final report in word pad vidula

7/31/2019 Final Report in Word Pad Vidula

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COMPANYPROFILE

ABOUTUS:

WelcometoAPART-"BuildingCharacterandConfidenceinYoungGeneration""Youhavetolearntherulesofthegame.Andthenyouhavetoplaybetterthananyoneelse"-AlbertEinsteinTherulesofthegameareveryimportant.Ifonewishestoplayanevenhand,one

mustbeequipped

withknowledgeandthewaytogoaboutdoingwhatonehassetoneshearton.Einsteinproved

everywordoftheabovequotation;doyouhavethegutstodoso?

Thepathtosuccess,peoplesay,isfullofchallengesandnothingcanequipyou

tofacethem.

Peoplesaythatitisaratrace,andyoucantsucceedifyoudontrun.Runningwithoutdirectionis

likebeingafan.Speed,alongwithdirection,afterall,isveryimportant:ourvelocitydecideswhere

wereach.

Ifyouhavethezealinyoutosucceedwearetheretohelpyou.Weareagroupofhighlycommitted

Individuals,whohavejoinedhandstoaidyouineverypossiblewayonyourpathtowardsachieving

yourgoal.

APART,anacronymforAcademyofProfessionalsforAptitude,ResearchandTraining,is

symbolicofadesiretoexcelthusbringingasystematicapproachtoanindustry

characterizedbya

lackofstructureandsystems.StartedbytheerstwhileteamofPTEducationsPuneCenter,which

wasoperationalforlast4years,theteamofAPARThasthevisionofadeptlydeliveringthese

programsinvariousengineeringandMBAcollegesinandaroundPune.


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2ndpage

FROMCEODESK:

Ibelievethateveryonehastheabilitytoevolveintothedynamicpersontheyhavewithinthemselves

throughconfidence,focus,andpractice.ItiswithimmensepleasurethatI,withanexcellentteam

drivenwiththesamezest,havestartedafocusedacademytoguideyoungindividualstobecome

employable&achievetheirdreamofbeingsuccessful.WearegladtobeanIndianatthistimeof

exceptionallypositivegrowthandmaximumopportunitieswherewecanbethebridgebuilders

betweeninstitutions&corporate.

Afterbrainstormingwithindividualsfromtheleadingcorporate,weidentifiedtheunstructured

segmentoftraining.Withourrichexperienceandrigorousresearchprocess,wehavedesigneda

trainingmoduletoenablethestudentstocracktheaptitudetestsandtheinteractionround(GD/PI)

withease.Thestudentscanrealizetheirdreamofgettingtherightjob.

Theprogramisdesignedtobeinteractive,experientialandisorientedtowards

developmentof

skills,

necessaryforsuccessintheglobalizedworkplace.

Ourtrainingsandmethodsarederivedfromscientificresearchandbestpracticesforlearningthat


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areacceptedworldwide.Thereisnomagicpotionhere,ifstudentsputinthetimeandhardwork

necessary,wewillhelpthemachievethedesiredresults.

VivekMalhotra

Founder&ExecutiveDirector

APART-TheFinishingSchool

3rdpage

CORETEAMOFAPART-

APARTismanagedbyateamofyoungandhighlyqualifiedindividuals.Thetopmanagement

teamofAPARTismadeofdedicatedindividualswithprovencredentials-academi

caswellas

professional.

Werecognizethatthepeopleworkingwithusarethemostimportantassetsthatwehave,wewill

strivetocreateanenvironmentthatattractsnurturesanddevelopsthebesttalentintheindustry.

Ourteammemberssharethesamemissionaryzealthatmadeussosuccessfulinourprevious

avatar.TheAPARTfamilymembersarereadytolearnnewskillsandpickupnewpracticesthatcan

addvaluetoourstudents.

Weenvisageabright,successfulandprosperousfutureforTeamAPARTandaspiretoachieve

itprimarilythroughamixofstrategicgoalsleveraginggreattalentUnrelentingfocusonstudent

satisfactionQualityproductsanddeliverystrictdeliverystandardsOpennessto

newideasand

thoughts

Wefullyunderstandthatwithchangingtimes,ourproductportfoliowillalsoneedtobeconstantly

upgraded.Wearereadyforthechallengestoevolvewithtimes.Withasharplongtermfocuson


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education,excellentmanagementpolicies,strongsystemsorientationandagenuinedesiretomake

adifference,theAPARTfamilyisallsettoplayamajorroleinshapingtheambitiousyouth.

4thpage

MISSION:

Ourmissionistoinspire,encourage,andassistourstudentsinacquiringthelife

skills.Thesewouldbenecessarytomanageandmaintainharmoniousandeffective

relationshipsatwork,homeandwithinthecommunity.

APARTistoempoweryouwithconfidencesothatyoucanovercomeany

challengesandpursueyourdreams!

VISION:

Ourmultifoldvisionhasonlyonegoal:tobringachangeintheeducationsectorasawhole.

Varioustenetsofourvisioninclude:Toteachourstudentsexcellentsoftskillssotheycanachieve

theirfullpotential.TobethepreferredproviderofunsurpassedinnovativeHRsolutionsbybringingtogethercreativeprofessionalsinafairandobjectiveorganization,maximizingindividualpotentialandbeingtheemployerofchoice.

5thpage


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PHILOSOPHY:

ThephilosophyandobjectiveoftheCertificatePrograminExecutiveExcellence,whichisthecore

programofferedatAPARTisbasedonextensiveresearchamongststudents,inputsfromvarious

industryplayers.Theprogramisdesignedtobeinteractive,experientialandisorientedtowards

developmentofskills,necessaryforsuccessintheglobalizedworkplace.

GOAL:

Ourgoalistohelpourstudentsgetthejobsandpromotionstheywant.APARTunlocksthepotential

thatallstudentshavewithinthemselves,byprovidingessentiallessonsandpracticewithsoftskills.

Ourvisionistohelpstudentsachievetheirfullpotentialandbebestemployeestheycanbe.Thisis

notaneasyorautomaticprocessbutthroughpropertraining,techniqueandhardwork,itissomething

thateveryonecanachieve.

COREVALUES:

Theworldisbasedonavaluesystem.Ourvaluesareverysimple:Weareverycommittedtoour

goalanddonotwaverfromit.Integrityisnecessaryforeveryorganization.Wearecommittedto

excellenceasapractice.Inapeopleintensiveindustry,wearedifferentbecau

sewebringanddevelop

thebesttalent.Changeistheonlyfactorthatisconstantandweembracechange.

