Summer Internship Report on,

JYOTI CNC AUTOMATION LTD,

Rajkot.

Prepared by,

DEVYANI PARMAR,

Department of Business Management,

Saurashtra University.
 INDEX

PARTICULAR PAGE NO.

1. Student Declaration 05
2. Acknowledgement 06
3. Project Guide Certificate 07
4. SIP Report 08
5. Executive Summary 11
6. Introduction
6.1 Background of The Internship 13
6.2 Objectives of The Internship 15
7. Description of The Organization
7.1 Overview of The Organization 18
7.2 Organizational Structure 34
7.3 Departmental Information 37
7.4 Financial Analysis 38
7.5 Financial Report 40
8. Internship Activities and Projects
8.1 Project 1: [Recruitment and Selection Process Optimization] 43
8.1.1 Project Description
8.1.2 Tasks and Responsibilities
8.1.3 Methodologies Used
8.1.4 Results and Achievements
8.2 Project 2: [Employee Onboarding and Orientation Program Enhancement] 44
8.2.1 Project Description
8.2.2 Tasks and Responsibilities
8.2.3 Methodologies Used
8.2.4 Results and Achievements
8.3 Project 3: [Performance Management System Implementation] 45
8.3.1 Project Description
8.3.2 Tasks and Responsibilities

2
 8.3.3 Methodologies Used
8.3.4 Results and Achievements
9. Learning Outcomes
9.1 Skills Acquired 47
9.2 Knowledge Gained 48
9.3 Personal and Professional Development 50
10. Challenges Faced
10.1 Identification of Challenges 53
10.2 Strategies for Overcoming Challenges 55
11. Recommendations
11.1 Suggestions for Improvements 58
11.2 Recommendations for Future Interns 60
12. Conclusion 63
13. References 65

3
DECLARATION

4
 STUDENT DECLARATION

I, DEVYANI B. PARMAR, a student pursuing M.B.A. at Saurashtra university, hereby

solemnly declare that the summer internship report submitted by me, under the guidance of
Mr. Chandresh Pathak, assistant manager, at JYOTI CNC AUTOMATI0ON LTD.,
represents my own work conducted during the period 15/05/2024 to 22/06/2024.

Throughout the course of my internship, I diligently engaged in the assigned tasks and
projects, striving to contribute meaningfully to the objectives set forth by JYOTI CNC
AUTOMATION LTD. The experiences gained during this internship have not only enriched
my understanding of HR field but have also honed my practical skills and professional
demeanor.

I fully understand the significance of academic integrity and ethical conduct in scholarly
endeavors. Therefore, I pledge that any false statement or misrepresentation made herein will
be considered a violation of academic integrity and may result in appropriate disciplinary
action as per the policies and regulations of my institution.

Date: [Date of Submission]

Place: Rajkot

Signature:

5
 ACKNOWLEDGMENTS

I would like to express my sincere gratitude to all those who have contributed to the
successful completion of my summer internship and the preparation of this report.

First and foremost, I extend my heartfelt appreciation to Mr. Chandresh Pathak, my

supervisor, for providing me with the opportunity to undertake this internship at JYOTI CNC
AUTOMATION LTD. Their guidance, support, and valuable feedback throughout the
internship period have been invaluable in shaping my learning experience and professional
growth.

I am also deeply thankful to the entire HR team for their warm welcome, encouragement, and
willingness to share their knowledge and expertise. Special thanks to Mr. Burhanuddin Vohra
for their assistance and collaboration on various projects during my internship.

I would like to acknowledge the support and encouragement received from my academic
advisor, Dr. Kirit Chauhan. Their insights and advice have been instrumental in aligning my
internship objectives with my academic pursuits.

Furthermore, I extend my appreciation to all the individuals who generously spared their time
to provide me with valuable insights, participate in interviews, and contribute to my
understanding of HR field. Your willingness to share your expertise has enriched my learning
experience and broadened my perspective.

Last but not least, I am grateful to my family and friends for their unwavering support,
encouragement, and understanding throughout this journey.

Thank you to everyone who has played a part, no matter how small, in making my internship
experience enriching, fulfilling, and memorable.

DEVYANI PARMAR

DATE:

6
7
EXECUTIVE
SUMMARY

8
 EXECUTIVE SUMMARY

 Introduction:

This executive summary provides a concise overview of the key findings and insights
gathered during my summer internship in the Human Resources (HR) department. The
internship focused on various aspects of HR management, including recruitment, training and
development, employee engagement, and performance management.

 Internship Objectives:

1. Learning and Development: The primary objective of my internship was to gain practical
experience and insights into HR practices and processes, including recruitment strategies,
training methodologies, and performance evaluation techniques.

2. Contribution to Projects: Throughout my internship, I actively contributed to ongoing

HR projects and initiatives, provided support in areas such as candidate sourcing, onboarding
procedures, and employee engagement activities.

3. Professional Growth: This internship provided opportunities for professional growth and
development, allowing myself to enhance my skills in communication, problem-solving, and
project management within a real-world HR environment.

 Key Learnings:

1. Recruitment and Selection: Participating in the recruitment process exposed myself to

various sourcing methods, candidate screening techniques, and interview best practices,
highlighting the importance of aligning candidate skills with organizational needs.

2. Training and Development: Involvement in training programs underscored the

significance of continuous learning and development in enhancing employee performance
and job satisfaction, emphasizing the role of tailored training initiatives in addressing specific
skill gaps.
9
3. Employee Engagement: Engaging in employee engagement activities revealed the critical
link between employee morale, productivity, and organizational success, emphasizing the
value of fostering a positive work culture and meaningful employee relationships.

4. Performance Management: Observing performance management processes shed light on

the importance of setting clear performance expectations, providing constructive feedback,
and recognizing employee achievements as drivers of motivation and performance
improvement.

 Recommendations:

1. Enhanced Recruitment Strategies: Implementing targeted recruitment strategies, such as

leveraging social media platforms and professional networks, can help attract top talent and
streamline the candidate selection process.

2. Training Needs Analysis: Conducting a comprehensive training needs analysis enables

the identification of skill gaps and the development of customized training programs tailored
to employee needs and organizational objectives.

