CHAPTER I: INTRDUCTION

Human resources (HR) is the division of a business that is charged with finding, recruiting,
screening, and training job applicants. It also administers employee benefit programs.

HR plays a key role in helping companies deal with a fast- changing business environment and a
greater demand for quality employees in the 21stcentury.

KEY TAKEAWAYS

Human resources (HR) is the division of a business responsible for finding, recruiting, screening,
and training job applicants.

HR departments also handle employee compensation, benefits, and terminations.

Human resource management (HRM) strategies focus on actively advancing and improving an
organization’s workforce with the long-term goal of improving the organization itself.

HR departments must keep up to date with laws that can affect the company and its employees.

Many companies have moved traditional HR administrative duties such as payroll and benefits to
outside vendors.

Understanding Human Resources (HR)

John R. commons, an American institutional economist, first coined the term “human resource” in
his book

“The Distribution of wealth” published in 1893. However, it was not until the 20th century that HR
departments were formally developed and tasked with addressing misunderstanding between
employees and their employers.

An HR department is an essential component of any business, regardless of an organization’s size.

It is tasked with maximizing employee productivity and protecting the company from any issue
that may arise within the workforce.

HR responsibilities include compensation and benefits, recruitment, retention, firing, and keeping
up to date with any laws that may affect the company and its employees.

Key HR Activities

The following are the six key, people-related activities that HR must effectively do to add value to a
company:

 Managing and using people effectively

 Tying performance appraisal and compensation to competencies

 Developing competencies that enhance individual and organizational performance

 Increasing the innovation, creativity, and flexibility necessary to enhance competitiveness

3
  Applying new approaches to work process design, succession planning, career
development, and inter- organizational mobility

 Managing the implementation and integration of technology through improved staffing,

training, and communication with employees

HR Management Strategies

Beginning in the 1980s, there was a push for strategic initiatives within HR departments. This
movement was based on research related to the impact of employee-related issues on a firm’s
long-term business success

Collectively, these strategies are sometimes referred to as human resource management (HRM)
strategies. HRM is a comprehensive approach to managing employees and an organization’s
culture and environment. It focuses on the recruitment, management, and general direction of the
people who work in an organization.

An HR department that adopts HRM strategies typically plays a more active role in improving an
organization’s workforce. It may recommend processes, approaches, and business solutions to
management.

Google is one example of an organization that has adopted a more active approach to employee
relations through its HR department. The company offers many employee perks, including on-site
wellness centers, on-site meals and snacks, fitness centers, massage programs, and ergonomic
support. For Google, happy employees are equivalent to productive employees.

HR Outsourcing

Since the mid-20th century, some companies have outsourced some of the more traditional
administrative, transactional HR functions in an effort to free the department to recommend and
implement more meaningful, value-adding programs that impact the business in positive ways.

Functions that may be outsourced in this process include:

1. Payroll administration

2. Employee benefits

3. Recruitment

4. Background checks

5. Exit interviews

6. Risk management

7. Dispute resolution

8. Safety inspection

9. Office policies

The use of modern tools, such as recruitment software, can help to improve the efficiency of HR
4
departments. In turn, that can give them more leeway to focus on adding ever-greater value.

What Is the Role of Human Resources?

A human resources department is focused on the recruitment and retention of employees with in
a company. HR typically finds, hires (and fires), and trains employees. It oversees employee
relations and manages benefit programs. It’s the place where an employee goes with questions
about their position at the company, to address concerns, and to air grievances.

What Are the 5 Types of Human Resources?

There are numerous important human resources functions carried out by an HR department. Five
well-known types of responsibilities are:

 Recruiting, hiring, and onboarding new employees

 Handling employee compensation and benefits

 Offering employee job/career development

 Addressing work-related issues of individual employees

 Developing policies that affect a working environment company-wide

The Bottom Line

A company’s human resources (HR) department manages the life cycle of each employee—from
recruitment and onboarding to training and termination or retirement. HR departments also must
monitor industry trends and rules to stay on top of compliance and legal issues.

