ON THE JOB TRAINING REPORT

ON A STUDY OF

“WORK LIFE BALANCE AT COVEIDENTITY PVT LTD.”

SUBMITTED IN THE PARTIAL FULFILMENT OF THE

REQUIREMENT FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

ACADEMIC SESSION (2020 - 2022)

SUBMITTED TO : SUBMITTED BY :

Dr. SONIKA RAGHAV KORLA

Assistant Professor 200521281280014
MBA Department MBA 4TH SEMESTER

“DEPARTMENT OF BUSINESS STUDIES”

HIMACHAL PRADESH UNIVERSITY

REGIONAL CENTRE MOHLI,(DHARAMSHALA)
(176218)
 ON THE JOB TRAINING REPORT

ON A STUDY OF

“WORK LIFE BALANCE AT COVEIDENTITY PVT LTD.”

SUBMITTED IN THE PARTIAL FULFILMENT OF THE

REQUIREMENT FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

ACADEMIC SESSION (2020 - 2022)

SUBMITTED TO : SUBMITTED BY :

Dr. SONIKA RAGHAV KORLA

Assistant Professor 200521281280014
MBA Department MBA 4TH SEMESTER

“DEPARTMENT OF BUSINESS STUDIES”

HIMACHAL PRADESH UNIVERSITY

REGIONAL CENTRE MOHLI,(DHARAMSHALA)
(176218)
 DEPARTMENT OF MBA
HPU RC
DHARAMSHALA

CERTIFICATE

This is to certify that the On The Job Training Report entitled “Work Life
Balance at Cove Identity Pvt Ltd.”, in partial fulfillment of the requirements
for the award of the Degree of Master of Business Administration is a record of
original training undergone by RAGHAV KORLA during the year 2021-2022
of his study in the Department of MBA, HPU Regional Centre, Dharamshala of
Himachal Pradesh University, Shimla under my supervision.

Date : Signature of Guide

Department of MBA
HPU Regional Centre,
Dharamshala (H.P)
 DECLARATION

I RAGHAV KORLA, hereby declare that the On The Job Training Report,
entitled “Work Life Balance at Cove Identity Pvt Ltd.”, submitted to the
HPURC in partial fulfillment of the requirement for the award of the Degree of
Master of Business Administration is a record of original training undergone by
me during the period (January 2022 - February 2022) under the supervision and
guidance of Prof. Sonika, Department of MBA, HPU Regional Centre and it has
not formed the basis for the award of any Degree to any candidate of any
University.

RAGHAV KORLA
200521281280014
MBA 4TH SEMESTER
 ACKNOWLEDGEMENT

I would like to express my gratitude to my honorable academic instructor Dr.

Sonika from the core of my heart for her kind support, guidance, constructive
supervision, instructions, advice and for motivating me to do this report.

I am also thankful to Cove Identity Tech Pvt Ltd. for giving me the
opportunity to work with it’s HR department. I would like to thank Mr. Kunal
Nandwani and Mr. Sarvpriye Soni; Director Cove Identity for their cordial help
by providing various key information and giving me the path to write a fruitful
report.

I am also grateful to the employees of HR Department for their cordial

acceptance. They were very helpful and helped me a lot to collect the
information correctly for my report whenever I approached. It was a great
opportunity for me to know about the practical experience of HR Department of
Cove Identity and the helpful environment of this organization.

I also thank my family, friends and well wishers, who have provided their
whole hearted support to me in this exercise. The experience I have gathered will
be a privilege for my future career planning. I believe that this Endeavor has
prepared me for taking up new challenging opportunities in future.

I think this report will motivate me in my future to take more initiatives and big
projects with the help of satisfaction that, I have completed such a big project in
an efficient manner.

RAGHAV KORLA
200521281280014
MBA 4TH SEMESTER
 INDEX
SERIAL TITLE PAGE NO.
NO.
Executive Summary 1-2
Chapter 1 : Organization
1.1 Introduction 3
1.2 Scope of the Report 3
1.3 Objective of the Report 3
1.4 Sources of information 4
1.5 Limitations 4
Chapter 2 : Organization Profile
2.1 Organizational Background 5
2.2 Key facts about Cove Identity Pvt Ltd 6
2.3 Vision and Mission 7-8
2.4 Strategic Objectives of Cove Identity Pvt 9
Ltd
2.5 Customer Charter 9
Chapter 3 : Overview of HR Division
3.1 Human Resource Management 10
3.2 Functions of HR 10 - 14
Chapter 4 : HRM at Cove Identity Pvt
Ltd.
4.1 Units of HR Division 15
4.1.1 HR Staffing 16 - 19
4.1.2 HR Operations 19
4.1.3 Training & Development 19 - 22
 Chapter 5 : Company Analysis
5.1 SWOT Analysis 23
5.1.1 Strength 23 - 24
5.1.2 Weakness 25
5.1.3 Opportunity 25
5.1.4 Threat 26
Chapter 6 : Project at Cove Identity Pvt
Ltd. ( Work Life Balance )
6.1 Research Methodology 27
6.2 Research Design 27
6.3 Methodology of Project 27
6.4 Sampling Technique Used 28
6.5 Sample Size 28
6.6 Tools Used For Data Collection 28
6.7 Procedure of Data Collection 29
6.8 Statistical Tools Used 29
6.9 Data Analysis and Interpretation 30 - 43
Chapter 7 : Findings and
Recommendations
7.1 Findings 44 - 45
7.2 Suggestions 45
7.3 Limitations 46
8 Conclusion 47
9 References 48
 EXECUTIVE SUMMARY

As a student of Business administration, analyzing today's business world is

very crucial to observe in this complex situation. It is necessary to go through all
fields of knowledge, both theoretical and practical. The MBA program at my
university, mandates an Internship program to have practical knowledge in
business life as a part of my academic program.

