A STUDY ON THE WORKING OF HUBERT EBNER PVT LTD

A Summer Internship Report submitted to the SRM INSTITUTE OF SCIENCE AND

TECHNOLOGY in partial fulfilment of the requirements for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

submitted by:

RASITH UMAR T
RA2152008010003

Under the guidance of

Dr. S. JAHIRA PARVEEN

COLLEGE OF MANAGEMENT

SRM INSTITUTE OF SCIENCE AND TECHNOLOGY

KATTANKULATHUR- 603 203
JULY 2022

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COMPLETION CERTIFICATE

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3
 BONAFIDE CERTIFICATE

This is to certify that the Summer Training Report entitled “A Study on the Working of Hubert
Ebner India Pvt Ltd ”, in partial fulfilment of the requirements for the award of the Degree of
Master of Business Administration is a record of original training undergone by Rasith Umar
T (RA2152008010003) during the year 2022-2023 of his study in the College of Management,
SRM IST, Kattankulathur under my supervision and the report has not formed the basis for the
award of any Degree/Fellowship or other similar title to any candidate of any University .

Place: Kattankulathur Signature of Guide

Date:

Dr. S. Jahira Parveen

Assistant Professor

College of Management

SRM IST, Kattankulathur

Submitted to the College of Management, SRM IST, Kattankulathur for the examination held
on_______________

PROGRAM CO-ORDINATOR CHAIRPERSON-EDUCATION PROGRAM

DEAN-COM

INTERNAL EXAMINER EXTERNAL EXAMINER

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 DECLARATION

I, Rasith Umar T, hereby declare that the Summer Training Report, entitled “A Study on the
Working of Hubert Ebner India Private Limited” , submitted to the SRM IST in partial
fulfilment of the requirements for the award of the Degree of Master of Business Administration
is a record of original training undergone by me during the period of 13th June, 2022 to 16th July,
2022 under the supervision and guidance of Dr. S. Jahira Parveen, SRM IST, Kattankulathur
and it has not formed the basis for the award of any Degree/Fellowship or other similar title to any
candidate of any University.

Place: Kattankulathur Signature of the Student

Date:

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 ACKNOWLEDGEMENT

First and foremost, I offer my sincerest gratitude to our Chancellor, SRM University, for his
academic support and the facilities provided to carry out the project work at the Institute. His wide
vision and concern for students have been inspirational

I express my heartfelt thanks to our Dean, College of Management, SRM IST, Kattankulathur
who provided all facilities for carrying out this project.

I take this opportunity to express my profound gratitude and deep regards to my guide Dr. S.
Jahira Parveen for the exemplary guidance, monitoring and constant encouragement throughout
the course of this project.

I also take this opportunity to express a deep sense of gratitude to Mohammad Rafi, for his cordial
support, valuable information and guidance, which helped me in completing this task through
various stages. I owe my wholehearted thanks and appreciation to the entire staff of the company
for their cooperation and assistance during the course of my project.

I thank God Almighty for showering his perennial blessing on me for giving me the courage to
pursue this project work successfully. I owe a lot to my parents, who encouraged and helped me
at every stage of my personal and academic life, and longed to see this achievement come true.

RASITH UMAR T

RA2152008010003

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 CONTENTS

CHAPTER TITLE PAGE NO

Introduction
1.1 Introduction
1.2 Objectives of the study
I 1.3 Importance of the study
1.4 Scope of the study
1.5 Period of the study
1.6 Chapterization

Industry and Company Profile

II 2.1 Industry Profile
2.2 Company Profile
III Functioning of various Departments
3.1 Finance Department
3.2 HR Department
3.3 Marketing Department
3.4 Production Department
3.5 Systems Department
3.6 Operation Department
Swot Analysis
4.1 Strength
IV 4.2 Weakness
4.3 Opportunity
4.4 Threats

HR Analysis
5.1 Existing Method
V
5.2 Proposed Method
5.3 Work Done

Conclusion
VI 5.1 Findings of the study
5.2 Conclusion

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CHAPTER 1

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 INTRODUCTION

1.1 INTRODUCTION

I have selected the topic of this report is “Human Resource Management of Hubert Ebner 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
Alliance Capital 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

The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the calibre of the people working therein. Without positive
and creative contributions from people, organizations cannot progress and prosper. In order to
achieve the goals or the activities of an organization, therefore, they need to recruit people with
requisite skills, qualifications and experience.

In order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract qualified
applicants and provide enough information for unqualified persons to self-select themselves out.

