A STUDY ON

RECRUITMENT AND TRAINING & DEVELOPMENTY IN

SWATHI PROMOTERS, VISAKHAPATNAM
A project report submitted to Andhra University, Visakhapatnam
In
Partial fulfillment for the award of a degree
Of
BACHELOR OF BUSINESS ADMINISTRATION

Submitted by
DWARAMPUDI SRI AKSHITA
(Reg No: 1210131607026)
Under the esteemed guidance of
Gurkiran Kaur Makkar

DEPARTMENT OF MANAGEMENT STUDIES

PRISM DEGREE & PG COLLEGE
(Affiliated to the Andhra University)
2020-23

1
 DECLARATION

I hereby declare that this project work entitled “RECRUITMENT AND TRAINING &
DEVELOPMENT” about “SWATHI PROMOTERS” is a bonafide work done by me for the
award of the degree of “Bachelor of Business Administration” under the guidance of
Gurkiran Kaur Makkar. This project is my own and has not been submitted to any other
University or Institution for the award of any degree or diploma.

PLACE: VISAKHAPATNAM DWARAMPUDI SRI AKSHITA

Reg no: 1210131607026

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 ACKNOWLEDGEMENTS

I wish to acknowledge my sincere thanks to MR.D.SURESH KUMAR AGM. &

MR.G.VISWESWARA RAO GM . At SWATHI PROMOTERS for giving me an opportunity
to do the project titte “Recruitment And TRAINING & DEVELOPMENT” in their esteemed
organization and sparing their Valuable time in guiding me on the project.

I am thankful to our Managing Director M.RAMESH REDDY sir, for

permitting to do the project at SWATHI PROMOTERS.

I am grateful to my faculty guide MRS. GURUKIRAN KAUR MAKKAR for giving me

valuable guidance and suggestions to complete the study. I am thankful to my family and

Friends for their support throughout my internship period.

Name: DWARAMPUDI SRI AKSHITA

Roll No. 26

Signature of the Candidate

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 S.NO PARTICULARS PAGE NO.
1 INTRODUCTION
-INTRODUCTION TO THE PROJECT
-SCOPE OF THE PROJECT
-OBJECTIVES OF THE PROJECT
-LIMITATIONS
2 COMPANY PROFILE
-ABOUT SWATHI PROMOTERS
-MAHALAKSHMI MUTUALLY AIDED COOPERATIVE
SOCIETY
-HISTORY OF THE COMPANY
-GOALS OF THE COMPANY
-MISSION AND VISION OF THE COMPANY
-BOD/ DIRECTORS AND THEIR SIGNATORIES
- CORPORATE SOCIAL RESPONSIBILITY
3 DEPARTMENT IN THE COMPANY
-HUMAN RESOURCE MANAGEMENT
-FINANCE
-MARKETING
-RESEARCH AND DEVELOPMENT
-ENGINEERING AND ARCHITECTURE
4 ORGANISATIONAL HIERARCHY
-TYPES ORGANISATIONAL STRUCTURES
-ORGANISATIONAL STRUCTURE USED BY SWATHI
PROMOTERS
5 UNDERSTANDING OF HR, FINANCE AND MARKETING
-KEY ACTIVITIES AT SWATHI PROMOTERS
6 TOPIC UNDERSTANDING – HUMAN RESOURCES
-HUMAN RESOURCE FUNCTIONS AT SWATHI
7 DATA ANALYSIS AND INTERPRETATION

8 FINDINGS
-SWOT ANALYSIS
9 SUGGESTIONS

10 CONCLUSION

11 BIBILIOGRAPHY

4
HUMAN RESOURCE PRACTICES AT
SWATHI PROMOTERS PVT. LTD.
1.1 INTRODUCTION:

I have select the topic of this report is “Human Resource Management of Swathi Promoters”. 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 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
practices of Swathi Promoters 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.

1.2 RECRUITMENT AND SELECTION:

Recruitment and selection refers to the chain and sequence of activities pertaining to
recruitment and selection of employable candidates and job seekers for an organization. Every
enterprise, business, start-up and entrepreneurial firm has some well-defined employment and
recruitment policies and hiring procedures. The human resources department of large
organizations, businesses, government offices and multilateral organizations are generally
vested with the responsibilities of employee recruitment and selection.

Recruitment and Selection is an important operation in HRM, designed to maximize employee

strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and
Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for
the filling the required vacant positions.
Recruitment and selection is the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job. Undertaking this process is one of the main objectives of
management.

Recruitment and selection are two different activities. The meaning of recruitment is the
mechanism of making interest for the people to apply for work and selection is the final
decision of a specific candidate for the particular position. For any organization it is important
that the people who are going to be hire must have abilities, talent and perspective that you
need. In long term phase organization needs those types of employees who have the abilities to
face the challenges and can continue learning. So like this there are more chances for the
organization to get the competitive edge.

Recruitment is the process of finding candidates for the vacant position and encouraging them to
apply for it. Selection means choosing the best candidate from the pool of applicants and offering

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them the job. Recruitment is a positive process aimed at attracting more and more job seekers
to apply.

Recruitment is required for identifying, screening, shortlisting and hiring potential resource for
filling up the vacant positions in an organization. It is a core function of Human Resource
Management. Recruitment is the process of choosing the right person for the right position and
at the right time. Recruitment also refers to the process of attracting, selecting, and appointing
potential candidates to meet the organization’s resource requirements.

Selection refers to choosing the right candidate, who is most suitable for a job position that is
vacant in an organization. It includes the process of interviewing the candidates and
evaluating their skills, qualities, which are needed for a specific job.

Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position. The selection of a right
applicant for a vacant position will be an asset to the organization, which will be helping the
organization in reaching its objectives.
The Selection is the process of choosing the most suitable candidate for the vacant position in the
organization. In other words, selection means weeding out unsuitable applicants and selecting
those individuals with prerequisite qualifications and capabilities to fill the jobs in the
organization.
Selection is the process of choosing from the candidates, from within the organization or
from outside, the most suitable person for the current position or for the future positions.
Selection process is a managerial decision-making process as to predict which job applicants will
be successful if hired. Selection is the procedure of choosing persons who have appropriate
qualifications to occupy jobs in the company. The primary function is to select the persons
who can perform the job, from the pool of competent applicants.

1.3 NEED OF THE STUDY :

An effective recruitment and selection policy not only fulfills the requirements of a job but
also ensures that an organization will continue to maintain its commitment to providing equal
opportunity to employees. Adherence to such a policy will let you hire the best possible
candidates for your organization.

Recruitment is the process of attracting qualified candidates for a job role and Selection is
the process of identifying and selecting the right candidate for that job.

Recruitment is that branch of business or that term of businesses within an organization

that selects and hires true and honest person with the required skills, knowledge and
capabilities a that an organization required from the employers and for the
accomplishments of targets and goals. An organization runs smoothly and with success on the
basis of their employees. More the employees efficient more will be the organization gain
6
success and its growth rapidly in the business market. The recruitment process should be done
keenly and with proper rules and regulations followed by the recruiter in HR department of an
organization. It is the most important and essential process or department of an organization that
must be considered seriously and observed its activities very keenly as well. The employee gets
hired by recruitment process is the responsibility of the recruiter or HR department of that
organization.

The process of recruitment and selection is very much important and must be based on the proper
working as well for its success. The best recruitment process enhances the organizations
improvement and operating facilities because better will be the employees better will be the
reputation of the company according to the international standard of markets in business.

The main source of the recruitment process is to hire the best talent, best person, best mind for
the best and efficient working in an organization. Recruitment involves the process of proper
searching of the employees for the organization.

There are many methods includes the proper searching methods in term of searching for new
employees for the organizations. The process of searching must be good enough that many of
the deserving candidates will approach your advertisement or job offer at a glance.
The basic and main purpose of this process is to select the best person for the proper working in
that organization. An organization sometimes faces a situation in which they have to cop up with
the toughest situations and most complicated tasks to achieve in specified limited time. In that
situation, such candidates are needed which can survive in those conditions with better
efficiency of working in the organization.

1.3OBJECTIVES OF THE STUDY :

When a company needs to hire a new employee, the recruitment and selection process makes that
possible. Recruitment is the process of recognizing that a vacancy needs to be filled and then
doing the research necessary to understand the duties of the position and what traits a person
needs to have in order to properly perform the job. The recruitment process also involves using
these analyses to determine where and how to source new recruits and then going about the
process of sourcing them.

Whereas recruitment aims to attract a large pool of candidates to apply for a job, the main objective
of the selection process is to strategically sift through all of these prospects until you find the ideal
person for the vacancy. This is achieved through reviewing resumes, scheduling
and performing interviews, performing any pre-hiring tests and eventually choosing
the best candidate.

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The main objective of recruitment and selection is fairly obvious: to hire the most-qualified
candidate to fill an available position. Additional objectives include:

• Creating a large talent pool of candidates to ensure the organization can hire
the best employee.
• Finding people who will fit in with the company culture and contribute to the
organization's goals.
• Reducing the likelihood that a candidate will leave after a brief time by
finding the right employee for the position the first time around.
• Meeting the organization's diversity and social commitments by selecting
candidates based solely on their merits and the way they fit in with the
company values, goals and culture.
• Improving the company's reputation through fair, unbiased and effective hiring
practices. Expects the future recruitment and selection process and reducing
costs by gathering a large pool of talented candidates who may be interested in
future vacancies.

• Improving and streamlining the recruitment and selection process,

including expediting future job analyses for similar positions.
• Evaluating the effectiveness of different recruiting and sourcing techniques
and sources for job applicants.

• Attract and empower an ever increasing number of applicants to apply in the

organization.

1.4 SCOPE OF THE STUDY :

The scope of Recruitment and Selecting is very wide and it consists of variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations:

• Dealing with the excess or shortage of resources.

• Preparing Recruitment policy for different categories of employees.

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 • Analyzing the recruitment policies, processes and procedures of the organization.

• Identifying areas, where there could be a scope of improvement.

• Streamlining the hiring process with the suitable recommendations.

• Choosing the best recruitment process for effective hiring of resources.

1.5 METHODOLOGY OF THE STUDY :

Both internal and external recruitment may use interviews, application forms, aptitude tests,
group tasks, presentations and role-playing tasks to help select the best candidates for the
job.

• CV : A CV is a document that applicants complete and submit alongside a job

application. CV stands for ‘curriculum vitae’, which is Latin for ‘course of life’. It is a
personal document that includes information about an applicant’s skills, experience,
qualifications and hobbies. This document is used by a business to decide whether
applicants match the requirements of the person specification. Some roles only require a
CV, with no application form, as this may encourage more applicants to apply.

• Application form : An application form is completed by a potential employee when they

apply for a job. It will often include a series of questions for a potential employee to
answer, so that the business can learn more about them. It often includes a section for
applicants to write about themselves and why they are the best candidate for the role.

• Letter of application : Sometimes, instead of completing an application form, a potential

employee is asked to write a letter of application, in which they demonstrate why they
should be employed to fulfil the job role. Additionally, some applications require

9
 letters of reference, which are letters from an applicant’s previous employers about
their skills, experience and character.