In this report I have tried to focus on both, my theoretical and practical

knowledge regarding HRM practices. My project topic is Overall HR Practices
of Cove Identity Pvt Ltd. I have tried to identify HRM practices of this
organization and how it is working in progress of the organization.

This report outlines some key issues surrounding the field of human resource
management at Cove Identity Pvt Ltd. The study has been conducted based on
the Human Resources (HR) management strategies, practices and outcomes.

In HR literature, a number of various models and approaches try to demonstrate

how a strategic approach to HR can be translated into a set of coherent HR
processes and practices. Cove Identity Pvt Ltd has incorporated effective and
efficient practices that makes the organizations in house administration hassle
free for the employees as well as the employers.

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

division of an organization operates and coordinates its activities to ensure
smooth functioning of the organization at all levels by ensuring right numbers of
people are available at the right time to do the right job.

Not only that I have also gained insight into the working culture of the
organization and observed how Cove Identity Pvt Ltd handles its employees with
value and empowerment to ensure they are motivated to give their best to the
organization.

1
 The report starts with an organization profile of Cove Identity Pvt Ltd giving its
background, mission, vision, its products and services, the hierarchy and organ
gram of the organization.

The next section comprises the project, Human Resource Management at Cove
Identity Pvt Ltd. The project encompasses introduction to the topic, recruitment,
selection, training and development.

Each chapter contains detailed discussion of the HR functions followed by

Organization Practice at Cove Identity Pvt Ltd which basically conveys how
things are done in the HR Department.

The next part of the project carries out SWOT Analysis that touches upon
strengths, weakness, opportunities and threats to the organization followed by
findings and recommendation on critical factors regarding Human Resource
Management of Cove Identity Pvt Ltd.

Finally there is the conclusion followed by references.

2
 CHAPTER : 1
“Human Resource Practices at Cove Identity Pvt Ltd.”

INTRODUCTION

The topic of this report is “Human Resource Management of Cove Identity Pvt
Ltd”. I tried to integrate my theoretical knowledge of HR and combine it with
practical examples as observed during my internship. I have tried to cover all the
major functions of Human Resource Management - Recruitment, Selection,
Compensation and Benefits, Training and Development and convey my
understandings of the different functions of Human Resource Management
through this project. At the end of the report I have done a SWOT Analysis on
the HRM Practice of the organization followed by discussing critical points. I
have also tried to provide some recommendations based on my knowledge
followed by the conclusion which I gathered during my internship.

SCOPE OF THE REPORT

This report has been prepared through extensive discussion with company
employees. Prospectus provided by the company also helped in preparing the
report. At the time of preparing the report, I had a great opportunity to have an in
depth knowledge of all the functions practiced by Cove Identity.

OBJECTIVE OF THE REPORT

There have been some objectives set forward in doing this report so that it can
be determined what tasks have to be done. The objectives of the report are:

 To familiarize with Cove Identity Pvt Ltd, its operation and activities,
management style and endeavor to realize the gap between the theoretical
knowledge with the real business world.
 Analyze the current performance appraisal format & compensation.
 Identifying inherent problems associated with the format.
 Propose changes mainly in the guidelines, format and management
philosophy by keeping relevance with other processes.
 Employee personnel practice and developing employee practices.

3
 SOURCES OF INFORMATION

All the information incorporated in this report has been collected from primary
sources as well as secondary sources.

 PRIMARY SOURCES :

 Interview with the manager and HR Incharge.

 Operations manager and some other employees.
 Discussion sessions with senior officers as well.

 SECONDARY SOURCES :

 Cove Identity Annual report.

 Job Description for each Employee of Cove Identity, HR Division
 Performance appraisal format.
 Performance appraisal guideline provided by the Human Resources Division.

LIMITATIONS

The various limitations are :

 Limitation of Employment Personnel.

 Lack of practices in Human Resource Management.
 Human resources department was hesitant to provide information, because of
difficulty in accessing sensitive data and information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human Resources
Division is a vast area, after doing the regular office works from 9:30 AM to
5:30 PM it is difficult to go through in depth within this short duration of
time.
 The secondary source of information was not enough to complete the report.
 Confidentiality.

4
 CHAPTER : 2
ORGANIZATIONAL PROFILE

ORGANIZATIONAL BACKGROUND

Cove Identity Tech Private Limited is a private company based in Mohali which
was incorporated 2 years 7 months ago, dated 28th September 2019. Cove
Identity Tech Private Limited is classified as Non Government and is registered
at registrar of companies located in ROC - Chandigarh.

Main activity of the said company Cove Identity Tech Pvt Ltd is : Other
computer related activities (for example - Maintenance of websites of other firms,
creation of multimedia presentations for other firms etc. It comes under division
“Computer and related activities” and this comes under section Real Estate,
Renting and Business activities.

Cove Identity Tech Pvt Ltd is MCA provider company based on the National
Industrial Classification Code of 72900 and it is involved in the business
activities related to this industry code such as other computer related activities.

As per Cove Identity, We are a reliable organization engaged in MCA provider,

a qualitative range of industrial products. We are also one of the leading
companies of this highly commendable range of products.

Our team of experts maintain a vigil on the quality of the products. Every single
piece of work is ensured with proper quality assurance. Since our inception in
2019, we are continually improving our quality to serve our clients better.Use of
modern technology, industry standards, timely and quality deliveries,
experienced workplace are our USPs.

