Dr. A.P.J.

Abdul Kalam Technical University

Uttam Institute of Management Studies, Agra

Submitted for the partial fulfillment of degree of
Master Of Business Administration

Session - 2022 to 2023

TOPIC

INTERNSHIP REPORT
ON
HUMAN RESOURCE DEPARTMENT
OF
PNC INFRATECH LIMITED

Submitted To Submitted By
Anuj Sheopuri Mohini
 CERTIFICATE

\
 Acknowledgement

I would like to thank AKTU for giving me this opportunity to do this internship.
I would like to thank PNC INFRATECH LIMITED for letting me do the internship at their HR Division
Head office.
I’d like to thank ANIL SINGH Sir, my internship supervisor for guiding me with the completion of this
report.
I’d also like to thank Mr. MAYUR BANSAL, SAVP & DCIO, and Investment Manager & Md. Forhad
Rahman from PNC INFRATECH LIMITED & HR Division for keeping me under their supervision and
provide me with all the necessary information which has helped me in the completion of this report.
I would also like to thank all the officials of PNC INFRATECH LIMITED HR Department for allowing
me to be an internee at their organization and help with necessary information.

THANK YOU
MOHIN
 Table of Contents
Serial Content Pg No.
No.
Executive Summary 1
Chapter 1: Organization
1.1 Introduction 2
1.2 Scope of the Report 2
1.3 Objective of the Report 2
1.4 Sources of Information 3
1.5 Limitations 3
Chapter 2: Organization Profile
2.1 Organization Background 4
2.2 Key facts about PNC 4
INFRATECH LTD
2.3 Organization Vision 5
2.4 Organization Mission 5
2.5 Goal of PNC INFRATECH LTD 5
2.6 Values 6
2.7 Services 6-7
2.8 Strategic Objectives of PNC 7
INFRATECH LTD
2.9 Customer Charter 7
2.10 Organization Organogram 8
2.11 Organizational Structure 9
Chapter 3: Overview of HR
Division
3.1 Human Resources Management 10
3.2 HR Function 10-11
Chapter 4: HRM of PNC
 INFRATECH LTD
4.1 Units of HR Division 14
4.1.1 HR Staffing 15-19
4.1.2 HR Operations 19
4.1.3 Training & Development 19-23
Chapter 5: Company Analysis
5.1 SWOT Analysis 24-27
6 Findings and Recommendations 28-29
7 Conclusion 30
8 Reference 80
 Executive Summary

During my internship I gained practical knowledge on how the human resource

division of an organization operates and coordinates its activities to ensure smooth
functioning of the organization at all levels by ensuring right numbers of people
are available at the right time to do the right job. Not only that I have also gained
insight into the working culture of the organization and observed how PNC
INFRATECH LIMITED handles its employees with value and empowerment to
ensure they are motivated to give their best to the organization.

The report starts with an organization profile of PNC INFRATECH LIMITED

giving its background, mission, vision, its products and services, the hierarchy
and organogram of the organization.

The next section is the comprises the project, Human Resource Management in
PNC INFRATECH LIMITED. The project encompasses introduction to the topic,
recruitment, selection, training and development.

Each chapter contains detailed discussion of the HR functions followed by

Organization Practice at PNC INFRATECH LIMITED which basically conveys
how things are done in the HR Department.

The next part of the project carries out SWOT Analysis that touches upon
strengths, weakness, opportunities and threats to the organization followed by
findings and recommendation on critical factors regarding Human Resource
Management of PNC INFRATECH LIMITED. Finally there is the conclusion
followed by references
 Chapter: 1
Human Recourse Practices PNC INFRATECH
LIMITED
Introduction
I have select the topic of this report is “Human Resource Management of PNC
INFRATECH LIMITED l”. I tried to integrate my theoretical knowledge of HR and
combine it with practical examples as observed during my internship. I have tried to cover
all the major functions of Human Resource Management- recruitment, selection,
compensation and benefits, training and development and convey my understandings of the
different functions of Human Resource Management through this project. At the end of the
report I have done a SWOT Analysis on the HRM Practice of PNC INFRATECH
LIMITED followed by discussing critical points. I have also tried to provide some
recommendations based on my knowledge followed by the conclusion which I gathered
during my internship

Scope of the Report

This report has been prepared through extensive discussion with company employees.
Prospectus provided by the asset management company also helped in preparing the report.
At the time of preparing the report, I had a great opportunity to have an in depth knowledge
of all the investment activities practiced by the PNC INFRATECH LIMITED.

Objective of the Report

There have been some objectives set forward in doing this report so that it can be
determined what tasks have to be done. The objectives of the report are:
 To familiarize with the PNC INFRATECH LIMITED, its operation and
activities, management style and endeavor to realized the gap between the
theoretical knowledge with the real business world.
 Analyze the current performance appraisal format & compensation.
 Identifying inherent problems associated with the format.
1
  Propose changes mainly in the guidelines, format and management
philosophy by keeping relevance with other processes.
 Employee Personnel practice.
 Developing Employees practices.