• Interviews : A business will often invite a number of applicants for an interview. This
is usually a face-to-face meeting during which the business will ask a series of
questions and observe how the candidate answers them. The performance of each
candidate can be compared.

• Tests : Some businesses will ask job applicants to complete a test. This might be a
practical test or a paper-based test, depending on the vacancy. Tests are often used to see
how well an applicant is able to think and react under pressures.

• Group activities : Sometimes a business may ask a number of applicants to work

together to complete a task. This may be a practical task, or a discussion. Whilst
completing the task the behavior of the applicants can be observed to identify those
who work well with others, those who are leaders, and those who might work better on
individual tasks.

• Reference : A reference is usually a written statement provided by someone who knows

the applicant well, usually their current employer. Comments are commonly made about
their attendance and punctuality records, whether they are reliable as well as other
personal qualities.

1.6 BENEFITS OF THE STUDY :

• Transparency in the process : Following policy procedures means that all parties
involved are well informed where they are at every step in the recruitment process,
thus giving everyone confidence that the end result will be met. Transparency is also
very encouraging for a candidate, keeping them informed at every possible point
increases their confidence of the business they are about to join.

• Allowing for merit-based hires : With an effective procedure in place, the risk of any
level of discrimination can be totally eradicated. It means that each application

10
 is considered in the same way, regardless of the sex, gender, nationality, race or
age of the candidate. It also provides a level of reassurance to the candidate
involved as it means they can take legal action at any point if they feel their
application is being discriminated against.

• Consistency : If a recruitment process isn’t consistent naturally it will give

inconsistent and inaccurate results. To avoid this it is essential to ensure that the
recruitment and selection process is the same for every candidate to prove their
effectiveness. We advise that a standardised, pre-developed process it applied at all
times. Finally, references should always be taken with every hire, again to achieve a
level of consistency.

• Credibility : When a business is displaying and practicing an effective recruitment

and selection policy, it demonstrates to potential employees that they have a high level
of credibility and will encourage them to apply. Sadly, in this day and age there are an
abundance of companies that transpire to be fake.

• Help to write job descriptions : With an effective recruitment and selection

process, businesses can easily put together job descriptions that are accurate and
clearly highlight which tasks will be performed for a particular role.

• In conclusion, recruiting the right staff into your business is crucial as it helps reduce
staff turnover and can result in faster growth for your business. A huge part of getting
this right lies with a successful and efficient recruitment and selection policy.

1.7 LIMITATIONS OF THE STUDY:

• Process consumes a lot of time: Recruitment is a lengthy process, and the

recruitment agency might take a lot of time to find the correct candidates.
A recruitment team isn’t helpful when you want a candidate to fill a vacant position
immediately.

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• Communication gap : The only way to communicate with the recruitment team is via
emails or telephones. There can be times where the team doesn’t properly understand
what the company wants and finds a wrong candidate. On the other hand, the company’s
HR department is always there, so they can proactively search according to the
company’s need. They understand the business model in a better way as well.

• Not practical for temporary hires: Hiring a recruitment team for finding candidates for
project work isn’t ideal since the person is only going to work for a limited time.
So, you will only have to bear the load of finding employees on a temporary basis. In
such circumstances, the cost of operation goes higher than the benefits the company gets
on by making the hire.

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 COMPANY PROFILE

ABOUT SWATHI PROMOTERS

Swathi Promoters Pvt Ltd is a 16 years 2 months old Private Company incorporated on 29 May
2006. Swathi Promoters is a trustworthy real estate enterprise built on the values of quality, trust
st
and affordability. Swathi Promoters was incorporated in 1 of july 2003 and got registered with
International Standards Organisation (ISO) by the chairman and founder of Swathi Promoters
Shri Medapati Krishna Reddy Garu along with 6 employees, 2 decades later it was expanded to
6000 employees all over India and later it got its corporate structure . The company was formed
to develop well designed, reasonably priced real estate company in Andhra
Pradesh(Visakhapatnam, Vijayanagram, Rajamahendravaram, Kakinada,& Srikakulam) and
Telangana(Hyderabad).

Ever since inception, Swathi Promoters has been devoted to envisioning innovative and value-for-
money residential projects. Focusing on the priorities of discerning home buyers and envisaging
projects that promptly meet their expectations is a way of life at Swathi. Swathi Promoters is
committed to delivering safe and secure properties with hassle-free ownership.

Over the past two decades they have been consistent in their objective of contributing their
quota to the growth and development of Andhra Pradesh’s economy as well as improving the lot
of individuals and corporate clients through investment finance and management services.
The Company's status is Active, and it has filed its Annual Returns and Financial Statements up
to 31 Mar 2021 (FY 2020-2021). It's a company limited by shares having an authorized capital
of Rs 15.00 cr and a paid-up capital of Rs 9.98 cr as per MCA.

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14
Swathi Promoters is a pre-eminent focused property company with a large, well balanced
portfolio comprised of residential, commercial and mixed-use properties. Its renowned for its
impressive development of residential properties and its landmark development of residential
plots.

Swathi Promoters has played a progressive role in Vizag’s growth with over 40 successful
residential projects. The company is committed to helping rebuild Vizag and improving
its fortunes by catalyzing growth through it endearing residential projects.

Swathi promoters has built its reputation on financial strength, the ability to respond quickly to
opportunities in the market place and a history of positive performance on behalf of their clients.

Their team is hands-on when it comes to visiting the sites for approval to make sure that all
properties are in good condition, location and perfect view before showing it to the clients. They
also work continuously to interpret and act upon economic forces in the market place. And with
every transaction, they stress on creative
solving coupled with judicious application of
sound real-estate principles.

Swathi provides a wide range of Residential

Property Management services, customized
to meet the unique needs of each of their
clients. Their integrated team-based approach
facilitates effective and timely
communication between all parties, from
tenants to property managers, vendors to
facility technicians, accountants to our most
important point of contact ..

Marketing is key to successful sales and rentals. Swathi promoters provides a market analysis
for each property either for sale or property management. With access to multiple listing
services. They have access to data to assist in creating a marketing plan, analysis and other
research to maximize the customer investment.

CONTACT: Address: 50-121-63/3, PORT STADIUM AREA, BALAYYA SASTRI

LAYOUT, SEETHAMMADHARA, VISAKHAPATNAM, ANDHRA PRADESH-530013.

Contact : +91 9355777799, +91 9355558899

Email: [email protected]

Website: WWW.SWATHIPROMOTERS.IN

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 WHAT IS A REAL ESTATE COMPANY
• Real estate is defined as the land and any permanent structures, like a home, or
improvements attached to the land, whether natural or man-made.
• Real estate is a form of real property. It differs from personal property, which is not
permanently attached to the land, such as vehicles, boats, jewelry, furniture, and farm
equipment.
• There are five main categories of real estate which include residential,
commercial, industrial, raw land, and special use.
• Investing in real estate includes purchasing a home, rental property, or land.
• Indirect investment in real estate can be made via REITs or through pooled real
estate investment.
• Understanding Real Estate; The terms land, real estate, and real property are often
used interchangeably, but there are distinctions.

- Land refers to the earth's surface down to the center of the earth and upward to
the airspace above, including the trees, minerals, and water. The physical
characteristics of land include its immobility, indestructibility, and uniqueness,
where each parcel of land differs geographically.
- Real estate encompasses the land, plus any permanent man-made additions, such
as houses and other buildings. Any additions or changes to the land that affects
the property's value are called an improvement.
- Once land is improved, the total capital and labor used to build the improvement
represent a sizable fixed investment. Though a building can be razed,
improvements like drainage, electricity, water and sewer systems tend to be
permanent.
- Real property includes the land and additions to the land plus the rights inherent
to its ownership and usage.
• What Are Types of Real Estate?

- Residential real estate: Any property used for residential purposes. Examples include
single-family homes, condos, cooperatives, duplexes, townhouses, and multifamily
residences.
- Commercial real estate: Any property used exclusively for business purposes, such as
apartment complexes, gas stations, grocery stores, hospitals, hotels, offices, parking
facilities, restaurants, shopping centers, stores, and theaters.
- Industrial real estate: Any property used for manufacturing, production, distribution,
storage, and research and development.
- Land: Includes undeveloped property, vacant land, and agricultural lands such as farms,
orchards, ranches, and timberland.
- Special purpose: Property used by the public, such as cemeteries, government
buildings, libraries, parks, places of worship, and schools.

16
 • A real estate company is a business that deals in the buying and selling of property. Real
estate businesses can be large or small and operate differently.

• Some real estate companies specialize in a specific type of property, such as commercial
real estate or residential real estate. Other realtors may focus on a particular geographic
area.
• Real estate businesses typically have a network of agents who help buy and sell properties.
The real estate agents work with potential buyers and sellers to show them properties that
meet their needs. They also negotiate prices and help to complete the sale.
• Realtors can be very profitable businesses. They often make money by charging
commissions on the sale of properties. Commissions are typically a percentage of the total
sale price, so the more expensive the property, the more money the company makes.
• Working with a real estate company can be a good option if you’re considering buying
or selling property. Real estate businesses have the experience and resources to help you
through the process.

How do real estate companies work?

• Real estate companies typically have a team of agents who handle different aspects of the
business, from finding properties to negotiating deals.
• The size and scope of real estate businesses vary greatly. Some firms may only have a
few agents, while others may have hundreds or even thousands. Some companies
focus exclusively on residential properties, while others may specialize in commercial
or industrial real estate.
• Most real estate companies generate revenue through commissions. When a company
represents a seller, they typically earn a percentage of the sale price.
• If they represent a buyer, they may earn a commission from the seller or receive a fee
from the buyer. Many companies also earn income from property management fees.
• Real estate businesses typically require their agents to be licensed in the state where
they do business. In some states, agents must also complete continuing education
courses to maintain their license.
• There are different real estate companies, each with its business methods. Some
companies focus on residential properties, while others may specialize in commercial
or industrial properties. Some companies manage both types of properties.
• The company’s size also varies, with some being large national firms and others
being smaller local businesses. Some real estate companies are publicly traded on
stock exchanges, while others are privately owned.
• Real estate companies usually make money by charging fees for their services, such as
commission on sales or property management fees. They may also generate income from

17
 interest on loans they make to buyers or sellers. Some companies may also invest in
real estate projects themselves.

The history of Swathi promoters

The Swathi promoters were incorporated in 2006. The Company was formed to develop well-
designed, competitively priced real estate in Andhra Pradesh. Over the past decade, we’ve been
consistent in our objective of contributing our quota to the growth and development of the
economy as well as improving a lot of individuals and corporate clients through investment in
real estate, general investment finance, and management services. They are a pre-eminent
focused property company with a large, well-balanced portfolio comprised of residential,
commercial, and mixed-use properties. It is renowned for its impressive development of
residential properties and its landmark development of the State. The Company also has a small
but growing portfolio of property investments in AP and an interest in property development
across. We’ve also served as residential and industrial Property Management Specialists; where
we’ve gained a good reputation in property management; because we deliver a service that
provides integrity, professionalism, and peace of mind to our clients.