We also provide an app service named “Cove Identity” that scans and organizes
the documents that are most important to you and then locks them away in an
unbreakable vault stored on your phone that only you can access. It’s the safest
way to store your vital information online.

5
 KEY FACTS ABOUT COVE IDENTITY PVT LTD

Some important facts about Cove Identity Tech Pvt Ltd :

Name of the Company Cove Identity Tech Pvt Ltd.

CIN U72900PB2019PTC050062

RoC RoC - Chandigarh

Registration No. 50062

Company Category Company limited by shares

Date of Incorporation 28th September 2019

Registered Office Address Flat No. 501, Ruby Tower - 01, Somdutt
Landmark, Sector - 116, SAS NAGAR,
Mohali, Punjab - 140307

Director Mr. Kunal Nandwani

Mr. Sarvpriye Soni

Company Size 11 - 50 Employees

Authorized Capital Rs. 1,00,000

Paid up Capital Rs. 95,000

Web Page https://coveidentity.com/

Email [email protected]

6
 VISION AND MISSION OF THE COMPANY

VALUE TEAMWORK :
Cove Identity Pvt Ltd Team values collaboration. In a teamwork environment,
people understand and believe that thinking, planning, decisions and actions are
better when done cooperatively. People recognize and assimilate the belief that
none of us is as good as all of us.

FOCUS ON THE FUTURE :

We focus on the future, not on the past because better days lie ahead. It is time
for us to turn a and come together, put our differences behind us and focus on the
future technologies deliver the best in everything.

STRIVE FOR EXCELLENCE :

Excellence is not just a word; it is an ethics in Cove Identity Pvt Ltd. We try to
make excellence a habit. We deeply value customer satisfaction. We try our best
to deliver product to customer within time as per requirements.

7
 VISION :

To be the competent and complete value added technology partner to our clients
and be the admired Global Computer & Services provider in Information
Technology space in our chosen markets.

MISSION :

Our mission is to be a leading mca provider providing superior quality products

and services at competitive prices. We want be a globally innovative and
competitive business providing 100% genuine services to our customers. We are
committed to total customer satisfaction by providing quality products and
services.

8
 STRATEGIC OBJECTIVES OF COVE IDENTITY PVT LTD

 Cove Identity Pvt Ltd’s objectives are to carry out transparent and high
quality business operation based on market mechanism within the legal and
social framework spelt in their mission and reflected in their vision.

 They are greatest with qualitative business as a sustainable ever growing

organization and providing the best service to its clients.

 They are committed to their community as a corporate citizen and

contributing towards the progress of the nation as their corporate social
responsibility.

 Their employees are their backbone. Cove Identity Pvt Ltd promotes
employees well being through attractive compensation package, promoting
staff morale through training, development and career planning.

 Cove Identity Pvt Ltd strive for fulfillment of their responsibility to the
government through paying entire range of taxes and duties and abiding the
other rules.

CUSTOMER CHARTER

 Cove Identity Pvt Ltd seek to build long-term, sustainable beneficial

relationship with all the customers based on the service-commitments and on
their underlying values of mutual respect, the pursuit of excellence and
integrity in all their dealings.

 Primary concern is to understand and satisfy customer’s needs and

expectations. Promise to use all means open to establish and understand these
needs which are both mutually beneficial and respect the values and
principles in all aspects.

 Promise to deal quickly, courteously and accurately with all correspondence.

 Believe in openness, integrity, transparency and accountability and provide

high standard of services to the valued customers.

9
 CHAPTER : 3
OVERVIEW OF HR DIVISION

HUMAN RESOURCE MANAGEMENT

Human resource management involves all management decisions and practices

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

FUNCTIONS OF HR

 The functions of Human Resource Management are :

 Staffing
 Training and Development
 Motivation
 Maintenance
By doing all these functions Human Resource Management completes its job.

 Staffing in HRM :

Activities in HRM concerned with seeking and hiring qualified employees is

Staffing. A company needs a well-defined reason for needing individuals who
posses specific skills, knowledge and abilities to specify the job. Employee
referrals can produce the best applicants for two reasons. First, current employees
screen applicants before referring them. Second, current employees believe that
their reputations with the firm will be reflected in the candidates that they
recommend.
Recruiting is the initial step of staffing. Recruiting is the process of locating,
identifying, and attracting capable employees. Many companies are finding new
employees on the World wide web.

10
 The source that is used should reflect the local labor market, the type or level of
position, and the size of the organization. Now the second step of Staffing, that is
Strategic HR planning. For that a company plans strategically. They set goals and
objectives, these goals and objectives may lead to the structural changes in the
company. Third step is Selection. This process is attracting qualified applicators
and discouraging the unqualified applicants.
By this a company can get its desired employees of requirement. It has dual
focus, attempting thin out the large set of applications that arrived during the
recruiting phase and to select an applicant who will be successful on the job. To
achieve this goal, companies can use a variety of steps. The employees who are
able to do all the steps and ensure good performance they get the job. HRM must
communicate a variety of information to the applicants, such as the organization
culture.

Under the Selection process there are some steps :

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

11
 Training and Development :

Training is one of the important activities of human resource management. In

the training process companies try to motivate and train the employees in a
manner so that they can work more effectively in the future. Under the training
process there are some steps they are given below:

 Employee Orientation:
Employee orientation provides new employees with the basic background
information they need to perform their jobs satisfactorily. Companies arrange an
orientation program for the employees.

In an orientation program the employees should feel :

 Feel welcome.
 Understand the organization in a broad sense.
 Be clear about what the firm expects in terms of work and behavior.
 Begin the process of socialization.

 Employee Training :
There is some process, method and techniques of employee training.A company
follows the all the steps of training to provide the employees a good look on their
work.

