastructure with 3 training centers of our own at, Bangalore. . 27 | P a g e

Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job, his superior and his organization. It is not static thing, but it changes depending on working conditions, superiors, fellow workers pay and so on. Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such as enthusiasm; desire to obey orders, willingness to co-operate with coworkers. Poor or low Morale becomes obvious from the negative feelings of employees such as dissatisfaction, discouragement or dislike of the job. High Morale: It will lead to enthusiasm among the workers for better performance. High Morale is needed a manifestation of the employees strength, dependability pride, confidence and devotion. Some of the advantages of high Morale such as: 1. Willing cooperation towards objectives of the organization. 2. Loyalty to the organization and its leadership. 3. Good Leadership. 4. Sound superior subordinate relations. 5. High degree of employees interest in their job and organization. 6. Price in the organization 7. Reduction in absenteeism and labour turnover. 8. Reduction in grievance. 9. Reduction in industrial conflict. 10. Team building. 11. Employee empowerment.

28 | P a g e

Low Morale: Low Morale indicates the presence of mental unrest. The mental unrest not only hampers production but also leads to ill health of the employees. Low Morale exists when doubt in suspicion are common and when individuals are depressed and discouraged i.e., there is a lot of mental tension. Such situation will have the following adverse consequences. 1. High rates of absenteeism and labor turnover. 2. Decreased quality. 3. Decreased Productivity. 4. Excessive Complaints and Grievances. 5. Frustration among the workers. 6. Lack of discipline. 7. Increase errors, accidents or injuries. FACTORS AFFECTING MORALE: Employee Morale is a very complex phenomenon and is influenced by many factors on the shop floor. Several criteria seem important in the determinants of levels of workers Morale such as: According to MC. Far land, the important factors which have a bearing on morale are: The attitudes of the executives and managers towards their subordinates. Working conditions, including pay, hours of work and safety rules. Effective leadership and an intelligent distribution of authority and responsibility in the organization. The design of the organizations structure which facilitates the flow of work. The size of the organization.

29 | P a g e

Objectives of the organization: 1. Employees are highly motivated and their Morale is highly if their individual goal and objectives are in tune with organizational goal and objectives. 2. Organizational design: Organization structure has an impact on the quality of labor relation, particularly on the level of Morale. Large organization tend to lengthen their channels of vertical communication and to increase the difficulty of upward communication. Therefore the Morale tends to be lower. Against this flat structure increases levels of Morale. 3. Personal Factors: It is relating to age, training, education and intelligence of the employees, time spent by them on the job and interest in worth taken by them, affect the Morale of the employees. For examples if an employee is not imparted proper training he will have low Morale. 4. Rewards: Employees expect adequate compensation for their services rendered to the organization. Good system of wages, salaries, promotions and other incentives keep the Morale of the employees high. 5. Good Leadership and Supervision: The nature of supervision can tell the attitudes of employees because a supervisor is in direct contact with the employersand can have better influences on the activities of the employees. 6. Work Environment: The building and it appearance the condition of machines, tools, available at work place provision for safety, medical aid and repairs to machinery etc. all have an impact on their Morale. 7. Compatibility with fellow employees: Man being a social animal finds his words more satisfying if he feels that he has the acceptance and companionship of his fellow workers. If he has confidence in his fellow worker and faith in their loyalty his Morale will be high.

8. Job Satisfaction: If the job gives an employee an opportunity to prove his talents and grow personality, he will certify like it and he will have high morale. 9. Opportunity to share profit: one of the requirements of high morale is possibility and 30 | P a g e

opportunity of progress in any concern. All worker should be given an opportunity of the progress and earn high wages without any discrimination. MEASUREMENT OF MORALE: Morale is basically a psychological concept. As such the measurement of morale is a very difficult task to measure it directly. However the following methods are more commonly used to study employee morale. 1. Observation Method: Under this method evaluator observes the employees on work and records their behavior, altitude, sentiments and feelings, which have developed in them. The changes in the attitude and behavior of the employee are the indicators of high and low morale. 2. Attitude Surveys: In order to overcome the limitation of the above method attitude survey method is being largely employed in modern days. This method includes conducting surveys through questionnaires and interviews. This relates what the workers are looking in and what step should be taken to improve their approach towards work. 3. Company Records and Reports: The records and reports relating to Labor turnover, rate of absenteeism, the number of goods rejected, strikes and such other things, which are indicators of the level of morale. 4. Counseling: Under this method employees are advised to develop better mental health. So that they can imbibe self confidence, understanding and self control. This method is used to find out the causes of dissatisfaction and then to advice the employees by way of remedial measures. The above methods of the measurement of the employees present only the tendencies or the attitude of the employee morale. The statistical measurement of morale is not possible because it relates to the inner feelings human beings. We can say that morale is increasing or decreasing, but cannot measured how much it increased or increased.

