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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 MANAGEMENTINSTITUTEBY

G.MADHURI

112133

Under the guidance of

PROF:AMRUTHA.M.A

M.S.RAMAIAH MANAGEMENTINSTITUTE

NEW BEL ROAD, BANGALORE-560054


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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


TO


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 (G.MADHURI)

Date: 13/12/12 112133


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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


TO


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 GUIDESignature:

Name:

Qualifications: Seal of MSRMI


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ACKNOWLEDGEMENT

I extend my special gratitude to our beloved Dean Shri......., & Academic

Head ..& Programme HeadDR.SAVITHA RANIfor 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


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INDEX

Chapter: 1- Industry Analysis

Chapter: 2- Company Analysis

Chapter: 3- Discussion on Training

Chapter:4-Analysis of Task /Research Undertaken


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INDUSTRY ANALYSIS

Introduction

VENU & VINAY is a Registered Firm of Chartered Accountants. Started on 18th November2002 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 andSystems Study. Also spreading our specialization to Back Office Operations and Need basedApplication 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 functionalmanagement 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.


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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 founderpartners, 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 communicationtools 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


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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


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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. HumanResource 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.


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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 theorganization.


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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:


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To attain maximum individual development (self-development) of the members of anorganization 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 andmaintaining a suitable for leadership and co-operation.

Collective bargaining, contract negotiation, administration and grievance handling.


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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


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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:-


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This function is concerned with the activities like determination of necessary manpower

requirement, their requirements, selection and placement, induction, follow-up, transfers, lay-

offs, 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.


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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.


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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.


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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 ConcernLarge 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.


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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 non-

monetary 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.


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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.


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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


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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


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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


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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


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ORGANIZATIONAL HIEARCHY

TEAM HEADANIL

RAJESHWARI/TEAM LEADER

NAGASANDESH/TEAM LEADER


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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. .


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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.


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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.


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Objectives of the organization:

1. Employees are highly motivated and their Morale is highly if their individual goal andobjectives 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 lowMorale.

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


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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:


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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:


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There should be a proper incentive system in the organization to ensure monetary and non-

monetary 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 andavoid 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.


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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 worko 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:


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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
http://tutor2u.net/business/strategy/PEST_analysis.htmhttp://tutor2u.net/business/strategy/porter_five_forces.htmhttp://tutor2u.net/business/strategy/porter_five_forces.htmhttp://tutor2u.net/business/strategy/PEST_analysis.htm


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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


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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


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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.


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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 ACCOUNTANCEfrom 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 followingareas.

II. To identify the drawbacks in the existing system.III. To enhance the opportunities for improvement and self-development.IV. To provide creative job to the employees.V. To improve participative management techniques.

VI. To improve the system in human resource development area.VII. 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:


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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 ofvarious 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


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Chartered Accountants

Balance Sheet as at 31-Mar-2012

SCH 31-Mar-12 31-Mar-11

(In Rs.) (In Rs.)

SOURCES OF FUNDS

Capital

1 7,614,151 7,192,692

Secured loans

2 1,506,084 1,454,210

TOTAL

9,120,235 8,646,902

APPLICATION OF FUNDS

Net Fixed Assets 3 2,271,511 3,106,364

Investments4

-530,000

Current Assets, Loans and Advances5 8,326,359 8,055,300

Less: Current Liabilities and

Provisions 6 1,477,635 3,044,762Net Current Assets

6,848,724 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


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%age of

Respondents,

School level, 16

%age of

Respondents,

Diploma, 0

%age of

Respondents,

Graduates, 44

%age of

Respondents,

Post-graduates,

28

%age of

Respondents,

Professionals, 12%ageoftherespondents

Education qualification of the respondents

12% of respondents are professionals.

Educational Qualification of Respondents.

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 10 28

1-3 years 15 44

3-5 years 10 16

5-10 years 10 8

above 10 years 5 4

Total 50 100


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%age of

Respondents, less

than 1 year, 28

%age of

Respondents, 1-3

years, 44

%age of

Respondents, 3-5

years, 16

%age ofRespondents, 5-

10 years, 8%age of

Respondents,

above 10 years, 4

%ageofRespondents

Work Experience

less than 1 year

1-3 years

3-5 years

5-10 years

above 10 years

ANALYSIS:

The above table shows that 44% of respondents have 1-3 years of

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.WorkExperience.

INTERPRETATION:

It is clear that majority of respondents belonged to 1-3 years of experience.

Management Encouragement to Employees Development.

Sample size: 50


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%age of

Respondents , ,

0, 0%

%age of

Respondents ,

Yes, 50, 50%

%age of

Respondents ,

No, 50, 50%

%age of Respondents

Yes

No


Management

Encouragement

No. of Respondents %age of Respondents

Yes 25 50

No 25 50

Total 50 100

Management Encourages to Employees Development.

Satisfaction about Health and Security Measures.

Sample size: 50


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Satisfaction about Health

and Security Measures.

No. of Respondents %age of

Respondents

Yes 45 85

No 5 15

Total 50 100

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 respondentsare not satisfied.

SUPERIORS AND CO-WORKERS RELATION.

Sample size: 50


Relation No. of Respondents %age of Respondents

Very good 15 36

Good 20 44

Satisfactory 10 12

Bad 5 8

Very bad 0 0

Total 50 100


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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


Job Responsibility No. of Respondents %age of Respondents

Very good 20 34

Good 25 56

Moderate 4 8

Poor 1 2

Very poor 0 0

Total 50 100

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.


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