 Career Development :
The career development stage is given below :

 Pre Transition : Is simply looking for a job and preparing oneself for a
career.
 Transition : An individual is already having a job and developing oneself for
future career or moving to another career.
 Preferred area : An individual prefers a specific sector of the career.
 Early stage : First 1-5 years of career is called Early stage.
 Mid career : 5-20 years after the career starts.
 Late career : Late career starts after 20 years of job life.
 Retirement : And finally after completing the stages of career and individual
decides to retire.

12
 Motivation in HRM :

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

results. It is the willingness to exert high level of effort towards organizational
goals, conditioned by the efforts and ability to satisfy some individual needs.

An important part of the retention of staff, reducing staff turnover and

minimizing absenteeism at work is ensuring that staff are properly motivated.
The wage should be increased, the facilities should be insured and social security
should be confirmed. These are the types of common motivational ways.

Staff motivation is the cornerstone of open, flexible and caring management

culture, which the Government aims to establish through HRM. To put it into
practice, “open” means not only to listen to staff suggestions and opinions, but
also to empower staff, accept their constructive criticisms and use their
suggestions.

To be “flexible”, we may need to change the traditional ways of doing things.

As far as staff motivation is concerned, the biggest challenge perhaps is to stop
focusing on problems and the guilty party (police behavior) and start looking for
those responsible for things gone right (coach behavior).

“Caring” calls for a human leader who would give emotional support to
individuals and at the same time attend to the overall emotional needs of team
members – which include treating them all in a fair and impartial manner.

Today’s employees want a respect that can be seen as involvedness in decision

that will affect them. Listening to the employees is a way of Motivation. All the
motivation functions focus on one primary goal, to have some competent and
adapted employees with up-to-date skills, knowledge and abilities, exerting high
energy levels.

13
 Maintenance of Employees :

To maintain the employees of a company, it must look after the employees :

 Health and Safety :

For employees health and safety there HR policy need to be very clear to all
staff so that they feel safe to work here. They can put their attention and
productivity properly towards the task.

 Communication :

The communication between the employees and top level management should
be clear and transparent. There should be no gap between top level management
and low level management.

 Employees Relation :

Employees should be committed to their companies and the companies also

should understand the needs and wants of the employees. In some companies
employees and labors create labor union for better relationship among the
workers and employees.

14
 CHAPTER : 4
HRM at Cove Identity Pvt Ltd.

During my internship i was mainly assigned in HR department. Cove Identity

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

 Units in HR Division :
There are three units in HR Divisions of Cove Identity Pvt Ltd. :

 HR Staffing
 HR Operations
 Training and Development

15
 HR Staffing :

The staffing process - Putting the right people in the right positions at the right
time is one of the most critical tasks any organization faces.The quality of the
work performed can be only as high as the capabilities of the people performing
it.
Three officers are working in HR staffing unit. They perform the following
activities :
 Recruitment
 Selection
 Leave Management
 Personal Profile Management

1) Recruitment :
Recruitment is the process by which a firm finds its employees, are perhaps the
most critical tasks any organization faces. Without the right people, no firm can
function effectively. For a recruitment program to be successful, managers
should cooperate with the human resources staff to define needs and predict
vacancies. This recruiting may be done by internal or external.

Types of Recruitment are :

 Internal Recruitment
 External Recruitment

For Internal Recruitment : The principal methods are :

 Job posting
 Use of computerized skills inventories
 Referrals from other departments

For External Recruitment : Organizations rely on :

 Advertisements
 Public or private placement agencies
 Field recruiting
 Including campus recruiting

Point of Recruitment : There are two level of Recruitment :

 Entry level
 Lateral Entry (Recruitment of experienced person)

16
 Entry Level :
There are two entry-level post for recruiting fresh graduates and postgraduates.
These are:
 Probationary officer Level
 Trainee Assistant Officer (TAO) Level

 Probationary Officer Level :

Probationary officers are confirmed as officer after successful completion of

one year probation period. Probationary Officers are recruited through aptitude
tests. After taking the tests the top scorers are invited to appear for the Interview
with management committee.
For recruiting Probationary Officers advertisement are web site . Only online
applications are acceptable for Probationary Officers (PO).. HR team then short
lists the resume of the candidates. Only short listed candidates are invited for
appearing the aptitude test. Shortlisting criteria are given in the circulars. There
are some subjects, which are preferred for short listing.

These subjects are :

 MBA (Major in Accounting,Finance,Marketing,HRM,MIS etc.)
 English
 Statistics
 Economics
 Mathematics
 CSE
 Development studies

 Trainee Assistant Officer Level :

TAOs are confirmed as assistant officer (AO). TAOs are recruiting from walk
in CVs. Usually, one aptitude test is managed by the management has taken for
recruiting TAOs followed by one interview.

 Lateral Entry (Recruitment of experienced person) :

There are recruitments for experienced persons in IT companies, which is called
lateral entry. Length of services, job responsibilities, revolutionary background
etc. is taken into consideration for the lateral entry.

17
2) Selection :
The critical criteria in this regard are job relatedness, reliability, and viability.
For selection of candidates following things are considered :
 Appearance
 Attitudes
 Knowledge
 Personal ability & Mental ability
 Physical ability
 Qualification
 Communication skill
 Job knowledge (for lateral entry)

3) Leave Management :
Leave is earned by duty. Leave cannot be claimed as a matter of right, and leave
admissible under the service rule of Cove Identity Pvt. Ltd. may be granted by
the Managing Director or his authorized person,who may refuse leave,grant leave
for a shorter period than applied for, revoke leave of any description and recall an
employee before the expiry of the leave.
One Officer is looking after the leave matter of employees and keeping leave
records. Employees of Cove Identity Pvt. Ltd. are enjoying following kinds of
leaves :
Earned Leave : 16 days in a year as per service rule
of Cove Identity Pvt Ltd
Casual Leave : 12 days in a year
14 days in a year + conditional
Sick Leave : additional sick leave allowed by the
management as per service rule of
Cove Identity Pvt Ltd.