PROGRAMS:

Theeducationsectoranditsalliedindustriesarewitnessinganunprecedentede


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raofgrowth.Aswe

standinthethirdmillennium,theeducationsectorpromisesrichrewards-bothmonetaryandsocial

-tothosewillingtotaketheplunge.TheportalsofhighereducationinIndiaareopentostudents

whofarewellinstringentcompetitivetests.Thisleadstostiffcompetitionamongstudentsandthisis

whereweseeourselvesaddingvaluetostudents'preparations.Ourcorecompetenceliesinthearea

ofpreparingstudentsfromengineeringandMBAcollegesforthewrittenandGD/PIphaseoftheir

placementprocess.

ThespecialtyofAPARTcoursesisthefactthattheyareextremelywell-researchedandinnovative

bynature.Inshort,academicexcellencecoupledwithafinenoseforstudents'needsiswhatwekeep

inmindalways.

6thpage

ACTIVITIES:

APARTstronglybelievesthatthestudentswhojoinitsclassroom/campuscoursesmustbeexposed

toawholenewenvironmentthatencompassesauniverseofexperiencefortheyoungsouls.Thus,

apartfromthebasicclassroomtrainingthatweexcelin,weprovideaseriesofexperienceslike-

RegularCareerSeminars...attendedbythousands

GKInputs...Openupyourminds!

FoodforThought...Regularlyintheclassroom

InteractionwithSuccessfulEx-APARTEducationStudents...isenlighteningind


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ed!

Careercounseling...alwaysavailablefromthebestfaculty.DoubtsClearingec.

Lotsofshort-cuts,test-smarts....Soessentialforyoursuccessatthefinalstage

Thisensuresaholisticdevelopmentofastudent'soutlooktowardshiscareerinspecific,andlifein

general.TheentireAPARTEducationnetworkisgearedtoservethisnoblepurpose.

THE'APART'ADVANTAGE:

Classeswillbeconductedinthecollegepremises.

Minimumbatchstrengthwillbeof50studentsinabatch.

7thpage

APARTwillprovidethecompletestudymaterialforthecoursestothestudents.Thestudy

materialwillbegiventothestudentsinpartsaspertheschedules.Thestudymaterialwillbe

approximately500pages.

Eachclassroomsessionwillbedividedintothreesegments

Theory/ConceptDiscussions

PracticeExercise,Periodicclassroomtest


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In-depthAnalysisbythefaculty.

Companyspecificworkshops.

GD&PIpreparations

Thefacultymemberswillhandleallthedoubtsofthestudentsimmediatelybeforeoraftertheclass&Tests.

8thpage

SUPPORTERSOFAPART

SINHGADEDUCATIONSOCIETY

SHRIMATIKASHIBAINAVALECOLLAGEOFENGINNRING(SKN),vadgaon

SIT,lonavala

SAE,kondhwa

SKN,vadgaon

SITS,narhe

D.Y.PATIL,akurdi

PCCOE,nigadi

SSVPsCOE,dhule JAPMcollageofengineering,pune

MARATHWADAMITRAMANDAL,pune


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AVCOE,sangamner

WADIAINSTITUTEOFTECHNOLOGY,pune

PCCOE,pimpari

ACHIVEMENTAWAREDS

9thpage

ACHIVEMENTS

YEAR 2009 2010 2012TRAINING 2200 4500 9000PLACEMENT 1800 2900 8300

PIEDIGRAM

10thpage


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STRUCTUREOFCOMPANY

11thpage

HumanResourceDepartment

Humanresourcedepartmentisone,whichprovidesservicesthatareusedbyallthe

departments.Itisadepartment,whichlooksafteralltheactivityoftheorganizationandactsas

theheadofalldepartments.Itisdepartment,whichsetsouttheobjectivesofeachdepartment

andgivesorder'stoperformtheindividualactivities.Thereareabout200empl

oyeesworkingin

thisdepartment.

HUMANRESORCEPOLICYINAPART

Hrpolicy(humanresource)

Financepolicies

Officetime

Leavepolicies

Leaveencashmentpolicy

Convincepolicies

Dresscoadpolicies

Companystructure

Paymentpolicies

12thpage


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1.HUMANRESOURCEDEPARTMENT

Functions

Recruitingofemployeesandworkers.

Replacement/Transfer/Promotionofemployees.

Inductionofemployees.

Probation/Trainingoftheworkers

Increment/bonustoemployees.

Informationmanagement.

Safetymanagement.

Welfaremanagement.

13thpage

FINANACEDEPARTMENT

Functions-Mainactivityofthefinancedepartmentistokeepalltheaccountsofthefinancial

matters.Itisresponsibleformaintaininguptodateaccounts.Thevariousactivitiesareallocated

todifferentsections.

Thecostingsectiondeterminesthecostincurredonvariousitemsofmanagement,

informationsystemisadoptedinthissection,whichisclearlyfinancedbythevariousbanks.

ExcisesectionfilesperiodicreturnsundervariousactslikePF.Act,Employeestate,

insuranceAct,salestax,centraltaxetc.Itissuessalestax.Thissectioncarriesoutallthe

activitiesconcernedwiththeexcise.

Payrollsectionpreparesthepaysheet.Theykeepaccountoftheraiseinpay,bonus,

deductionsinsalary,ifanyetcofeachemployee.Thenetsalaryofeachemployeeistabulatedin

thissection.


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Cashinbanksectionregulatesthedaybankandcashtransactions.Thissectionissues

chequestosuppliersaftertheinstructionfraudsthebillpayablesection.Itpreparesthebank

reconciliationstatementandalsoreconcilesthesuppliersandcustomeraccounts.Italsoprovides

allrecordstotheauditor,internalandexternal.

Billspayablesectionverifiesthepurchasesbillsandreceivesthedebitnotesandcredit

notesaspertheinstructionofthepurchasedepartment.

14thpage

OFFICETIME

Workingtimeforcompanyismorning9.30amtoevening7.30pmforallemployeeintheoffice

LEAVEPOLICIES

Leaveencashmentpolicy

Convincepolicies

15thpage


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Dresscoadpolicies

Companystructure

Paymentpolicies

16thpage

PRODUCTOFAPART

1.IMPACT:

TheveryfactisthatprofessionalcourseslikeMBA/MMM/MBMareundertakentocreateskilled

workforceandtodeliverprofessionally.Howeverwithlimitationstouniversitysyllabus,grooming

andarticulatingskillsofstudentsareunheeded.Impactcaterstodeliversoftskills,(G.D./P.I)training

combinedwithlanguagearsenal.

Durationofthecourse-20sessions

Duration2hours/session

2.ImpactPlus:

Acustomizedone-stopsolutionprogrammefocusedonEngineering/MCAstudentsplacement.An


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aptitudetraining(Mathematics,LogicalReasoningandLanguage)modulewithaproventrack

record

ofmorethan9000engineeringstudentsalreadyplaced.


Duration2hours/session

3.TechGuru:

IT-sectortodayisoneofthosebulkrecruitingsectorsandwantsreadytousehumanresource.

