A PROJECT REPORT ON Salary & wage Administration UNDERTAKEN AT H.&R. JOHNSON INDIA (A DIVISION OF PRISM CEMENT LTD.

BY JITENDRA JALODIYA SUBMITED TO Synergy Institute Of Technology & Management Dewas

TOWARDS DEGREE OF MASTER OF BUSINESS ADMINISTRATION (MBA) OF VIKRAM UNIVERSITY UJJAN (M.P.)

EXTERNAL GUIDE Mr. R.A. MISHRA (H.R. MANAGER) Mr. KARTIKESH VYAS (Ass. MANAGER HR & ADMIN.)

INTERNAL GUIDE PROF. RUCHIKA SHRIWASTAVA (SIT&M. DEWAS)

CONTENTS CHAPTER NO. DECLARATION PERFACE ACKNOWLEDGEMENT CHAPTER 1 => COMPANY PROFIE 1.1 I NTRODUCTION OF THE COMPANY 1.1.1 HISTORY OF THE COMPANY 1.1.2 H & R JOHNSON PROFILE 1.1.3 HUMAN R ESOURCE POLICY 1.2 OBJECTIVES OF THE COMPANY 1.3 V ISION 2014 CHAPTER 2 => H & R JOHSON DEWAS PLANT 2.1 A BOUT DEWAS PLANT 2.2 FINANCIAL POLICY 2.3 O RGANIZATIONAL STRUCTURE 2.4 ISO AT H & R JOHNSON ISO 14001 E NVIRONMENTAL POLICY. ISO 9001 Q UALITY POLICY AND OBJECTIVE. ISO 18001 OCCUPATIONAL HEALTH & SAFETY POLICY. 2.5 D EPARTMENT DETAIL 2.6 PERFORMANCE GROWTH CHAPTER 3 => INTRODUCTION OF THE TRAINING 3.1 SALARY & WAGE A DMINISTRATION 3.2 SALARY 3.3 WAGE 3.4 TYPES OF WAGE 3.5 D IFFERENCE B/W SALARY & WAGE. CHAPTER 4 => RESEARCH METHODOLOGY 4.1 O BJECTIVE OF THE STUDY 4.2 D ATA COLLECTION 4.3 LIMITATION 4.4 SUGGESTION 4.5 CONCLUSION CHAPTER 5 => BIBLIOGRAPHY PERTICULARS

DECLARATION
I undersigned, here by declare that the Training entitled SALARY AND WAGE ADMINISTRATION submitted by me to the H&R JOHNSON (A Division of prism cement Ltd),Dewas for the consideration for the Award of Master Degree of the Business Administration(M.B.A.) represent my own work for the guidance and of suggestion received. Which have been suitably, acknowledged.

.. SIGNTURE STUDENT NAME PRISM -----------------------------

PLACE H&R JOHNSAN (INDIA) (A DIVISION OF CEMENT LTD.) DEWAS

PREFACE
TO MAKE AWARE OF LIFE OF BUSINESS, EVERY MBA STUDENT HAS TO UNDERGO FOR A SUMMER TRAINING WHERE

THEY EXPERIENCE MANEY ASPECT OF BUSINESS UNDER THE SUPERVISION OF PROFESSIONAL MANAGER . THIS REPORT HAS BEEN PREPARD AS A PART OF MY SUMMER TRAINING AT H&R JOHNSON INDIA (A DIVISION OF PRISM CEMENT LTD. )DEWAS (M.P.) TOWARDS PARTIAL FULFILMENT OF THE DEGREE IN MASTER OF BUSINESS ADMINISTRATION .

PRACTICAL ORIENTATION TO ANY JOB IS ESSENTIAL FOR THE SUCCESS OF LIFE , AND HR JOHNSON DEWAS , ONE OF THE LARGEST TRADING COMPANEY HAS GRANTED ME WITH THE GOLDEN OPPORTUNITY TO WORK WITH THEM AND UNDERSTAND THE VARIOUS ASPECTS OF THROUGH A PRACTICAL APPROACH.