Maternity Leave : 24 weeks for each issue up to two

children
Leave without Pay : 15 days once during the service life
Paternity Leave : 15 days
Bereavement Leave : 20 days
Study Leave : As per the rule of the organization

18
4)Personal Profile Management: They maintain employee’s personal
profile with hard copy of documents, For example: CV, Educational Certificates
and other necessary documents.

 HR Operations :

HR operations unit mainly work in the area of short term and long-term benefits
of the employees of Cove Identity Pvt Ltd., like salary, bonus, provident fund,
gratuity, super annulations fund, etc.

 Monthly Salary Disbursement.

 Preparation and disbursement of Festival Bonus and Performance Bonus.
 Employees Final Settlement.
 Maintain liaison with different companies,which are under the corporate
agreement with Cove Identity Pvt. Ltd.
 Submission of various Salary related MIS report to the Management &
Regulatory bodies.
 Work as System Admin in HR department.
 Assist in Appraisal Management.
 Investment with the gratuity and PF.
 Employee Tax processing, etc.

 Training & Development :

Human Resource is the key to success of a service oriented business

organization. The famous quotes from some renowned business leaders are:

 Take our 20 best people and virtually we become a mediocre company.

-Bill Gates, Chairman, Microsoft Corporation.

 Take my assets, leave my people and within 5 years I will have it all back.
-Alfred Sloan, Chairman, General Motors.

The mission of Cove Identity Pvt Ltd. is: Requirements being met on time and
with high quality. They deliver products that are cost - effective and as per
customer requirements. They translate technologies into value for their
customers.

19
 Steps of Training Program :

A typical training program can be classified into 5 steps :

 Need Analysis
 Instruction Design
 Validation
 Implementation
 Evaluation and Follow-up

1)Need Analysis :

 Identify the specific job performance skills needed to improve performance

and productivity.
 Analyze the skills and needs of the prospective trainees and to develop
specific measurable knowledge to perform their job.
 To ensure that the program will be suited to the trainees specific levels of
education, experience and skills.
 Use study report to develop specific measurable knowledge and performance
objective.

 Technique to identify Training needs :

Task analysis and performance analysis are two main techniques for identifying
training needs.

 Task Analysis :
The first step in training is to determine what training, if any, is required. The
main task in assessing the training needs of new employees is to determine what
the job entails and break it down into sub tasks, each of which is then taught to
the new employee. So, task analysis is a detailed study of a job to identify skills
required so that an appropriate training program may be instituted.

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

20
2)Instructional Design:

Gather instructional objectives, methods, media, description of and sequence of

content, examples, exercise and activities.
Make sure all materials such as video scripts, leader’s guides and participant’s
workbooks, complement each other are written clearly and blend into unified
training geared directly to the stated learning objectives.
Carefully and professionally handle all program elements-whether reproduced
on paper, film or tape to guarantee and effectiveness.

3)Validation :

Introduce and validate the training program before it presented to the trainee.

4)Implementation :

When applicable boost success of training workshop focuses on presentation

knowledge and skills in addition to training content.

5)Evaluation & Follow up :

Assesses program success according to -

 Reaction : Document the learner’s immediate reactions to the training.

 Learning : Use feedback devices or pre and post tests to measure what
learners have actually learned.
 Behavior: Note supervisor’s reactions to learner’s performance following
completion of the training. This is one way to the degree to which learners
apply new skills and knowledge to their jobs.
 Results: Determine the level of improvement in job performance and assess
needed maintenance.

 Setting training objective :

After training needs have been analyzed, concrete and measurable training
objectives should be set.
Objectives specify that what the trainee should be able to accomplish after
successfully completing the training program.

21
 Techniques of Training Program :

After determine employees training needs, set training objectives and designed
the program, the training program can be implemented. Most popular training
techniques are:
 On the job training
 Off the job training

1. On the job training : On the job training is like having a person learns a job
by actually performing it. Virtually every employee, from mail room clerk to
company president gets some on the job training when he or she joins the firm.
A useful step by step job instruction approach for giving a new employee on
the job training is as follows : Preparation of learner,Presentation of the
operation,Performance tryout,Follow-up.

2. Off the job training : Off the Job Training is the training method wherein the
workers/employees learn their job roles away from the actual work floor.
Simply, off the job training comprises of a place specifically allotted for the
training purpose that may be near to the actual workplace, where the workers
are required to learn the skills and get well equipped with the tools and
techniques that are to be used at the actual work floor.

22
 CHAPTER : 5
Company Analysis

SWOT ANALYSIS

 STRENGTH : 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 Cove Identity Pvt. Ltd. has at the present time :

 Recruitment :
Their recruitment and selection policy is very strong. Cove Identity recruits
talented candidates from the market through proper testing- written exam 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.

 Transparency :
For clear communication to the employees of the HR Practice in Cove Identity
Pvt Ltd., they have a service rule book which they give to every employee. The
guide articulates important and covers all HR Practice followed by the
organization. This is very helpful both for the employees and the employer as it
removes chances of misinterpretation, bias etc.

 Leave Management :
They provide a 42 days leave balance which includes Earned leave of 16 days,
Casual leave of 12 days and Medical leave of 14 days. So employees have no
worries regarding having leave.