Sources of information
All the information incorporated in this report has been collected from primary sources as well
as secondary sources.
Primary sources:
 Interview with assistant manager of administration & HR-In Charge
 Operations manager and some other employees
 Discussion sessions with senior officers as well
Secondary Sources:
 PNC INFRATECH LIMITED Annual Report
 Job description for each employees of PNC INFRATECH LIMITED,
HR Division.
 Performance appraisal format
 Performance appraisal guideline provided by the Human Resources division
Limitations
 Limitation of employment personal.
 Lack of practices in human resource management.
 Human resources department was hesitant to provide information,
because of difficulty in accessing sensitive data and information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human
Resources Division is a vast area, after doing the regular office works
from 9:30 AM to 5:30 PM it is difficult to go through in depth within
this short duration of time.

2
 The secondary source of information was not enough to complete the report.
 Confidentiality.

3
 Chapter: 2
Organization

Organization Background
PNC Infratech Limited (PNCIL) and its subsidiaries (hereinafter refer to as Group) is engaged in India's
infrastructure development through the construction of highways including BOT (built operate and transfer
projects) airport runways bridges flyovers and power transmission projects among others. In case of BOT
& HAM (Hybrid Annuity Model) the company bid as a sponsor either alone or in the joint venture with
other venturer and once the project is awarded then it is executed by incorporating a company (Special
Purpose Vehicle). The company has now evolved into a leading highway development construction and
management company due to its integrated business model (i.e. in-house design engineering construction
operation and management coupled with large equipment bank) enhanced execution capabilities which
includes strengthening of In-house execution team with induction of designers and engineers with strong
technical knowledge enhanced working capital limits and strong credit profile long-established
relationships with various clients and multi-state presence with regional focus. The company has a very
strong presence in radius of 500 kms of Delhi spanning over states of UP Rajasthan Haryana Punjab
Madhya Pradesh and Uttarakhand in terms of project execution infrastructure and expertise.The in-house
team helps control cost and complete the projects on time. The design & engineering teams help to control
the entire process from conceptualization to commissioning of a given project which helps in providing
customized solutions as per clients' specific requirements. The large and advanced in-house equipment
bank helps the company to optimize the use of equipment and lower dependency on third parties which in
turn enables to improve profitability through timely completion of project. The company also executes the
majority portion of the projects through in-house construction teams and outsources only the non-core
items of work with an aim of optimum utilization of resources. The BOT portfolio operations are managed
through internal operations and management team which has been instrumental in efficient operations of
BOT projects. The In-house design engineering construction operation and management with large and
modern equipment bank helped the company to establish a proven track record and establishing strong
credentials in sectors like roads & highways bridges and airport runways.The company's clientele includes
Central State and Local Government authorities like NHAI MoRTH Airports Authority of India Military
Engineering Services Delhi State Industrial and Infrastructure Development Corporation Limited Haryana
State Roads and Bridges Development Corporation Limited Madhya Pradesh Road Development
Corporation Limited Uttar Pradesh State Highways Authority Uttar Pradesh Expressway Industrial
Development Authority State PWDs Dedicated Freight Corridor Corporation of India Limited among
others.The Company was incorporated as `PNC Construction Company Private Limited' on August 9 1999
under the Companies Act 1956 with the Registrar of Companies Uttar Pradesh at Kanpur. Pursuant to a
resolution of the shareholders dated January 15 2001 the Company was converted to a public limited
company and accordingly the name was changed to `PNC Construction Company Limited' and a fresh

4
certificate of incorporation consequent upon change of name on conversion to public limited company was
issued by the Registrar of Companies Uttar Pradesh at Kanpur on February 12 2001. Pursuant to a
resolution of the shareholders dated July 14 2007 the name was changed to `PNC Infratech Limited' and a
fresh certificate of incorporation consequent upon change of name was issued by the Registrar of
Companies Uttar Pradesh and Uttaranchal on August 2 2007. The name was changed to reflect the shift in
the Company's focus from basic construction activities to high-tech construction activities such as
construction of airport runways bridges and to make the name of the Company commensurate with its
main objects. On September 30 2009 the Company Law Board approved change in location of the
Registered Office from Uttar Pradesh to Delhi with effect from November 1 2009 and a certificate of
registration of the order of the Company Law Board was issued by the RoC on November 12 2009. For
further information on changes in the Registered Office of the Company Prior to incorporating the
Company Mr. Pradeep Kumar Jain the Chairman and Managing Director and one of the Promoters was
engaged in the business of providing integrated construction services for infrastructure sector through PNC
Construction Company a sole proprietorship firm located at Agra which had been in existence since 1989.
In 2000 and 2001 the Company acquired the business of the sole proprietorship firm from Mr. Pradeep
Kumar Jain in consideration for Equity Shares of the Company.In 2004 the company received certification
of ISO 9001:2000In 2005 the company executed first international airport runway project for the AAI at
KolkataIn 2007 the company was awarded BOT road project by MPRDCL Madhya Pradesh executed
through the joint venture JNTRCPLIn 2008 the company into entered business of setting up power
transmission lines with the construction project of approximately 350 kilometers of 132/220 kilovolt lines
on a turn-key basis excluding supply of towers conductors and earth-wires for the Uttar Pradesh Power
Transmission Corporation LimitedIn 2009 the company was awarded bid contract in respect of
improvement of Gurgaon-Nuh-Rajasthan Border (State Highway 13) by four laning widening
strengthening providing drains widening or bridges and culverts retaining of structures and other
miscellaneous work by the Haryana State Roads and Bridges Development Corporation Limited the single
largest project awarded to the Company in terms of value amounting to Rs. 3380 millionIn 2010 the
company was awarded the first independent road project on a BOT basis in respect of Gwalior-Bhind
Madhya Pradesh/Uttar Pradesh Border Road two-laning project through two sections on National Highway
92 which is being undertaken independently by the Company and the company was also awarded road
project of two laning with paved shoulders of Kanpur Kabrai section of National Highway 86 in Uttar
Pradesh and also the company was awarded project of construction of 132 KV S/C and 220 KV D/C Lines
in Uttar PradeshIn 2011 the company executed work of four-laning of Jaora-Nayagaon section on State
Highway 31 in Madhya PradeshIn 2012 the company was awarded project of two laning with paved
shoulders of Raebareli to Jaunpur Section of National Highway 231 in Uttar Pradesh under NHDP IV and
the company also executed work of construction of road-over bridge at kilometer 13 on Ajmer Beawer
Road Old National Highway including approaches at railway/kilometer 306/8-9 on Ajmer Saradhana
Section Awarded the project of construction of Hamipur Kalpi road (State Highway 91) four-lane under
Rajya Yojna Samanya Year 2013-2014 in Uttar Pradesh. The company was also awarded the project of
resurfacing of runway at Air Force Station GorakhpurIn 2013 the company was awarded and commenced