I SINCERELY HOPE THIS REPORT WILL FULL FILL THE OBJECTIVE AND EXPECTATIONS OF SUMMER TRAINING REPORT.

PLACE DEWAS

JITENDRA JALODIYA STUDENT OF MBA SITM , DEWAS

ACKNOWLEDGEMENT
THIS PROJECT HAS BEEN THE RESULT OF COMBINATION OF IDEAS , SUGGESTION AND CONTRIBUTION OF MANY PEOPLE. I TAKE THIS

OPPORTUNITY TO THANK ALL THOSE WHO HELPED ME DURING MY TRAINING PERIOD AND BECAUSE OF WHOM THIS PROJECT HAS BEEN COMPLETED SUCCESSFULL Y.

I AM VERY GREATFUL TO Mr. R.A. MISHRA (PERS ONAL MANAGER) Mr. SANTOSH SHRIVAS , Mr. PREM SHANKAR SIR , WHO PROVIDED ME AN OPPORTUNITY TO WORK WITH AN ORGANISATION OF REPUTE . HE PROVID ME INFRASTRUCTURE IN H&R JOHNSON INDIA .

I AM ALSO THANKFUL TO Mr. ASHOK S ING , UNDER WHOSE VALUABLE COOPERATION AND GUIDANCE. I COULD CONDUCT MY STUDIES AND SINCERE THANKS HIS OFFICERS AND STAFF, WITHOUT WHOSE VALUABLE COOPERATION THIS STUDY WOULD HAVE BEEN PRACTICALLY INCOMPLETE .

IT IS WITH DEEP SENSE OF GRATITUDE TO MY INTERNAL GUIDE PROF.RUCHIKA SHRIWASTAVA AND ALLFACULTY MEMBER & ALL OTHER STAFF OF MY INSTITUTE FOR THE HELP THEY RENDERD TIME TO TIME ASSISTANCE TO PREPARE THE PROJECT REPORT .

JITENDRA JALODIYA

CHAPTER 1 COMPANY PROFIE

1.1 INTRODUCTION OF THE COMPANY 1.1.1 History of the Company H & R Johnson is the learning ceramics titles company in India. It is the first company in India, which has started producing ceramic floor & wall tile in

the year 1957. The Johnson is originally the family of farmers Mr. Robert Johnson went to South Africa for earning money. Then he come to England & bought a factory for his sons in Cambridge and that company later known as H & R Johnson which means: - HANRY & ROBERTSON JOHNSON In the year 1957 Mr. Kenny pedder bought 90% of shares of H & R JOHNSON & bought into India . After that he looked after the company it was up to September 1993. But in the month of sep. 1993, Mr Pedder sold the company to Mr. Raheja. Today M/S Norcors corporation U.K. holds 23% of shares & 77% are Mr. Raheja. Efforts to ,maintain their status H & R JOHNSON is the market leader, it is only due to their quality work.

1.1.2 H & R JOHNSON PROFILE H & R Johnson is the market leader in Tile Manufacturing Industries in India, It is a part Rajan Raheja Group Company. Having 4 manufacturing plant located at Dewas, Kunigal, Karaikal, Pen besides 6 joint ventures are.(Ardex Endura India) Ltd, Sentini Cermica Pvt. Ltd., Antiques Grantio Pvt. Ltd., Silica Ceramica Pvt.Ltd., Spectrum Tiles Pvt. Ltd., and 26 Brach officers at different locations. Its corporate office located at Mumbai and Chairman name is Mr. Rajan B. Raheja and Managing Director name is Mr. Vijay Aggarwal Johnson leads terms of Brand Equity and image , belongs to the league of the strong brands (only study is find that). Company quarterly newletter published

for giving the information about company activities performed in recently and Audited Annual Report and Financial statement also published in the magazines.

1.1.3 Human Resource Policy

H & R Johnson (India) recognizes that its people are the source of its strength and competitiveness. The company is committed to equal employment opportunities for attracting the best available talent and cosmopolitan work force and resolves to provide an environment free of any ethics discrimination or sexual harassment.