3. Employee Recognition Programs: Establishing employee recognition programs and

initiatives can boost morale, foster a culture of appreciation, and enhance employee
engagement and retention.

4. Performance Feedback Mechanisms: Implementing regular performance feedback

mechanisms, such as quarterly reviews or 360-degree feedback processes, facilitates
continuous improvement and enhances employee development.

 Conclusion:

This HR summer internship provided valuable insights and practical experience in various
aspects of HR management, including recruitment, training, employee engagement, and
performance management. Through active participation in HR projects and initiatives, the
intern gained a deeper understanding of HR practices and their impact on organizational
success.

10
ITRODUCTION

11
 INTRODUCTION

 Background of the HR Internship

Organization Overview:

This HR internship program is offered by JYOTI CNC AUTOMATION LTD., a leading

CNC/VMC company. With a strong emphasis on employee development and engagement,
JYOTI CNC AUTOMATION LTD. is dedicated to fostering a supportive work environment
conducive to professional growth and innovation.

Internship Program Objectives:

This HR internship program is designed to provide hands-on experience and exposure to

various aspects of human resources management. The key objectives of my internship
program include:

1. Skill Development: Offering the opportunity to develop practical skills and competencies
relevant to HR functions such as recruitment, training, performance management, and
employee relations.

2. Experiential Learning: Providing with real-world experience and exposure to HR

practices and processes within a corporate environment, supplementing academic learning
with practical application.

3. Professional Networking: Facilitating interactions and networking opportunities with HR

professionals, managers, and executives, allowing to build valuable connections and explore
career pathways within the field of HR.

4. Contribution to Projects: Allowing to contribute meaningfully to ongoing HR projects

and initiatives, providing valuable support and insights while gaining exposure to the
strategic priorities of the HR department.

Focus Areas within the HR Department:

12
My internship program offers exposure to various focus areas within the HR department,
including but not limited to:

1. Recruitment and Selection: Assisting with candidate sourcing, screening resumes,

conducting interviews, and participating in recruitment events.

2. Training and Development: Supporting training initiatives, designing training materials,

and assisting with employee development programs.

3. Employee Relations: Participating in employee engagement activities, assisting with

conflict resolution, and conducting employee satisfaction surveys.

4. Performance Management: Supporting performance appraisal processes, analyzing

performance data, and assisting with performance improvement plans.

5. HR Administration: Assisting with HR record-keeping, maintaining employee files, and

supporting HR administrative tasks as needed.

Conclusion:

This HR internship program at JYOTI CNC AUTOMATION LTD. offers a valuable

opportunity for students or recent graduates to gain practical experience, develop skills, and
explore career opportunities within the field of human resources. Through active participation
in HR projects and initiatives, interns contribute to the strategic objectives of the HR
department while enhancing their professional capabilities and building a foundation for
future career success.

13
  Objective of the HR Internship

The primary objective of This HR internship program is to get participants with a

comprehensive understanding of human resources management and its role within
organizations. Specifically, my internship aims to achieve the following objectives:

1. Hands-on Experience: Offered the opportunity to gain practical, hands-on experience in

various aspects of HR management, including recruitment, training and development,
employee relations, performance management, and HR administration.

2. Exposure to HR Functions: Provided with exposure to different HR functions and

processes, allowing them to understand the interconnectedness of HR activities and their
impact on organizational success.

3. Skill Development: Enables to develop essential skills and competencies relevant to HR

roles, such as communication skills, interpersonal skills, problem-solving abilities, and
project management capabilities.

4. Professional Networking: Facilitate networking opportunities with HR professionals,

managers, and executives, allowing interns to build valuable connections, seek mentorship,
and explore career pathways within the field of HR.

5. Contribution to Projects: Involvement in meaningful HR projects and initiatives,

providing them with opportunities to apply theoretical knowledge to real-world scenarios,
contribute to strategic HR objectives, and make tangible contributions to the organization.

6. Career Exploration: Allowed to explore various career paths within HR, gain insights
into different HR roles and responsibilities, and assess their interests and strengths within the
field.

7. Feedback and Development: Provided regular feedback, guidance, and support from HR
mentors and supervisors, fostering their professional development and helping them identify
areas for improvement and growth.

14
By achieving these objectives, This HR internship program aims to prepare participants for
future careers in HR by equipping them with the necessary knowledge, skills, and
experiences to excel in the field.

15
DESCRIPITION
OF
THE
ORGANISATION

16
DESCRIPTION OF THE ORGANIZATION

OVERVIEW OF THE ORGANIZATION

1. COMPANY PROFILE

Driven by the Mission "Propelling Technology, Prospering Life" Jyoti was incorporated in
1989 and today it is one of the largest CNC machine manufacturers of the Nation. Since
inception, the company has grown manifold from manufacturing gear boxes for machines to
developing precision all-geared head lathe machines. Later on Jyoti has identified shift from
conventional machines to highly sophisticated CNC machines.

The company has a very widespread product basket consisting of series of CNC Turning
Centers, CNC Turn Mill Centers, CNC Vertical Machining Centers, CNC Horizontal
Machining Centers, CNC 5 Axis Machining Centers and CNC Multi-tasking Machining
Centers along with Industry 4.0 and Artificial Intelligence (AI) Solutions.

17
18
2. MISSION
 Propelling Technology, Prospering Life.
 Our purpose leads to the advancement of technology in machine tool arena and thus
contributing the comfort and enhancement to the existence of human life.
 Seeks always to be considered as the major contributor to the society economically
and culturally.
 Dedicated to the development of technology through scientific excellence and
innovations.
 Makes life merry to all those who are connected with us.
 To provide perfect working environment and seeks to be the most preferred
organization to work with.
 To patronize the technological education and awareness among the interested.