5
collection of tolls in respect of first project on OMT basis the operation and maintenance of Kanpur-
Lucknow section of National Highway 25 Lucknow bypass of National Highway 56A and National
Highway 56B and Lucknow-Ayodhya section of N 28 in Uttar Pradesh on OMT basis by the NHAI for a
period of nine years from August 2013.The company completed its Initial Public Offering(IPO) in May
2015 pursuant to which 12921708 number of equity shares of Rs. 10 each were allotted at a price of Rs.
378 per equity share consisting of fresh issued 11500000 equity shares and offer for sale of 1421708
equity shares by NYLIM Jacob Ballas India (FVCI)III LLC. The issue received an overwhelming response
from the investing community and was subscribed by over 1.40 times with the QIB portion getting
oversubscribed by over 4.5 times employee by over 1.04 times. The equity shares of the company were
listed on National Stock Exchange of India Limited and BSE Limited on May 26 2015.PNC Kanpur
Highways Limited a wholly owned subsidiary of PNC Infratech Limited commenced toll operations with
effect from 7th May 2015 on the Kanpur-Kabrai section of National Highway - 86. Ghaziabad Aligarh
Expressway Pvt. Ltd (GAEPL) an associate company of PNC Infratech Limited commenced toll
operations with effect from 24th June 2015 on the Ghaziabad-Aligarh section of National Highway - 91.
PNC Bareilly Nainital Highways Private Limited a wholly owned subsidiary of PNC Infratech Limited
commenced toll operations with effect from 19th October 2015 on Bareilly-Almora (Uttarakhand Border)
Section of Uttar Pradesh State Highway-37The Board of Directors of PNC Infratech Limited (PNCIL) at
its meeting held on May 27 2016 approved the proposal to split one equity share of face value of Rs 10/-
each into five equity shares of Rs 2/- each to improve market liquidity and also to make the shares more
affordable to small investors. The said split of equity share was approved by the Shareholders through
postal ballot dated July 19 2016. The company has completed all the formalities in this regard.PNCIL was
declared L1 (lowest) bidder for the project of Four laning / Two laning with paved shoulder from Km.
0.000 to Km. 83.453 of Dausa - Lalsot - Kauthun Section of NH-11A (Extension)

6
 Key facts about PNC INFRATECH Limited

Legal Form Private Limited

Date of 12, feb , 2001

Commencement
Registered Office NBCC Plaza Tower II, 4th Floor Pushp Vihar Sector 5,New
Delhi,Delhi-110017 Ph: 91-11-29574800/4070000
Web page www.pncinfratech.com

Managing Director Mr. CHAKRESH KUMAR JAIN

Company Secretary Mr. CS GAZAL MITTAL

Auditor NSBP & Co

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 Organization Vision
Their vision statement is-
“Our vision is to establish PNC INFRATECH Limited
as the ultimate investment choice in Bangladesh. We want to develop a rich
pool of research tools and strategies that will yield the best possible returns
for our stakeholders and investors.”

Organization Mission
Its mission statement is-
“Our mission is to give you the best possible return for your money and
secure your financial future. We utilize only the best local talents available
and comply completely with international norms and standards at every step
of the way. Every decision made is completely transparent and undertaken
with total professionalism. The interest of our stakeholders is our foremost
concern.”