The company will encourage employees to takes on higher responsibilities and provide opportunities for their growth and will positively differentiate employees on the basis of performance, leadership potential and alignment with core values. The company will pursue management practices to enrich the quality of life of its employees.

The company will develop the potential of its employees through training, provide opportunities to display their creative talent and encourage them to maximize productivity.

1.2 OBJECTIVE OF COMPANEY

Improving lifestyle of our customer by providing innovative product & Services .

This objective indicate that it is more concern about the consumer Preference and lifestyle which is improved by the company, its slogan also give this message NOT JUST TILESLIFESTYLE . In pen plant provide the R&D facility to create a new product/innovative product and provide good quality also with the help of this.

To achieve our growth and profit objectives through cost effective Design, manufacture and marketing of high quality ceramic tile and complementary products in the home furnishing, building and construction markets in Europe, Asia, selected overseas markets and domestic market. Within our preferred product market our aim is continuously to improve the quality of our product and services through a program which encourage people to reach individual excellence.

1.3 VISION 2014

Division Turn over (Rs. Crore) Tiles 1800 Johnson Bath Division 350 Kitchens & Wooden Flooring 500 IP & NR (External) 350 Services Total 3000

 Market Size : 830 Million Square Meters  HRJ Share: 99.68 Million Square Meters  HRJ among the top 5 tile companies in the world by 2012 Or H. & R. Johnson (India) Limited Not Just Tiles, Lifestyles Vision Improving lifestyles of our customers by providing innovative products and service Mission Continuous improvement is Our Mission

CHAPTER 2 H&R JOHSON DEWAS PLANT

2.1 Introduction of Dewas Plant H and R Johnson India Ltd. Dewas Not just tiles, lifestyle Dewas Plant was established in the 1981 by Mr. Kenny Pedder. It is extended over 50 acres of land. Mr. Kenny pedder has totally invested 25 core of rupees tile in the year 1981 and floor tile year 1988. Dewas plant has introduced on 10Oct 1981 for commercial production. At the Inception of the plan in 1981 , the company started the production of wall tile and in 1988 it started floor tiles.

Total 25 Crore were invested till 1988 in the lan by H & R Johnson. Both tradition & Modern Technology adopted in dewas plant for wall tiles it is manual hold technology is being utilized and floor tiles semi automatic plan is established. Due to all above efforts H & R Johnson is awarded by ISO 9001 (quality control), ISO 14001, (for environment), ISO 1800 (for Health & Safety)

2.2 FINACIAL POLICY Maximum Utilization of Financial res Our and mainly emphasis on cost reduction and profit maximization with the maximum attraction towards quality policy Environmental policy and Occupational Health & Safety policy. Performance & Position: Company performance is improving year by on the basis of financial figure compare with previous one. 2010 2011 (In 000) Sources of fund (Including Shareholders fund Loan Fund and Deferred tax liability) 6,207,045 Shareholders Fund Loan Fund Differed tax liability

5,504385 1.7% 27.36% (4.6%)

Application of Fund (Including all Assets) Fixed Asset Investments Current Asset, Loans & Advances Income Expenses Profit before tax

6207045 (6.64%) 99.9% 4.8% 7.5% 5.1% 254% (321447- 90780)

Profit after tax Earning per share Dividend Rate y y y

211 %( 243382 - 78126) 180.45 1%

Market Size: 830 Million Square Meters HRJ Share: 99.68 Million Square Meters HRJ among the top 5 tile companies in the world by 2012

2.3 Organizational Structure and Infrastructure Infrastructure

y Our Presence Our distribution network is the largest in the country comprising of 1300 dealers and 15,000 sub-dealers spread across the length and breadth of the country. In addition, we also have 30 branches offices and 39 depots that give us a tremendous reach in the marketplace. y Worldwide Presence Our association with Johnson Ceramic International ensures that consumers can find Our tiles across the world. Our products are sold in all continents of the world and we take pride that the Johnson name is globally associated with high quality design led products. y Our Manufacturing Units We have the most modern manufacturing plants located at Dewas, Pen, Kunigal and Karaikal, employing the best of technologies from world leaders in tile manufacturing machinery. All Our plants are ISO compliant with both 9001, 14001 certifications, as well as OHSAS 18001, which is given for excellence in safety standards