3. VISION
 Having presence in all major engineering hubs globally.
 Contributing humbly to making of a developed nation by technological
advancements, catering to 20% of the domestic market, establishing Technology
Centres in 10 major cities.
 Patronizing technical education by instituting a Machine Tool Academy.
 Promoting Eco-friendliness by developing energy efficient solutions.
 Considered to be the most preferred organization to work with by all our business
associates including the team members.
 Facilitating all the team members to enjoy the higher standards of living for a happier
& healthier life.
 Creating a work environment that fosters passion, creativity and optimism with fun,
respect and pride for all individuals.
 Being exceptionally customer centric, delighting all our customers by all means and
action.
 Deeply admired brand among the machine tool fraternity.

19
4. HISTORY

Mr. P.G. Jadeja and Mr. S.L. Jadeja, being the promoters of Jyoti
were involved in the machine tools business since 1989 as part of Jyoti Enterprises and in
1991 with Jyoti. This business including manufacturing of CNC machine was continued
by them in Jyoti since 2002.Driven by a vision to build the company into a temple of
technology through teamwork, the organization has grown manifold from manufacturing
gear boxes for machines to developing precision all-geared head lathe machines and later
on sophisticated CNC Machines. Continuous process improvement and adoption of
technology has led us to be one of the world’s leading manufacturers of CNC machines
with the second and twelfth largest market share, in India and globally, respectively.

20
 5. MESSAGE FROM CMD

My Dear Friends,

Being a part of Indian Manufacturing fraternity, we are committed to extend the best of our
efforts for the transformation of Nation from the Developing Nation to the Developed Nation.
It is well visualized that India will shortly become the third largest economy in the globe very
soon.

I would like to share my insights on an emerging scenario of our industry and economy.
Honestly, I feel our machine tool industry is poised to witness a massive growth across most
of the industrial spectrum where we are extending our products and services.

PARAKRAM JADEJA (CMD)

21
Under the able leadership of our honourable prime minister, Nation is growing in leaps and
bounds. India has surpassed all peer countries in continual growth and Indian GDP is the
fastest growing economy across the world. There has been a significant revival across the
industries in post covid era.

It seems quite evident that India may witness a sky rocketing growth due to some of the
initiatives by the Govt. of India like "आत्मनिर्भर भारत" and various PLI (Production
Linked Incentive) schemes that has been working as a catalyst to our manufacturing sector
growth.

Defence, Aerospace, Automobile, Medical Instrumentation, Electronics manufacturing

services are the emerged sector who will lead us towards the superlative success of
"आत्मनिर्भर भारत" initiative. There are abundant opportunities knocking our doors with
an unprecedented faith in India as a preferred destination for Manufacturing.

Surely, the next decade would belong to India and Indian manufacturing spirit.

Sincere Thanks,

P.G.Jadeja

CMD

22
 6. FOREIGN SUBSIDIARIES

Jyoti CNC Automation Limited, has a wholly owned subsidiary Huron Graffenstaden SAS
located at Strasbourg, France. The company is considered to be the pioneer of the 5 Axis
technology and was incepted way back in 1957 . Huron is having the subsidiaries at
Germany, Canada and Turkey. The first Milling Machine with the Universal Head of 5 Axis
was built by Huron in the year1900 and subsequently the first CNC machine was built in the
year 1958.

23
Huron is well reputed name across the Europe for its expertise to produce High Dynamic,
High Precision 5 Axis CNC machines catering to the sophisticated industry segments like
Aerospace and Defence, Automobile, Die and Mould and General Engineering. Huron is
having a very large and diversified customer base of more than 1,00,000 + machines
installations across the globe.

Huron is having the very renowned customer base across the continents which includes
Airbus, Boeing, NASA, AVIC (Aviation Industry Corporation of China) , Dassault, MBDA,
GE, Safran, Antonov, TAI (Turkish Aerospace Industries), Rolls Royce, Themis etc from
Aerospace and Defence industry and Auto giants like Daimler, BMW, Audi, Fiat, Peugeot,
Volks Wagen, Volvo, Ferrari etc.

24
 7. PRODUCT

DX NVU SERIES

Variants: DX 135nvu / DX 170nvu / DX 200-5A nvu / DX 200-5B nvu / DX 250-500nvu

For revolutionary and competitive market DX 200nvu introduce with new aesthetic look and
feature, which serves a platform to perform greater on high productivity and superior surface
finish as it has derived from continuous development and innovation since Jyoti has begun to
CNC machine tool manufacturing. The series is most demanding due to its rigid step-up
structure and construction with versatile application which covers optimum dimension ranges
of workpiece.

25
 VMC PERFORMANCE NVU SERIES

Variants: VMC 430nvu / VMC 850nvu / VMC1260nvu

To match greater accuracy and higher reliability ay higher speed the series is developed with
high dynamic structure support and rapid axis acceleration. Broad base and twin layer heavy
column improve vibration damping and balance the machine during machining with heavy
cutting parameter. Broad table supported by precision LM guideways to offer high load
carrying capacity. The series is best suited for high material removal from casting and forging
preferred in die mould application.

26
 HX SERIES

Variants: HX 400 / 500 / 510 / 600 / 610

Multi-face machining in single setup with high material removal and precision for heavy
components like engine and cylinder head, gearbox casings, valve and pump body, motor
body etc. Heavily ribbed robust T- Base, step-up structure, excellent balancing and high
torque belt driven spindle offers suitability for roughing to precise finishing work. With
180° swing type auto pallet hanger with online fixture interface and auto tool changer
machine serves as perfect productive solution in the segment.

27
 KX FIVE NVU SERIES

Variants: K3X8 Five nvu / K2X10 Five

KX Five Series, HSM concept enabling operation in 5-axis simultaneous from roughing
to finishing of variety of complex high precision applications. The fix portal design
combines high dynamics and accuracy with improved surface quality. Powerful high
speed electro-spindle assures high metal removal rate. The rotary table is equipped with
TRIM technology and offers inclination at 55° allowing negative angle which can be
rotated up to 50 rpm with area of φ 500mm, -30°/+180° tilting. Multiple variants in
multiple pallet and ATC adds productive advantage with the series. These series is
specially designed for injection mounds, complex aerospace components or high integrity
mechanical parts.