The term “HR recruiter” may sound redundant, as both human resources managers and recruiters
both find job candidates and get them hired, this job is very specific. Recruiters will work from
resumes or by actively soliciting individuals qualified for positions. A recruiter's job includes
reviewing candidate's job experiences, negotiating salaries, and placing candidates in agreeable
employment positions. Recruiters typically receive a fee from the hiring employers.

1.2 OBJECTIVES OF THE STUDY

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 1.2.1 PRIMARY OBJECTIVE

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyse the functioning of recruitment procedures
iv. To identify the probable area of improvement to make recruitment procedure more
effective
v. To know the managerial satisfaction level as well as to know the yield ratio
vi. To search or headhunt people whose, skill fits into the company’s values
vii. To Analyse the current performance appraisal format & compensation.

1.2.2 SECONDARY OBJECTIVE

i. To understand the functions of each department in the company.

ii. To learn the application of theory to practical work situations.
iii. To develop skills and techniques directly applicable to my career and project.
iv. To build a good communication skill with group of workers and learn to learn proper
behaviour of corporate life in industrial sector.
v. To understand various technology and tools used for data analysis

1.3 IMPORTANCE OF THE STUDY

At the organizational level it helps achieve the goals and objectives. It ensures efficient and
effective working environment through policies and certain set of rules. The main job of the HR
is to hire talented and skilled workforce for the organization. The answer why are human resources
important is that the HR requires to sustain such workforce for a long period of time and avoid
high labour turnover, the HR comes up with various things policies such as training and
development, attractive salaries and compensation, incentives, promotion policies, etc.

HR tries to maintain the respect/dignity of every individual, certainly because people have
emotions and cannot work as machines ignoring everything around them. It always tries to provide
maximum growth opportunities to employees by identifying who is good at what work. Not

10
necessary always in the form of promotions. It can be simply by offering the right person the right
job.

It is a big group of people who work in coordination with each other to run the organization. As
mentioned above, a person has emotions and these emotions can sometimes develop a disliking
for something, unsatisfactory or conflict with the fellow worker. The role of HR is to see that every
such aspect is covered in its policies and if not then has that capability to resolve them.

The concept of managing the human resources believes in effective and optimum utilization of its
resources. Be it human or non-human resources. It helps build individual person to person relations
ensuring proper communication and coordination in work. And also facilitates better relations
between the union and the management.

When coordination is there among individuals, it helps to create better teams for projects. The
team building work is also assigned to the HR; thus, increasing the overall importance of human
resource management.

At the individual/professional, the other major importance of Human Resource in an organization

is in introduction of technology. It is not always necessary that a highly skilled worker is always
aware of the latest technology. HR becomes important here as it ensures swift introduction of
anything new or a change. It will try to organize demo classes for a few days and motivate
everyone to participate. It will also make sure that the new change is easily adaptable and collects
feedback from individual employees to identify the time taken and response given by each one of
them.

1.4 SCOPE OF THE STUDY

The benefit of the study for the researcher is that it helped to gain knowledge and experience and
provided the opportunity to study and understand the prevalent recruitment procedures. The key
points of my research study are:

i. To Understand and analyse various HR factors including recruitment procedure at

consultant.
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 ii. To suggest any measures/recommendations for the improvement of the recruitment
procedures
iii. To know about the functioning of other departments in Magna
iv. To get knowledge on how each department contributes to the overall company to make
it a success

1.5 PERIOD OF THE STUDY

The period under which the study has been undertaken in the company is from 13 th June 2022 to
16th July 2022. The learnings are

• How an organisation works

• How each employee contributes to the success of the company
• About their responsibilities and their field of work
• Development of personal standards of professional and ethical behavior required in the
workplace.
• To gain ideas from the experienced people working for HR department.
• To compare the theoretical knowledge of HR with the practical experiences carried out in
Road Safety
• Assumption of responsibility for continued learning and professional development.

1.6 CHAPTERIZATION

Chapter No Chapter Name

I Introduction

II Industry and Company Profile

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 III Functions of Each Department

IV SWOT Analysis

V Conclusion

1.6.1 CHAPTER I

In this chapter the introduction and the objective of the study is briefly explained. The future
scope and importance are given in this chapter. The overview of my internship is given here.

1.6.2 CHAPTER II

This chapter explains the overview of the Road Safety Company’s, their growth and how it
impacts. The overview of Hubert Ebner is given and the company profile is explained.