Organizational Structure Dewas plant

Mr. sunil k.sethi

Senior vice president (Operation)

Mr. v. subba rao (Maintenance Manager)

Mr. V.G. nagraj (Sr. Manager production)

Mr. Pankaj Vyas

Mr. Vyas

Mr. Verma

Mr. Vivek

Mr. Dubey

(Asst. Mgr. electrical) (Asst. Mgr. HR) (dy. Mgr. acc.) (Asst. Mgr. dispatch) (Asst. M gr. purchase )

2.4

ISO (International Organization for standardization): At H& R Johnson

Iso 9001:

(for Quality policy and Objective)

Iso 14001: (for Environmental Policy) Iso 18001: (for occupational & Health & Safety Policy)

ISO 9001 :

For Quality policy and Objective

Quality policy

We shall continuously strive to provide Quality Products and Service to eet the customers expectations. Continual improvement, commitment, Accountability and team work shall be Our guiding principles.
Quality Objective

1. Continual Improvement of product and services to meet and exceed customer satisfaction. 2. Reduce operational Efficiency 3. Through active involvement of all employees. 4. Maintain high standard of House Keeping and safety.

Date is Issue August 1, 2002

(Vijay Aggarwal) Managing Director

ISO 14001 : For Environmental Policy

ENVIRONMENTAL POLICY

We at M/s H & R Johnson (India) Ltd. Dewas. Manufacturing Ceramic wall floor Glazed & Unglazed Tile will strive of sustainable development and are committed to: y Compliance to environmental legislations and regulations as application to Our operations. y Prevention of pollution and protection of environment by  Conservation of natural resources through their efficient use:  Adoption of sound management practices and system.  Waste management and reuese/Recycle of wastes y Continual improvement in Our environmental performance by periodically setting add reviewing objective and targets. This policy has been communicated to all our employees and will be made available to public on request.

Date of Issue Dec. 04,2000

Sunil Sethi Dy.General Manager(op.)

ISO 18001 : For occupational & Health & Safety Policy

OCCUPATIONAL HEALTH & SAFETY

We at M/s H & R Johnson (India) Ltd, Dewas. Manufacturing Ceramic wall and floor Glazed legal and other requirement as applicable to Our operations. Our prime responsibility will be: 1. Minimization of Accidents. 2. Minimization of SPM resources.  Providing adequate resources.  Employing safe, Technologies and operating procedures.  Ensuring proper Training & Competence of all employees. Continual improvement in Our occupational health and safety performance by setting and reviewing objective and target part of Our business. We shall communicate this policy to Our employees , suppliers and contractors and will be made available to interested parties.

Date if Issue Dec. 31.2001

(Sunil Sethi) General Manager(op.)

2.5 Details about Department

1. PERSONNEL & ADMINISTRATION

Head of the Department: - Mr. R. A. Mishra Personal functions are broadly classified as follows: a. Industrial relationship: This dept. looks after the inner relationship among the management official. Technician and workers. b. Human Resource and Development c. Administration and various factors like agreement b/w management and union. Time office The time office is one of the most modern method of keeping the record of arrival and department time of the employees. A fully automatic punch card machines is used to register everyones attendance. Timing for shift Management staff : - General Shift(9.00 a.m. to 5.30 p.m.) Sr. Team Leader : - General Shift. Employee duties distributed in three shifts. #1st Shift : - 7:00 a.m. to 3:30 p.m. #2nd Shift : - 3:30 p.m. to 12:00 p.m. #3rd Shift : - 12:00 p.m. to 7:00 a.m.
2. FINANCE DEPARTMENT

Head of the department : - Mr. Dinesh Gupta

Accounts department is one the most important department of any plant Actually it includes: a. Identification b. Classification c. Recording of transaction

3. MAINTANANCE DEPARTMENT

Head of the department: - Mr. Subha Rao In H & R Johnson maintenance have a separate department. The responsibility of the maintenance is to prevent break down and smooth running in lost production.