Tech

GuruisamodulewhichaimstopreparestudentsfortechnicalroundsoftheseIT/ITES

organizations.Durationofthecourse-10sessions

Duration2hours/sessions

4.SPEAKWELL:

Onemaybesoundwithhis/herEngineering/Technical/ReasoningSkillshowevertheplatterishalf

servedifonefailswithcommunicationparameters.Designedwithanobjectiveto

scale-upthe

Englishlanguageskills,SpeakWellisacapsuletoenhancespokenEnglishskillstomakeyoua

flamboyant/elegantspeaker.Durationofthecourse-40sessions

Duration2hours/sessions

17thpage

5.PROBANK:

"Financialservicesareoneofthemajorcontributorsforemployabilityopportunities.Oneofthe


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fastestgrowingandpromisingsectors,itisalsooneofthehigherpayingsectors.Withafocuson

providinganentryforstudentsintothissector,APARTintroducesBANK-PRO.BANKPROisa

trainingprogramwhichprovidestrainingonanalytical,languageandemployabilityskills,providing

thecandidatewithasweetopportunitytobeapartofbankingindustry.Studentsareprovidedwith

focusedtrainingonalltheaspectsofclearingBankProbationaryofficerexam."


Duration1.5hours/sessions

6.TECHGURUPLUS:

TechGuruTechGuruplusisatrainingprogramdevelopedtoguaranteeemployabi

lity,Designed

withfocusoncorporaterequirements,Tech-Guruplusgivesstudentsanedgeoverotherswhen

technologicalknowledgeisconsidered.Itconsistsoflatestandmostusedtechnologiesinthe

industry

andequipsstudentswithpracticalknowledgeclubbedwithSoftskillsmakingthestudentamarket

readyplacementprospect.Tech-Guruplushelpsnotjustthecandidateswhoareplacementeligible

butcaterstoanystudentwhoistechnicallyinclinedthuseliminatingthegreatdivideofpercentage

andmarks.


Duration1.5hours/sessions

FutureGrowthandprospects

18thpage


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TITLEOFTHEPROJECT

EFFECTOFWELFAREPRACTICESONEMPLOYEEPRODUCTIVITYwithreferencetoAPART(finishingschool)Pune

STATEMENTOFTHEPROBLEM

ThestudyandanalysisoftheEmployeeWelfarefacilitiesprovidedandthelevelofsatisfactionofemployees

towardstheexistingwelfarefacilitiesusedinAPART(thefinishingschoolpune)

OBJECTIVESOFTHESTUDY1.STUDYOFEXISTINGWELFAREPRACICESATAPART

2.IDENTIDICATIONOFSUCHWELFAREPRACTICESANDRESULTININCRESESINEMPLOYEEPRODUCTIVITY

3.IDENTIFYINGTHEIMPACTOFSUCHWELFAREPRACICEONEMPLOYEEPRODUCTIVITY

SCOPEOFTHESTUDY1.Thestudyisconcernedwiththeanalysisofemployeewelfarefacilities.2.Itwillfacilitatethemanagementtoreviewitspresentfacilitiesandadoptfurthermodification.

IMPORTENCEOFSTUDY

1.welfaremeasuresareprovidedmainlybyemployees,howevergovernmentschemessocialsetupand

charitableagenciesmayalsoextenttheirhelpallaimedatimprovingemployeesheath,economybetterment,

andsocialstatus.

2.thereareresponsiblewelfaremeasuresavailabletoemployeethroughstatutoryprovisions.


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3.inmostcasescollectivebargaininghelpstoimprovethedegreeofwelfarefacilities.

4.thewelfaremeasuresarenotrigid.Itwillbechangingallthetimeitreflectsthepersonalityofthewelfare

officeronhisvision,creativity,andunderstandingthespritofhisworkethics

5.thewelfaremeasuresmayalsohelpdevelopthepersonalityofemployeetocertainextant.6.motivebehindprovidingwelfareschemesistocreateefficient,healthy,loyal,andsatisfiedemployeeforce

fortheorganization.

19thpage

LEARNINGEXPERIENCE

IthasbeenagreatopportunityformetocarryoutmyInplantandsummerproject

inAPART.thefinishingschoolThecompletionoftheprojecthasgivenmeagreat

senseofsatisfaction.

Thecorporateexposurehasenabledmeintegratethetheoreticalandpracticalaspectsofthestudy.

Iamveryfortunateinhavingcompletedmytrainingatsuchanesteemedcompany.Asa

resultofwhichIgottolearnalotofdifferentthingsthatwillhelpmeinfuture.Ithasalsohelped

metoagreatextenttohaveaninsightintothepracticalrealitiesofthesubjects.

Asapersonwetendtobecomemoredisciplinedwhenweareinanactualplant

workingunderoursuperior.Igottoknowaboutthebasicskillsthatwecouldrequireformaking

betterdecision.Italsohelpedmetogetsomebasicessenceoftheorganizationcultureandits

workenvironment.


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IntheendIwouldonceagainsincerelyexpressmygratitudetoallthepeoplewho

havehelpedinmakingmytrainingsuchawonderfullearningexperience.

ThankYou

20thpage

METHODOLOGY

Datacollection

Typesofdatacollectioninvolvedareprimarydataandsecondarydata.

Primarysourcesofdata

Itinvolvesdatacollectedasdescriptiveandqualitativenature.Thefollowingmethodsare

usedtocollecttheprimarydata.

QuestionnairemethodThisresearchworkmakesuseofstructuredquestionnai

toelicitinformationfromvariousemployees.Someinformationisalsocollected

by

unstructuredquestions.

InterviewmethodThisresearchworkmakesuseofpersonalinterviewsofvariemployeesandmanagementstaff.ThemainsouloftheinformationofthecompanyI

havecollectedisfromtheHRManager.

Secondarysourcesofdata

Thesecondarydataiscollectedwithreferenceofmanuals,books,journalsandHindalco

website.Theinformationregardingvariouswelfarefacilitiesprovidedunderdifferentacts.


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EspeciallyunderFactoryActandfacilitiesprovidedbytheorganizationwascollectedfrom

magazinesandreferencebooks.

SamplingPlan

Themethodchosenfortheresearchisquestionnairemethodandtherespondentsforthe

surveyhadbeenselectedthroughrandomsampling.Withthehelpofquestionnairethestudywas

donethroughpersonalinteractionwiththerespondents.

Samplesize

Asampleof30employeeswaschosenfromthetotalworkforceof30semployees.

21stpage

LIMITATIONSOFTHESTUDY

Timewasoneofthelimitationsduringtheprojectworkbecauseofthelackofimethe

samplesizewasrestrictedtoemployees.

Thestudywaslimitedtosomedepartmentsonlyaswellasnumberofemployees.