Goal of PNC INFRATECH LIMITED

The people, products and processes of PNC INFRATECH LIMITED are

associated to meet the demand of the judicious customers. Their goal is to
achieve a distinction in the sky. Their Prime Objective is to deliver a quality
that demonstrates a true reflection of our vision. This means they will give the
best possible return for unit holders. And with that they will ensure financial
growth for the organization, in the best wellbeing of their stakeholders

8
 The Values
 Customer Focus
 Reliability
 Teamwork
 Respect for individual
 Quality
 Responsible Citizenship

Strategic objectives of PNC INFRATECH LIMITED

 Objectives are to carry out transparent and high quality business
operation based on market mechanism within the legal and social
framework spelt in their mission and reflected in their vision.
 Their greatest with qualitative business as a sustainable ever growing
organization and enhance fair returns to their shareholders.
 They are committed to their community as a corporate citizen and
contributing towards the progress of the nation as their corporate social
responsibility.
 Their employees are the backbone PNC INFRATECH LIMITED
promote employees well being through attractive compensation package,
promoting staff morale through training, development and career
planning.
 PNC INFRATECH LIMITED strive for fulfillment of their responsibility
to the government through paying entire range of taxes and duties and
abiding the other rules.

9
 Customer Charter
PNC INFRATECH LIMITED seek to build long-term, sustainable beneficial relationship
with all the customers based on the service-commitments and on their underlying values of
mutual respect, the pursuit of excellence and integrity in all their dealings.
 Primary concern is to understand and satisfy customer’s needs and expectations.
Promise to use all means open to establish and understand these needs which are
both mutually beneficial and respect the values and principles in all aspects.
Promise to deal a, courteously and accurately with all correspondence.
 Should disagreement arise between customer and company they undertake to
seek a speedy and equitable solution, which takes account of the rights and
obligations, both parties and is framed in the context of a long term and enduring
relationship

 Believe in openness, integrity, transparency and accountability and provide high

standard of services to the valued custome

10
 Organogram of PNC INFRATECH LIMITED
The Managing director heads the management team of PNC INFRATECH
LIMITED. Several management committees have been formed to handle and
managing the operation.

11
 Organizational structure of PNC INFRATECH LIMITED
Organizational hierarchy and Designations are in ascending order:

Top Management Chairman

Board of
Directors
Managing
Director

Executive Level Management Vice–President / Head of Operations/ Chief

Investment Officer
Senior Assistant Vice-President
Assistant Vice-President

Mid Level Management Manager

Associate
Manager
Assistant
Manager

Junior Level Management Officer

Junior
Officer
Trainee assistant
Probationary
Officer

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 Chapter: 3
Overview of HR Division

Human Resources Management

Human resource management involves all management decisions and
practices that directly affect or influence the people, or human resources, who
work for the organization. In modern years, amplified concentration has been
devoted to how organizations manage Human Resources. This augmented
focus comes from the comprehension that an organization’s employees
facilitate an organization to attain its goals and the management of these
human resources is vital to an organization’s success.

Functions of HR
The functions of human resource management are:
1. Staffing
2. Training and Development
3. Motivation
4. Maintenance.
By doing all these functions Human resource management complete its job.

Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing.
A company needs a well-defined reason for needing individuals who posses
specific skills, knowledge and abilities to specify the job. Employee referrals
can produce the best applicants for two reasons. First, current employees
screen applicants before referring them. Second, current employees believe
that their reputations with the firm will be reflected in the candidates that they

13
recommend.
Recruiting is the initial step of staffing. Recruiting is the process of locating,
identifying, and attracting capable employees. Many companies are finding
new employees on the

World Wide Web. The source that is used should reflect the local labor
market, the type or level of position, and the size of the organization. Now the
second step of Staffing, that is Strategic HR planning. For that a company
plans strategically. They set goals and objectives, these goals and objectives
may lead to the structural changes in the company.
Third step is Selection. This process is attracting qualified applicators and
discouraging the unqualified applicants. By this a company can get its desired
employees of requirement. It has dual focus, attempting thin out the large set
of applications that arrived during the recruiting phase and to select an
applicant who will be successful on the job.
To achieve this goal, companies can use a variety of steps. The employees
who are able to do all the steps and ensure good performance they get the job.
HRM must communicate a variety of information to the applicants, such as
the organization culture.
Under the selection process there are some steps:

14
The company can use these steps to select the employees. With this process
their Staffing job is done. The completed selection process ends the staffing
functions.

15
 Training and Development:
Training is one of the important activities of human resource management. In
the training process companies try to motivate and train the employees in a
manner so that they can work more effectively in the future. Under the
training process there are some steps they are given below:
Employee Orientation: Employee orientation provides new employees
with the basic background information they need to perform their jobs
satisfactorily. Companies arrange an orientation program for the
employees.
In an orientation program the employees should feel-
 feel welcome
 understand the organization in a broad sense
 be clear about what the firm expects in terms of work and behavior
 begin the process of socialization
Employee Training:
There is some process, method and techniques of employee training. A
company follows the all the steps of training to provide the employees a
good look on their work.
Career Development:
The career development stage is given below
 Pre transition: Is simply looking for a job and preparing oneself for a career.
 Transition: An individual is already having a job and developing

oneself for future career or moving to another career.