4. IT DEPARTMENT

Head of the department: - Mr. Anil Mahajan In H & R Johnson (I) dewas, it is another impotant department controlled by assistant manager Mr. Anil Mahajan.
5. LABORATERY DEPARTMENT

Head of the department : - Mr. Deepak Naik This department is equipped with at least machines to monitor the properties of material at different stages of their production.

6. PURCHASE DEPARTMENT

Head of department : - Mr. Ajay Dubey

There is a commercial department for store and purchase in H & R Johnson.

7. STORE DEPARTMENT

Head of the department : - Mr. Tangraj All the material which are used for the company are Easily Available on the store Department.

8. LOGISTIC DEPARTMENT

Head of the department : - Mr. balkrishana Murekar In H & R Johnson there is a separate department for logistics where goods are only exchanged but import and export also take place.

9. MARKETING DEPARTMENT

Head of the department : - Mr. Baboo B. Bhargav Marketing department of this plant is located in indore, about 35km. away from dewas the marketing is based on both wall and floor tiels and special tiels for industrial application which is exported too.

2.6 PERFORMANCE GROWTH

Our unique growth profile, high brand pull and proven track record are symbolic of our strong performance. We are on a constant quest to make superior products through extensive research . The result is evident in the annual revenue of Rs. 1,500 crores in 2010-2011. Our sales volume during the year crossed 43 million square meters. A robust production, infrastructure, distribution, sales network and the ability to predict, prepares us for future growth. HRJ (India) has the largest distribution network in the industry, with 30 branch offices and 29 depots spread across India. Company s trade network comprises of over 1,000 dealers and 10,000 sub-dealers. The institutional sales division specializes in servicing the large project requirements of large builders, developers and contractors. At present we re targeting 30% growth of this network to the rural market in India including class B and C towns. The rural operation is expected to contribute 25% of the total turnover. Our subsidiary, H&R JOHNSON (India) TBK limited, focuses on modern retail channel. The HOUSE OF JOHNSON showroom showcase the complete range of products for the upper and upper-mid segment of market, while Tile Bazaar is targeted towards to the lower-mid segment.

CHAPTER 3 INTRODUCTION OF THE TRAINING

3.1 SALARY AND WAGE ADMINISTRATION

Salary and wage administration is the process of compensating an organizations employees in accordance with accepted policy and procedures. An important component of a successful organizations salary and wage administration policy is monitoring and evaluating all employees compensation to ensure that theyre being paid appropriately, both with respect to others in the same organization and to the marketplace as a whole. Salary and wage administration is often an integral function of organizations HR department, but in general, the larger the organization, the more likely is that it will be handled by a separate department. The first element of salary and wage administration, the periodic payroll. Is a critical component of any organizations functioning. If payroll is incompetently processed, the employer itself could conceivably collapse. Employees personal budgets and plans are contingent upon getting paid regularly, and if compensation is late, short, or missing even a single time, morale is severely affected, as is confidence in the employers stability. Whether an employer utilizes the services of a third party Payroll service or handles all payroll functions internally, it will usually devote significant resources to making sure that employees are paid the right amount on time. The second element of salary and wage administration monitoring and evaluating employees compensation is an on going function. This includes evaluating the element of each job in the organization and classifying it according to a number of different criteria, including the nature of the work itself, the amount of supervision necessary, the physical exertion normally associated with the job, and the amount of training necessary to do the job proficiently. The underlying idea is to determine, as nearly as possible the value of each job to the employer, and compensate employees accordingly. From time to time, especially in the absence of collective bargaining, the result of this monitoring and evolution process will result in adjustment being made to wages and salaries. In a collective bargaining environment, although will be important in determining any such adjustments, although other considerations may affect adjustment to wages and salaries.