Increasingly, HR departments focus on human resource management, using strategic investments

and initiatives to improve an organization's workforce. The long-term goal of HRM is to create a
more positive, loyal, and productive workforce, which ultimately benefits the company.

OBJECTIVES OF HUMAN RESOURSE MANAGEMENT

The objectives are discussed in detail as follows:

Societal objectives: The basic objective of HRM towards the society should be to ensure that their
organization manages human resources in an ethical and socially responsible manner through
ensuring compliance with legal and ethical standards. Thus, this objective includes:

 To manage HR in an ethical and socially responsible manner.

 To ensure with legal and ethical standards.

Organizational Objectives: The organizational objectives of HR include the following;

 HR department, like any other department in an organization, should focus on achieving the
goals of the organization first .if it does not meet this purpose, the HR department cannot
exist in the long run.

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  HR department should recognize its role in bringing about organizational effectiveness.

 HRM is not an end in itself. It is only a mean to assist the organization with its primary
objectives.

In simple words, the HR department should aim at serving rest of the organization

Functional objectives: The functional objectives of HRM including the following:

 To maintain the HRM department’s contribution at a level appropriate to the organization’s

needs. Resources are wasted when HRM is either more or less sophisticated to suit the
organizations demands

 The departments level of service must be tailored to fit the organization is serves.

 HRM should employ the skills and abilities of the workforce efficiently. It should aim at
making the people’s strengths more productive and beneficial to the organization.

Personnel Objectives: personnel objectives or personal objectives o the employees must be

met if employees are to be maintained, retained and motivated. The objectives of HRM in this
context are:

 HRM should increase employees’ job satisfaction to the fullest extent.

 The HRM should also communicate HR policies to all employees. It will help the HRM in
tapping the ideas, opinions, feeling, and the views of the employees.

 HRM should also meet the self-actualization needs of the employees’. It should stimulate
every employee to achieve his potential

6
 COMPANY PROFILE

8
CHAPTER II: METAL INJECTION MOLDING (MIM) MANUFACTURING
CAPABILITIES

The state-of-the-art manufacturing capability of INDO-MIM is a fusion of two units spread over
0.80 Million Sq ft – the world’s largest installed capacity for metal injection molding (MIM).
Located in Bangalore, India, our modern facilities have a combined strength of over 1800 skilled
engineers, scientists, technicians and manufacturing associates.

Both facilities are ISO 9001:2015 & IATF 16949:2016 certified.

MIM Facilities

Hoskote (HSK) operations encompass 0.70 Million Sq ft of manufacturing, engineering, tooling

and administration. Our Hoskote operations serve as our headquarters and are geared for low to
medium volume MIM operations. It is integrated for engineering and design, mold design, tool
making, debinding, sintering and certain finishing and assembly operations.

Doddaballapur (DBP) operations include 0.63 Million Sq ft of manufacturing on a fifteen acre

campus. The DBP operation houses our capability for medium to high volume products. It includes
tooling, debinding, batch vacuum and continuous sintering capability.

DBP also includes precision machining, heat-treating, assembly and plating operations.

Compounding

INDO-MIM is capable of maintaining high quality and maximum flexibility through the ability to
manufacture our own MIM feedstock. Precise and error-proofed batch preparation of powders and
binders are done in a well-controlled environment. Both batch and continuous compounding
equipment is used to process the mixture into a consistent, high quality feedstock.

The mixing process and material characteristics are continuously monitored.

9
Powder Metrology and Materials Laboratories

Indo-MIM maintains a modern and well-equipped metrology department. Our advanced

capabilities include, video measuring systems, CMM with scanning head, surface roughness and
roundness testing equipment. Our metrology lab maintains and calibrates all of our in process
measuring instruments and custom gages.