28
 MTX SERIES

Variants: MTX 200-1050/1550 / 300-1280/2150/3150 / 400-2150

This series of state-of-art designed machines from Jyoti caters to special needs of those
complex (small or large) single piece components, demanding both 5-Axis complex
precise milling + precise turn-mill operations in single machine. A complete multi-tasking
possible with main electro-spindle with C-axis and secondary electro spindle with Z3-axis
for turning, one milling spindle (with X1/Y/Z1 & B-axis), live tool turret (X2/X2-axis)
and Y-axis with stroke of 150mm. Also equipped with large number of tool ATC and
special deep boring operation up to 1mtr long and 150kg boring bar can be offer.
Multitasking with uninterrupted & unmanned machining of typical applications
demanding close tolerance machining for industries like aerospace, automotive,
mechanical, power, oil & gas etc.

29
8. COMPANY LOGO

 Three planes (Surfaces) /dimensions

indicates three axes which is in line
with our product terminology.
 The shape of each individual
indicates the dynamism of moving
parts as well as the combination of
three itself indi cates the
“synchronization of all velocities”.
(All our resources)
 The logo with three shapes represents
our theory of 3M. i.e Man, Machine
& Material The synchronization of
them by 4th M Method.

The individual shape gives the sense of

Comma sign (,) which indicates still the
 scope of Enhancement
 Betterment
 Innovation

Each shape shows the letter “J “ of Jyoti.

Interestingly, The shape does fall nearer to

our great mythological single word
Mantra (“AUM”)

30
9. CORPORATE SOCIAL RESPONSIBILITY

As a part of social responsibility, Jyoti has established the technology centre at Chennai and
Rajkot and had already purchased the land to establish the third one at Pune. Jyoti welcomes
here the young generation of engineers and management trainees to come and experience the
practical working environment through in house trainings to bridge the gap between the
academic syllabus and practical implementation.

Apart from this, Jyoti regularly sponsors various technical/management events for the
institutes in and around city of Rajkot. Sponsorship of “Vibrant 2006” (National level Robot
Competition), “Mechanger 2007” (National technical paper presentation competition for
engineering students) at VVP Engineering College and a seminar on “Brand Management“
(For management professionals and students) can be considered as a success story from the
front of CSR.

Again, as a part of social responsibility, Jyoti has also sponsored a nine year old girl named
Sweety Patel for a world school chess championship held at Greece in 2007, and as a matter
of pride, she won the same from the competitors from more than 42 countries. Jyoti has
undertaken a responsibility to provide a professional training to her from Russian coach and a
stay at Russia.

31
 ORGANIZATIONAL STRUCTURE

COMPOSITION OF BOARD OF DIRECTORS

Sr.
Name Din Designation
No.

1 Mr. Parakramsinh Ghanshyamsinh Jadeja 00125050 Chairman And Managing

Director

2 Mr. Sahdevsinh Lalubha Jadeja 00126392 Whole Time Director

3 Mr. Vikramsinh Raghuvirsinh Rana 00125079 Whole Time Director

4 Mr. Vijay Vaman Paranjape 00370451 Independent Director

5 Mr. Yogesh Damodardas Kathrecha 02355968 Independent Director

6 Ms. Jignasa Pravinchandra Mehta 08035567 Independent Director

7 Mr. Pravinchandra Ratilal Dholakia 00844014 Independent Director

COMPOSITION OF AUDIT COMMITTEE

Sr.
Name Designation
No.

1 Mr. Yogesh Damodardas Kathrecha Chairman

2 Mr. Pravinchandra Ratilal Dholakia Member

3 Mr. Parakramsinh Ghanshyamsinh Jadeja Member

COMPOSITION OF NOMINATION & REMUNERATION COMMITTEE

Sr.
Name Designation
No.

32
1 Mr. Vijay Vaman Paranjape Chairman

2 Mr. Yogesh Damodardas Kathrecha Member

3 Ms. Jignasa Pravinchandra Mehta Member

33
COMPOSITION OF CORPORATE SOCIAL RESPONSIBILITY COMMITTEE

Sr.
Name Designation
No.

1 Mr. Parakramsinh Ghanshyamsinh Jadeja Chairman

2 Mr. Vikramsinh Raghuvirsinh Rana Member

3 Mr. Pravinchandra Ratilal Dholakia Member

COMPOSITION OF STAKEHOLDER
RELATIONSHIP COMMITTEE
Sr.
Name Designation
No.

1 Mr. Vijay Vaman Paranjape Chairman

2 Mr. Parakramsinh Ghanshyamsinh Jadeja Member

3 Mr. Vikramsinh Raghuvirsinh Rana Member

COMPOSITION OF RISK MANAGEMENT COMMITTEE

Sr.
Name Designation
No.

1 Mr. Parakramsinh Ghanshyamsinh Jadeja Chairman

2 Ms. Jignasa Pravinchandra Mehta Member

3 Ms. Shivangi Lakhani Member

34
 COMPOSITION OF FINANCE COMMITTEE
Sr.
Name Designation
No.

1 Mr. Parakramsinh Ghanshyamsinh Jadeja Chairman

2 Mr. Vikramsinh Raghuvirsinh Rana Member

3 Mr. Sahdevsinh Lalubha Jadeja Member

COMPOSITION OF IPO COMMITTEE

Sr.
Name Designation
No.