 Preferred area: An individual prefers a specific sector of the career.
 Early stage: First 1-5 years of career is called early career.
 Mid career: 5-20 years after the career starts.
 Late career: Late career starts after 20 years of job life.
 Retirement: And finally after completing the stages of career and
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 individual decides to retired.
Motivation-in-HRM

Motivation is to inspire people to work, individuals in such as to produce best

results. It is the willingness to exert high level of effort towards
organizational goals, conditioned by the efforts and ability to satisfy some
individual needs.
An important part of the retention of staff, reducing staff turnover and
minimizing absenteeism at work is ensuring that staff are properly motivated.
The wage should be increased, the facilities should be insured and social
security should be confirmed. These are the types of common motivational
ways.
Staff motivation is the cornerstone of open, flexible and caring management
culture, which the Government aims to establish through HRM.
To put it into practice, “open” means not only to listen to staff suggestions
and opinions, but also to empower staff, accept their constructive criticisms
and use their suggestions.
To be “flexible”, we may need to change the traditional ways of doing things.
As far as staff motivation is concerned, the biggest challenge perhaps is to
stop focusing on problems and the guilty party (police behavior) and start
looking for those responsible for things gone right (coach behavior).
“Caring” calls for a human leader who would give emotional support to
individuals and at the same time attend to the overall emotional needs of team
members – which include treating them all in a fair and impartial manner.
Today’s employees want a respect that can be seen as involvedness in
decision that will affect them. Listening to the employees is a way of
Motivation. All the motivation functions focus on one primary goal, to have
some competent and adapted employees with up-to-date skills, knowledge
17
and abilities, exerting high energy levels.

Maintenance of employees
To maintain the employees of a company must look after the employee-
Health and Safety:
For employees health and safety there HR policy need to be very clear
to all staff so that they feel safe to work here. They can put their
attention and productivity properly towards the task.

Communication:
The communication between the employees and top level management
should be clear and transparent. There should no gap between top level
management and low level management.
Employee’s relation:
Employees should be committed to their companies and the companies
also should understand the needs and wants of the employees. In some
companies employees and labors create labor union for better
relationship among the workers and employees.

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 Chapter: 4
HRM of PNC INFRATECH LIMITED

During my internship i was mainly assign in HR department. PNC

INFRATECH LIMITED always determine what jobs need to be done, and
how many and types of workers will be required.
So, establishing the structure of the asset management company assists in
determining the skills, knowledge and abilities of job holders. To ensure
appropriate personnel are available to meet the requirements set during the
strategic planning process. It believes that the quality work comes from
quality workers who are well motivated and ready to take challenge to
provide better service.

Units in HR division:
There are three units in Human Resource Division of Alliance Capital-
 HR Staffing
 HR Operation
 Training & Development.

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 HR Staffing:
The staffing process- putting the right people in the right positions at the right
times- is one of the most critical tasks any organization faces. The quality of
the work performed can be only as high as the capabilities of the people
performing it.
Three officers are working in HR staffing unit. They perform the following activities-
i. Recruitment
ii. Selection
iii. Leave Management
iv. Personal Profile Management
Recruitment:
Recruitment is the process by which a firm finds its employees, are perhaps the
most critical tasks any organization faces. Without the right people, no firm can
function effectively. For a recruitment program to be successful, managers should
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cooperate with the human resources staff to define needs and predict vacancies. This
recruiting may be done by internal or external.

Types of Recruitment:
There are two types of recruitment in this organization. They are:
1. Internal Recruitment
2. External Recruitment.

 For Internal

Recruitment: The
principal methods are-
 Job posting
 Use of computerized skills inventories
 Referrals from other departments
 For External Recruitment:
Organizations rely on-
 Advertisements
 Public or private placement agencies
 Field recruiting
 Including campus recruiting
Point of Recruitment:
There are two level of recruitment.
 Entry level
 Lateral entry (Recruitment of experienced person)

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  Entry level:
There are two entry-level post for recruiting fresh graduates and
postgraduates. These are:
1. Probationary officer Level
2. Trainee Assistant Officer (TAO) Level
 Probationary Officer:
Probationary officers are confirmed as officer after successful
completion of one year probation period. Probationary Officers are
recruited throw completive written exam that is taken by IBA. After
taking exam top scorers are invited to appear the interview of
management committee. After appearing the interview they have to
face an interview in front of Board of Directors.
For recruiting Probationary Officers advertisement are given in daily
newspaper and web site also. Only online applications are acceptable
for Probationary Officers (PO). They have to apply throw bdjobs.com.
bdjobs supplies the database of CVs or resume to Alliance Capital. HR
team then short lists the resume of the candidates. Only short listed
candidates are invited for appearing the written exam. Short-listing
criteria’s are given in the circulars. There are some subjects, which are
preferred for short listing.
These subjects are:
 MBA (Major in Accounting, Finance, Marketing, HRM, MIS etc.)
 English
 Statistics
 Economics
 Mathematics
 CSE
 Development studie
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 Trainee Assistant Officer (TAO) Level:
TAOs are confirmed as assistant officer (AO). TAOs are recruiting
from walking CVs. Usually, one written exam is managed by the
management has taken for recruiting TAOs followed by one Viva.
 Lateral entry (recruitment of experienced person):
There are recruitments for experienced in asset management or
brokerage sector, which is called lateral entry. Length of services,
job responsibilities, revolutionary background etc. is taken into
consideration for the lateral entry.