Fast forward to the times when supply mechanics started playing an important role in the sector.
The concept of the nuclear family was on the rise and hence the demand for residential spaces
increased parallelly. After 2006, the Indian Government sanctioned the modernization of its
Brownfield Airports like Mumbai and Delhi along with Greenfield airports like Bengaluru which
led to a high increase in the real estate development around the airports. The Real Estate
Investment Trusts (REITs) were also introduced in 2014 which allowed investors with a limited
budget to make safe investments. May 1st, 2017 saw one of the biggest takes in recent times of
the real estate sector- the government passed the Real Estate (Regulation & Development) Act or
RERA to boost the development of cities which eventually made an advantage to the home
buyers as well.

Today, the real estate industry has made a significant effect on the market. It has the second-
largest contribution to the Indian economy. It is also second on the list of job creation and
workforce in the Indian market.

India is on the path of rapid urbanization and a quality lifestyle. It is still a growing economy but
sooner than later we’ll have it figured out. With more and more people moving to the town and
cities for quality and a better lifestyle, the housing sector will play a greater role here. As Russel
Sage quoted “Real estate is an imperishable asset, ever-increasing in value. It is the most solid
security that human ingenuity has devised. It is the basis of all security and about the only
indestructible security,” the industry can never perish.

18
.

MAHALAKSHMI MUTUALLY
AIDED CO-OPERATIVE SOCIETY
REGD. NO., AMC/VSP/DCO/2012/2885
• A co-operative society owned by SWATHI PROMOTERS for providing loan facility to the
customers.
• Established under RBI guidelines in 2012.
• Services offered – Savinings account , Fixed Deposits , All Loans.
• SWATHI PROMOTERS is the first company in real-estate to provide banking facilities to
its customers.
• For every three months it has an internal audit within the society.
• For every financial year ending there will be an external audit which will be done by
an external person.
• Loan duration varies for a period of 60months-72 months .
• Interest rates :
1. savings account- 6%
2. fixed deposits –
▪ 7 days to 90 days :6%
▪ 91 days to 180 days : 7%
▪ 181 days to less than 1 year :8%
▪ 1 year to less than 3 years :10%
▪ 3 years and above : 11%
▪ 5 years and 6 months : 11%
• Features of FIXED DEPOSITS:
o Nomination facility available.
o Simple Interest on deposits will be paid on monthly basis (only on customer’s
request)
o Cumilative deposits interest will be paid on maturity ( compounded
yearly). o No TDS for member deposits .
o Loan against FDR.
o Hassle free premature payment .
o Interest rates are subject to changes.

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FINANCIAL HIGHLIGHTS - SWATHI PROMOTERS PVT LTD

Provided here are the financial indicators for the financial year ending on 31 March 2014. Actual
numbers and more financial data, updated until 31 March 2016* are included in the purchased
financial report.

Operating Revenue 000000

EBITDA 000000

Networth 5.78 %

Debt/Equity Ratio 1.71

• COMPANY NETWORK - SWATHI PROMOTERS PVT LTD

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 • RECENT PROPERTIES OF SWATHI
Here are some of the On-going Projects which are being a part of Vizag’s , Hyderabad’s
& Rajahmundry’s Growth and
ensuring 100%
Happy Experience to
our Customers

• . Neeladhri Township
• .NagarjunaTownshIp
• .Luckie Township-1
• .Ananda
Krishna Nagar
• .Ramalingeswara Township
• .Nagarjuna Township
• .Diwan Gardens
• .Luckie Township-2
• .Sree Shankarapalli Hills

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 CHAIRMAN’S MESSAGE

I have a vision of bringing corporate culture into field of real estate by providing genuine and
reliable products to all our customers. To accomplish such an immense task, I have floated this
Organisation in 2006. With all your Support, Co-Operation and active participation, we have
Suceeded in achieving the task. This has driven me to set a new objective of generating
employment with a decent career to a maximum number of people by expanding our Organisation
to different parts of the Country. In this regard 'We Further Require Your Support'.

-M. Krishna Reddy

Chairman

Swathi promotors

• COTACT
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 KEY POINTS OF SWATHI PROMOTORS

❖ Swathi Promotors has dealt with over 40 successful projects which includes residential
and commercial plots all over India.
❖ So far the company has sold over 1500+ acres of land and over 25000+ plots with over
25000+ happy customers.
❖ All the layouts at Swathi are approved and runs according to government norms.
❖ They have a large land bank for their future projects.
❖ Swathi’s core strength is its Brilliant Team . It has 6000 employees all over India.

❖ Swathi Promotors has it’s own bank named MAHALAKSHMI MUTUALLY

AIDED COOPERATIVE SCOIETY for providing bank loans at minimal intrest rates
for their customers.
❖ The organization has a very strong financial base.
❖ The organization is very well net-worked.
❖ Qualified property brokers with fingers on the pulse of the
hottest real estate brokers.
❖ They ensure that all the investors are provided with full information and have total
control of their investments at all times.
❖ To provide investors an opportunity to achieve higher than market returns on Realty Estate
Investments with relatively managed risks through true & fair practice.
❖ Senior management & leadership experience across sectors.
❖ Diverse Real Estate exposure including legal, design & engineering, development
approvals, funding, project development as well as sales & marketing.

23
❖ Their focus is to actively and effectively manage the Indian Real Estate Investment Portfolio of
Individuals (NRI &HNI category) and corporate.

❖ Fair understanding of various real estate sectors such as land, residential, commercial, retail
and industrial land.
❖ Understanding of strategic business models.
❖ They believe in ‘power of togetherness’ where they make it possible to dream big and
achieve it… as a group.
❖ The genesis of the company goes back to visionary first generation entrepreneur, Mr. M.
Krishna Reddy Chairman of Swathi promotors . Mr. Reddy brings three decades of
unparalleled experience in developing first-class townships, residential layouts, and other
real estate projects. Over the years, Swathi has made a mark with many landmark real
estate projects and gated communities in various metros in South India.
❖ Since inception, they are specialized in creating integrated townships and have been
committed to nurturing housing and real estate quality in various parts of AP, Telangana.
They are a team of 6000 competent people from diverse backgrounds including highly-
qualified engineers, architects, chartered
accountants, and MBAs.
❖ With the belief and confidence in the
market, they evolved on the lines of
competence and expertise to cater the needs
of their clientele with divergent demands.

SERVICES IN PURCHASE OF PROPERTY

• Identify suitable properties matching your
requirement.
• Participate in Negotiations of the
Sale Agreement.
• Advice on steps involved in
Property Transfer.

• Financing a project by providing loan facility with required security.

• They also possess greenbelts that are abundant with ground water and fresh air, which
is pollution-free for the assurance of people who live in our cluster of ventures to
increase their lifespan.
• With a sensibility towards sustainability ,they develop projects that upgrade the
lifestyle concentrating in North Coastal Districts of Andhra.
• They have an unwavering commitment towards their ventures. in order to this they build
trust, relationships and peace of mind. They are both knowledgable and passionate about
every aspect of what they do.

24
 GOALS OF THE COMPANY
➢ To maintain High standard customer service .
➢ To assure the satisfaction of their clients.
➢ To maintain sub register value.
➢ To fulfill the dreams and desires of the customers.\
➢To increase the productivity of employeesby conducting a regular training and
development program.
➢To increase the company profit by focusing in sales and marketing while reducing
the cost of company expenses.
➢resourceToofpromote
land.
responsible quality growth and development on limited

➢ To be the leader in realestate market in Andhra Pradesh and then in India.

➢To make sure that all properties are in good condition, location and perfect view
before showing it to the clients.
➢ To to ensure a smooth process for our customers and clients in the
purchase or sale of real estate. We accept all challenging and difficult situations
related to real estate transactions as opportunities to use our professional skills.
We find solutions that best achieve the real estate needs of our customers and
clients.

25
AWARDS AND ACHIEVEMENTS
Swathi Promoters believe in quality construction with high technology, design, and aesthetics
and meets customers’ aspirations and expectations through superior standards of performance
and service .these initiatives have helped the group to secure a place of prominence in the real
estate industry and more importantly in the hearts of the satisfied people. Altogether, the
Swathi prompters have won many certificates and awards.

26
Mission of the company
❖ To design, build & market VUDA, VMRDA , HMDA, RERA and DTCP approved plots,
residential and commercial properties of world class quality while ensuring the highest
possible level of satisfaction to their valued customers.
❖ To be the most successful real estate company in India by developing and selling of real
estate as cost effective as possible while maintaining the highest level of service.
❖ We’re dedicated to achieving our vision by creating an energetic, positive, results-driven
work environment focused on the investment and development of long-term relationships.
❖ We measure our success by the results delivered to clients.
❖ Our ethics are built on our commitment to offer superior customer service, combining
an entrepreneurial flair and bespoke service of a fast-growing organisation.
❖ To provide the consumer with the highest level of service of any Real Estate
company thereby ensuring that properties are sold or leased in an exemplary manner.
❖ We endeavor to deliver professional service to clients and customers so that transactions
are completed to the satisfaction of all concerned.
❖ To revenue generated from our Real Estate business is donated to local charities that
help families combat homelessness, escape abuse, and overcome addiction.
❖ We also help support families that are less fortunate through the work of Habitat for
Humanity.
❖ Working honestly and living by the Golden Rule.
❖ Using our experience to benefit you.
❖ Making ourselves available when you are.
❖ Treating every client as important.
❖ Being committed to our business full time.
❖ Working hard to turn clients into fans.

VISION OF THE COMPANY

❖ To build a new trademark in real esatate industry and make SWATHI PROMOTERS the
first choice of every property finder.
❖ To be recognized leader in Andhra Pradesh and then in India ; while maintaining
their authentic level of service founded on basis of core values of integrity.
❖ To be a dynamic and innovative real estate company with a passionate commitment
to provide superbly designed and built homes in excellent locations.

27
 BOARD OF DIRECTORS

➢ CHAIRMAN & FOUNDER: M.Krishna Reddy

➢ MANAGING DIRECTOR: M. Ramesh Reddy

➢ EXECUTIVE DIRECTOR: M. Suresh Reddy

28
Directors & Signatories of Swathi Promoters Pvt Ltd
THERE ARE 12 DIRECTORS IN SWATHI
PROMOTERS
1. Krishna Reddy Medapati- Krishna Reddy Medapati, director with SWATHI
PROMOTERS PVT LTD, is registered with the Ministry of Corporate Affairs (MCA),
bearing DIN 00319690. He is an Indian staying in Visakhapatnam, Andhra Pradesh,
India. Krishna Reddy Medapati is currently associated with 6 Companies and is director
with Swathi Kraft Papers Private Limited, Swathi Promoters Pvt Ltd, Swathi E- Solutions
Private Limited.
The total paid-up capital of all companies where Krishna Reddy Medapati holds active
positions is ₹101,170,000.00.
2. Ramesh Reddy Medapat i- Ramesh Reddy Medapati, director with SWATHI
PROMOTERS PVT LTD, is registered with the Ministry of Corporate Affairs (MCA),
bearing DIN 00319639. He is an Indian staying in Visakhapatnam, Andhra Pradesh, India.
Ramesh Reddy Medapati is currently associated with 6 Companies and is director with
Swathi Kraft Papers Private Limited, Ramesh Reddy Nirman Private Limited, Swathi E-
Solutions Private Limited. As a Managing Director with Swathi Promoters Pvt Ltd.
The total paid-up capital of all companies where Ramesh Reddy Medapati holds
active positions is ₹101,270,000.00.
3. Suresh Reddy Medapati- Suresh Reddy Medapati, director with SWATHI
PROMOTERS PVT LTD, is registered with the Ministry of Corporate Affairs (MCA),
bearing DIN 01293967. He is an Indian staying in Visakhapatnam, Andhra Pradesh,
India. Suresh Reddy Medapati is currently associated with 3 Companies and is director
with Swathi Promoters Pvt Ltd. As a Managing Director with Swathi Infra Projects
Private Limited.
The total paid-up capital of all companies where Suresh Reddy Medapati holds
active positions is ₹101,260,000.00.
4. Vijaya Lakshmi Medapati-Vijaya Lakshmi Medapati, director with SWATHI
PROMOTERS PVT LTD, is registered with the Ministry of Corporate Affairs (MCA),
bearing DIN 01293869. She is an Indian staying in Visakhapatnam, Andhra Pradesh,
India. Vijaya Lakshmi Medapati is currently associated with Swathi Promoters Pvt Ltd
appointed as Director and the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.
5. Lakshmi Deepthi Medapati- Lakshmi Deepthi Medapati, director with SWATHI
PROMOTERS PVT LTD, is registered with the Ministry of Corporate Affairs (MCA),
bearing DIN 07512132. She is an Indian staying in East Godavari, Andhra Pradesh, India.