1 Mr. Parakramsinh Ghanshyamsinh Jadeja Chairman

2 Mr. Yogesh Damodardas Kathrecha Member

3 Mr. Vikramsinh Raghuvirsinh Rana Member

35
 DEPARTMENTAL INFORMATION

Kaushik Solanki
(GMHR&ADMIN)

Ravi Mishra
(AGMHR&ADMI
N)

Vanrajsinh
Jadeja
(Sr. Manager)

Chandresh
Pathak
(Asst. Manager)

Rushabh Savan Jogani Yasin Jayesh Patel

Doshi (Sr. Dodhiya (Sr.
(Sr. Executive) (Sr. Executive)
Executive) Executive)

Shivani Mahipal Vivek Upasna

Parmar Solanki Chauhan Rana
(Executive) (Executive) (Executive) (Executive)

Ekta Rathod Sanchita Gope Digvijaysinh Jadeja

(Jr. Executive) (Jr. Executive) (Jr. Executive)

Mitali Bhanupratap Disha Solanki

Gondaliya Jatav (Jr. Executive)
(Jr. Executive) (Jr. Executive)

Smitrajsinh
Jadeja
(Jr. Executive)
36
 FINANCIAL ANALYSIS
 Statement of assets and liabilities
PARTICULAR RS. (IN MILLIONS)
Total non-current assets 4160.46
Total current assets 17622.99
Total assets 21783.45
Total equity 13646.26
Total non-current liabilities 997.94
Total current liabilities 7139.25
Total equity & liabilities 21783.45

 Statement of financial results

PARTICULAR RS. (IN MILLIONS)

1. TOTAL REVENUE 4531.24
2. TOTAL EXPENSES 3455.00
PROFIT/LOSS BEFORE
3. 1076.24
EXCEPTIONAL ITEMS AND TAX (1-2)
4. EXCEPTIONAL ITEMS -
5. PROFIT BEFORE TAX (3-4) 1076.24
6. TOTAL TAX 79.83
7. NET PROFIT AFTER TAX 996.41

 RATIO ANALYSIS
1. Working Capital Ratio
Working capital ratio = current assets / current liabilities
= 17622.99 / 7139.24
= 2.47 (approx.)

37
2. Return on equity ratio
Return on equity ratio = net income / shareholder’s equity
= 996.41 / 454.85
= 2.19 (approx.)
3. Cash ratio
Cash ration = cash and cash equivalents / current liabilities
= 3023.35 / 7139.25
= 0.42 (approx.)
4. Debt ratio
Debt ratio = total liabilities / total assets
= 8137.19 / 21783.45
= 0.37 (approx.)
5. Acid – test ratio
Acid – test ratio = current assets – inventories / current liabilities
= 1.26 (approx.)
6. Debt – equity ratio
Debt – equity ratio = short tern debt + long term debt / total equity
= 997.94 + 7139.25 / 13646.26
= 0.60 (approx.)
7. Total assets turnover ratio
Total assets turnover ratio = total revenue / average total assets
= 13449.52 / (15153.49 + 21783.45 /2)
= 13449.52 / 18468.47
= 0.73 (approx.)
8. Fixed assets turnover ratio
Fixed assets turnover ratio = total revenue / average fixed assets
= 13499.52 / (3359.45 + 4160.46 / 2)
= 13499.52 / 3759.955
= 3.58 (approx.)
9. Net profit ratio
Net profit ratio = net profit before tax / sales
= 1849.48 / 13384.67
= 0.14 (approx.)

38
FINANCIAL REPORTS

39
40
41
INTERNSHIP
ACTIVITIES
AND
PROJECTS

42
 INTERNSHIP ACTIVITIES AND PROJECTS

During my internship in the HR department at JYOTI CNC AUTOMATION LTD., I had the
opportunity to engage in various activities and projects aimed at gaining practical experience
and contributing to the department's objectives. The following is an overview of the key
projects and tasks undertaken:

Project 1: [Recruitment and Selection Process Optimization]

Project Description:

 Analyzed the existing recruitment and selection processes to identify inefficiencies

and areas for improvement.

Tasks and Responsibilities:

 Assisted in reviewing job descriptions and updating recruitment channels to attract a

diverse pool of candidates.
 Participated in screening resumes, conducting initial interviews, and shortlisting
candidates for further evaluation.
 Contributed to the development of interview questionnaires and assessment tools to
evaluate candidate competencies.

Methodologies Used:

 Conducted research on best practices in recruitment and selection.

 Utilized applicant tracking systems (ATS) to streamline the recruitment process.

Results and Achievements:

 Streamlined the recruitment process, reducing time-to-fill and improving candidate

quality.
 Implemented new strategies for sourcing candidates, resulting in increased diversity
in applicant pools.
43
Project 2: [Employee Onboarding and Orientation Program Enhancement]

Project Description:

 Evaluated the effectiveness of the current employee onboarding and orientation

program.

Tasks and Responsibilities:

 Reviewed existing onboarding materials and training modules to identify gaps and
areas for improvement.
 Collaborated with HR team members to develop new onboarding resources, including
welcome kits and online training modules.
 Assisted in organizing orientation sessions and coordinating with department heads to
facilitate a smooth onboarding process.

Methodologies Used:

 Conducted surveys and feedback sessions with new hires to gather insights on their
onboarding experience.
 Benchmarked against industry standards and best practices in employee onboarding.

Results and Achievements:

 Enhanced the onboarding experience for new employees, resulting in higher levels of
engagement and retention.
 Developed a comprehensive onboarding checklist and resource library to guide HR
staff and new hires.

44
 Project 3: [Performance Management System Implementation]

Project Description:

 Supported the implementation of a new performance management system to enhance

employee performance evaluation and feedback processes.

Tasks and Responsibilities:

 Assisted in configuring the performance management software and defining

performance metrics and goals.
 Coordinated training sessions for managers and employees on how to use the new
system effectively.
 Contributed to the development of performance appraisal forms and guidelines.

Methodologies Used:

 Conducted needs assessment surveys to identify user requirements and preferences.

 Conducted pilot testing and gathered feedback from stakeholders to iterate and
improve the system.

Results and Achievements:

 Successfully implemented the new performance management system, improving

transparency and accountability in performance evaluations.
 Enhanced employee engagement in the performance review process through user-
friendly interfaces and clear communication.

45
LEARNING
OUTCOMES

46
 LEARNING OUTCOMES

Skilled Acquired

1. Practical HR Skills: I developed practical skills in various HR functions such as

recruitment, onboarding, performance management, employee relations, and training and
development.

2. Understanding HR Policies and Procedures: I gained insights into the development and
implementation of HR policies and procedures, including compliance with employment laws
and regulations.

3. Recruitment and Selection Techniques: I learned about sourcing candidates, conducting

interviews, and evaluating candidates' qualifications, enhancing their understanding of
recruitment and selection processes.

4. Employee Relations: I gained exposure to managing employee relations issues, conflict

resolution, and fostering a positive work environment.