Selection:
The critical criteria in this regard are job relatedness, reliability, and
viability. For selection of candidates following things are
considered-
o Appearance
o Attitudes
o Knowledge
o Personal ability & mental ability
o Physical ability
o Qualification
o Communication skill
o Job knowledge (for lateral entry)

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 Leave management:
Leave is earned by duty. Leave cannot be claimed as a matter of right,
and leave admissible under the service rule of PNC INFRATECH
LIMITED may be granted by the Managing Director or his authorized
person, who may refuse leave, grant leave for a shorter period than
applied for, revoke leave of any description and recall an employee
before the expiry of the leave.
One Officer is looking after the leave matter of employees and keeping
leave records. Employees of PNC INFRATECH LIMITED are
enjoying following kinds of leaves-

Earned Leave: 20 days in a year as per service rule of PNC INFRATECH LIMITED.

Casual Leave: 10 days in a year.

Sick Leave: 14 days in a year + conditional additional sick leave allowed by the
mgt. as per service rule of PNC INFRATECH LIMITED.

Maternity 24 weeks for each issue up to two children.

Leave:
LeaveWithout 15 days once during the service life.
Pay
Paternity Leave 5 days.

Bereavement 5 days.
Leave

Study Leave: As per the rule of the organization.

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 Personal Profile Management: They maintain employees personal profile
with hardcopy of documents for example: CV, NID, Educational Certificates
and other necessary documents.

HR Operations:
HR operations unit mainly work in the area of short term and long-term
benefits of the employees PNC INFRATECH LIMITED, like salary, bonus,
provident fund, gratuity, super annulations fund, etc.
 Monthly Salary Disbursement
 Preparation and disbursement of Festival Bonus and Performance Bonus
 Employees Final Settlement.
 Maintain liaison with different AMC, which are under the corporate
agreement with PNC INFRATECH LIMITED.
 Submission of various Salary related MIS report to the Management &
Regulatory bodies.
 Work as System Admin in HR department
 Assist in Appraisal Management
 Investment with the gratuity and PF fund
 Employee Tax processing, etc.

Training & Development:

Human Resource is the key to success of a service oriented business
organization. The famous quotes from some renowned business leaders are:
 Take our 20 best people and virtually we become a mediocre company.
o -Bill Gates, Chairman, Microsoft Corporation.
 Take my assets, leave my people and within 5 years I will have it all back.
o -Alfred Sloan, Chairman, General Motors.
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The mission of PNC INFRATECH LIMITED is to be the premier financial institution in
the country providing high quality products and services backed by latest technology and
a team of highly motivated personnel to deliver Excellence in investment banking & PNC
INFRATECH LIMITED

Steps of training program

A typical training program can be classified into 5 steps
1 Need Analysis
2 Instruction Design
3 Validation
4 Implementation
5 Evaluation and Follow-up

1. Need Analysis:
 Identify the specific job performance skills needed to improve

performance and productivity.

 Analyze the skills and needs of the prospective trainees and to

develop specific measurable knowledge to perform their job.

 To ensure that the program will be suited to the trainees specific levels of

education, experience and skills.

 Use study report to develop specific measurable knowledge and

performance objective

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 Technique to identify Training Needs:
Task analysis and performance analysis are two main techniques for
identifying training needs.
 Task analysis:
The first step in training is to determine what training, if any, is required. The
main task in assessing the training needs of new employees is to determine
what the job entails and break it down into subtasks, each of which is then
taught to the new employee.
So, task analysis is a detailed study of a job to identify skills required so that
an appropriate training program may be instituted.
Task Analysis form contains six types of information-

 Task list
 How often performed
 Quantity, Quality Standards
 Performance Conditions
 Skills Required
 Where best learned

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 Performance Analysis:
Verifying that there is a performance deficiency and determining whether that
deficiency should be rectified through training or some other means (such as
transferring the employee).

2. Instructional Design:
Gather instructional objectives, methods, media, description of and sequence
of content, examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and
participant’s workbooks, complement each other are written clearly and blend
into unified training geared directly to the stated learning objectives.
Carefully and professionally handle all program elements-whether
reproduced on paper, film or tape to guarantee and effectiveness.
3. Validation:
Introduce and validate the training program before it presented to the trainee.
4. Implementation:
When applicable boost success of training workshop focuses on
presentation knowledge and skills in addition to training content.
5. Evaluation and Follow-Up:
Asses program success-according to-
Reaction: Document the learner’s immediate reactions to the training.
Learning: Use feedback devices or pre and post tests to measure what
learners have actually learned.