29
Lakshmi Deepthi Medapati is currently associated with 2 Companies and is director with
Swathi Promoters Pvt Ltd, Swathi Infra Projects Private Limited.The total paid-up capital of all
companies where Lakshmi Deepthi Medapati holds active positions is ₹101,260,000.00.

6.Deepika Medapati - Deepika Medapati, director with SWATHI PROMOTERS PVT LTD, is registered
with the Ministry of Corporate Affairs (MCA), bearing DIN 01293944. She is an Indian staying in
Visakhapatnam, Andhra Pradesh, India.
Deepika Medapati is currently associated with 2 Companies and is director with Ramesh Reddy
Nirman Private Limited, Swathi Promoters Pvt Ltd.
The total paid-up capital of all companies where Deepika Medapati holds active
positions is ₹99,860,000.00.

7.Sivareddy Mallidi- director with SWATHI PROMOTERS PVT LTD, is registered with the
Ministry of Corporate Affairs (MCA), bearing DIN 07693152. He is an Indian staying in
Visakhapatnam, Andhra Pradesh, India.

Sivareddy Mallidi is currently associated with Swathi Promoters Pvt Ltd appointed
as Director and the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.

8.Kirankumar Jaggampudi- Kirankumar Jaggampudi, director with SWATHI

PROMOTERS PVT LTD, is registered with the Ministry of Corporate Affairs (MCA), bearing
DIN 07693164. He is an Indian staying in Visakhapatnam, Andhra Pradesh, India.

Kirankumar Jaggampudi is currently associated with Swathi Promoters Pvt Ltd appointed as
Director and the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.

9. Mangayamma Pulagam- Mangayamma Pulagam, director with SWATHI PROMOTERS

PVT LTD, is registered with the Ministry of Corporate Affairs (MCA), bearing DIN
07693185. She is an Indian staying in East Godavari, Andhra Pradesh, India.

Mangayamma Pulagam is currently associated with Swathi Promoters Pvt Ltd appointed
as Director and the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.

10. Polareddy Pulagam- Polareddy Pulagam, director with SWATHI PROMOTERS PVT
LTD, is registered with the Ministry of Corporate Affairs (MCA), bearing DIN 07693195. He
is an Indian staying in East Godavari, Andhra Pradesh, India.

Polareddy Pulagam is currently associated with Swathi Promoters Pvt Ltd appointed as
Director and the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.

11. Suryakumari Tetala- Suryakumari Tetala, director with SWATHI PROMOTERS PVT LTD, is
registered with the Ministry of Corporate Affairs (MCA), bearing DIN 07716092. She is an Indian staying

30
in East Godavari, Andhra Pradesh, India.
Suryakumari Tetala is currently associated with Swathi Promoters Pvt Ltd appointed as Director and
the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.

12. Anandhareddy Tetala- Anandhareddy Tetala, director with SWATHI PROMOTERS PVT LTD, is
registered with the Ministry of Corporate Affairs (MCA), bearing DIN 07716098. He is an Indian staying
in East Godavari, Andhra Pradesh, India.
Anandhareddy Tetala is currently associated with Swathi Promoters Pvt Ltd appointed as Director
and the paid-up capital Swathi Promoters Pvt Ltd ₹99,760,000.00.

CORPORATE SOCIAL RESPNSIBILITY

It’s incredibly important that your company operates in a way that demonstrates social
responsibility. Although it’s not a legal requirement, it’s seen as good practice for you to take
into account social and environmental issues. CSR demonstrates that you’re a business that
takes an interest in wider social issues, rather than just those that impact your profit margins,
which will attract customers who share the same values. Therefore, it makes good business
sense to operate sustainably.

Benefits of Corporate Social Responsibility

• Improved public image. This is crucial, as consumers assess your public image when
deciding whether to buy from you. Something simple, like staff members volunteering
an hour a week at a charity, shows that you’re a brand committed to helping others. As a
result, you’ll appear much more favorable to consumers.
• Increased brand awareness and recognition. If you’re committed to ethical practices,
this news will spread. More people will therefore hear about your brand, which creates
an increased brand awareness.
• Cost savings. Many simple changes in favor of sustainability, such as using less
packaging, will help to decrease your production costs.
• An advantage over competitors. By embracing CSR, you stand out from competitors in
your industry. You establish yourself as a company committed to going one step further
by considering social and environmental factors.
• Increased customer engagement. If you’re using sustainable systems, you should shout
it from the rooftops. Post it on your social media channels and create a story out of your
efforts. Furthermore, you should show your efforts to local media outlets in the hope
they’ll give it some coverage. Customers will follow this and engage with your brand
and operations.
• Greater employee engagement. Similar to customer engagement, you also need to
ensure that your employees know your CSR strategies. It’s proven that employees
enjoy working more for a company that has a good public image than one that doesn’t.

31
 Furthermore, by showing that you’re committed to things like human rights, you’re much
more likely to attract and retain the top candidates.
• More benefits for employees. There are also a range of benefits for your employees
when you embrace CSR. Your workplace will be a more positive and productive place
to work, and by promoting things like volunteering, you encourage personal and
professional growth.

Some of the social activities done by SWATHI

PROMOTERS
▪ Distributed 50,000 eco-friendly Ganesha’s for Ganesh Chathurthi.
▪ Distributed 1,00,000 Tulasi plants for good health of society.
▪ Donated 35000/- for PINK RUN for women’s cancer awareness program.
▪ Donated wheel-chairs for physically handicapped.
▪ Done awareness program about dengue and chicken gunya.
▪ Done many social activities in the time of covid-19.
▪ Planted many plants near highway.

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 2.DEPARTMENT IN THE COMPANY
1. Human resources department :
• Number of employees-10
• Roles and responsibilities- Maintain employee record , recruitment process, training and
development of existing employees, remunerating employees , process of payroll,
drafting salary slip or commission slip, updating policies, etc.

2. Finance department:
• Number of employees-20
• Roles and responsibilities-allocating funds to various departments, management of
companies cash inflows and outflows, book keeping, budgeting and forecasting ,
advising and sourcing of short and long term financing, etc.

3. Marketing department :
• Number of employees-2000
• Roles and responsibilities-Market research, sales promotion, brand management, public
relations, customer relationship management, after sales service, advertising, digital
marketing, choosing target customers, etc.

4. Accounting department :
• Number of employees-8
• Roles and responsibilities- recording, accounts payable and receivables , payroll and
monitoring of employee time offs, billings , budgeting, reporting and financial
statements, taxation and budgeting, cost management, monitoring and controlling of
assets , etc.

5. Research and Development:

• Number of employees-6
• Roles and responsibilities- conducting land surveys, coping with new govt. policies,
introducing innovations, etc.

6. Engineering and Architectural department :

• Number of employees-12
• Roles and responsibilities- layout designing , layout planning , building planning
and designing, etc.

33
 3.ORGANISATIONAL HIERARCHY

TOP LEVEL MANAGEMENT

BOARD OF
DIRECTORS

ASS.
MANAGIM ASS. VICE GENERAL
CHAIRMAN AND EXECUTIVE DIRECTOR GENERAL
NG DIRECTOR PRESIDENT MANAGER
FOUNDER DIRECTOR MANAGER
DIRECTOR

MIDDLE LEVEL
MANAGEMENT(UNDER
G.M)

ASS. G.M

CHIEF MARKETING DEPUTY MARKETING

MARKETING MANAGER
MANAGER MANAGER

34
 LOWER OR
OPERATING LEVEL
OF MANAGEMENT

OPERATIONS OPERATIONS
MANAGER MANAGER

AGENT OR
SUPERVISOR FREELANCERS
EMPLOYEE

Organization hierarchy is the order of members based on authority. It refers to the ranks from
entry-level employees to senior managers or executives. Organization hierarchies typically
consist of multiple levels, and members with more authority occupy higher positions

• . Why are organization hierarchies important?

Here are the benefits of organization hierarchies to organization leaders and members:

i. Establishes leadership structure for growth and project success:

A hierarchy provides leadership at each employment level. For organization leaders, it helps to
focus on the organization's goals and mission. Similarly, it ensures project accountability among
organization members. For example, suppose you work at a telecommunications company.
Having a hierarchy would help the company's leaders expand their operations while managers
or supervisors handle daily operations. This way, the company's leaders can determine who is
responsible for project successes or changes.

ii. Provides career path for organization members:

A hierarchy can also outline career paths to follow within an organization. Having a structure
that shows executive, managerial, and supervisory positions can help you evaluate your
career goals and what steps to take to reach your desired hierarchy level. For example, a
nonprofit's hierarchy can inform entry-level employees that they need to gain supervisory or
managerial experience before becoming executives. Executives and managers also use it to
motivate employees who show managerial or supervisory potential to perform at higher
productivity levels.

35
 iii. Helps communications:

A hierarchy helps to establish efficient communication within a company, especially as an

organization's size increases. For example, having a hierarchy can help in disseminating
information from executives to entry-level employees. This way, executives can convey
messages, policies, or ideas without contacting all employees. Similarly, a hierarchy
ensures entry-level employees can express their concerns or ideas without meeting all
managers or executives, if they report to a leader.

iv. Helps employee understand the organization's structure:

A well-defined hierarchy also helps employees understand the organization better. For
example, knowing the hierarchy can help them identify who to contact to schedule meetings,
resolve conflicts, find out more about promotions, or discuss business ideas. It can also help
employees know who to receive guidance from in an organization.

Types of organizational structures

1. Hierarchical org structure: The pyramid-shaped organizational chart we referred to earlier

is known as a hierarchical org chart. It’s the most common type of organizational structure—
the chain of command goes from the top (e.g., the CEO or manager) down (e.g., entry-level
and low-level employees), and each employee has a supervisor.