BUILDING OF HIGH MORALE: 31 | P a g e

In order to achieve high morale among the employees the following suggestion may be followed. 1. Two-Way Communication:There should be a two-way communication between the management and the workers as if

exercises a profound influences on morale. The workers should be kept informed about the organization policies and programmes through conferences, bulletins and informal discussions with the workers. 2. Show Concern. Large or small every business should have names on desks work stations or cubicles to show that a real person with worth works there not just a machine. Next ask their opinion whenever an opportunity arises rather than always telling them what to do or the way to do it. This allows employees to add their own creative thoughts to the work process, which then can lead to more of a feeling of ownership. Finally ask how they are without wanting to know deeply personal data the boss can easily show on interest in the individual walkers.

3. Job Enrichment:This involves a greater use of the factors which are intended to motive the worker rather than to ensure his continuing satisfaction with the job he performs the idea is to reduce employee discontent by changing or improving a job to ensure that he is better motivated. 3. Modifying the work environment:This involves the use of teams of work groups developing social contacts of the employees the use of music regular rest breaks. 4. Rotation of Jobs: This is also one of important techniques to increase employee morale. Job rotation helps to reduce an employee's boredom.

6. Incentive System:

32 | P a g e

There should be a proper incentive system in the organization to ensure monetary and nonmonetary rewards of the employees to motivate them. 7. Welfare Measures: Management must provide for employees welfare measures like canteens credit facilities sport clubs, education for their children e.t.c 8. Social Activities: Management should encourage social group activities by the workers. This will help to develop greater group cohesiveness which can be used by the management for building high morale. 9. Training: There should be proper training of the employees so that they may do their work efficiently and avoid frustration when the worker are given training they get psychological satisfaction as they feel that management is taking interest in them. 10. Workers Participation: There should be industrial democracy in the organization management should allow workers participation in management. Whenever a change to be introduced which effects the workers they must be consulted and taken into confidence workers must be allowed to put forward their suggestion and grievance to the top management. 11. Offers recognition of the employee efforts: It takes but a few seconds to say "Nice Job" "Well done", "Marked improvement", "You 're' on the right road" or any number of other phrases that communicate to the employee that you care about the job and about them and that you recognize an improvement in productivity. Also, employees can be given performance awards or have their name mentioned at staff meetings, posted on a notice boards or in employee inter office E-mail to say that someone did a note monthly Job. All of these simple modes of painting out individual team or group behavior serve as very strong methods of improving productivity self-worth and morale.

INDIVIDUAL AND GROUP MORALE.

33 | P a g e

Individuals morale is related with knowing ones own expectations and living up to them. If one is clear of his own needs and how to satisfy them most of the time, his morale is high. Individuals morale is a single persons attitude towards life. While group morale reflects the general expert of corps of a collective group of personalities. DETERMINATION OF LEVELS OF WORKS MORALE: o The organization itself. o The nature of the work o The level of satisfaction. o The supervision received. o The perception of the self. o Workers perception of the past awards and future opportunities for rewards. o The employees age. o The employees educational level and occupational level. WARNING SIGNS OF LOWMORALE: Signs of low morale are generally not noticed till it is obviously how or when something has gone amiss. By the time the management recognizes the fact that morale has deteriorated, it is faced with one crisis or another perceptive managers are, therefore, constantly on the lookout for clues to any deterioration in the morale of the employees.

Among the more significant of the warning signals of low morale are:

34 | P a g e

 High rate of absenteeism. Tardiness. High labor turnover. Strikes and sabotage. Lack of pride in work and Wastage and spoilage. SWOT ANALYSIS SWOT is an abbreviation for Strengths, Weaknesses, Opportunities and Threats. SWOT analysis is an important tool for auditing the overall strategic position of a business and its environment. Once key strategic issues have been identified, they feed into business objectives, particularly marketing objectives. SWOT analysis can be used in conjunction with other tools for audit and analysis, such as PEST analysis and Porter's Five-Force analysis. It is also a very popular tool with business and marketing students because it is quick and easy to learn.