LITERATURESURVEY

OriginofLabourWelfareActivities

TheoriginofwelfareworkinIndiamaybetracedfromtheFirstWorldWarof1914-

1918.SincetheFirstWorldWar,ithasbeenexpandingsteadily,mostlyonvoluntarybasis.

Theeconomicdepressionalsodidmuchtotempertheinterest,whichthewarhadkindled.The

governmentsaswellasindustrialistwerepromptedtotakeactiveinterestinwelfareworkdue

tothediscontentandindustrialunrestthatprevailedinthecountry,andtosomeextentdueto

moralpressurebroughttobearonthembytheworkoftheInternationalLabourOrganization.


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TheSecondWorldWarreceivedandstrengthenedwelfaremovement,andthebenefitsresulting

fromaproperregardforthehealthyandwellbeingoftheemployeesweregraduallyrecognized,

andemployersco-operatedwiththegovernmentintheprovisionofimprovedamenities.Active

interestinwelfarefacilitieshassurvivedtheimpetusofthewarandthoughthewelfarework

inIndiaisstillconsiderablybelowthestandardssetupinothercountries,ithascometostay

andisboundtomakerapidprogressintheyearstocome,especiallywhentheIndianrepublicis

weddedtotheidealofaWelfareStateandasocialistpatternofthesociety.

22ndpage

Definition

AccordingtoareportoftheInternationalLaborOrganization,Workerswelfareshouldbe

understoodassuchservices,facilitiesandamenitieswhichmaybeestablishedinthevicinityofanundertakingtoenablethepersonsemployedinthemtoperformtheirworkinhealthy,

congenialtogoodhealthandhighmorale.

Employeewelfareisacomprehensivetermincludingvariousservices,benefitsandfacilities

offeredtoemployees&bytheemployers.Welfareincludesanythingthatisdoneforthe

comfortandimprovementofemployeesandisprovidedoverandabovethewages.Thewelfare

measuresneednotbeinmonetarytermsonlybutinanykind/forms.Employeewelf

areincludes

monitoringofworkingconditions,creationofindustrialharmonythroughinfrastructurefor

health,industrialrelationsandinsuranceagainstdisease,accidentandunemploymentforthe

workersandtheirfamilies.


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Theverylogicbehindprovidingwelfareschemesistocreateefficient,healthy,loyaland

satisfiedlaborforcefortheorganization.Thepurposeofprovidingsuchfacilitiesistomaketheir

worklifebetterandalsotoraisetheirstandardofliving.23rdpage

Purpose

Employeewelfareworkthusservesthefollowingpurposes:

Enablesworkerstohavearicherandmoresatisfyinglife.

Raisesthestandardoflivingoftheworkersbyindirectlyreducingtheburdenn

theirpocket.

Absorbstheshocksinjectedbyindustrializationandurbanizationonworkers

Promotesasenseofbelongingamongworkers,preventingthemfromresortingto

unhealthypracticeslikeabsenteeism,labourturnover,strikeetc.

Tobringaboutthedevelopmentofthewholepersonalityoftheworkerstomake

abetterworkforce

24thpage

Staff

Staffingistheprocessofacquiringhumanresourcesforthecompanyandensuringthat

theyhavethepotentialtocontributetheachievementofthecompanysgoals.Itisselecting

peopleforspecificcompanypositionanddevelopinginthemtheabilityandskillthattheywould


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needtobeeffectiveinthisandsubsequentassignments.Thestaffingfunctionappliestothe

wholecompany.

TheCompanyfollowsacarefulrecruitment,training,andappraisalforboththeoperatives

andmanagementcadrethroughitsableHRDepartment.TheCompanyemploys_employees

andabout_operativesandothercontactworkers.

InAPARTtotallythereare_employees,inthat_workmen),_staff

arelocalmanagementand_headofroll.

25thpage

MANAGEMENTPOLICY

ManagementofAPARTisParticipativeinnature.Decisionistakenwithinvolvement

ofsubordinatesandotherstaffs.Requirementsandideasofthesubordinatesaretakeninto

considerationwhenthedecisionsaretaken.

"Managementmeansattractingtalentedpeople,nurturingthem,developingthem,and

givingthemspace,"assertsBirla,"decisionsneedtobemadeateverylevelanddecisionsneed

tobequick.So,theyhavetospot,incubateandgroomtalentateveryleveloftheorganization,

becausemorepeopleneedtobemakinghighqualitydecisions."

A360degreefeedbackprogramthatallowsmanagerstoquestionevenAPARTSown

leadershipstyle.

26thpage

Skills

Theskillsrefertothedominantcapabilitiesthatexistinanindividual.Thet


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ermskills

includethosecharacteristics,whichmostpeopleusetodescribetheCompany.Companies

havestrengthsinnumberofareas.Thesearedevelopedoveraperiodoftime.

Theimportantbenefitsofwelfaremeasurescanbesummarizedasfollows:

Theyprovidebetterphysicalandmentalhealthtoworkersandthuspromoteahalthy

workenvironment.

Facilitieslikehousingschemes,medicalbenefits,andeducationandrecreationfacilities

forworkersfamilieshelpinraisingtheirstandardsofliving.Thismakesworkerstopay

moreattentiontowardsworkandthusincreasestheirproductivit

y.

Employersgetstablelaborforcebyprovidingwelfarefacilities.Workerstakective

interestintheirjobsandworkwithafeelingofinvolvementandparticipation.

Employeewelfaremeasuresincreasetheproductivityoforganizationandpromote

healthyindustrialrelationstherebymaintainingindustrialpeace.

Welfarehelpsinkeepingthemoraleandmotivationoftheemployeeshighsoasoretain

theemployeesforlongerduration.

27thpage

WelfaremeasuresprovidedbyAPART1.Statutoryand2.Nonstatutoryprovisions


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Statutorywelfare

Thestatutoryschemesarethoseschemesthatarecompulsorytoprovidebyanorganization

ascompliancetothelawsgoverningemployeehealthandsafety.Theseincludeprovisions

providedinindustrialactslikeFactoriesAct,theEmployeesStateInsuranceAct,theMinimum

WagesAct,thePaymentofWagesAct,andtheIndustrialDisputeActtoensureafairdealto

employeesinvariousaspectsoftheirjobs.

28thpage

A)TheFactoriesAct,1948laysdownbasicminimumrequirementsforthesafety,

healthandwelfareoffactoryworkers.ThePrimaryprovisionsinconnectionwithwelfare

oftheworkmanascontainedintheFactoriesActareconcerningfacilitieslike

Canteenfacilities

Restroomsandlockerroom

SafetyFacilities


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Drinkingwater

29thpage

First-aidkit

Lightingfacility

Sanitaryandhygienefacility

29thpage

(B)WorkmensCompensationAct,1923


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Incaseofanemployeewhosustainsinjuryofworkfreemedicaltreatmentis

providedbythecompanyinthereferredhospitals&indeservingcasesreferralatthe

companysexpensesismadetothespecializedhospitalswithinthecountry.Incaseof

employeediesorattainspermanenttotaldisablementduetoaccidentarisingoutofand

incourseofemployment,compassionateemploymentisalsoextendedtothedependant.