23
 Career :
While others assure their finances through industrial training, Cove Identity Pvt
Ltd. aims to provide you with modern learning to help strive in the long
corporate run, which makes one stand out from the competition. New employees
get mentored by professionals bearing 25+ years of expertise in their
demonstrated fields in designing & development specialization.

 Project Management :
We are an ever-growing hub of industry-specific experts helping aspirants to
secure their future in IT & Digital World competency. learn on Live clients
projects like CRM, Lead management software, Digital marketing, web
development, software development etc. Depending upon your needs, we are
offering specialized industrial training programs with varying expertise and
tenure.

 Training and development system of Cove Identity Pvt Ltd. is a prime

reason of their success :
Cove Identity Pvt Ltd. is an established organization catering to professional
and career-oriented industrial training programs in Chandigarh, Mohali suburbs
across specializations with Live Projects. They provide industrial training in
Mohali from best-in-industry trainers and a fast-paced environment to help one
grow to his full potential.

Cove Identity Pvt. Ltd. gives regular training to the officer of both middle and
lower levels. Again if there is any strategy or technology change, there will be
special training program arranged based on individual needs.

They arrange special training on their software also which they use in the office
to operate their system, which eventually becomes beneficial not only for the
employee but also for the organization, because if they do not know the exact
procedure of carrying out work in their system then that might affect them both
the employee end into making mistake, and as a result the reputation of the
organization also might get hampered.

24
 WEAKNESS : Though Cove Identity Pvt. Ltd. is a company that has many
strengths but it also has some weakness. The followings are few of the most
common weakness that Cove Identity Pvt Ltd. has at the present time :

 Inadequate Human Resource :

The human resources are not sufficient in terms of its service providing system.
It has to maintain a number of formalities to recruit employees.

 Human Resource Planing :

There is not much Human Resource Planning at the Organization except for an
annual need assessment for required work forces.

 Lack of Job Analysis :

It is the important part of HR practice in an organization but not implanted in
Cove Identity Pvt Ltd. which means they are less informed about current market
trends and that could lead to loss of potential talents from their pool.

 OPPORTUNITY : In an organization opportunities are positive external

environmental factors. An organization should explore all possible
opportunities available to it. These opportunities are intended to improve the
organization. By making improvements, the organization should be able to
become more competitive in the market. The following are available
opportunities to Cove Identity Pvt Ltd. in order for it to become more
aggressive :

 Recruitment :
Most recruitment in here is through internal recruitment, they can spread the
pool of entry level employees through campus recruitment.

 Automatic Lead Generation :

Software on which the company is working upon: ‘Winbigrock’ software works
to Improve online marketing promotions, brand awareness, generate leads,
increase conversions to Create professional digital scratch cards for coupons,
discounts, promotional codes, experience and lead generations.

25
 THREATS :
An organization’s threats are negative external factors. An organization should
explore all possible threats available to it. These threats are intended to diminish
the organization. By making improvements and proper monitoring of the threats,
the organization should be able to turn more competitive in the market. The
following are threats are available to Cove Identity Pvt. Ltd. in order to threaten
its existence.

 Covid - 19 :
The market can be volatile, and a sudden drop can weaken client confidence.
Due to Covid 19 the market conditions are not looking very promising and thus
can pose as a threat to the organization.

 Government Policy :
Government policy will always depend on the political culture of the moment.
Policy crafted in a politically stable country will be different that formed in an
unstable country.
A stable political system can make business-friendly decisions that promote
local businesses and attract foreign investors. Unstable systems present
challenges that jeopardize the ability of government to maintain law and order.
This has a negative effect on the business environment.

 The Lack of Motivation of Employees :

Sometimes the lack of motivation in employees can create a threat to the
organization. Employees may be overburdened with tasks that are not their
core-competencies.
As a result, the quality and accuracy of deliverable duties may fall. Employee
turnover may have a negative effect on the overall performance of organization.

26
 CHAPTER : 6
Project at Cove Identity ( Work Life Balance )

 RESEARCH METHODOLOGY :

Every project work is based on certain methodology, which is a way to

systematically solve the problem or attain its objectives. It is a very important
guideline and lead to completion of any project work through observation, data
collection and data analysis.

According to Clifford Woody, Research Methodology comprises of defining &

redefining problems, collecting, organizing & evaluating data, making
deductions & researching to conclusions.

Accordingly, the methodology used in the project is as follows :

 Defining the objectives of the study.
 Framing of questionnaire keeping objectives in mind (considering the
objectives).
 Feedback from the employees.
 Analysis of feedback.
 Conclusion, findings and suggestions.

 RESESARCH DESIGN :

The research design used for the study for this project is descriptive. Descriptive
research includes surveys and fact finding inquiry of different kinds. The major
purpose of descriptive research is the description of the state of affairs as it exists
at present. In this research the researcher has no control over the variables; he can
only report what has happened or what is happening.

 METHODOLOGY OF THE PROJECT :

 Questionnaire Design.

27
 SAMPLING TECHNIQUE USED :

The technique of probability sampling or random sampling has been used in the
analysis of the data from a finite population. It gives each element in the
population an equal probability of getting into the sample; and all choices are
independent of each other.

Random sampling from a finite population refers to that method of selection

which gives each possible sample combination an equal probability of being
picked up and each item in the entire population to have an equal chance of being
included in the sample.

 SAMPLE SIZE :

In order to take a reasonable sample size and not to disturb the functioning of
the organization, a sample size of reasonable strength of the Company has been
taken in order to study the work life balance of employees.

Accordingly, 25 employees have been selected from all the departments of the
organization and feedback forms (questionnaire) have been obtained.