Our materials laboratory has the capability to fully analyze and characterize the raw powders,
feedstock and finished materials. Our lab is equipped for chemical analysis using ICP-MS, ICP-OES,
UV-Vis, EDXRF, SEM-EDAX and Leco carbon and oxygen. Metallurgical analysis includes
micrographic analysis, hardness testing (superficial & micro), tensile testing and salt spray.
Feedstock characterization is carried out using capillary rheometry, DSC and TGA techniques. Our
non-destructive testing capability includes magnetic particle, dye penetrant and Microfocus X-Ray
techniques.

INDO-MIM.COM/METAL-INJECTION-MOLDING-COMPANY-CORPORATE-PROFILE/

From a humble beginning in 1996, INDO-MIM has grown to become a leading global supplier of
Metal Injection Molded products. Today, INDO-MIM has achieved a leadership position in the field
of MIM, providing precision-engineered products to customers in more than Forty-Five countries in
the Americas, Europe and Asia. INDO-MIM is a fully integrated MIM parts producer with
capabilities and proficiency in design, tooling, materials and a full range of finishing and assembly
operations.

The state-of-the-art manufacturing capability of INDO-MIM is a fusion of three units spread over 1
million square feet – the world’s largest installed capacity for metal injection molding. Located in
Bangalore, India, our modern facilities have a combined strength of over 2500 skilled engineers,
scientists, technicians, and manufacturing associates. Both facilities are ISO 9001:2015, IATF
16949 : 2016, ISO 13485: 2016, ISO 14001:2015, AS 9100 : 2016 and ISO 45001 : 2018 certified. At
11
the cutting edge of technology, INDO-MIM has finely-honed expertise for providing a total solution
in conceptualizing, designing and manufacturing complex precision components and sub-
assemblies.

Once again, welcome to “INDO-MIM”, where we’re sure, you’ll discover simple solutions to
manufacturing complexities.

Our Roots

In 1997, AF Technologies India Pvt. Ltd. was founded as a 50-50 joint venture with a renowned
North American MIM company and an Indo-American industrialist with the intent of establishing a
manufacturing base for MIM products in India. A core team comprised of Indian engineers,
metallurgists, designers, toolmakers, and technicians were trained in MIM technology with the US
partner. In 2001, 100% ownership of the venture was acquired from the American collaborator, and
INDO-MIM Pvt. Ltd. was born. Today, after 26 years of supplying MIM parts to companies across
the globe, our customers have come to know us as simply,

“INDO-MIM”.

Headquarter & MIM manufacturing plant — Hoskote, Bangalore, India

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 MIM manufacturing plant — Doddaballapura, Bangalore, India

The Present

Over the years, INDO-MIM has grown its facilities into what may be the largest installed MIM
capacity in the world. Over 0.80 MIllion Sq ft of advanced MIM manufacturing and finishing
capability are equipped to manage the entire MIM process from beginning till end.

Not only INDO-MIM boasts of an in-house tool room which can produce 70 to 75 tools per month
and designing assistance but also INDO-MIM has an integral manufacturing set-up that includes
MIM process as well as the in-house secondary (post-MIM) processes for MIM parts. Vertical
integration of finishing technologies like Electro less Ni and Trivalent Cr plating, vacuum and
sealed quench heat-treating as well as precision grinding and CNC machining to micron tolerances
is within our capabilities. INDO-MIM also offers plastic injection and insert molding as well as a
full range of product assembly and integration services.

The Present

Our Metal Injection Molding plant is based in USA also. Our core belief is that we should provide
lasting value to our customers and shareholders alike. To do so we are developing core
competencies beyond MIM. Some of them include investment cast products, develop ceramic
products through injection molding, advanced machining of medical and aerospace products as
well as complete medical device integration as part of our expanding core capabilities.