Pros –

• Better defines levels of authority and responsibility

• Shows who each person reports to or who to talk to about specific projects

• Motivates employees with clear career paths and chances for promotion
• Gives each employee a specialty
• Creates camaraderie between employees within the same department

Cons-

• Can slow down innovation or important changes due to increased bureaucracy

• Can cause employees to act in interest of the department instead of the company as a whole
• Can make lower-level employees feel like they have less ownership and can’t express their
ideas for the company

36
 2. Functional org structure-Similar to a hierarchical organizational structure, a functional org
structure starts with positions with the highest levels of responsibility at the top and goes down
from there. Primarily, though, employees are organized according to their specific skills and their
corresponding function in the company. Each separate department is managed independently.

Pros

• Allows employees to focus on their role

• Encourages specialization
• Help teams and departments feel self-determined
• Is easily scalable in any sized company

Cons

• Can create silos within an organization

• Hampers interdepartmental communication
• Obscures processes and strategies for different markets or products in a company

3. Horizontal or flat org structure -A horizontal or flat organizational structure fits companies
with few levels between upper management and staff-level employees. Many start-up
businesses use a horizontal org structure before they grow large enough to build out different
departments, but some organizations maintain this structure since it encourages less supervision
and more involvement from all employees.

Pros

• Gives employees more responsibility

• Fosters more open communication
• Improves coordination and speed of implementing new ideas

Cons

• Can create confusion since employees do not have a clear supervisor to report to
• Can produce employees with more generalized skills and knowledge
• Can be difficult to maintain once the company grows beyond start-up status

4. Divisional org structure-In divisional organizational structures, a company’s divisions have

control over their own resources, essentially operating like their own company within the larger
organization. Each division can have its own marketing team, sales team, IT team, etc. This
structure works well for large companies as it empowers the various divisions to make
decisions without everyone having to report to just a few executives.

37
 Market-based divisional org structure-Divisions are separated by market, industry, or
customer type. A large consumer goods company, like Target or Walmart, might separate
its durable goods (clothing, electronics, furniture, etc.) from its food or logistics divisions.

Product-based divisional org chart example (click on image to modify online)

Product-based divisional org structure-Divisions are separated by product line. For example, a
tech company might have a division dedicated to its cloud offerings, while the rest of the
divisions focus on the different software offerings—e.g., Adobe and its creative suite of
Illustrator, Photoshop, InDesign, etc.

Geographic divisional org structure-Divisions are separated by region, territories, or

districts, offering more effective localization and logistics. Companies might establish satellite
offices across the country or the globe in order to stay close to their customers.

Matrix org chart example (click on image to modify online)

Pros

• Helps large companies stay flexible

• Allows for a quicker response to industry changes or customer needs
• Promotes independence, autonomy, and a customized approach

Cons

• Can easily lead to duplicate resources

• Can mean muddled or insufficient communication between the headquarters and its divisions
• Can result in a company competing with itself

5. Matrix org structure-A matrix organizational chart looks like a grid, and it shows cross-
functional teams that form for special projects. For example, an engineer may regularly belong
to the engineering department (led by an engineering director) but work on a temporary project
(led by a project manager). The matrix org chart accounts for both of these roles and reporting
relationships.

Pros

• Allows supervisors to easily choose individuals by the needs of a project

• Gives a more dynamic view of the organization
• Encourages employees to use their skills in various capacities aside from their original roles

Cons

38
• Presents a conflict between department managers and project managers
• Can change more frequently than other organizational chart types

6. Team-based org structure-It’ll come as no surprise that a team-based organizational structure

groups employees according to (what else?) teams—think Scrum teams or tiger teams. A team
organizational structure is meant to disrupt the traditional hierarchy, focusing more on problem-
solving, cooperation, and giving employees more control.

Pros

• Increases productivity, performance, and transparency by breaking down silo mentality

• Promotes a growth mindset
• Changes the traditional career models by getting people to move laterally
• Values experience rather than seniority
• Requires minimal management
• Fits well with agile companies with Scrum or tiger teams

Cons

• Goes against many companies’ natural inclination of a purely hierarchical structure

• Might make promotional paths less clear for employees.

Swathi promoters uses hierarchical and functional organizational

structure.

39
 UNDERSTANDING OF HR, FINANCE
AND MARKETING
Understanding Human Resources (HR)
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
issues that may arise within the workforce.

HR responsibilities include compensation and benefits, recruitment, firing, and keeping up

to date with any laws that may affect the company and its employees.

Human resources (HR) is the division of a business responsible for finding, screening,
recruiting, and training job applicants. HR also administers employee-benefit programs. A
human resources department also handles compensation and benefits, and employee
terminations. It must keep up to date with any laws that may affect the company and its
employees.

HRM is a strategic approach to managing company employees, the work culture, and the work
environment so that people can function as effectively and productively as possible. Typically,
it involves using metrics to measure workforce success.

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

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.

Key HR Activities At SWATHI PROMOTERS

1. Recruitment & selection

Recruiting candidates and selecting the best ones to come and work for the company is a key HR
responsibility. People are the lifeblood of the organization and finding the best fits is a key task. The
request for new hires usually starts when a new job is created or an existing job opens up. The direct
manager then sends the job description to HR and HR starts recruiting candidates. In this process, HR
can use different selection instruments to find the best person to do the work. These include interviews,
different assessments, reference checks, and other recruitment methods. Sometimes, when there are
a lot of candidates, HR may deploy preselection tools. These tools help to separate the wheat from the

40
chaff when it comes to suitable candidates. The successful candidates then continue to the next round,
where they are interviewed and receive a more in-depth assessment.

2. Performance management

• Once employees are on board, performance management becomes important. Performance

management is the second HR basic. It involves helping people to become their best selves
at work, boosting the company’s bottom line.
• Usually, employees have a defined set of responsibilities that they need to take care of.
Performance management is a structure that enables employees to get feedback on
their performance – to reach their best performance.
• Examples are formal one-on-one performance reviews, 360-degree feedback instruments that
also take into account the evaluation of peers, clients, and other relations, and more informal
feedback.
• Usually, companies work with an annual performance management cycle, which involves
planning, monitoring, reviewing, and rewarding employee performance. The outcome of this
process enables the categorization of employees in high vs. low performers and high vs. low
potentials.
• Successful performance management is very much a shared responsibility between HR and
management, where usually the direct manager is in the lead and HR supports. Good
performance management is crucial. Employees who are empowered to their full potential,
improve the efficiency, sustainability, and profit margin of a business. Employees which
consistently underperform may not be a good fit for their role, or the company culture. These
employees may need to be let go.
• This is also one of the basic responsibilities of HR.

3. Learning & development

• People are the product of life experiences, the country and era they grow up in, and a
range of cultural influences. Within HR, learning and development ensure that employees
adapt to changes in processes, technology, and societal or legal shifts.
• Learning and development helps employees to reskill and up skill. Learning &
Development (L&D) is led by HR and good policies can be very helpful in advancing
the organization towards its long-term goals.
• Many organizations have pre-defined budgets for L&D efforts. This budget is then
distributed amongst employees, with trainees, future leaders, and other high potentials
often receiving more training opportunities than others. Individuals may arrive at a
company with vastly different knowledge and experience. L&D provides employees
with a way in which to bridge skill gaps and develop into leaders. A well-known
framework that connects performance management with L&D activities is the 9-Box
grid. Based on people’s performance and potential ratings, HR department together with
managers can advise different development plans.
41
4. Succession planning

• Succession planning is the process of planning contingencies in case of key employees

leaving the company. If, for example, a crucial senior manager quits his/her job, having
a replacement ready will guarantee continuity and can save the company significant
money.
• Succession planning is often based on performance ratings and L&D efforts. This
results in the creation of a talent pipeline. This is a pool of candidates who are qualified
and ready to fill (senior) positions in case of someone leaving. Building and nurturing
this pipeline is key to good people management.

5. Compensation and benefits

• Another one of the HR basics is compensation and benefits. Fair compensation is key in
motivating and retaining employees. One of the fundamentals of human resource
management concerning pay is ensuring equity and fairness.
• Making the right offer of pay is a key part of attracting the best talent. This must be
balanced with the budget and profit margins of the company. HR should monitor pay
increases, and set standards of merit. HR may also carry out a pay audit on occasions.
• Compensation comprises primary compensation and secondary compensation. Primary
compensation involves directly paid money for work, which often is a monthly salary
and sometimes performance-based pay.
• Secondary benefits are all non-monetary rewards. This can include extra holidays,
flexible working times, day-care, pensions, a company car and laptop, and much more.
• The goal here is to reward people in ways that motivate them.

6. Human Resource Information System

• The last two HR basics are not HR practices but tools to do HR better. The first
is the Human Resource Information System, or HRIS. An HRIS supports all the
cornerstones we discussed above. For example, for recruitment and selection, HR
professionals often use an Applicant Tracking System, or ATS, to keep track of
applicants and hires.
• For performance management, a performance management system is used to keep
track of individual goals and put in performance ratings.
• In L&D, a Learning Management System (LMS) is used for the distribution of content
internally, and other HR systems are used to keep track of budgets and training approvals.
• Compensation specialists often use a payroll system, and there are also digital tools
that enable effective succession planning.

42
 • All these functionalities can often be done in one single system – the HRIS. Sometimes,
however, the management of these functionalities is split up into different HR systems.
• The bottom line here is that there is a significant digital element to working in HR
which is why the HRIS is the final element when we talk about the HR basics.

7. HR data and analytics

• The last of the HR fundamentals revolves around data and analytics. In the last
half-decade, HR has made a major leap towards becoming more data-driven.
• The Human Resource Information Systems we just discussed is essentially a data-entry
system. The data in these systems can be used to make better and more informed
decisions.
• An easy way to keep track of critical data is through HR metrics or HR KPIs. These
are specific measurements that answer how a company is doing on a given
measurement. This is referred to as HR reporting.
• This reporting focuses on the current and past state of the organization. Using HR
analytics, HR can also make predictions. Examples include workforce needs,
employee turnover intention, the impact of the (recruitment) candidate experience on
customer satisfaction, and many others.
• By actively measuring and looking at this data, HR can make more data-driven
decisions. These decisions are often more objective, which makes it easier to find
management support for these decisions.

UNDERSTANDING OF FINANCE
A finance department is the unit of a business responsible for obtaining and handling any
monies on behalf of the organization. The department controls the income and expenditure
in addition to ensuring effective business running with minimum disruptions. Besides the
traditional roles of handling the payroll, income and expenses, finance department
responsibilities also include economic analysis to improve key business strategies.
A company's finance department serves a fundamental role in making financial decisions
for internal and external affairs. A business’s activities depend on the competence of a
company’s finance department and the individuals who comprise it. A finance department is
organized by, and runs according to, specific roles and duties.
There are many job opportunities within a finance department, but each job comes with its
own requirements. Five skills you need to work in a specific finance department role are:

Problem-solving: You may have to react to financial problems within a company or pay
off liabilities using available assets and other methods. Problem-solving means you have
the expertise to approach difficult financial situations and resolve them.