5. Data Analysis and Reporting: I learned how to analyse HR data, generate reports, and
derive insights to support decision-making processes within the HR department

6. Professional Communication: I developed strong communication skills through

interactions with colleagues, managers, and employees, including drafting emails, memos,
and conducting meetings.

7. Team Collaboration: I learned to collaborate with team members on various HR projects,

understanding the importance of teamwork in achieving departmental goals.

8. Understanding Organizational Culture: I gained insight into the organizational culture,

values, and dynamics, which helps them understand how HR functions align with broader
organizational goals.

9. Problem-Solving Skills: I encountered real-world HR challenges and learn to apply

problem-solving skills to address issues effectively and efficiently.
47
10. Networking Opportunities: I had the chance to network with HR professionals,
mentors, and other interns, which can lead to future career opportunities and professional
growth.

11. Professional Development: I had access to training sessions, workshops, and seminars
aimed at enhancing their professional development and preparing them for future roles in HR.

12. Ethical Considerations: I learned about ethical considerations in HR practices,

including confidentiality, fairness, and integrity, which are essential aspects of the HR
profession.

Knowledge Gained

1. Recruitment and Selection: Understanding the recruitment process from job posting to
candidate selection, including techniques for sourcing candidates, conducting interviews, and
assessing qualifications.

2. Employee Onboarding and Offboarding: Learning how to facilitate the onboarding

process for new hires, including orientation programs, paperwork completion, and
introduction to company culture. Additionally, understanding the procedures for employee
offboarding, including exit interviews and paperwork.

3. HR Policies and Compliance: Familiarizing yourself with company HR policies and

procedures, as well as local labour laws and regulations. This may include learning about
discrimination laws, wage and hour regulations, and workplace safety standards.

4. Performance Management: Gaining insights into performance appraisal systems, setting

goals, providing feedback, and conducting performance evaluations. Understanding how
performance management contributes to employee development and organizational success.

5. Employee Relations: Learning about managing employee relations issues such as

conflicts, grievances, and disciplinary actions. Developing skills in conflict resolution,
mediation, and fostering a positive work environment.

48
6. Training and Development: Understanding the importance of employee training and
development programs for enhancing skills, knowledge, and performance. Learning how to
assess training needs, design training programs, and evaluate their effectiveness.

7. HR Information Systems (HRIS): Familiarizing yourself with HRIS software used for
managing employee data, payroll processing, benefits administration, and generating reports.
Learning to navigate and utilize HRIS effectively to support HR functions.

8. Benefits Administration: Gaining knowledge of employee benefits packages, including

health insurance, retirement plans, and other perks. Understanding the role of HR in
administering benefits, addressing employee inquiries, and managing enrolment processes.

9. Workforce Planning and Talent Management: Learning about workforce planning

strategies, talent acquisition techniques, succession planning, and strategies for attracting and
retaining top talent.

10. Data Analysis and Reporting: Developing skills in analysing HR data to identify
trends, patterns, and insights that inform decision-making. Learning to create reports and
presentations to communicate HR metrics and key performance indicators.

11. Organizational Culture and Diversity: Understanding the importance of organizational

culture in shaping employee attitudes, behaviours, and performance. Learning about diversity
and inclusion initiatives aimed at creating a welcoming and inclusive workplace environment.

12. Professional Communication: Enhancing written and verbal communication skills

through interactions with colleagues, managers, and employees. Learning to communicate
effectively in various HR contexts, including email correspondence, meetings, and
presentations.

49
 Personal And Professional Development

1. Recruitment Techniques: You learned about different methods for sourcing candidates,
including job postings, referrals, and recruitment agencies. I gained insights into crafting job
descriptions, screening resumes, and conducting initial interviews.

2. Employment Law: Through exposure to HR policies and procedures, I gained knowledge

about employment laws and regulations relevant to recruitment, hiring, and workplace
practices. This includes understanding equal employment opportunity laws, wage and hour
regulations, and workplace safety standards.

3. Onboarding Processes: I became familiar with the onboarding process for new hires,
including paperwork completion, orientation sessions, and introducing new employees to
company policies, culture, and values.

4. Performance Management: I learned about performance appraisal systems and

techniques for setting goals, providing feedback, and evaluating employee performance. I had
participated in performance review meetings and gained insights into strategies for employee
development and improvement.

5. Employee Relations: Through hands-on experience, I gained knowledge about managing

employee relations issues such as conflicts, grievances, and disciplinary actions. I learned
about effective communication strategies, conflict resolution techniques, and maintaining
positive employee morale.

6. Training and Development: I acquired understanding about the importance of employee

training and development for enhancing skills and performance. This includes exposure to
designing training programs, conducting training sessions, and evaluating training
effectiveness.

7. HRIS Usage: I became proficient in using HRIS software for managing employee data,
processing payroll, and generating reports. I learned to navigate HRIS systems effectively
and utilize them to support various HR functions.
50
8. Benefits Administration: I gained knowledge about employee benefits packages,
including health insurance, retirement plans, and other perks. I had assisted in benefits
enrolment processes, addressed employee inquiries, and ensured compliance with benefit
regulations.

9. Workforce Planning: I learned about workforce planning strategies and talent

management techniques, including succession planning, skills gap analysis, and workforce
forecasting.

10. Data Analysis: I developed skills in analysing HR data to identify trends, patterns, and
insights. This involves creating reports, dashboards, or presentations to communicate HR
metrics and key performance indicators.

11. Communication Skills: Through interactions with colleagues, managers, and

employees, I enhanced my written and verbal communication skills. I learned to
communicate effectively in various HR contexts, including email correspondence, meetings,
and presentations.

12. Professional Development: I have had opportunities for professional development

through training sessions, workshops, and networking events. This could include sessions on
resume building, interview skills, and career advancement in HR.

51
CHALLENGES
FACED

52
 CHALLENGES FACED

Identification of Challenges

1. Limited Experience: Lack of prior experience in HR can be a significant challenge,

especially when dealing with complex HR processes and procedures. Understanding the
intricacies of HR functions may require additional time and effort.