The Key Distinction - Internal and External Issues

Strengths and weaknesses are internal factors. For example, strength could be your specialist marketing expertise. A weakness could be the lack of a new product. Opportunities and threats are external factors. For example, an opportunity could be a developing distribution channel such as the Internet, or changing consumer lifestyles that potentially increase demand for a company's products.

S.W.O.T ANALYSIS OF VENU & VINAY CHARTERED ACCOUNTANTS

35 | P a g e

STRENGTHS:

1. Domestic image of VENU & VINAY supported by Supported by chartered accountants is strength of the company. 2. Strong and well spread network. 3. Strong capital and reserve base. 4. The company provides customer service of the highest or dour 5. Huge basket of product range which are suitable to all age and income groups. 6. Large pool of technical y skilled manpower within depth knowledge 7. The company also provides innovative services to clients customers.

WEAKNESSES: 1. Heavy management expenses and administrative costs. 2. Low customer confidence on the private players. 3. Vertical hierarchical reporting structure with many 4. Poor retention percentage of tied up agents.

CHAPTER -3 DISCUSSION ON TRAINING 36 | P a g e

ROLES AND RESPONSIBILITIES Handling pay rolls Visiting to clients places Taking new joiners Interviews Design the work for the employees

CHAPTER-4 ANALYSIS OF TASKS/RESEARCH UNDERTAKEN 37 | P a g e

RESEARCH DESIGN a. To identify the morale level of the staffs. b. To know the attributes that influences their morale. c. To find out the satisfaction level of the staffs in the following areas: d. Wages and incentives. e. Trust level. f. Social and working environment. g. To know and understand about the employee morale.. h. To find out the various factors leading to employee morale in the organization

INTRODUCTION: A Research design is a logical and systematic plan prepared for directing a research studs research design is the program that guides the investigator in the process of collection, analysis and interpreting observation. DEFINITION: Research simply means a search for facts, answer to questions and solutions to problems. It is a purposive investigation. It seeks to find explanations to unexplained phenomenon to clarify the doubtful propositions and to correct the misconceived facts. A Research Design is the conceptual frame work with in which the research; would be conducted. It informs what, where, when, why, how much, by what means a study is to be conducted. A Research Design is the arrangement of conditions for collection and analysis of data, in a manner that aims to combine relevance to the research purpose with economy in procedure. 38 | P a g e

Research Design is needed because it facilitates the smooth sailing of the various research operations, thereby making research as efficient as possible and getting maximum information with minimum expenditure of efforts, time, and money. TITLE OF THE STUDY: The project is titled as HUMAN RESOURCE MANAGEMENT AT VENU &VINAY CHATERED ACCOUNTANCE. STATEMENT OF THE PROBLEM: The company is intended to know the employee morale evaluation of employees in VENU &VINAY CHATERED ACCOUNTANCE from the employees point of view, based on this the researcher decided this title HUMAN RESOURCE MANAGEMENT SCOPE OF THE STUDY: I. The top management can use the information obtained through the study in the following areas. II. III. IV. V. VI. VII. To identify the drawbacks in the existing system. To enhance the opportunities for improvement and self-development. To provide creative job to the employees. To improve participative management techniques. To improve the system in human resource development area. For the purpose of the study I have been taken into consideration only permanent employees of HDFC SLIC among them I have selected 20 employees as sample.

RESEARCH METHODOLOGY: RESEARCH DESIGN: 39 | P a g e

The research design used in the study was descriptive research design. It includes surveys and fact finding requires of different kinds. The major purpose of description research designs as it exists at present. The main characteristics of the method are that the researcher has no control of variables; he can report only what has happened or what is happening. ANALYSIS Analysis means breaking down the complexity structure with simpler elements and putting these elements together in new combinations or patterns so as to discover new relationships or new factors. This can be achieved only by viewing data from different angles and by representing the data adequately. After the data is collected the researcher has to analyze the collected data, the researcher has to clarify the data into purposeful and usable category. The analysis can be done by means of various statistical measures. For representation of the data use of bar charts, pie chart is made. Analysis plays a vital role in research in one form the other in the very beginning. Some of them are started as follows: In the selection of the problem form a wide field of knowledge. To examine the source of data. Determination of various methods and so on. METHODS OF ANALYSIS: Thinking in terms of significant tables. Examining the original statement of the problem. Thinking in laymans view.