Services: Metal Injection Molding, Ceramic Injection Molding, Investment Casting(Lost wax),

13
 Metal Injection Molding MIM manufacturing plant — San Antonio, Texas, USA

INDO-MIM Historic Timeline

1997

 Joint venture formed and AF Technologies India (P) Ltd. was founded India’s technical
team trained in the US

 2,000 sq. meters MIM facility commissioned in Hoskote, Bangalore, India

1998

 Production began in MIM

1999

 ISO 9001 certification was achieved

2001

 100% ownership was acquired and the company became Indo-US MIM Tec

2002

 US Sales and Engineering office was opened in Ann Arbor, MI

 ISO/TS 16949:2002 certification was achieved

 100 new products were produced

2004

 Molding & vacuum sintering capacity was increased

2005

 Hoskote (HSK) operations expanded to 10,000 sq. meters

14
2006

 Molding and sintering capacity was increased

 100 customers milestone was achieved

 Doddaballapur (DBP) site was acquired

2007

 Facilities at DBP modernized and expanded to encompass 13,000 sq. meters

 Installation of high temperature continuous pusher furnaces at DBP

 US Sales offices was opened in Colorado and North Carolina

 1,800 sq. meters plating facility was opened on DBP site

 New milestone: 100 new products were developed in a single year

2008

 European sales office was opened in Stuttgart, Germany

 Tooling capacity was doubled with the opening of new area at DBP

 Micro-molding capability was acquired

 Vacuum sintering capacity was expanded at DBP operations

2009

 Sealed quench heat-treating facility was installed

 3000 sq. meters investment casting facility was inaugurated in Tirupati, India

 5,500 sq. meters expansion began at DBP site

 ISO 13845 certification process was initiated

2010

 MIM and tooling capacity increased at DBP site

 12 Bar quench vacuum heat-treat capability installed

 Class 10,000 clean room for medical device assembly installed

 High volume precision grinding capability for automotive products installed

2011

 Aerospace Solutions Group launched to provide precision machining and special process

15
 solutions

 Aerospace manufacturing facility inaugurated in Bangalore with 14,000 sq. ft. for precision
machining, 9,000 sq. ft. for chemical processing and 5,000 sq. ft. for painting

 AS 9100 Rev B certification awarded

 Aerospace facility won US Jet Engine OEM approvals

 Aerospace Solutions Group won first purchase order from US Jet Engine OEM

 Opened Sales & Customer support Representative office in Shanghai, P. R China

 INDO-MIM won the prestigious MPIF Excellence Award

 INDO-MIM won the Best Manufacturer Award by FKCCI

 Investment Casting facility secured ISO 9001, AS 9100, ISO 14001

 MIM expansion undertaken to enhance capacity by 40 %

 INDO-MIM declared as the World’s largest capacity MIM plant

2012

 AS 9100 Rev C certification awarded for Aerospace Solutions Group

 Special Process lines are NADCAP certified

 INDO-MIM won the “Safety Award”

 INDO-MIM won the “Export Award For The Best Exporter”

 ISO 13485:2003 certification was awarded to INDO-MIM

2013

 Oil & Gas major awards precision components business

 INDO-MIM won the prestigious MPIF Award in three design categories- “Threaded Port,
Metal Support Ring Sensing element, the tool holder assembly, and the gear segment”

 INDO-MIM participated at the Japanese exhibition ‘Medix’ 2013, for the first time – it was
the only Indian company to be a part of the exhibition

2014

 AS 9100 Rev. C certification renewed

 NADCAP merit status won on Special Process lines including NDT

 Prestigious LCS (Laboratory Control at Source) approval won

16
  US Aerospace Actuator and Flight Control Systems business won

 US Jet Engine OEM declares three production lines as Center Of Excellence (CoE) and
awards more business

 INDO-MIM has won four MPIF PM Design Excellence Awards at the recently concluded
2014 World Congress on Powder Metallurgy & Particulate Materials (PM2014) at Orlando,
Florida.