3.2 SALARY
Meaning & Definition For many people, the use of the term salary has to do with the reception of any type of regular payments from an employer to an employee. While this is close to the mark, it is not quite true. Technically. A salary is an agreed upon amount of pay that is to be extended at regular intervals, in exchange for the competent performance of specific tasks within the workplace. Here are some of the distinguishing characteristics of the salary that it apart from other of remuneration. The term salary is referred to the remuneration paid to office employees on weekly. Monthly or yearly basis. Components of salary The main components of salary is basic salary:

Basic Salarys Other component as allowances 1. Dearness Allowance (D.A.)

It is intended to compensate the employees for the ever rising prices and cost of living from time to time.

2. City compensatory Allowance(C.C.A.)

Cost of travel in cities and other factors such as rising cost of petroleum product and the employees need help to reach their place of work.

3. House Rent Allowance(H.R.A.)

It mean an allowance granted to an employee to cover the house rent facility. It will be paid to the employee according to his/ her basic pay.

4. Travelling Allowance(T.A.)
To cover the expense which he/ she Incurs while travelling on official work from one place to another.

5. Daily Allowance(D.A.)
It is an allowance for each day of absence from headquarters which is intended to cover the ordinary daily charges incurred by the employee to maintain him/ her.

6. Leave Travelling Allowance(L.T.A.)

This is granted to the employees once in 3 or 5 years, as they cannot undertake such journey.

A SALARY STRUCTER (CORPORATE)

The employee On the H&R JOHNSON CORPORATE roll will have a structured salary breakup. The salary package is divided two : 1) Monthly salary 2) Annual benefits Benefits : y provident fund : an amount equivalent to 12% of the employees basic salary is deposited by the company in the individual provident fund account along with the equivalent contribution from the employee in accordance with the prevailing law. As per the present practices , following would be the breakup of the employers contribution. 3.67% credit to P.F. account, 8.33% credit to pension account, subject to Rs. 417/- per month maximum. The balance amount would be credited to the P.F. account 1) Gratuity : the terms and conditions are governed as per the payment of gratuity act 1972 2) Bonus : as per bonus act. 3) Leave travel assistance (LTA) : this is grad specific and be availed on completion of 1 year of services

3.3 wage Meaning & Definition

y A wages is a specified amount of money paid to an employee measured by the amount of time the work. If u make $ 10 US dollars (USD) an hour, your wages is $10 USD per hour. You can also consider this by hour worked in a week. An employee working 40 hours a week has $ 400 USD in weekly wages. The wages you earn are usually calculate

prior to any deductions for taxes, insurance payments or other and represent your gross income. A more reasonable assessment of what you make is your net income, which calculate the money you actually bring home y Wages are different than a salary, though sometime people use the terms interchangeably, usually, people who earn salaries earn specified amount of money per month, not based on the hours they work. They still work at least 40 hours a week ,but may be required to work more when necessary. Salary doesnt rise for fall depending on time at work ; Wages do, if youre a wage earner who take a day off without vacation pay the money you make in a month will be lower. Alternately, if you work more than 40 hour in a week , you make more money in a month , and you can be paid extra overtime compensation . The term wage refers to the remuneration paid to workers doing manual or physical work on hourly, daily, weekly or even monthly basis.

Wages are the aggregate earning of an employee for a given period of time such as a day or a week and are equal to the product of an hourly times the number of hour or the product of a piece rate time the number of pieces, plus any premiums or bonuses earned. Thus, wages are a sum of money paid to the employee by the employer for rendering services under a contract.