43
 Communication skills: A finance department role may mean you have to communicate
and work with others within and outside the department. It is important to communicate
clearly and concisely so you can keep everyone properly informed.
Analytical skills: Analytical thinking is how you can review data to identify patterns,
discrepancies or additional funds within the company's finances. This skill shows
employers you can view numbers in a more complex way.
Detail-oriented: Being detail-oriented is important in finance because much of your work
involves entering, analyzing and calculating company data. You should be able to
identify discrepancies in data and be able to identify mistakes in calculations.
Persuasiveness: You might be in a position where you need to persuade your coworkers
or higher-ups about strategies and budgeting tactics you believe will be beneficial to the
company. You should be able to provide them with evidence to support your claims.

KEY FINANCE ACTIVITIES AT SWATHI PROMOTERS

1. Accounting
Daily account record keeping is a finance department function that entails reconciling a
company's financial registers to make suitable business decisions. Through bookkeeping
and income statement preparations, the unit supports the management in filing requisite
financial data that's useful in managing funds.
2. Examining financial statements and reporting
By analyzing a company's financial statements, the finance department evaluates
economic trends, identifies its future investment and cultivates long-term business plans. It
uses and synthesizes financial analysis information to assist in business decision-making.
3. Preparing and forecasting budgets
The finance department plans and implements the company's financial year budget. The
department also conducts research and collects data that assists in the organization's
temporary and permanent financial forecast. The information is essential in planning
and providing informed decisions critical to expansion, such as staff training and asset
procurement.
4. Managing operations systems
The finance department plays a significant part in acquiring, updating and maintaining the
latest operations systems to improve efficiency. A systems change may include
automation of various functions or digitalization of some organization's systems.

Accounts payable (AP) is the department in a finance team that is responsible for
making payments to outside partners for goods or services.

Accounts receivable (AR) tracks money that comes into an organization for goods or
services from consumers/clients. It will also send reminders, interest charges or late charges.
Usually, receivables and payables are tracked using a computer system and are reviewed at the
end of a period (for instance, at the end of the month, the quarter or the year). This ensures that

44
all the money moving in and out of the business is accountable and that all credits and debits are
in agreement.

5. Finance Controls
A financial controller takes a senior role in an accounting team and makes sure all financial
processes follow legal guidelines and compliance in regards to fraud and theft by implementing
certain internal controls. They oversee all financial activities to make sure that they all reconcile
and that all transactions add up. Financial controllers also liaise with external auditors.

6. Tax and Compliance

Running a business involves paying tax, and paying tax means doing a lot of calculations and
filling out a lot of forms. Often using the financial statements as a basis, along with various other
configurations of the information produced by Bookkeeping and Payables/Receivables, the Tax
and Compliance function will make sure all of the government forms and filings are sent
complete and on-time to the taxman. A strong Tax and Compliance function will go one step
beyond simple compliance, and will find ways to minimize tax, so as to maximize the
company’s net income.

7. Capital Budgeting

Capital Budgeting is the function responsible for selecting between the various uses of capital,
or capital projects. After all, most organizations will have money available to invest in the
business, with the hopes of either growing sales or reducing expenses. But the opportunities for
spending typically exceed the amount available to spend, so Capital Budgeting develops
business cases to evaluate and identify the most effective projects. A strong Capital Budgeting
function will not only forecast project benefits, but will also track these benefits over time to
determine whether the use of capital was as effective as originally anticipated.

8. Treasury & Working Capital Management

The key role of Treasury is to make sure that the company doesn’t run out of cash. This
means, among other things, forecasting the upcoming working capital (receivables, payables
and inventory) needs of the company, investing surplus cash in short-term instruments to
generate modest interest income, and managing currency risk.

45
 UNDERSTANDING OF MARKETING
A market is a social arrangement that allow buyers and sellers to discover information and carry out
a voluntary exchange of goods or services. In economics, the term market is used to refer to the
aggregate demand for commodity and the conditions and forces which determine prices.

In management, on the other hand, market is described as the institution that performs the
marketing functions and acts as the intermediary between buyers and consumers. In everyday
usage the word ‘market’ may refer to the location where goods are traded, sometimes a market
place. The Marketing Department plays a vital role in promoting the business and mission of an
organization. It serves as the face of your company, coordinating and producing all materials
representing the business. It is the Marketing Department's job to reach out to prospects,
customers, investors and/or the community, while creating an overarching image that
represents your company in a positive light.

Marketing is typically responsible for selecting and managing the agencies and vendors who
produce marketing materials and or/provide marketing support. These may include ad
agencies, print vendors, PR agencies or specialists, Web providers, etc.

Marketing may be defined as the collection of activities undertaken by the firm to relate
profitability to its market. Marketing in the modem context goes beyond its immediate role as
a process through which exchange of goods and services takes place and is viewed as an
integral part of the total socioeconomic system which provides the framework within which
activities take place. It is, therefore, imperative to understand the total structure of the society
in order to gain an insight into the true character of the marketing system.

Marketing involves the performance of operation in a business system. It includes those

operations that determine existing and obtained changes in the market. It also includes those
operations that influence existing and potential demand. It is concerned with all activities that are
concerned with the physical distribution of goods and their exchange in the market place,
including channel of selection, transportation, shipping, warehousing, storage, inventory control
and so on and so forth.

Thus marketing covers a wide range of interrelated business activities that enlarge the role of a
marketer from one of selling, what has been produced, to one of influencing, what is to be
produced. The main concern of marketing is to identify and satisfy specific customer needs by
means of specific products or services; wherein lies the key to profit.

46
KEY MARKETING ACTIVITIES AT SWATHI PROMOTERS
1) Data collections

Each one of the customer segments expects a different experience with your brand. If you are
treating loyal customers, one time customers and prospects all the same way, you are probably
not serving any of these groups with the exclusivity they deserve.

Upon collect and analyzing data from multiple marketing channels and aggregating it in one
place you will be able to understand each one of your customers segments in deep and then
treat them accordingly

Some popular data collection points that can help you to understand your customers are: Website
forms, online searches, mobile use, social media, etc.

2) Content creation

Upon classifying each of your customers segments by demographics and behaviors, you will
be able to create content that is relevant for each one of them.

3) Brand promotion

Brand promotion employs a number of different tools and methods to market your brand,
highlighting a company’s personality, values and mission. It may not always involve direct
promotion of the products or services offered but encourage customers to buy into the
brand itself.

At SWATHI PROMOTERS brand is promoted through word of mouth by the

employees and their customers .

47
TOPIC UNDERSTANDING- HUMAN RESOURCES

Human resources (HR) is the division of a business that is charged with finding, screening,
recruiting, 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 21st century.

Understanding Human Resources (HR)

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
issues that may arise within the workforce.

HR responsibilities include compensation and benefits, recruitment, firing, and keeping up

to date with any laws that may affect the company and its employees.

What Is the Role of Human Resources?

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

What Is Human Resources Management (HRM)?

HRM is a strategic approach to managing company employees, the work culture, and the work
environment so that people can function as effectively and productively as possible. Typically,
it involves using metrics to measure workforce success.

Objectives of human resource management

The objectives of HRM can be broken down into four broad categories:

1. Societal objectives: Measures put into place that responds to the ethical and social
needs or challenges of the company and its employees. This includes legal issues such as
equal opportunity and equal pay for equal work.

2. Organizational objectives: Actions taken that help to ensure the efficiency of the
organization. This includes providing training, hiring the right number of employees for
a given task or maintaining high employee retention rates.

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 3. Functional objectives: Guidelines used to keep HR functioning properly within the
organization as a whole. This includes making sure that all of HR's resources are
being allocated to their full potential.

4. Personal objectives: Resources used to support the personal goals of each

employee. This includes offering the opportunity for education or career
development as well as maintaining employee satisfaction.

HUMAN RESOURCE FUNCTIONS

PERFORMED AT SWATHI
1. HUMAN RESOURCE PLANNING: Human resource planning (HRP) is the
continuous process of systematic planning ahead to achieve optimum use of an
organization's most valuable asset—quality employees. Human resources planning ensure
the best fit between employees and jobs while avoiding manpower shortages or surpluses.

At Swathi Promoters HR planning is done by the HR manager and

executive Director.
Here the number of employees required in each department under different hierarchy’s
are estimated by the HR manager and then for further process reported to the E.D.

2. RECRUITMENT: Recruitment is a process to discover the sources of manpower to

meet the requirement of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient working
force.

Recruitment is the process of searching for prospective employees and stimulating them to apply
for jobs in the organization.

Importance of Recruitment

1. The process is important to encourage and attract candidates and get ample amount
of application for the job vacancies.

2. It is an effective way to create information pool about the prospective candidates who
are suitable for the talent needs of the organization.

3. It is very important step of planning and analysis about the present and future
manpower requirement of the organization.

4. It bridges the gap between employers and their future employee.

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 5. It is a less expensive way of gathering information about the talented manpower in
the industry.

SOURCES OF RECRUITMENT-

I. INTERNAL SOURCES:
- Promotion; promoting the existing employee either from same department
or different department.
- Transfer; transferring the employee from one branch to the other
branch within the same department.
- Recruiting former employees; recruiting the former employees i.e.
already worked but removed for various reasons.
- Employee referrals: the existing employees refer an employee within
their friends or families.
II. EXTERNAL SOURCES:
- Direct recruitment; open to all candidates, rather than open to specific
candidates such as ex-serviceman, retired, currently working employees etc.
- Through advertisements in newspapers; the hr drafts an advertisement and
give for publishing it to the newspaper agencies.
- Advertisement through word of mouth; the employees of the organization
tell other external people such as friends or family to apply for the job.
- Employment agencies; it is an organization which matches employers to
employees.

PROCESS OF RECRUITMENT-
THERE ARE FOUR LEVELS IN RECRUITING THE EMPLOYEES IN
SWATHI PROMOTERS:

1) Interview ; where the employee’s knowledge, communication skills, persomnality, ability

and intellectual skills are tested.
2) Screening ; the interviewed candidates are screened according to the above mentioned
skills and further sent for selection process.
3) Background checks and verification: candidates personal aspects like health, family
background, address verification is done by the HR department and the director needs to
approve them.
4) Training ; the selected candidates are trained for a period of 9 days and then after passing
the final test they are hired for the company.

50
AT SWATHI PROMOTERS; ALL THE RECRUITMENT
PROCESS IS DONE BY THE CONCERNED
DEPARTMENT MANAGER AND THE HR.
3. COMPENSATION : Compensation is the combination of commissions, salaries,
wages and benefits that employees receive in exchange for them doing a particular job.
It can include an annual salary or hourly wages combined with bonus payments, benefits,
and incentives. These could include group health care coverage, retirement contributions,
and short-term disability insurance. A total compensation package usually includes several of
these components.
Importance of compensation to the employees –
A good compensation is a must for every business organization, as it gives an employee
a reason to stick to the company.
An organization gains from a structured compensation management in the following ways −
• It tries to give proper refund to the employees for their contributions to the organization.
• It discovers a positive control on the efficiency of employees and motivates them
to perform better and achieve the specific standards.
• It creates a base for happiness and satisfaction of the workforce that limits the
labor turnover and confers a stable organization.
• It enhances the job evaluation process, which in return helps in setting up more
realistic and achievable standards.
• It is designed to abide with the various labor acts and thus does not result in conflicts
between the employee union and the management. This creates a peaceful
relationship between the employer and the employees.
• It excites an environment of morale, efficiency and cooperation among the workers
and ensures satisfaction to the workers.
Types of Compensations –
• Direct Compensation
It is naturally made up of salary payments and health benefits. The creation of salary
ranges and pay scales for different positions within an organization are the central
responsibility of compensation management staff.
Direct compensation that is in line with the industry standards facilitates employees with
the assurance that they are getting paid fairly. This helps the employer not to worry about
the costly loss of trained staff to a competitor.
• Indirect Compensation
It focuses on the personal encouragements of each individual to work. Although salary
is essential, people are most productive in jobs where they share the company's values
and priorities.