 INDO-MIM won “Best Supplier Innovation Award”, a Memento of recognition by Cummins

Inc. in 2014

 ISO 14001:2004 was awarded to INDO-MIM

2015

 Appointed Sales representative with office located at Suwon for Republic of Korea

 INDO-MIM has been presented with “Best Supplier Award” under the category of Value
Addition/ Value Engineering (VA/VE) at Danfoss Supplier Event 2015

 Special Process lines win approvals from Airbus, Boeing, Bell Helicopter, Moog, Parker
Aerospace, Raytheon Technologies and Thales

2016

 Set up a world class “Vacuum melting – Gas atomization” Powder plant in Bangalore, India

 Hard anodizing line established and wins NADCAP approval

 INDO-MIM won two prestigious MPIF Design Excellence Awards

2017

 INDO-MIM Inc., USA 140,000 sq. ft. manufacturing plant began operation

 Devanahalli tool manufacturing plant began operation

 New line launched with dedicated capacity for First Articles and New Product Development

 Aerospace Solutions Group won Supplier Excellence Awards from Jet Engine OEMs

 Aerospace Solutions Group won Supplier Excellence Awarded from SasMos HET
Technologies Limited, a leader in aerospace Wire Harness manufacturing

 INDO-MIM won three prestigious MPIF Design Excellence Awards

2018

 AS 9100 Rev. D certification awarded

 Zinc Nickel plating line established

17
  NADCAP merit status continues to be awarded on chemical processing, painting and NDT
lines

 ISO 45001:2018 (Occupational Health & Safety) was certified to INDO-MIM

 ISO 9001:2015 was certified to INDO-MIM Inc., USA

 INDO-MIM won four prestigious MPIF Design Excellence Awards

2019

 Vacuum Casting Plant Launched @ Tirupathi, India

 Capacity expansion with the addition of a state-of-the-art 48,000 sq. ft. facility for
Aerospace

 Aerospace Facility houses advanced 5-axis multi-tasking CNC machines in a temperature-

controlled shop floor

 A number of Special Process lines win approval from Israeli Aerospace Industries (IAI)

 Appointed Sales representative with office located at Nagoya for Japan

 INDO-MIM won six prestigious MPIF Design Excellence Awards

2020

 INDO-MIM Inc., USA plant becomes the largest MIM producer in the North American
continent.

 Acquired Triax vacuum casting plant, USA

 INDO-MIM’s San Antonio locations add CNC finishing capabilities for producing Serialized
components for firearm customers

 Introduced Binder Jet 3D printing technology

 ISO 13485:2016 was certified to INDO-MIM Inc., USA

 INDO-MIM won three prestigious MPIF Design Excellence Awards

 INDO-MIM won IMTMA “Champion of Champions” Award

2021

 India’s first Titanium-Cadmium plating line established for Aerospace components

 INDO-MIM won five prestigious MPIF Design Excellence Awards

2022

 INDO-MIM won six prestigious MPIF Design Excellence Awards

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  INDO-MIM Aerospace Solutions Group wins AEROSPACE & AVIATION COMPONENT
MANUFACTURER award from Industry Outlook

 INDO-MIM Aerospace Solutions Group wins an Engine OEM approval for Electrical
Discharge Machining

2023

 Acquired CMG Technology, MIM company -UK

 INDO-MIM won three prestigious MPIF Design Excellence Awards

 INDO-MIM Aerospace Solutions Group establishes Welding facility. Wins NADCAP approval
and approvals from Two USA-based engine OEMs

 INDO-MIM Aerospace Solutions Group wins prestigious Captive Testing Laboratory

approval from Airbus

WE ARE CERTIFIED

IATF 16949 2016 is the required QMS standard for the global automotive supplier base. Any
automotive supplier who supplies a component or system that ends up in an automobile must be
certified, along with any automotive supplier who is contractually required by an automotive OEM
to be certified.

Using the Plan – Do – Check – Act (PDCA) approach, ISO 9001 provides INDO-MIM with the
management tools to improve our business performance, such as defining policy and objectives,
monitoring and measuring processes and product characteristics, specifying corrective and
preventive actions and encouraging continuous improvement.