Further,monetarycompensationisalsopaidinsuchcases,includingpartialdisablement

cases,aspertheWorkmensCompensationAct.Alltheabovebenefitsarealsoextended

toanemployeewhosustainsinjury/diesonroutetohisresidencefromhisplaceofwork

&vice-versa.

(C)MaternityBenefitAct,1961

MaternityBenefitsasundertheMaternityBenefitActareextendedtothewomen

employees.Thisincludesmaternitybenefitslikecashandnon-cashbenefitsbeforeand

afterchildbirth.Leavewithaveragepayforsixweeksbeforeandafterthedelivery.A

medicalbonusofRs.25iftheemployerdoesnotprovidefreemedicalcaretothe

woman.

Anadditionalleavewithpayuptoonemonthifthewomanshowsproofofillnessdue

tothepregnancy,delivery,miscarriage,orprematurebirth.Incaseofmiscarriage,six

weeksleavewithaveragepayfromthedateofmiscarriage.

30thpage

(D)PaymentOfWagesAct,1936


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(E)PaymentofBonusAct,1965

(F)PaymentofGratuityAct,1972

Gratuityisapaymentmadebytheemployertoanemployeeinappreciationof

thepastservicesrenderedbytheemployee.Completedyearsofservicearetaken.More

than6monthsshallbetakenasacompletedyear.Aperiodof6monthsorlesst

han6

monthsshallbeignored.Gratuityiscalculatedbytheformula

Gratuity=LastDrawnSalaryx15/26xNo.ofyearsofservice


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31stpage

(G)EmployeesProvidentFund&MiscellaneousProvisionAct,1952

EmployeescoveredundertheActenjoyabenefitofSocialSecurityintheform

ofanunatachebleandunwithdrawable(exceptinseverelyrestrictedcircumstanceslike

buyinghouse,marriage/education,etc.)financialnesteggtowhichemployeesand

employerscontributeequallythroughoutthecoveredpersonsemployment.Thissumis

payablenormallyonretirementordeath.

Providentfundiscalculated@12%onthebasicsalary,whichindeedis

deductedfromEmployee'ssalaryandthesameplus12%onthebasicis

contributedbytheemployer.Sotheaggregate12%+12%isremittedtothe

ProvidentfundDepartmentandalongwithincludesAdministrativechargeslike

EDLIS+Adminworkscontributionis1.61%(1.11%+0.5%)

I.e.;12%+12%+1.61%=25.61%

WhereasinEmployercontribution12%isdividedinto8.33%(PS)+3.67%

(EPF)

PS:PensionScheme

EPF:EmployeePF

EDLIS:EmployeeDirectLinkInsuranceScheme

(H)TheEmployeesStateInsuranceAct,1948

ThisActaimsatbringingatlabourwelfare.Itprovidesthefollowingbenefits

totheinsuredpersonsontheirdependantslikesicknessbenefit,maternity,disablement,

dependentsbenefit,andmedical,funeralexpensesbenefits.

ESI:EmployeeStateInsuranceiscalculatedat1.75%onthegrosssalaryofthe

employeeswhosesalaryisbelowRs.10000/-permonth(w.e.f2008)andEmployer


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contributes4.75%onthegrosssalaryoftheemployeeandtheaggregate1.75%+4.75%

isremittedtotheESIDepartment.

4.75%ofgrosssalary(Employerscontribution)+1.75%ofgrosssalary(Employees

Contribution)

32ndpage

ContractLabor(RegulationandAbolition)Act,1970

PurposeoftheActistoregulateemploymentofcontractlabourandtoprovideforabolitionofcontractlabourincertain

cases.

EstablishmenttowhichActapplies-TheActisapplicabletoeveryestablishmentinwhich20ormoreworkmenare

employedascontractlabourorweresoemployedanytimeduringlast12months.[section1(3)(a)].ctwillnotapplyto

establishmentwhereworkofanintermittentorcasualnatureisperformed.[section1(5)(a)].

EstablishmentmeansanyofficeordepartmentofGovernmentoralocalauthorityoranyplacewhereanyindustry,

trade,business,manufacturingoroccupationisgoingon.[section2(1)(e)].--Everysuchestablishmentisrequiredto

getitselfregisteredundertheAct.[section7].

ManageroroccupieroffactoryorheadofdepartmentofGovernment/localauthorityistermedasPrincipalEmployer.

[section2(1)(g)].

PrincipalEmployershouldmaintainregisterofcontractorsinprescribedform.[section29].Heisrequiredtoensurethat

contractormakesadequateprovisionforcanteen,restrooms,supplyofdrinkingwater,latrines,urinals,washroomsetc.

tocontractlabour.Ifcontractorfailstodosowithinprescribedtime,thePrincipalEmployershallprovidetheamenities.

canrecoverfromcontractorthecostincurredbyhiminprovidingtheseamenities.[section20].

ContractLabourAworkmanisdeemedtobeemployedascontractlabourinorinrelationtoworkofthe

establishment,ifheishiredforsuchworkbyorthroughacontractor,withor


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withoutknowledgeofprincipalemployer.

[section2(1)(b)].

Contractor-TheActappliestoeverycontractorwhoemploys20ormoreworkmen.[section1(3)(b)].Thecontractorsill

belicensed.[section12].Contractorisrequiredtomaintainmusterrollandregisterofwages.[section29].--Heis

requiredtofollowotherprovisionsasmybecontainedinRulesmadebyAppropriateGovernment.Contractoris

requiredtopaywagestoworkmenontime,inpresenceofauthorisedrepresentativeofprincipalemployer.[section21].

--Heshouldissuewageslipstoworkmanandobtainsignatureorthumbimpressiononwageregister.--ifcontractor

failstomakepaymentofwages,PrincipalEmployerisliabletomakepaymentofwagestocontractlabour.Hecan

recoverthisamountfromcontractor.[section21(4)].

Contractorisrequiredtoprovidecanteenfacilities,first-aid,restrooms,drinkingwater,latrinesandwashingfacilities,

asperrulesmadebyStateGovernment.[sections16and17].

ControllingauthorityControlovercontractlabourwillbeexercisedbyAppropriateGovernment.--Appropriate

Governmentmeans*CentralGovernmentincaseofrailways,docks,IFCI,ESIC,LIC,ONGC,UTI,AirportAuthority,

industrycarriedonbyorunderauthorityofCentralGovernment*StateGovernmentincaseofotherindustrialdisputes

[section2(1)(a)].--AppropriateGovernmentcanmakerules.Itwillappointinspectingstafftoensurethatthe

provisionsofActarebeingfollowed.[section28].