 TOOLS USED FOR DATA COLLECTION :

To determine the appropriate data for research mainly two kinds of data was
collected namely primary & secondary data as explained below :

 PRIMARY DATA :

Primary data are those, which were collected afresh & for the first time and thus
happen to be original in character. However, there are many methods of
collecting the primary data; all have not been used for the purpose of this project.
The ones that have been used are :
 Questionnaire

28
 SECONDARY DATA :

Secondary data is collected from previous researches and literature to fill in the
respective project. The secondary data was collected through:
 Text Books
 Articles
 Journals
 Websites

 PROCEDURE OF DATA COLLECTION :

Communication, asking questions and receiving a response in person.

Visiting the various organizations, libraries, internet and also preparation of the
questionnaire with the help of the project guide.

 STATISTICAL TOOLS USED :

The main statistical tools used for the collection and analyses of data in this
project are :
 Pie Charts
 Tables

29
 DATA ANALYSIS AND INTERPRETATION

TOTAL NO. OF EMPLOYEES : 25

(1) How many hours in a day do you normally work ?

OPTIONS PERCENTAGE

7 - 8 Hours 50%

8 -9 Hours 25%

9 - 10 Hours 15%

10 - 12 Hours 10%

More than 12 Hours 0%

 INTERPRETATION :

From the above data it is interpreted that 50% of the respondents normally work
for 7-8 hours a day, 25% of respondents work for about 8-9 hours a day, 15%
respondents work for 9-10 hours and 10% respondents work for 10-12 hours a
day.

30
(2) Do you generally feel that you are able to balance your work life ?

OPTIONS PERCENTAGE

YES 75%

NO 25%

 INTERPRETATION :

From the above data it is interpreted that :

 75% of the respondents feel that they are able to balance their work life.
 25% feel that they are not able to balance their work life.

31
(3) How often do you think or worry about work (when you are not actually
at work or travelling at work ) ?

OPTIONS PERCENTAGE

Never think about work 20%

Rarely 25%

Sometimes 30%

Often 20%

Always 5%

 INTERPRETATION :

From the above data it is interpreted that 30% of employees sometimes think
about work when they are actually not at work, 25% employees rarely think
about work, 20% employees never think about work , 20% employees often think
about work and 5% employees always think about work when they are not
actually at work or travelling to work.

32
(4) How do you feel about the amount of time spent at work ?

OPTIONS PERCENTAGE

Very Unhappy 0%

Unhappy 20%

Indifferent 0%

Happy 60%

Very Happy 20%

 INTERPRETATION :

From the above data it is interpreted that 60% of employees feel happy about
the amount of time spend at work, 20% of employees feel very happy about the
time spent at work and 20% of employees feel unhappy about the amount of time
spent at work.

33
(5) Do you ever miss out quality time with your family or your friends
because of pressure of work?

OPTIONS PERCENTAGE

Never 15%

Rarely 30%

Sometimes 40%

Often 15%

Always 0%

 INTERPRETATION :

From the above data it is interpreted that 40% of employees sometimes miss out
quality time with their family or friends because of pressure of work,30% of
employees rarely miss out quality time with their family or friends,15% of
employees Often miss out quality time with their family or friends,and 15 %
employees never miss out any quality time with their family or friends because of
the pressure of work.

34
(6) Do you feel tired or depressed because of work ?

OPTIONS PERCENTAGE

Never 30%

Rarely 15%

Sometimes 40%

Often 15%

Always 0%

 INTERPRETATION :

From the above data it is interpreted that 40% of employees sometimes feel
tired or depressed, 30% of employees never feel depressed, 15% of employees
rarely feel tired or depressed because of work, 15% of employees often feel tired
or depressed because of work.

35
(7) Do you suffer from any of the stress related disease ?

OPTIONS PERCENTAGE

Hypertension 20%

Obesity 10%

Diabetes 5%

Frequent Headaches 30%

Others 35%

 INTERPRETATION :

From the above data it is interpreted that 35% of employees suffer from other
diseases, 30% employees suffer from frequent headaches, 20% employees suffer
from hypertension, 10% suffer from obesity, and 5% employees suffer from
diabetes due to stress arising out of work.

36
(8) How do you manage stress arising out of work ?

OPTIONS PERCENTAGE

Yoga 15%

Meditation 15%

Entertainment 25%

Dance 0%

Music 30%

Others 15%

 INTERPRETATION :

From the above data it is interpreted that 30% employees prefer music, 25%
employees prefer entertainment, 15% employees prefer yoga, 15% employees
prefer meditation, and 15% employees prefer other things like cooking, travelling
etc. to manage stress arising out of work.

37
(9) Does your organization provide you with any of the following
provisions?

OPTIONS PERCENTAGE

Telephone for personal use 30%

Counseling services 0%

Health Programs 0%

Parenting/Family support programs 0%

Exercise facilities 0%

Relocation facilities and choices 45%

Transportation 25%

Others 0%

 INTERPRETATION :
From the data it is interpreted that 45% of employees said that organization
provide them relocation facilities and choices, 30% employees responded that the
company provides them telephone for personal use and 25% responded that the
company provides them transportation facility.

38
(10) Does any of the following hinder you in balancing your work and
family commitments ?

OPTIONS PERCENTAGE

Long working hours 25%

Compulsory Overtime 20%

Shift work 0%

Meetings/Training after office hours 25%

Others 30%

 INTERPRETATION :

From the above data it is interpreted that 25% employees responded that long
working hours hinder their work and family commitments, 25% employees
responded for meetings/training after working hours, 20% employees responded
for compulsory overtime, 30% employees said that their are there are various
other factors which effect their work and family commitments.

39
(11) Does any of the following help you balance your work and family
commitments?