To complement our existing quality certifications, INDO-MIM is active in obtaining ISO 13485

19
registration to support our activities in the manufacture of medical devices and implants as well
as AS 9100 to validate our quality system for the aerospace and commercial market sectors. To
confirm our responsibility as a good citizen to our employees, neighbors and the planet, INDO-MIM
certified for an Environmental Management system ISO 14001 & ISO 45001 Occupational Health &
safety.

Certificates -Doddaballapur Plant

20
 CHAPTER III: EXPERIENTIAL LEARNING

HUMAN RESOURCES TRAINEE

As a human resources trainee, your primary responsibilities are to support the human resources
(HR) department and personnel. Your job duties include assisting with recruitment, coordinating
with job applicants, and conducting interviews. You welcome new staff and introduce them to their
work environment.

What is an HR intern?

An HR intern is a temporary position within the HR department, responsible for performing

administrative tasks and supporting daily activities. They assist in updating employee records,
screening resumes, scheduling interviews, and gaining exposure to various HR functions like
payroll, recruitment, and employee development. This role provides an opportunity for individuals
to gain practical experience and insights into HR operations.

HR Intern responsibilities include:

Updating our internal databases with new employee information like contact details and
employment forms

Gathering payroll data like working hours, leaves and bank accounts

Screening resumes and application forms

Job brief

We are seeking an enthusiastic HR Intern to join our team and provide invaluable support to our
HR department. Your role will involve performing a variety of administrative tasks, including
updating employee records, screening resumes, and scheduling interviews.

This internship offers an excellent opportunity to gain firsthand experience in HR operations and
gain insight into our company’s approach to payroll, recruiting, and employee development.

27
Responsibilities

 Update our internal databases with new employee information, including contact details
and employment forms

 Gather payroll data like leaves, working hours and bank accounts

 Screen resumes and application form

 Schedule and confirm interviews with candidates

 Post, update and remove job ads from job boards, careers pages and social networks

 Prepare HR-related reports as needed (like training budgets by department)

 Address employee queries about benefits (like number of remaining vacation days)

 Review and distribute company policies in digital formats or hard copies

 Participate in organizing company events and careers days

Requirements and skills

 Experience as a Staff Assistant or similar junior HR role is a plus

 Familiarity with HRIS, ATS and resume databases

 Experience with MS Office

 Good understanding of full-cycle recruiting

 Basic knowledge of labor legislation

 Organizational skills

 BSc in Human Resources Management or similar field

28
 CHAPTER IV: INTERNSHIP OUTCOMES AND CONCLUSION

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.

29
 BIBLIOGRAPHY
1. https://resources.workable.com/hr-intern-job-
description#:~:text=The%20duties%20of%20an%20HR,related%20reports%20and%20emp
loyee%20queries

2. https://www.learningroutes.in/blog/mba-hr-project-topics

3. https://www.indo-mim.com/indo-mim-certifications/

4. https://www.indo-mim.com/metal-injection-molding-company-corporate-profile/

5. https://www.indo-mim.com/metal-injection-molding-capabilities-india-and-usa/

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 NO CONTENTS PG.NO

INTRODUCTION
1.KEY TAKEAWAYS
2.HR MANAGEMENT STRATEGIES
3.HR OUTSOURCING
CHAPTER: 1
3.KEY HR ACTIVITIES
4.WHAT IS THE THEROLE OFHR
5.OBJECTIVES OF HRM

COMPANY PROFILE
1.MIM facilities
2.CAMPOUNDING
3.INJECTION MOLDING
CHAPTER: 2
4.DEBINDING AND SINTERING
5.POWDER METROLOGY AND MATERIALS LABORATOIRS
6.INDO-MIM HISTORIC TIMELINE
7.CERTIFICATES OF THE COMPANY

EXPERIENTIAL LEARNING
1.HR TRAINEE
2.HR INTERN RESPONSIBILITIES
3.RESPONSIBILITIES
CHAPTER: 3
4.REQUIRMENTS AND SKILLS

CHAPTER: 4 INTERNSHIP OUTCOMES AND CONCLUSION

BIBLIOGRAPHY
ANNEXURES

33