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 Behavior: Note supervisor’s reactions to learner’s performance
following completion of the training. This is one way to the degree to
which learners apply new skills and knowledge to their jobs.
Results: Determine the level of improvement in job performance and
assess needed maintenance
Setting training objective
After training needs have been analyzed, concrete and measurable training
objectives should be set. Objectives specify that what the trainee should be
able to accomplish after successfully completing the training program.
Techniques of training program:
After determine employees training needs, set training objectives and
designed the program, the training program can be implemented. Most
popular training techniques are:
 On the job training
 Off the job training
 On the job training:
On the job training is like having a person learns a job by actually
performing it. Virtually every employee, from mailroom clerk to
company president gets some on the job training when he or she joined
the firm.
A useful step by step job instruction approach for giving a new
employee on the job training is as follows-
o Preparation of learner
o Presentation of the operation
o Performance tryout
o Follow-up
On the job training has several advantages-
o It is relatively inexpensive
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 o Trainees learn while they working
o There is no need of class-room, programmed learning devices
o Trainees learn actually doing the job
o Get quick feed-back about the correctness of their performance.

On the job management development techniques:

On the job training is one of the most popular development
methods. Important techniques here include-
o Job rotation
o Coaching/ under-study approach
o Junior boards
o Action learning

Off the job training: PNC INFRATECH LIMITED do not provide off the job training.

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 Chapter: 5

Company Analysis

SWOT Analysis:
STRENGTHS:
The strengths of a company are the most important building blocks required
for growth to take place. The following are a few of the most prevalent
strengths that PNC INFRATECH LIMITED has at the present time.
Recruitment: Their recruitment and selection policy is very strong. PNC
INFRATECH LIMITED recruits talented candidates from the market
through proper testing- written and interview. The written part contains
questionnaires that are of IBA standard which is a renowned education
institution of our country.
Work environment: During my stay I found the work environment very
satisfactory. Everyone is cordial and helpful and cooperative. There is less
internal conflict or politics at play which is essential for conducting a
productive working environment.
Transparency: For clear communication to the employees of the HR
Practice in PNC INFRATECH LIMITED, they have a service rule book
which they give to every employee. The guide articulates important and
covers all HR Practice followed by the organization. This is very helpful both
for the employees and the employer as it removes chances of
misinterpretation, bias etc.
Leave Management: They Provide a 44 days leave balance which include
earn leave 20 days, Casual leave 10 days and Medical leave 14 days. So
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employees have no worries regarding having leave.
Accountable Corporate Governance is very important for PNC INFRATECH
LIMITED:
Good Corporate Governance is an issue of vital importance to the Board and
Management of PNC INFRATECH LIMITED. The Board of Directors, as
the head level of authority, is responsible and accountable for the overall
direction and is ultimate answerable to regulatory authorities and
shareholders for the activities, strategies and performance of the company.

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The board now has 9 members, which also includes 2 independent directors
PNC INFRATECH LIMITED board has a formal schedule of matters
especially reserved for its decision including corporate strategy, approval of
budgets and balance sheet, annual financial results, Director Appointment,
proposal for dividend, approval of major corporate transactions and credit
proposals beyond the delegated business power of the management.
PNC INFRATECH LIMITED provides online Services:
PNC INFRATECH LIMITED is among the few AMCs in AGRA, which
provides the online services to its customers. By using the modern online
services, where customer can purchase or repurchase an amount of shares of
unit fund under its account. This service gives customer huge flexibility.
More and more urban customers are becoming attracted to this service day
by day. This online service provides great benefit for the customers, as they
do not have to face the hassle of going to the office to know their balances.
Training and development system of PNC INFRATECH LIMITED is a
prime reason of their success:
PNC INFRATECH LIMITED gives regular training to the officer of both
middle and lower levels. Again if there is any strategy or technology change,
there will be special training program arranged based on individual needs.
They arrange special training on their software also which they use in the
office to operate their system, which eventually becomes beneficial not only
for the employee but also for the organization, because if they do not know
the exact procedure of carrying out work in their system then that might
affect them both the employee end into making mistake, and as a result the
reputation of the organization also might get hampered.

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WEAKNESS:
Though PNC INFRATECH LIMITED is a company that has many strengths
but it also has some weakness. The followings are few of the most common
weakness that PNC INFRATECH LIMITED at the present time:
Inadequate human resources:
The human resources are not sufficient in terms of its service providing
system. It has to maintain a number of formalities to recruit employees.

Human Resource Planning:

There is not much Human Resource Planning at the Organization except for
an annual need assessment for required workforces
Investors lack of knowledge about PNC INFRATECH LIMITED
Open ended-mutual fund is a new concept in the capital market of
Bangladesh. So, it’s new to the investors. They don’t have the idea how it
works. Their concept about mutual funds is vague and they have a very
pessimistic notion on the current negative performances of the closed-end
mutual funds. The closed-end mutual funds are performing poorly for the
couple of years and almost all are trading under their face value. Fund is still
small:
Though PNC INFRATECH LIMITED is managing the mutual fund of MTB
but the fund size is still small. Thus, investors have the negative idea about
MTB Unit Fund.
Lack of Job Analysis:
It is the important part of HR practice in an organization but not implanted in
Alliance Capital which means they are less informed about current market
trends and that could lead to loss of potential talents from their pool

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 OPPORTUNITY:
In organization opportunities are positive external environmental factors. An
organization should explore all possible opportunities available to it. These
opportunities are intended to improve the organization. By making
improvements, the organization should be able to become more competitive
in the market. The following are available opportunities to PNC
INFRATECH LIMITED in order for it to become more aggressive:
Recruitment:
Most recruitment in here is through internal recruitment, they can spread the
pool of entry level employees through campus recruitment.