OPTIONS PERCENTAGE

Working from Home 5%

Technology like cellphones/Laptops 30%

To bring children to work 0%

Support from colleagues 40%

Support from family 25%

Others 0%

 INTERPRETATION :

From the above data it is interpreted that 65% of employees responded that
support from colleagues and family help them to balance their work and family
commitments, 30% responded that technology like cellphones and laptops help
them to balance their work and family commitments, and 5% responded that
working from home helps them to balance their work and family commitments.

40
(12) Does your company have a separate policy for Work life balance ?

OPTIONS PERCENTAGE

Yes 0%

No 65%

Not Aware 35%

 INTERPRETATRION :

From the above data it is interpreted that 65% of the employees responded that
their company does not have a separate policy for work life balance,and 35%
employees responded that they are not aware about the same.

41
(13) Do you feel that work life balance policy in the organization should be
customized to individual needs ?

OPTIONS PERCENTAGE

Strongly Agree 15%

Agree 45%

Indifferent 30%

Disagree 0%

Strongly disagree 10%

 INTERPRETATION :

From the above data it is interpreted that,45% employees agree that if the
company would have any work life balance policy then it should be customized
to individual needs, 30% employees are indifferent regarding the same and do
not have any view point, 10% employees strongly disagree, and 15% employees
strongly agree that the policy should be customized to individuals needs.

42
(14) Do you think that if employees have a good work life balance, the
organization will be more effective and successful ?

OPTIONS PERCENTAGE

Yes 80%

No 0%

Indifferent 20%

 INTERPRETATION :

From the above data it is interpreted that 80% employees feel that if they have a
good work life balance then the organization will be more effective and
successful and 20% employees are indifferent regarding the same.

43
 CHAPTER - 7
Findings and Recommendations

 FINDINGS :

 It has been found that most of the employees think that the Work life balance
is essential and they think it is used as a tool to improve performance, to
determine organization needs, and to basis for pay increase, promotions, and
transfer.

 The balance system facilitates growth & learning of employees and it is used
to distinguish performers.

 The existing work life balance system helps the management to identify
potentiality of employees as well as useful for maintaining efficiency of the
individual & organization.

 From the study it is concluded that most of the employees of Cove Identity
Pvt Ltd are able to balance their work and personal life.

 Most of the employees does not think or worry about work when not present
at work and hence are able to balance their work and life commitments.

 60% of employees feel happy about the time spent at work and rarely or
sometimes feel tired or depressed because of work.

 The marketing employees in Cove Identity Pvt Ltd. who work for more than
10 hours often feel tensed about the work and are unhappy with the time spent
at work and are sometimes not able to balance their work life.

 The employees who generally feel stressful because of work, manage stress
by entertainment, listening to music, doing meditation or yoga. Some manage
stress by doing other activities like reading books, cooking or travelling etc.

44
 Meeting or training after office hours, compulsory overtime and sometimes
long working hours hinder the employees in balancing their work and family
commitments.

 Technology like cell phones/ laptops, support from family members and
colleagues help the employees in balancing their work and family.

 Most of the employees feel that if employees have a good work life balance
the organization will be more effective and successful.

 SUGGESTIONS :

 The company should have a separate policy for helping employees to balance
their work life.

 The policy so formed should be customized to individual needs.

 The policy should have provisions like flexible starting time, flexible ending
time, holidays, paid time offs, job sharing, career breaks/ sabbaticals.

 The company should provide the employees with other work provisions like
counseling services, health programs, parenting or family support programs,
exercise facilities.

 Long working hours, compulsory overtime, meetings or training after office

hours and shift work should be minimized so that the employees can balance
their work and family commitments.

45
 LIMITATIONS :

 The study is limited to Branch.

 Study is limited to selected group from the main stream of the organization.

 Sample size is limited to 25 respondents, Problems with confidential

information.

 The responses would have also been affected by the amount of work and
working conditions.

 Study includes both collections of data from primary as well as secondary

sources.

 There is a high chance of sampling error.

 This project report is based on the information given by the employees.

 The information is also collected through some magazines, newspapers and e-

mails.

 Some respondents were not interested in giving answers as they were

appearing to be busy.

 In fact, this project report involves human processing and analysis. Therefore,
there are chances of human error.

 One of the major limitations is time boundedness.

46
 CONCLUSION

From the study it is clear that employee work life balance at Cove Identity Pvt
Ltd. is good, but there is a small gap from employee satisfaction to the company.
Most of the respondents said that the main reason that hinders them in balancing
their work and family commitments is the long working hours. Most of the
respondents feels that Holidays/ paid time offs and flexible hours in general, will
help them in balancing their work and family commitments.

Since employees are the backbones of the company, so company should satisfy
them in order to improve the business in higher competitive world. Most of the
employees feel that if employees have a good work life balance the organization
will be more effective and successful.

Committed and trustworthy employees are the most significant factors to

becoming an employer of choice; it is no surprise that companies and
organizations face significant challenges in developing energized and engaged
work force.

However, there is abundance of research to demonstrate that increased

employee commitment and trust in leadership can positively impact the
company’s bottom line. In fact, the true potential of an organization can only be
realized when the productivity level of all individuals and teams are fully aligned,
committed and energized to successfully accomplish the goals of the
organization.

Thus, the objective of every company should be to improve the desire of

employees to stay in the relationship they have with the company.

47
 REFERENCES

https://coveidentity.com/

www.investopedia.com

www.wikipedia.com

Books :

Dessler,Garry,“Human Resource Management”.Pearson Publication.

Davis,K, “Human Relations at Work”. McGraw-Hill

Kothari (2009) Research Methodology

48