OtherlawsapplicabletocontractlabourBesidesContractLabour(RegulationandAbolition)Act,variousotherActs

areapplicabletocontractlabour(a)FactoriesActTheActmakesnodistinctionbetweenpersonsdirectlyemployed

andemployedthroughcontractor(b)EmployeesProvidentFundsAct(c)ESIC(d)PaymentofWagesAct(e)MinimumWagesAct(f)IndustrialDisputesAct(g)WorkmensCompensationAct.

ProhibitionofemploymentofcontractlabourAppropriateGovernmentcanprohibitemploymentofcontractlabourin

anyprocess,operationorworkinanyestablishment,byissuinganotification.Suchordercanbeissuedafter


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consultationwithAdvisoryBoard.[section10(1)].Beforeissuingsuchorderinrespectofanyestablishment,

Governmentwillconsideraspectsofconditionsofworkandbenefitsprovidedtocontractlabour,whetherprocess

operationorworkisincidentalornecessaryfortheindustry/trade/business,perennialnature,whetheritisdone

ordinarilythroughregularworkmeninothersimilarestablishment.[section10(2)].

33rdpage

InSteelAuthorityofIndiav.NationalUnionWaterFront2001(5)SCALE626=2001LLR961=AIR2001SC3527=

JT2001(5)SC602=2001IIICLR349=(2001)7SCC1=2001LLN135=2001AIRSCW3574(SC5member

Constitutionbench),itwasheldthatCentral/StateGovernmentcanissuenotificationu/s10abolishingcontractlabour

onlyafterfollowingprescribedprocedureregardingconsultationetc.Itwasalsoheldthatevenifsuchanotificationis

issued,theemployeeswithcontractorwillnotbeautomaticallyabsorbedintheemploymentofthecompany,ifthe

contactwasgenuine.However,companywillgivepreferencetothem.However,ifthecontractwasnotgenuinebuta

merecamouflage,thesocalledcontractlabourwillhavetobetreatedasemploy

eesofprincipalemployer.

IndustrialDisputesAct

TheobjectoftheActistomakeprovisionsforinvestigationandsettlementofindustrialdisputes.However,itmakes

otherprovisionsinrespectoflayoff,retrenchment,closureetc.Thepurposeistobringtheconflictsbetweenemployer

andemployeestoanamicablesettlement.[TheActisachievingexactlyopposite].TheActprovidesmachineryfor

settlementofdisputes,ifdisputecannotbesolvedthroughcollectivebargaining.

IndustryunderIndustrialDisputesActThedefinitionofindustryisasfollowstrymeansanybusiness,

trade,undertaking,manufactureorcallingofemployersandincludesanycalling,service,employment,handicraftor


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industrialoccupationoravocationofworkmen.[section2(j)].Thus,thedefinitionisverywide.--Thescopeismuch

widerthanwhatisgenerallyunderstoodbythetermindustry.

34thpage

IndustryDisputeandWorkmanThedefinitionofindustrialdisputeandworkmanows-

IndustrialDisputeIndustrialdisputemeansanydisputeordifferencebetweenemployersandemployers,orbetween

employersandworkmen,orbetweenworkmenandworkmen,whichisconnectedwiththeemploymentornon-

employmentorthetermsandconditionsofemploymentorwiththeconditionsoflabour,ofanyperson.[section2(k)].

-Section2Aprovidesthatdismissal,discharge,retrenchmentofevenasinglew

orkmanwillbeindustrialdisputeeven

ifnootherworkmanoranyunionisapartytothedispute.

WorkmanWorkmanmeansanyperson(includingapprentice)employedinanyindustrytodoanymanual,clericalor

supervisoryworkforhireorreward.Itincludesdismissed,dischargedorretrenchedpersonalso.However,itdoesnoti

Include(i)ArmedForcesi.e.thosesubjecttoAirForceAct,ArmyActorNavyA

ct(ii)Policeoremployeesofprison(iii)Employedinmainlymanagerialoradministrativecapacityor(iv)personinsupervisorycapacitydrawingwagesexceedingRs1,600permonthorfunctionsareismainlyofmanagerialnature.[section2(x)].

AdjudicationofdisputesTheActprovidesforWorksCommitteeinfactoriesemploying100ormoreworkers.

[section3].Thecommitteewillconsistofequalnumberofrepresentativesofemployerandemployees.Representatives

ofemployeeswillbeselectedinconsultationwithRegisteredTradeUnion.TheWorksCommitteewillfirsttrytosettle

disputes.Ifdisputeisnotsolved,itwillbereferredtoConciliationOfficer.HeisappointedbyGovernment.[section

4].ThemattermayalsobereferredtoBoardofConciliation.[section4].Hewilltrytoarriveatfairandamicable

settlementacceptabletobothparties.Ifheisunabletodoso,hewillsendre


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porttoappropriateGovernment.[section

12(4)].TheGovernmentmaythenrefertheindustrialdisputetoBoardofconciliation,LabourCourtorIndustrial

Tribunal.[section12(5)].

35thpage

Employerandemployeescanvoluntarilyreferthemattertoarbitration.[section10A].[Thisprovisionisveryrarely

usedbyemployerandworkmen.Generally,theyprefertheCourtroute].

Ifnosettlementisarrivedat,thereisthreetiersystemofadjudicationLabourCourt,IndustrialTribunalandNational

Tribunal.Theordermadebythemisaward.

Awardmeansaninterimorfinaldeterminationofanyindustrialdisputeorofanyquestionrelatingtheretobyany

LabourCourt,IndustrialTribunalorNationalTribunal.Italsoincludesarbitrationaward.[section2(b)].--Theaward

isrequiredtobepublishedbyState/CentralGovernmentwithin30days.[section17].Theawardbecomeseffective30

daysafteritspublication.[section17A].

LabourCourtLabourCourtsareconstitutedbyStateGovernmentsu/s7.ItwillbepresidedoverbyPresiding

Officer.TheLabourCourthaspowersinrespectof*InterpretationofStandingOrders*ViolationofStandingOrders

*Dischargeordismissalofaworkman*Withdrawalofanycustomaryconcessionorprivilege*Illegalityorotherwise

ofastrikeorlock-out*OthermatterswhicharenotunderIndustrialTribunal.[SecondScheduletotheAct]

IndustrialtribunalIndustrialTribunalisconstitutedbyStateGovernmentu/s7A.Thetribunalwillbepresidedoverby

PresidingOfficer.TheIndustrialTribunalhaspowersinrespectof*Wages,includingperiodandmodeofpayment*

Compensatoryandotherallowances*Hoursofworkandrestintervals*Leavewithwagesandholidays*Bonus,profit


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sharing,providentfundandgratuity*Shiftworkingchanges*Classificationbygrades*Rulesofdiscipline*

Ratinlanisationandretrenchmentofworkmen.[ThirdScheduletoAct].