51
 These benefits can include things like free staff development courses, subsidized day care,
the chances for promotion or transfer within the company, public recognition, the ability to
effect change or bring some changes in the workplace, and service to others.
These are the two types of compensation that need to be managed and have its own
contribution in the development of the organization. Moving forward, we will see the
different components of compensation.
Components of Compensation
Compensation as a whole is made up of different components that work as an aid for an
employee after retirement or in case of some accident or injury. Now we shall see the
key elements or components that make compensation.
➢ Commission, Wages and Salary
Commission marks the part of profit acquired by performing the task , Wages mark hourly
rates of pay, and salary marks the monthly rate of pay of an employee. It is irrelevant of
the number of hours put in by an employee working in the firm. These are subject to
annual increase.
➢ Allowances
Allowances can be defined as the amount of something that is allowed, especially within
a set of rules and regulations or for a specified purpose. Various allowances are paid in
addition to basic pay.
Some of these allowances are as follows −
• Dearness Allowance − This allowance is given to protect real income of an employee
against price rise. Dearness allowance (DA) is paid as a percentage of basic pay.
• House Rent Allowance − Companies who do not provide living accommodation
to their employees pay house rent allowance (HRA) to employees. This allowance
is calculated as a percentage of salary.
• City Compensatory Allowance − This allowance is paid basically to employees in
metros and other big cities where cost of living is comparatively more. City
compensatory allowance (CCA) is normally a fixed amount per month, like 30
per cent of basic pay in case of government employees.
• Transport Allowance/Conveyance Allowance − Some companies pay transport
allowance (TA) that accommodates travel from the employee’s house to the office.
A fixed amount is paid every month to cover a part of traveling expenses.
➢ Incentives and Performance Based Pay
• Incentive compensation is performance-related remuneration paid with a view
to encourage employees to work hard and do better.
For e.g. gifting car , gold coins , E-Vehicles, etc.
• Both individual incentives and group incentives are applicable in most cases.
For e.g. domestic and international trips, movies, amusement parks, resorts etc.

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 ➢ Fringe Benefits/Perquisites
• Fringe benefits include employee benefits like medical care, hospitalization, accident
relief, health and group insurance, canteen, uniform, recreation and the likes.
• In recent years, a great deal of attention has been directed to the development of
compensation systems that go beyond just money. We can say that all the components of
compensation management play a very important role in the life of an employee.
• In particular, there has been a marked increase in the use of pay-for-performance (PrP)
for management and professional employees, especially for executive management and
senior managers. Compensation is a primary motivation for most employees.

AT SWATHI PROMOTERS; most of the marketing staff gets

commission while other departments are hired on salary or
wage basis.

4. TRAINING AND DEVELOPMENT: Hiring qualified employees is just one

aspect of an HR department’s job. In order to retain talent and remain competitive, HR
managers may also be responsible for launching employee development initiatives. This
could entail additional on-the-job training, professional development programs, or
educational opportunities that allow employees to grow and develop in their current roles—
or prepare them for career advancement within the organization. HR departments know that
investing in training and development benefits both employers and employees. For
employers, it may mean higher employee productivity and lower turnover rates. For
employees, seeing the company invest in their development may help them feel more
valued, increase job satisfaction, and incentivize them to stay with the company.
IMPORTANCE OF TRAINING AND DEVELOPMENT-
• Optimum Utilization of Human Resources – Training and Development helps in optimizing
the utilization of human resource that further helps the employee to achieve the
organizational goals as well as their individual goals.
• Development of Human Resources – Training and Development helps to provide an opportunity
and broad structure for the development of human resources’ technical and behavioral skills in
an organization. It also helps the employees in attaining personal growth.
• Development of skills of employees – Training and Development helps in increasing the
job knowledge and skills of employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees.
• Productivity – Training and Development helps in increasing the productivity of
the employees that helps the organization further to achieve its long-term goal.
• Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.

53
• Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
• Organization Climate – Training and Development helps building the positive perception and
feeling about the organization. The employees get these feelings from leaders, subordinates,
and peers.
• Quality – Training and Development helps in improving upon the quality of work and
work-life.
• Healthy work environment – Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.
• Health and Safety – Training and Development helps in improving the health and safety of
the organization thus preventing obsolescence.
• Morale – Training and Development helps in improving the morale of the work force.
• Image – Training and Development helps in creating a better corporate image.
• Profitability – Training and Development leads to improved profitability and more positive
attitudes towards profit orientation.

TRAINING AND DEVELOPMENT PROGRAMS AT SWATHI

PROMOTERS
Employee orientation : employee orientation provides new wmployees 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

I. ON-THE JOB TRAINING :

1. Job rotation: This training method involves movement of trainee from one job
to another gain knowledge and experience from different job assignments. This
method helps the trainee under-stand the problems of other employees.
2. Coaching: Under this method, the trainee is placed under a particular supervisor
who functions as a coach in training and provides feedback to the trainee.
Sometimes the trainee may not get an opportunity to express his ideas.
3. Job instructions: Also known as step-by-step training in which the trainer explains the
way of doing the jobs to the trainee and in case of mistakes, corrects the trainee.

54
 4. Committee assignments: A group of trainees are asked to solve a given
organizational problem by discussing the problem. This helps to improve
team work.
5. Vestibule training: Vestibule training is on-the-job training in which technical
personnel are taught how to utilize tools and machines in a simulated environment.
This type of training is often known as ‘near the job training’ because it involves
the creation of a simulated work environment near the primary production plant.
Professional and experienced trainers are assigned to this location to teach new
employees about machinery and equipment similar to those they would use on the
job.

II. OFF-THE JOB TRAINING :

1. Case study method; Usually case study deals with any problem confronted by a
business which can be solved by an employee. The trainee is given an
opportunity to analyze the case and come out with all possible solutions. This
method can enhance analytic and critical thinking of an employee.
2. Incident method: Incidents are prepared on the basis of actual situations which
happened in different organizations and each employee in the training group is
asked to make decisions as if it is a real-life situation. Later on, the entire
group discusses the incident and takes decisions related to the incident on the
basis of individual and group decisions.
3. Conferences: A meeting of several people to discuss any subject is called
conference. Each par-ticipant contributes by analyzing and discussing various
issues related to the topic. Everyone can express their own view point.
4. Role play: In this case also a problem situation is simulated asking the employee to
assume the role of a particular person in the situation. The participant interacts
with other participants assuming different roles. The whole play will be recorded
and trainee gets an opportunity to examine their own performance.
*All the above off- the job training are performed by the employee on his own
interests.

▪ 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.

55
AT SWATHI PROMOTERS; TRAINING AND
DEVELOPMENT ACTIVITIES ARE DONE BY THE
CONCERNED DEPARTMENT MANAGER.
5. Employer-Employee Relations: Another aspect of the workplace that HR
departments manage is employer-employee relationships. With this function, HR departments
strive to help employers and employees see each other as mutual contributors to the company,
fostering a positive dynamic between the two. HR managers may also help craft and
determine company policies that ensure fairness and equity in the workplace.

When an employee has a workplace grievance—whether regarding compensation, benefits,

workloads, work hours, or anything else—HR may step in to act as a liaison between the
employee and employer, helping to settle any disagreements. Overall, when HR departments
succeed in creating positive employee relations, employers may trust their employees and
value their input more, and on the flip side, employees may respect and appreciate their
employers more.

• Maintain Company Culture - Elements of company culture may include sound hiring
practices, ongoing development, and strong employee relations. However, it’s not
necessarily something you can achieve and move on from. HR departments engage
in ongoing work to ensure that their company culture remains solid over time.

In the employee onboarding process, HR managers may share the company’s values, norms,
and vision with employees—familiarizing them with the overall ethos of the organization. Team
outings, community building, and any reward systems or recognition programs are additional
ways HR departments might keep employee motivation and morale high. Maintaining company
culture also means being equipped to identify any shortcomings within the organization and
having the ability to address them effectively.

• . Manage Employee Benefits - On the administrative side, HR departments oversee both

mandated and voluntary company benefits. While employers are required to provide
some benefits like Social Security, unemployment, and worker’s compensation, other
benefits like paid time off, disability income, and gym reimbursements are provided on a
voluntary basis—and serve as additional incentive for potential and current employees
to work at the company.

Of course, employee benefit programs vary by organization. Some may offer employer matching
programs (in which employers match an employee’s contribution to their retirement fund), while

56
others may offer enticing comprehensive health insurance plans. Regardless of the specific
benefits an employer may offer, managing all of these components is a complex job. It requires
HR managers to be well-versed in their understanding of company benefit programs and have the
ability to clearly explain and answer any questions employees may have regarding their policies.

• Create a Safe Work Environment - In addition to managing benefits, HR is responsible

for protecting employees’ safety at work—both physical and emotional. In the
physical sense, HR must ensure the workplace is free of danger typically through
worksite analysis and hazard prevention and control. HR may also establish safety
programs through risk management training and provide information on procedures
and protocol for any potential emergency scenarios.

Workplace safety also entails ensuring that the organization acts in accordance with federal and
state employment rules and regulations. HR departments have a responsibility to maintain
work environments that promote respect and dignity for all employees. They must also ensure
that employees are protected from behaviors like harassment, discrimination, intimidation, and
exploitation. They may provide training sessions for employees, managers, and supervisors to
learn to identify harmful practices and know how to report them when needed.

• Handle Disciplinary Actions - Disciplinary procedures and terminations are delicate and
sometimes complicated matters. HR managers must know how to handle them fairly
and consistently to keep situations running smoothly and prevent any additional conflict
or escalation. This may involve having a clear disciplinary process, whether that
includes starting with a written warning and increasing in severity with suspensions or
demotions—or following another proven system. Regardless of the specifics, HR
managers must have a set system in place to hold employees accountable.

Additionally, HR may consult with legal counsel to ensure the company acts in accordance
with the law, avoiding any mishandled situations and subsequent lawsuits. At the end of the
day, HR departments have a responsibility to enforce an organization’s policies and the
requirements of the law, while still maintaining the dignity and humanity of its employees.

AT SWATHI PROMOTERS; EMPLOYEE – EMPLOYER

RELATIONSHIP IS WELL MAINTAINED IN EVERY
DEPARTMENT OF THE ORGANISATION.

6. LEGAL RESPONSIBILITIES: The human resources department is responsible for

interpreting and enforcing employment and labor laws such as equal employment opportunity,
fair labor standards, benefits and wages, and work hour requirements. The department also
investigates harassment and discrimination complaints and ensures company officials remain
compliant with Indian Labor organization of Labor regulations. The role of Human Resources in

57
the workplace has never been more important. Aside from the traditional functions of recruitment,
onboarding, L&D, and payroll, HR professionals must also have a comprehensive understanding
of relevant and updated HR law and its corresponding regulations.