Application of various statistical measures

VENU & VINAY 40 | P a g e

Chartered Accountants

Balance Sheet as at 31-Mar-2012 SCH SOURCES OF FUNDS Capital 1 Secured loans 2 TOTAL 9,120,235 APPLICATION OF FUNDS 8,646,902 1,506,084 1,454,210 7,614,151 7,192,692 31-Mar-12 (In Rs.) 31-Mar-11 (In Rs.)

Net Fixed Assets Investments

3 4

2,271,511 -

3,106,364 530,000

Current Assets, Loans and Advances 5 Less: Current Liabilities and Provisions Net Current Assets 6 8,326,359 1,477,635 6,848,724 8,055,300 3,044,762 5,010,538

TOTAL 9,120,235 8,646,902

This is the balance sheet for the previous year and the present year for venu&vinay chartered accountants

ANALYSIS: The above table shows that 44% of respondents are graduates, 28% Of respondents are post-graduates, 16% of respondents are school level and
41 | P a g e

12% of respondents are professionals.

Educational Qualification of Respondents.

%age of Respondents, Graduates, 44

%age of the respondents

%age of Respondents, Post-graduates, 28 %age of Respondents, School level, 16

%age of Respondents, Professionals, 12 %age of Respondents, Diploma, 0 qualification of the respondents Education

INTERPRETATION: As per information, 44% of respondents are graduates. Work Experience. Sample size: 50 SOURCE: PRIMARY DATA. Experience No. of Respondents %age of Respondents less than 1 year 1-3 years 3-5 years 5-10 years above 10 years Total
42 | P a g e

10 15 10 10 5 50

28 44 16 8 4 100

ANALYSIS: The above table shows that 44% of respondents have 1-3 years of
%age of Respondents, 1-3 years, 44

%age of Respondents

%age of Respondents, less than 1 year, 28 %age of Respondents, 3-5 years, 16 %age of Respondents, 510 years, 8

less than 1 year 1-3 years 3-5 years 5-10 years above 10 years %age of Respondents, above 10 years, 4

Work Experience

experience, 28% of respondents have less than 1 year of experience and 16% of respondents have 3-5 years of experience, 8% of respondents have 5-10 years of experience and 4% of respondents have above 10 years of experience.Work

Experience.
INTERPRETATION: It is clear that majority of respondents belonged to 1-3 years of experience. Management Encouragement to Employees Development. Sample size: 50

43 | P a g e

SOURCE: PRIMARY DATA. Management Encouragement Yes No Total 25 25 50 50 50 100 No. of Respondents %age of Respondents

Management Encourages to Employees Development.

%age of 0, 0%

%age of, ,Respondents Respondents

%age of Respondents , No, 50, 50%

%age of Respondents , Yes, 50, 50%

Yes No

Satisfaction about Health and Security Measures.

Sample size: 50

44 | P a g e

SOURCE: PRIMARY DATA. Satisfaction about Health and Security Measures. Yes No Total 45 5 50 No. of Respondents %age of Respondents 85 15 100

ANALYSIS: It is found that majority 85% of the respondents are satisfied with the health and security measures provided by the company and remaining 15% of the respondents are not satisfied.

SUPERIORS AND CO-WORKERS RELATION. Sample size: 50 SOURCE: PRIMARY DATA. Relation Very good Good Satisfactory Bad Very bad Total No. of Respondents 15 20 10 5 0 50 %age of Respondents 36 44 12 8 0 100

45 | P a g e

ANALYSIS: The above table shows that the superior and co-workers relation is good for 44% of respondents, 36% of respondents feel very good and for 8% of respondents relation is bad.

JOB RESPONSIBILITIES. Sample size: 50

SOURCE: PRIMARY DATA. Job Responsibility Very good Good Moderate Poor Very poor Total No. of Respondents 20 25 4 1 0 50 %age of Respondents 34 56 8 2 0 100

ANALYSIS: The above table shows that 56% of respondents feel that they have good job responsibilities, 34% of them have very good responsibilities and for 2% responsibility is poor.

46 | P a g e

47 | P a g e