3.4 TYPES OF WAGES

There are various types of wages. This are as follows : 1. MINIMUM WAGES
The minimum wage is a wage which make fund available to the worker for keeping his body and soul together the committee on fair wage regarded the minimum wages as an irreducible amount considered necessary for the substance of the workers and his family and for the preservation of his efficiency at work. Such a wage may be a

fixed by an agreement between the employer and the workers but is usually by means of legislation

2. FAIR WAGE
It is difficult to state real and precise meaning of fair wage. It is elusive concept. Differences in wages in a locality could be regarded as fair only if more dangerous or disagreeable job fetched higher wages than other

3. LIVING WAGE
Living wage is a higher step then fair wages. It may be described as the ideal which would enable the worker to provide a comfort for himself and his family in addition, of other course, to the essential of life. In other words living wage as one appropriate for the normal need of the average employee regarded as human being living in a civilized community.
Living wage include the following provision : a) b) c) d) Absolute essential such as food, clothing and shelter . A condition of frugal comfort according to the current human standards . Evil days, and The special of an artesian, if he has any.

3.5 DIFFERENCE BETWEEN SALARY AND WAGE

Wages are paid weekly and salaries paid monthly. Remember (W)age = (W)eeks.

The different between wage and salary defined more than how much you end up making per year. We use the terms to often describe difference in types of work, as well as what is actually counted in the final total. 1. Wages are generally paid per hour. This means that you have to be present and working in order to get paid. Most of the time, wage jobs are not as inclusive when it comes to things like paid vacation, or paid sick days. Wage earner often have to give up pay for leaving early, coming in late, missing a day, or taking a vacation. 1. Salary refers to how much you paid every year. Salary earner rarely have to punch a time clock, or keep an accurate account of their hours, are because they get paid for performance rather than by the hour. Salaried workers are much more likely to have paid sick days and paid vacations, and are not docked pay for being late or leaving early from time to time. Salary can also be counted in terms other than money. Some companies consider reimbursement for things like medical insurance as a part of your salary. You can even find some companies blending education and retirement contribution as part of your salary package. Historically, we often refer to manual labor jobs, as wage jobs, and professional jobs as salaried position. Wage earners are more likely to be found in position with high turnover. While salaries are often assigned for positions with low turnover. We express wages as an hourly payment. We express salary as packages. You might find that you receive a base salary, stock options, retirement, benefits and bonuses as a salary package.

Summary :
1. Wage earner are paid by the hour.

2. Salary earner are paid by the year. 3. Salary earners usually receive paid time when they are not working . 4. Wage earner often have to give up pay for time off. 5. Salaries are often calculated as package. 6. Wages earner get paid more for working more than 40 hours per week. 7. Salary workers are rarely offered overtime pay. 8. Salaries can contain all kinds of benefits and petks.

CHAPTER 4 RESEARCH METHODLOGY

4.1 Objective of the Study : While pursuing MBA degree we required to go for a practical training, In the training period, I gain a comprehensive knowledge about the HR Department. I have learn the practical knowledge process and procedure of the company. The main objective of My study is To learn Something.

And I really learn the several things which are too important in the job. The objective of my study: 1. To learn a comprehensive knowledge. 2. To Understand, how HR department handle all the Important works to the company. 3. To gain a practical knowledge.

4.2 DATA COLLECTION: For this study I used the secondary data from various document. Books & Maxines were also for this study. For this Training Annual report of the company are also watched and understand.

4.3 LIMITATION: -

 This study was done only H & R Johnson (I) Ltd. Dewas.

 For this Training we used secondary data.  Any query for this study I discussed only the managers, and Employees to the H & R Johnson only.  The Training report was done only H & R Johnson (I) A division of prism Cement Ltd. Dewas.

4.4 SUGGESTIONS : -

1. Price changes/ Catalogues should be sent regularly to the Architecture Engineer. 2. Samples of New Shades/ designs should be made available. So that is at display at the counters. 3. The company should organize a get together every year so that sub dealer performance are reviewed. It would also help to sort out Grievances and would help to know how the product is moving in the market. 4. New designs should be introduced regularly, since design are important factors. 5. Providing the performance feedback to Employee.

4.5 CONCLUSION : -

H & R Johnson (I) dewas is the most popular company to all over the India. It has latest technology for the production of tiles. It has a good brand name and image in all over India. The profit & Turnover of the company is increasing every year. I am heartily thanks to all the employees, the H & R Johnson Dewas for giving me a useful Guidance and Time. Without the support of all these, Training would not have been complete