1.6.3 CHAPTER III

This chapter gives an overview of the functionality of each department and in- depth
knowledge of the company’s organizational structure and the work done in the Overall department.

1.6.4 CHAPTER IV

This chapter discusses about the SWOT Analysis of the organisation which represents the
Strength, Weakness, Opportunity and Threat

1.6.5 CHAPTER V

This chapter gives the overview of the Organisation and it gives the in-depth knowledge of
the same with the conclusion and reference of the same

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CHAPTER 2

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 INDUSTRY AND COMPANY PROFILE

2.1 INDUSTRY PROFILE

Hubert Ebner (HE) India is an Indian-Austrian company that has been energetically working in
the subcontinent for 24 years to tackle important road safety issues through various products and
services of India's road safety training program. Over the years, HE India has used the expertise
of Austrian clients to develop training programs and other products and services compatible with
Indian road scenarios. As a road safety management expert, HE India understands that there are
three main pillars of road safety are drivers, vehicles and roads.

2.2 COMPANY PROFILE

HE India, with its wealth of experience in the domain of road safety and defensive driving training
program in India, the Indian Sub-continent and beyond, understands this complex issue like no
other. The highly qualified and experienced road safety advisors, trainers and experts bring their
expertise to the fore and addresses to the core need specifically, to not just minimize, but eradicate
the cause or chance of any accident. With the years of experience, one undeniable conclusion that
can be made is that Driving is more of a Mental Act than Physical

Fig 2.2.1 Company Logo

It supports all three in standalone mode, and Cumulatively supports products and services. Our
flagship post-licensed defensive driver training program, Suraksha, has contacted nearly five Lac
drivers in various vehicle categories from all over the country and from neighbouring countries.

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The methodology is Austrian, but the context is local to reach the learner's maximum attention. In
addition, we perform vehicle audits using the Vehicle Evaluation Procedure (VAP), route journey
risk assessment (JRA), consulting, training aids, and equipment provision. We also conduct
customer accident investigations and conduct detailed root cause analysis (RCA) of accidents. For
organizations looking for long-term sustainable solutions, we have developed unique concepts
such as Driver Management Centre (DMC) and Transportation Management Centre (TMC).

HE India has been putting special focus on the behavioural aspect of the drivers and specially
emphasizes on improvement of the same. As we understand, “A disturbed driver, is potentially a
dangerous drover.” A robust classroom session, designed to suit the needs of drivers of all vehicle
category, is highly interactive with related text, videos and gamifications. This is followed by a
stringent on-road practical assessment, which enables a driver to qualify for a “Graded Certificate”
apart from understanding his strengths and weaknesses.

In line with global trends, HE India has recognized the need for an e-learning learning platform
and has developed an e-learning solution that meets the needs of the industry. HE India works with
well-known node agencies such as NSDC, ASDC, SIAM, CII, FICCI, NSC and RITES to serve
major corporate housing in the country.

Company is registered in Chennai (Tamil Nadu) Registrar Office. Magna Automotive India
Private Limited registered address is Plot No: 104/128, Bharatha Matha Street, East Tambaram,
Chennai-600 059 IN

COMPANY DETAILS
CIN U74999DL1996PTC082558
Date of Incorporation 10 Oct, 1996
Status Active
Company Category Company limited by Shares
Company Sub-category Subsidiary of Foreign Company
Company Class Private
Business Activity Road Safety
Authorized Capital 50.0 Lacks
Paid-up Capital 7.0625 Lacks
Paid-up Capital % 7.04
Registrar Office City Chennai
Registered State Tamil Nadu
Registration Number 110048
Registration Date 10 Oct, 1996

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2.2.1 ACADEMY

All of our road safety training courses are aimed at drivers who already have a driver's license, and
certain modules give unlicensed people, pedestrians and cyclists road user behavior and safety
precautions. Designed to provide knowledge about Road Safety.

It is strongly recommended that all Road Safety Trainings should be reinforced from time to time
so as to imbibe road safety practices in all. Hence, HE lays emphasis on conducting Refresher
Programs on regular basis, so that a momentum in maintained regarding road safety and defensive
driving practices. It is generally a classroom session which includes audio – visuals, graphics,
slides etc. to make it more interesting & thought provoking. However practical session could also
be done as per the client’s requirement.