These HR employment laws regulate hiring and firing, workplace safety, benefits and pay, and
confidentiality, and serve to protect against discriminatory practices and harassment. They
also provide guidance in the event of workplace conflict or complaints.

Employment Law for HR Professionals

• Be proactive and anticipate changes in the law. Keep up to date with upcoming
policies going through the government and be aware of how they could impact internal
policies and procedures.

• Regularly conduct audits. Create checklists and review them periodically to ensure
HR regulatory compliance in all business areas.

• Assign dedicated policy owners within the HR department to promote ownership

and responsibility.

• Attend regular conferences and webinars to stay up to date with upcoming changes to
laws affecting human resources management.

• Provide ongoing employment law training for HR professionals. Train employees on

the importance of complying with internal policies and procedures.

• Proactively implement policies that align with changes in employment laws

human resources professionals need to be aware of.

• Avoid cost/benefit analyses relating to the costs associated with compliance. Whatever
investment is required to ensure compliance will be far lower than the potential expense
a company incurs by penalties and lawsuits.

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 DATA ANALYSIS AND
INTERPRETATION
Q1. Since how many years have you been working with Swathi Promoters?

Table 4.1
Parameters No. of respondents Percentage
a.0-1 Years 25 41
b.1-3 Years 15 25
c.3-5 Years 12 20
d.More than5 Years 8 13
Total 60 100

INTERPRETATION:
From the above chart we can understand that about 41% have not worked more than 1-years.
And 25 % worked for more than 1-3 years. 20 % for about 5 years and about 11% more than 5-
years.

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Q2. Does the organization clearly define the position objectives, requirements and job
specifications in the recruitment process?
Table 4.2
Parameters No. of Respondents Percentage
a. Yes 56 93
b. No 4 6
Total 60 100

INTERPRETATION:
The above chart clearly indicates that about 93 % have agreed that the Organization have defined
the position objectives of the candidates. And remaining 7% of the employees denied.

Q3. How well are the organization’s affirmative action needs to be clarified and supported
in the selection process?
Table 4.3
Parameters No. of Respondents Percentage
a. Poor 5 8
b. Adequate 10 16
c. Excellent 45 75
Total 60 100

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INTERPRETATION:
The above chart depicts that 75% of the employees rated excellent, about 16% rated good & 8%
rated poor for the above question.
Q4. Is the organization doing recruitment and Selection process on regular basis.
Table 4.4
Parameters No. of Respondents Percentage
a. Yes 60 100
b. No 0 0
Total 60 100

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INTERPRETATION:
All the employees have accepted that the organization is doing timely Recruitment. And the
chart is also showing the same. i.e. 100%
60 out of 60 have answered Yes for the above question.
Q5. Does HR provide an adequate pool of quality applicants?
Table 4.5
Parameters No. of Respondents Percentage
a. Yes 52 86
b. No 8 13
Total 60 100

INTERPRETATION:
The above Diagram shows that 93% of the respondents have answered Yes to the question asked.
The HR. Dept is picking right and quality applicants. And only 7% have answered No to the
above question.

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Q6. Rate the effectiveness of the interviewing process and other selection instruments, such
as testing?
Table 4.6
Parameters No. of Respondents Percentage
a. Poor 7 11
b. Adequate 23 38
c. Excellent 30 50
Total 60 100

INTERPRETATION:
The chart indicates that 50% respondents rated excellent, about 39% rated good and 11% rated
poor for effectiveness of recruitment and selection process in the organization.

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Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
Table 4.7
Parameters No. of Respondents Percentage
a. Yes 58 96
b. No 2 3
Total 60 100

INTERPRETATION:
About 97% employees have accepted that the Hr. Dept carries quality screening process and
only 3% have answered No. The diagram is showing the same.

Q8. Does HR train hiring employees to make the best hiring decisions?

Table 4.8
Parameters No. of Respondents Percentage
a. Yes 49 81
b. No 11 18
Total 60 100

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INTERPRETATION:
The chart clearly indicates that about 82% of the respondents are favorable to the statement that
“HR train hiring employees to make the best hiring decisions.”
And about 18% are against to above statement.
Q9. Rate how well HR finds good candidates from non-traditional sources whenever
necessary?
Table 4.9
Parameters No. of Respondents Percentage
a. Poor 6 10
b. Adequate 16 26
c. Excellent 38 63
Total 60 100

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INTERPRETATION:
The above chart illustrates that about 63% responded for the option excellent, 26% responded for
adequate and 10% responded for poor to the above asked question.

Q10. How would you rate the HR department’s performance in recruitment and selection?
Table 4.10
Parameters No. of Respondents Percentage
a. Poor 3 5
b. Adequate 17 28
c. Excellent 40 66
Total 60 100

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INTERPRETATION:
The employees have rated the performance of Hr. Dept. is as follows. 66% rated excellent, 28%
rated adequate and only 5% rated poor.
The above figures are shown in the chart.

Q11. Do you find the HR Department is efficient in Selection Policy of the employees?
Table 4.11

Parameters No. of Respondents Percentage

a. Yes 56 93
b. No 4 6
Total 60 100

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INTERPRETATION:
The Recruitment and Selection policy of the HR. Dept is very good as per the response given by
the respondents. About 93% responded Yes and only 7% responded No to the question asked.
Q12. How would you classify interview structure in your organization?
Table 4.12
Parameters No. of Respondents Percentage
A) Formal & structured 50 83
B) Semi-structured 10 16
C) Unstructured 0 0
Total 60 100

INTERPRETATION:
About 83% employees felt that the interview structure is formal and structured and 17%
employees felt the structure is semi-structured.
The above chart is showing the same figures.

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Q13. Do you feel that your Organization give more importance to personnel bias while
Selection process?
Table 4.13
Parameters No. of Respondents Percentage
A)Strongly agree 2 3
B) Agree 7 11
C)Disagree 50 83
D)Strongly disagree 1 1
Total 60 100

INTERPRETATION:
The above chart depicts that 83% respondents are disagreeing the statement “Organization give
more importance to personnel “
Bias while Selection process
11% agree 3% strongly agree and 1% strongly disagree for the above statement.

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Q14. What type of interview process is used in your organization?

Table 4.14
Parameters No. of Respondents Percentage
A) Panel 0 0
B) One on one 44 73
C) Stress 2 3
D) Group 0 0
E) Telephone interview 14 23
Total 60 100

INTERPRETATION:
The above chart depicts the quantum of responses by the employees for the question type of
interview process uses in your organization
73% 1-on-1 24% telephonic and 3% stress.

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Q15. Do you think that this organization if following all modern techniques of Recruitment
& Selection?
Table 4.15
Parameters No. of Respondents Percentage
A)Yes 53 88
B) No 7 11
C)To some extent 0 0
Total 60 100

INTERPRETATION:
88% Respondents have agreed that the organization is following modern techniques of
recruitment and selection. And 12% respondents felt No.
The above chart shows the same.
Q16. How would you rate the turnover of staff in your organization?

Table 4.16
Parameters No. of Respondents Percentage
A) High 14 23
B) Medium 12 20
C) Low 34 56

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Total 60 100

INTERPRETATION:
The above chart illustrates the responses of the employees about labour turn-over in the
organization 57% stated low, 20% stated medium & 23% stated high.
Q17. Do you agree that experience matters in the talent acquisition process?

Table 4.17
Parameters No. of Respondents Percentage
A)Strongly agree 35 58
B)Agree 20 33
C)Disagree 5 8
D)Strongly disagree 0 0
Total 60 100

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INTERPRETATION:
58% of the respondents strongly agree, 33% agree and 8% disagree for the statement “The
Experience matters in the talent acquisition process” The chart is showing the above details.

Q18. What do you think is the time gap between recruitment and selection process?

Table 4.18
Parameters No. of Respondents Percentage
A) No time gap 46 76
B) 1-15 days 10 16
C) 15-30 days 4 6
D) 30 above 0 0
Total 60 100

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INTERPRETATION:
About 77% respondents feel that there should not be any time gap between recruitment and
selection. About 17% feel that there should be a gap at least 0 to 15 days in the process and about
6% feel that there should be a gap of about 15 days to 1-month in the process.
Q19. How do you come to know about the Vacancy in SWATHI PROMOTERS ?

Table 4.19
Parameters No. of Respondents Percentage
a) Walk In 15 25
b) Job Portals 9 15
c) Employee Reference 30 50
d) Newspaper & others 6 10
Total 60 100

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INTERPRETATION:
50% of the employees join the organization through employee referrals followed by walk-in, job
portals and newspaper adds.
The figures are shown in the above chart.
Q20. Would you recommend your formal colleagues or friends to join this organization?
Table 4.20
Parameters No. of Respondents Percentage
A) Yes 45 75
B) No 15 25
Total 60 100

INTERPRETATION:
About 75% respondents refer their friends and formal colleagues to join this organization and
25% have no interest to join their colleagues in the organization.

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SWOT ANALYSIS OF THE COMPANY :
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 Swathi Promoters pvt.
Ltd. has at the present time.

• Goodwill – swathi promoters have a very strong goodwill in the society. Goodwill is the
established reputation of a business regarded as a quantifiable asset and calculated as
part of its value when its sold.
• Recruitment: Their recruitment and selection policy is very strong. Swathi
Promoters recruits talented candidates from the market through proper testing- written
and interview.
• 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.
• Brand image: Brand image is the perception of the brand in the mind of the customer. It
is an aggregate of beliefs, ideas, and impressions that a customer holds regarding the
brand.
• Purchasing committee: A Purchase Committee is a group of designated staff
established for independent review and evaluation of purchasing documentation
whose main role is to recommend the most appropriate supplier or service provider
based on price, quality, stock availability, references etc.
• Employee commitment: Commitment is the bond employees experience with their
organisation. Broadly speaking, employees who are committed to their organisation
generally feel a connection with their organisation, feel that they fit in and, feel they
understand the goals of the organisation. The added value of such employees is that they
tend to be more determined in their work, show relatively high productivity and are
more proactive in offering their support.

WEAKNESS:

• Government policies: Due to policies taken by the government in the field

of real estate.
• Government regulations: Government set some regulations in buying and
selling of land. Also they have regulatory boards like VUDA,VMRDA, HUDA.

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 • E- commerce : As swathi promoters deals with lands they can’t sell their product
in ecom platforms. Customer need to see the product i.e. he plot or land before
purchasing it.

OPPOURTUNITIES:
• Land purchasing: To purchase a piece of land, the following documents are
required from the seller's end: Original Land Deed of the current owner, known as the
7/12 document and also the previous owners with the proper names on the title. An
Encumbrance Certificate from the Sub-registrar's office for the last 30 years at least.

THREATS:

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SUGGESTIONS

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BIBILIOGRAPHY
• WWW.SWATHIPROMOTERS.IN
• WWW.INVESTOPEDIA.IN
• WWW.TOFLER.IN
• WWW.THECOMPANYCHECK.COM
• WWW.LINKEDIN.IN

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