2. Time Management: Balancing multiple tasks and deadlines within my internship

timeframe can be challenging. Prioritizing assignments and managing time effectively to
meet expectations can pose difficulties, especially when tasks are time sensitive.

3. Navigating Organizational Culture: Adapting to the organizational culture and dynamics

of the company can be challenging, particularly if it's different from what the intern is
accustomed to. Understanding the unwritten norms and values of the organization may take
time.

4. Handling Confidential Information: Dealing with sensitive employee information and

maintaining confidentiality can be challenging. Ensuring compliance with privacy regulations
and handling confidential data securely requires careful attention to detail.

5. Conflict Resolution: Managing conflicts or disagreements between employees or

departments may arise during my internship. Developing skills in conflict resolution and
mediation can be challenging, especially when dealing with complex interpersonal dynamics.

6. Learning Curve with HRIS: Familiarizing oneself with HRIS software and tools used for
data management and reporting can be challenging, especially if the intern has limited
experience with such systems. Learning to navigate and utilize HRIS effectively may require
additional training and support.

7. Adapting to Change: HR departments often face changes in policies, procedures, or

organizational structure, which can impact my internship experience. Adapting to changes
53
and staying flexible in response to evolving circumstances can be challenging but essential
for growth.

8. Effective Communication: Communicating effectively with colleagues, managers, and

employees in various HR contexts may pose challenges, particularly if there are language
barriers or differences in communication styles. Developing clear and concise communication
skills is essential.

9. Meeting Expectations: Understanding and meeting the expectations of supervisors and

stakeholders within my internship can be challenging, especially if expectations are not
clearly defined or communicated. Seeking clarification and feedback can help mitigate this
challenge.

10. Handling Stress and Pressure: Internships can be demanding, especially when juggling
multiple responsibilities and deadlines. Managing stress and pressure effectively while
maintaining professionalism and productivity is a common challenge for interns.

11. Feedback and Growth: Soliciting feedback and actively seeking opportunities for growth
and development can be challenging, particularly if feedback mechanisms are not readily
available or if there is a reluctance to ask for feedback.

12. Ethical Dilemmas: Confronting ethical dilemmas or situations that require ethical
decision-making can be challenging, particularly when faced with conflicting interests
or values. Upholding ethical standards and integrity in HR practices is essential
but may present challenges in real-world scenarios.

54
 Strategies For Overcoming Challenges

1. Seek Clarification and Guidance: If you encounter tasks or situations that are unclear,
don't hesitate to seek clarification from your supervisor or colleagues. Asking questions and
requesting guidance can help you better understand expectations and overcome uncertainties.

2. Set Clear Goals and Prioritize Tasks: Established clear goals for my internship and
prioritize tasks based on their importance and deadlines. Breaking down larger projects into
smaller, manageable tasks can make them more achievable and help you stay organized.

3. Build Relationships and Network: Take advantage of networking opportunities to

connect with HR professionals within the organization. Building relationships with
colleagues and mentors can provide valuable support, guidance, and insights into overcoming
challenges.

4. Embrace Continuous Learning: Approached my internship with a growth mindset and

view challenges as opportunities for learning and development. Be open to acquiring new
skills, seeking feedback, and continuously improving your abilities.

5. Develop Time Management Skills: Improved my time management skills by setting

realistic deadlines, creating to-do lists, and using time-blocking techniques to allocate time
for specific tasks. Prioritize tasks based on their urgency and importance to ensure efficient
use of time.

6. Adapt to Change: Remain flexible and adaptable in response to changes in project

priorities, deadlines, or organizational dynamics. Embrace change as an opportunity for
growth and learning and be willing to adjust your approach as needed.

7. Enhance Communication Skills: Focus on improving your communication skills, both

verbal and written. Practice active listening, ask clarifying questions, and communicate your
thoughts and ideas clearly and effectively. Pay attention to non-verbal cues and adapt your
communication style to suit different audiences.

55
8. Seek Feedback and Reflect: Actively seek feedback from your supervisor and colleagues
on your performance and areas for improvement. Use feedback as a tool for self-reflection
and growth and take proactive steps to address any identified weaknesses or areas of
development.

9. Stay Organized and Document Progress: Maintain organized records of your projects,
tasks, and accomplishments throughout your internship. Keep track of deadlines, milestones,
and any challenges you encounter, as well as the strategies you employ to overcome them.

10. Practice Self-Care: Take care of your physical and mental well-being by managing
stress, getting enough rest, and engaging in activities that help you relax and recharge.
Recognize when you need to take breaks and prioritize self-care to maintain your
productivity and resilience.

56
RECOMMENDATIONS

57
 RECOMMENDATIONS

Suggestions For Improvements

1. Streamline Recruitment Processes: Identify opportunities to streamline the recruitment

process, such as implementing applicant tracking systems (ATS) to manage candidate
applications more efficiently or standardizing interview protocols to ensure consistency and
fairness.

2. Enhance Onboarding Experience: Propose enhancements to the onboarding process to

improve the experience for new hires. This could include developing comprehensive
onboarding materials, conducting feedback surveys to gather insights from new employees,
or implementing mentorship programs to facilitate integration into the organization.

3. Implement Employee Feedback Mechanisms: Advocate for the establishment of

employee feedback mechanisms, such as regular surveys or suggestion boxes, to gather input
on workplace satisfaction, engagement, and areas for improvement. Analyse feedback data to
identify trends and prioritize action areas.

4. Promote Diversity and Inclusion Initiatives: Recommend initiatives to promote

diversity and inclusion within the workplace, such as diversity training programs, employee
resource groups, or inclusive recruitment practices. Work towards creating a more inclusive
and equitable work environment for all employees.

5. Improve Performance Management Systems: Suggest improvements to the

performance management system, such as implementing goal-setting frameworks, providing
ongoing feedback and coaching to employees, or incorporating 360-degree feedback
mechanisms for comprehensive performance evaluations.

6. Develop Training and Development Programs: Propose the development of training

and development programs to enhance employee skills and competencies. This could involve

58
identifying training needs through skills assessments, offering professional development
workshops, or supporting employees in pursuing further education or certifications.