NationalTribunalNationalTribunalisformedbyCentralGovernmentforadjudicationofindustrialdisputesof

nationalimportanceorwhereindustrialestablishmentssituatedinmorethanoneStatesareinvolved.[section7B].

36thpage

ReferenceofdisputeAppropriateGovernmentcanreferanydisputetoBoardofConciliation,CourtofEnquiry,

LabourCourtorIndustrialTribunal.[section10(1)].--AppropriateGovernmentmeans*CentralGovernmentincase

ofrailways,docks,IFCI,ESIC,LIC,ONGC,UTI,AirportAuthority,industrycarriedonbyorunderauthorityofCentralGovernment*StateGovernmentincaseofotherindustrialdisputes[section2(a)].

Court/Tribunalcanreducepunishmentandorderreinstatement-Aspersection11A,theLabourCourtandTribunal

havewidepowers.Theycanreappraiseevidence.Theycanalsoseewhetherthepunishmentisdisproportionatetothe

gravityofthemisconductproved.IftheCourtorTribunalisoftheviewthatthepunishmentisdisproportionate,itcan

imposelesserpunishmentorevensetasidetheterminationandorderreinstatement.--IfCourtordersreinstatementand

employerfilesappealinHigherCourt,theemployerisrequiredtopayfullwagestotheemployeeduringtheperiodof

pendencyofproceedingswithHighCourtorSupremeCourt.However,iftheworkmanwasgainfullyemployed

elsewhere,Courtcanorderthatpaymentofsuchwagesisnottobemade.[sectio

n17B].

Settlement-Settlementmeansasettlementarrivedatinthecourseofconciliationproceedings.Itincludesawritten

agreementbetweenemployerandworkmenarrivedatotherwisethanincourseofconciliationproceedings(i.e.outside

theconciliationproceedings).--Thedifferenceisthatsettlementarrivedat


35/43

incourseofconciliationoranarbitration

awardorawardoflabourcourtorTribunalbindsallpartiestoindustrialdisputeincludingpresentandfutureworkmen

andallpartieswhoweresummonedtoappearintheproceedings.[section18(3)].Ifsettlementisarrivedatbymutual

agreement,itbindsonlythosewhowereactuallypartytoagreement.[section18(1)].--Thesettlementisbindingduring

theperioditisinforce.Evenafterthatperiodisover,itcontinuestobebinding,unlessa2monthnoticeoftermination

isgivenbyonepartytoanother.[section19(2].--Ifnoperiodhasbeenspecified,settlementisvalidfor6monthsand

anawardisvalidforoneyear.

37thpage

JurisdictionofcivilcourtquaindustrialdisputeTerminationofaworkmanconstitutesanIndustrialDispute.Relief

soughtcanbegivenbyforumunderIndustrialDisputesActandhence,jurisdictionofcivilcourtisimpliedlybarred.

ChandrakantTukaramNikamv.MunicipalCorporation2002AIRSCW710=2002(2)SCALE77=2002LLR498=

100FJR519(SC3memberbench).

Layoff,retrenchmentandclosureLayoffmeansfailure,refusalorinabilityofemployeronaccountofshortageof

coal,powerorrawmaterialsoraccumulationofstockorbreakdownofmachineryornaturalcalamity;togive

employmenttoaworkmanonmusterroll.--Layoffmeansnotgivingemploymentwithintwohoursafterreportingto

work.--Layoffcanbeforhalfdayalso.Insuchcase,workercanbeaskedtocomeinsecondhalfoftheshift.[section

2(kkk)].

Afactoryemploying50ormorebutlessthan100employeesonanaverageperworkingdaycanlayofftheworkmen,

whohavecompletedoneyearofservice,bypayingcompensationequalto50%ofsalary(basicplusDA)(section25C


36/43

ofIDA).--Employercanofferhimalternateemployment,ifthealternateemploymentdoesnotcallforanyspecialskill

orpreviousexperience,andlayoffcompensationwillnotbepayableifemployeerefusestoacceptthealternate

employment(section25E).

38thpage

Aboveprovisionsofcompensationforlayoffdonotapplyto(a)Industrialestablishmentsemployinglessthan50

workmen(b)seasonalindustry(c)Establishmentsemploying100ormoreworkmen,asintheircase,priorapprovalof

AppropriateGovernmentisnecessaryu/s25M(1).

RetrenchmentRetrenchmentmeansterminationbytheemployerofserviceofaworkmanforanyreason,otherthan

asapunishmentinflictedbyadisciplinaryaction.However,retrenchmentdoesnotincludevoluntaryretirementor

retirementonreachingageofsuperannuationorterminationonaccountofnon-renewalofcontractorterminationon

accountofcontinuedill-healthofaworkman.[section2(oo)].

Retrenchmentmeansdischargeofsurpluslabourorstaffbyemployer.Itisnotbywayofpunishment.The

retrenchmentshouldbeonbasisoflastinfirstoutbasisinrespectofeachcategory,i.e.junior-mostemployeeinthe

category(wherethereisexcess)shouldberetrenchedfirst.[section25G].Ifemployerwantstore-employerpersons,

firstpreferenceshouldbegiventoretrenchedworkmen.[section25H].

Aworkerwhohascompletedoneyearofservicecanberetrenchedbygivingonemonthnotice(orpayingonemonths

salary)plusretrenchmentcompensation,atthetimeofretirement,@15daysaveragewagesforeverycompletedyear

Ofservice(section25F).


37/43

39thpage

InParrysEmployeesUnionv.ThirdIndustrialTribunal2001LLR462(CalHC),itwasheldthatforpurposesof

retrenchmentcompensationunderIDAct,themonthlysalaryshouldbedividedby30.[UnderGratuityAct,ithastobe

dividedby26].

Ifnumberofworkmenare100ormore,priorpermissionofAppropriateGovernmentisnecessaryu/s25N(1)].

MeaningofcontinuousserviceProvisionsofcompensationforlayoffandretrenchmentareapplicableonlyto

workmanwhoisincontinuousserviceforoneyear.Aspersection25B,continuousserviceincludesservice

interruptedbysickness,authorizedleave,accidentorstrikewhichisnotillegal,orlock-outorcessationofworkwhichis

notduetofaultofworkman.--InWorkmenv.ManagementofAmericanExpressAIR1986SC548=1985(4)SCC71,

itwasheldthatactuallyworkedcannotmeanonlythosedayswhereworkmanworkedwithhammer,sickleorpen,but

mustnecessarilycomprehendallthosedaysduringwhichhewasintheemploymentofemployerandforwhichhasbeen

paidwageseitherunderexpressofimpliedcontractofserviceorbycompulsionofstatute,standingordersetc.