Recent performance will establish stronger credibility:

The performance of Unit Fund in FY13-14 was strong. Their retained
earnings have already provided a strong foundation for the portfolio.
Because of the previous year performances investors are getting concern
about the MTB Unit Fund.

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 Expanded market:
As new industries are coming into the market, capital market is being large
enough and long term financial demand is being created. The open ended
mutual fund is a new sector, so there are high possibilities of growth in this
sector. Open ended mutual fund is a largely untapped market, and PNC
INFRATECH LIMITED will be able to capture a large number of
institutional clients from competitors, as well as new clients.
THREATS:
An organization’s threats are negative external factors. An organization
should explore all possible threats available to it. These threats are intended to
diminish the organization. By making improvements and proper monitoring
of the threats, the organization should be able to turn more competitive in the
market. The following are threats are available to PNC INFRATECH
LIMITED in order to threaten its existence.
Volatile economy:
The market can be volatile, and a sudden drop in prices will weaken client
confidence & portfolio performance. Rise in interest rate and events like terrorist
attacks are likely to affect the economy and the margin of leasing companies
may also suffering this. The changing nature of share market also affect the
smooth operation of MTB Unit Fund.
Government Policy:
The changes of policy connected to the operation of finance companies might
create an unfavorable impact on the investment industry. The decision to
withdraw the accounting practices accelerated depreciation and extra shift
depreciation has decreased the profitability of the Mutual Funds.
The Lack of Motivation of Employees:
Sometimes the lack of motivation in employees can create a threat to the

36
organization. Employees may be overburdened with tasks that are not their core-
competencies. As a result, the quality and accuracy of deliverables duties may
fall. Employee turnover may have a negative effect on the overall performance
of organization.

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 Chapter: 6

Findings and Recommendations

Findings of the study:

 Compensation and Benefits: Compensation basically consists of direct and
indirect compensation PNC INFRATECH LIMITED is very much
concerned about both these types of compensation. They offer attractive
package that is in per with current market practice in similar sector. They
also offer bonuses and yearly incremental. For long term benefits, PNC
INFRATECH LIMITED has provision of Gratuity, Provident Fund. They
also have leave planning for employees consisting of different kind of
leaves according to employee needs.
 Performance Evaluation: The evaluation of employee’s performance of
Alliance Capital is not properly done by the HR division.
 Officers of the organization are competent even though many of them
simply know the working procedure of what they are doing but don’t know
the philosophy behind doing those.
 Service quality of PNC INFRATECH LIMITED is commendable. It is
very important for every organization serve its customers so that it create a
loyal customer base who will repeatedly buy its products and carry a long
time relationship with the company as well as work as a spoken person to
promote the products of the company to peers, friends, relatives, etc. This
organization is really good at its service quality.

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 Recommendations:
 The organization should practice proper PNC INFRATECH LIMITED
guideline. The purpose of Human Resource Management is to improve
the productive contribution of people.
 To get effective and efficient employee, the organization should arrange
proper training and development programs.
 The entire HR department should be well informed regarding the employment personal.
 The organization should provide well direct compensation as well as direct to its staffs.
 The management should have job evaluated salary structure, which is most
competitive than other organizations in the country.
 To evaluate employee’s performance; the management should follow
promotion policy properly.
 In order to get competitive advantage and to deliver quality service, top
management should try to modify the services.
 Periodical performance appraisal and giving recognition and rewards to
the qualified employees to keep motivating them.
 Proper training needed for ensuring efficient performance of the employees.
 PNC INFRATECH LIMITED should hire specialist for each individual sector.
 The management should create customers database and continuously
informing the investors about the available facilities or opportunities which
will work to achieve twin goal at a time; one is direct marketing and
another is large pool of customers database.

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 Conclusion
From the above discussion it can conclude such a way that since human
resource management is a continuously practicing issue so it plays a
significant role on organizations overall performance. If an organization
wants to gain full benefit from human resource management it should follow
all the sections of HRM. As a small AMC few persons are recruited for its
operations and performances. But it will expand soon or later and then the
number of HR employee may not be enough to run the company.

Committed and trustworthy employees are the most significant factors to

becoming an employer of choice, it is no surprise that companies and
organizations face significant challenges in developing energized and
engaged workforces. However, there is abundance of research to demonstrate
that increased employee commitment and trust in leadership can positively
impact the company’s bottom line. In fact, the true potential of an
organization can only be realized when the productivity level of all
individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization. Thus, the objective of
every company should be to improve the desire of employees to stay in the
relationship they have with the company.

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 Reference

www.acaml.com

hrcouncil.ca/home.cfm

www.wikipedia.com

Books:

Human Resource Management: Fisher, Schoenfeldt, Shaw 6 th Ed

https://www.google.com/

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