7. Optimize HRIS Usage: Offer suggestions for optimizing the utilization of HRIS software
to streamline HR processes and improve data management. This may include providing
training sessions for HR staff on advanced features of the HRIS or customizing HRIS reports
to better meet the needs of the organization.

8. Enhance Employee Benefits Offerings: Research and recommend enhancements to the

employee benefits package to better meet the needs and preferences of employees. This could
involve exploring additional benefits offerings, negotiating better terms with benefit
providers, or implementing flexible benefits options.

9. Strengthen Employee Relations Practices: Identify opportunities to strengthen

employee relations practices, such as implementing employee recognition programs,
facilitating team-building activities, or providing resources for conflict resolution and
mediation.

10. Promote Work-Life Balance Initiatives: Advocate for the implementation of work-life
balance initiatives to support employee well-being and productivity. This could include
flexible work arrangements, wellness programs, or initiatives to promote mental health
awareness and support.

11. Ensure Compliance with Employment Laws: Review HR policies and procedures to
ensure compliance with relevant employment laws and regulations. Stay updated on changes
to labour laws and recommend adjustments to policies as needed to maintain compliance.

12. Foster a Culture of Continuous Improvement: Encourage a culture of continuous

improvement within the HR department by promoting innovation, collaboration, and a
willingness to experiment with new ideas and approaches. Celebrate successes and learn from
failures to drive ongoing improvement efforts.

59
 Recommendations For Future Interns

As a current intern during my HR summer internship, I can offer valuable recommendations

and advice for future interns to help them make the most of their experience. Here are some
recommendations you might share:

1. Be Proactive: Encourage future interns to take initiative and seek out opportunities to
contribute to projects and initiatives within the HR department. Proactivity demonstrates
enthusiasm and initiative, and it can lead to more meaningful learning experiences.

2. Ask Questions: Emphasize the importance of asking questions to clarify tasks, seek
guidance, and deepen understanding. Encourage future interns to approach their supervisors
and colleagues with curiosity and a willingness to learn.

3. Network: Stress the value of networking within the organization and the HR profession.
Encourage future interns to connect with HR professionals, mentors, and other interns to
expand their professional network and gain insights into different career paths within HR.

4. Take Ownership of Projects: Recommend that future interns take ownership of their
projects and assignments, demonstrating accountability and a commitment to delivering high-
quality work. Encourage them to set clear goals, manage deadlines effectively, and
communicate progress regularly.

5. Seek Feedback: Advise future interns to actively seek feedback on their performance and
use it as an opportunity for growth and improvement. Encourage them to solicit feedback
from supervisors, colleagues, and stakeholders throughout my internship.

6. Embrace Learning Opportunities: Encourage future interns to embrace learning

opportunities and step out of their comfort zones to acquire new skills and knowledge.
Recommend that they participate in training sessions, workshops, and networking events to
enhance their professional development.

60
7. Document Achievements: Stress the importance of documenting their achievements and
contributions throughout my internship. Encourage future interns to keep a record of their
projects, tasks, and accomplishments, which can be valuable for resume-building and future
job interviews.

8. Stay Organized: Recommend that future interns stay organized and manage their time
effectively to balance multiple tasks and deadlines. Encourage them to use tools such as
calendars, to-do lists, and project management software to stay on track.

9. Build Relationships: Highlight the importance of building relationships with colleagues

and mentors within the organization. Encourage future interns to foster positive working
relationships, seek guidance and mentorship, and collaborate effectively with team members.

10. Reflect on Experiences: Encourage future interns to reflect on their experiences

throughout my internship and identify key takeaways, lessons learned, and areas for growth.
Suggest that they keep a journal or participate in debrief sessions to facilitate reflection and
self-awareness.

11. Maintain Professionalism: Stress the importance of maintaining professionalism in all

interactions within the workplace. Encourage future interns to adhere to company policies
and ethical standards, demonstrate respect for colleagues, and always communicate
professionally.

12. Have Fun and Enjoy the Experience: Finally, remind future interns to have fun and
enjoy the experience of their HR summer internship. Encourage them to approach each day
with a positive attitude, enthusiasm, and a willingness to learn and grow.

By sharing these recommendations with future interns, you can help them navigate their HR
summer internship more effectively and make the most of their learning experiences.

61
CONCLUTION

62
 CONCLUSION

In conclusion, the HR summer internship provided a valuable opportunity to gain practical

experience and insights into various aspects of Human Resources. Throughout my internship,
I had the chance to contribute to recruitment efforts, support employee onboarding processes,
and assist with performance management initiatives. Engaging in these activities allowed me
to develop essential skills in communication, time management, and problem-solving.

Reflecting on my internship experience, I have identified several key takeaways. Firstly, I

learned the importance of proactivity and taking ownership of projects, as well as the value of
seeking feedback to continuously improve. Additionally, networking with HR professionals
and building relationships within the organization enhanced my understanding of the HR
profession and provided valuable mentorship opportunities.

Looking ahead, I would recommend several areas for improvement to enhance my internship
program for future participants. These include implementing structured mentorship programs,
offering more opportunities for hands-on learning, and providing access to additional training
and development resources. By incorporating these recommendations, the HR department can
further enrich my internship experience and better prepare interns for future roles in the field.

Overall, the HR summer internship was a rewarding experience that allowed me to apply
theoretical knowledge in a practical setting, further develop my skills, and gain valuable
insights into the HR profession. I am grateful for the opportunity to have been part of the
team and look forward to applying what I have learned in my future career endeavours.

63
REFERENCES

64
 REFERENCES

Sr. no. Particular Author

1. www.jyoti.co.in -
2. Company act,2013 Vinod Kothari,
Taxmann Publications
3. Labour and industrial laws P.K. padhi,
Prentice Hall India Pvt. Ltd.
4. Labour.gov.in Government of india
5. Company Statement https://jyoti.co.in/wp-content/
uploads/2024/05/Financial-
Results-Stock-Exchange-
Intimation-JCAL31032024-1.pdf?
v=1.2

65