ClosureClosuremeanspermanentclosingdownofaplaceofemploymentorpartthereof.[section2(cc)].--Thus,

closurecanbeofpartofestablishmentalso.--60daysnoticeshouldbegivenforclosuretoGovernment,ifnumberof

personsemployedare50ormore.60daysnoticeisnotnecessaryifnumberofpersonsemployedarelessthan50.

[section25FFA].Compensationhastobegivenasiftheworkmanisretrenched.[section25FFF(1)].--Ifnumberof

workmenemployedare100ormore,priorpermissionofGovernmentisnecessaryforclosureu/s25-O.

40thpage

Provisionsforlargeindustriesforlayoffandclosure-Largeindustriesemploying100ormoreworkmenonanaverage


38/43

forpreceding12monthscannotlay-off,retrenchorclosedowntheundertakingwithoutpermissionfromGovernment

(sections25Mto25-OofIndustrialDisputesAct).Invariably,suchpermissionisalmostnevergiven,whatevermaybe

themeritsofthecase.

Provisionsofsection25MinrespectofpriorpermissionforlayoffhavebeenupheldinPapnasanLabourUnionv.

judicialandhenceopportunityofhearingmustbegivenandtheordergivingpermissionorrefusingpermissionis

subjecttojudicialreview.InBharatiaElectricSteelCo.Ltd.v.StateofHaryana1998LLR322(P&HHCDB),itwas

observedthatoperationofsection25-Oshouldbelimitedtocaseswhereemployerisactingarbitrarilyorunfairly.Ifthe

reasonsgivenbyemployerforclosurearegenuineandadequate,permissioncannotberefused.

41page

NonStatutoryWelfare

Nonstatutorywelfareactivitieswillresultinasenseofgratitudeandloyaltyamong

employeesandmotivatethemtoworkhard.Generousbenefitsmight,createasenseofover-

dependenceamongworkers;theymaynotleavetheorganisation,causinglargewor

kforce

stagnation.Thenonstatutoryschemesdifferfromorganizationtoorganizationandfromindustrytoindustry.

(A)TransportFacility

(B)HousingFacility

(C)Co-OperativeSociety


39/43

(D)MedicalFacility

42page

OtherwelfarefacilitiesprovidedatAPARTTHEFINISHINGSCHOOL

a)HouseConstructionandHouseRepairAssistance

b)IncentiveForFamilyPlanning

c)WorkersEducation

d)FarewellforRetirementOrTransfer

e)25YearsServiceAward

f)Scholarships


40/43

g)WorkingHours

h)Uniform

NAMEOFCORETEAMOFAPART

Mrs.SwatiMalhotra-Withmorethan10yearsofexperienceinhospitalitymanaement,her

groomingexpertisehashelpedthousandsofstudentssofar.

Mrs.JoytiBalchandran-PostgraduateinEnglishwithmorethan12yearsofexeriencein

LanguagetrainingforCATaspirantsandsoftskillstraining.


41/43

Mrs.GayathriShankar-ApostgraduatefromBombayUniversity(nowMumbaiUnivrsity).

Sheisactivelyinvolvedinthefieldofeducationforalmost10yearsnow.Languagetraining

forCATaspirantsandsoftskillstrainingisherforte.

Mr.SumitJoshi-AnNITNagpuralumnuswithmorethan7yearsofexperienceinfinancial

domainofITorganizations.HeisanadmiredMathandLRtrainer,Sumitisinvolvedin

variousstagesofproductdevelopmentcycleofAPART.

Mr.ParimalModi-With14yearsofindustryexperienceandmultipleseniorlevlroles

playedwithvariousorganizations,heisequippedwithampletrainingexperienceinhis

arsenal.

Ms.VidhiNawandar-8yearsofexperienceinSoftSkill,Aptitude,MBAEntranc(CAT,

XAT,MAT,CET).

Mr.ImranKhan-Armedwithmoderndaytechnicalknowhow,hisexpertiseindata

Interpretationandlogicalreasoningmakeshimanimmaculatepersonality.HeisthefaceBehindAPARTsrobustback-end/ITsupportsystem.

Mr.ImtiyazS.Shaikh-ArmedwithaBEfromVIT,Pune,heisaflamboyantLangageand

SoftskillstrainerwithmultitudeofexperiencefromHutchison,TheIndianExpressetc.

Mrs.DevikaSingh-GraduateinB.Com(Hons)fromIPCollege(UniversityofDehi),

PGDM-HRfromBIMTECHwithaCATscoreof91percentile.Devikaisanexperienced

professionalfromTrainingandDevelopmentIndustry.

Ms.HarleenGill-PostGraduateinbusinessmanagementfromPDIMTR,Nagpur.Haleen

comeswithanexperienceof5yearsfromvariousindustrysegments.

Mr.RaunakShah-MBA(IBSHyderabad).BEfromCKPSurat.HeisanEx-ITprofesional

withover3yearsofexperienceinMarketingandover4yearsofexpe


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rienceinQuantitative

trainingforCATaspirants.

CORPORATEPROFILE:

BornonFebruary22,2011inPune,wehaveevolvedasaprofessionallymanagededucation

serviceproviderwithateamofdedicatedprofessionals,educatorsandtrainers.Wehave

unmatchedstrengthsinthefieldofprovidingtrainingincompetitiveexaminatio

nsandconducting

aptitudetrainingprograms.Ouremphasisonstreamlinedandconsistentoperationsensuresstudent

satisfaction,whichhashelpedenhanceusourbrandimage.Oursystems,processes,procedures

andmethodstoensurequalitydeliverytostudentshaveensuredaplaceofprideforAPARTteamin

theannalsofbestknownengineeringandMBAcollegesinPune.

Wehavetrainedover10000studentsinpastfouryearsandhopetoincreasethisnumberwithout

losingfocusonthequalityofdeliverables.Ourteamofhighlyqualifiedprofessionalfacultyensures

consistentlyhighlevelsofstudentsatisfactionleadingtoapositivewordofmouthwhich,inturn,

becomesourbestbrandambassador.

TheintensiveandresultorientedclassroomtrainingsessionsareahallmarkofAPART'soperations.

Throughhighlydevelopedandmatureclassroomteachingmodules,wedeliverknowledgethatis

interestingaswellasresult-oriented.Highlevelsofdiscipline,formal&structuredteachingmethods,

andthelatestandbestqualitycoursewareaddtothepunchthatourfacultymem


43/43

bersprovide.Well

researchedandupdatedcoursewareandpersonalattentiontoallensurehighcustomersatisfaction

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final report in word pad vidula

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