Hubert Ebner offer training programs for the various vehicle categories:

• Two & Three-Wheeler Rider

• LMV: Professional drivers, chauffeurs, executives, self-driven cars
• Industrial vehicles: Forklifts, trucks for material handling, construction and earth moving
equipment
• Emergency vehicles: Ambulances, fire fighting vehicles, police vehicles
• Haz-Chem: Carriers of hazardous goods
• Specially customised course: As per client requirements
• School Programs: children and bus drivers
• Community: Pedestrians or any road users
• Corporate: Executives, self-driven cars
• Drivers: Professional drivers, chauffeurs

Each of our training modules allows us space to custom design according to the needs of
specific user group.

Our trainers, safety advisors and instructor are specially trained and certified to the highest EU
standards.

We involve state of the art training aids like interactive presentation systems, slides, video
films, simulators, “virtual” situations and a real size sect ionised working model of a car are
combined together with considerable audience participation.

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2.2.2 Media Centre - Films on Road safety in India

HE India’s studio is called the “Riverbanks Studios” and is run by their director, Mr. Mike H.
Pandey. Mr. Pandey has won many accolades, nationally and internationally for his films on
wildlife, especially for his work “The Last Migration” which reveals the complex fight for land
and food between humans and animals. He is also the driving force for the weekly half hour
series “Earth Matters” aired on state television

We have not limited ourselves to making films for ourselves – we make safety films for any
topic related to road safety and for any type of vehicle, from bicycles to cranes to 50ton trailers.
Each of the films are customized to address the customers’ needs and the needs of the operators
of the vehicles

• HMV-Engine checks
• HMV-Underneath vehicle
• Helmet safety
• Don’t Drink & Drive

These films can be used in refresher driver training programs effectively to convey the message
of road safety. We have successfully shot and presented road safety films on the use of seat
belts, use of helmets on two wheelers, concrete transit mixture carriers training, bus safety,
soft skills for chauffeurs and a host of other films

He is also the driving force for the weekly half hour series “Earth Matters” aired on state
television. He has also won the prestigious “Green Oscar” three time, in 1994, 2000 and 2004
for his films on wildlife and efforts to save the environment through the powerful media of
films.

The concept of road safety in our country has grown tremendously in the last few years with
the people beginning to realise the value of training. Interactive audio video training has the
maximum impact on trainees. To cater to this segment and to create videos that are Indianized
and pertain to the prevailing road conditions in our country, and aims at creating films &
movies on road safety, a fully equipped media centre has been set up in Delhi where these
videos are created, right from the story board to the finished product and can be made in any
Indian dialect.

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2.2.3 Content Development

We at HE India, understand the variable needs of organization in the domain of road safety.
With our years of expertise, guided by our principals at Austria, we are now a proven expert
in creating and developing content on defensive driving training and road safety, to suit the
need of the relevant organizations.

2.2.4 Shooting According to Situations

Each and every given situation is developed with the help of video shoots depicting actual
situations pertaining to road safety and defensive driving, still photography and detailed text
content explaining each scenario with immense precision.

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CHAPTER 3

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 FUNCTIONING OF VARIOUS DEPARTMENTS

3.1 HR DEPARTMENT
In Hubert Ebner, HR Department plays a crucial role. This department ensures that
• They recruit the right person for the right job in the industry
• Provide them the requirements they need
• Organise and train them accordingly to the nature of work
• Negotiate on their salary
• Design, prepare, and send offer and rejection letters, emails, and messages to all candidates.
• Learn about the company’s HR policies, employee benefits, and other HR-related stuff to
be able to respond to any internal staff inquiries

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 Fig 3.1.1 Structure of HR

Some of the basic responsibilities are as follows:

Human resources planning

HR managers are responsible for planning and achieving organizational goals. They are usually
involved in identifying, preparing and executing business objectives with top-level executives.
This proactive participation in planning allows HR managers to gain a thorough understanding of
the activities needed to support the company's sustainable growth. This in turn allows HR to
allocate the right resources to the right project and ensures on-time delivery.

HR roles and responsibilities include analysis and recognition of Team Leaders (TL) regarding
their expected and actual results. They also help the TL better understand their goal and create
strategies to achieve it.

Analysis and design of work

As mentioned above, human resource planning requires assigning the right resources to the right
project. And if the right person is not in the organization, HR managers are responsible for
designing the job analysis to hire them.

Job analysis includes:

• Job description
• The employee's position in the organization
• To whom should the employee report?
• Resources that the employee will need to perform the job effectively
• Individual data related to the post, such as technical skills, work experience, etc.

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 • Work schedule
• Salary and incentives
• Personal attributes such as personality, values and interests

Recruitment of candidates
• Finding and hiring the right talent is a very complex process. Modern HR managers do
more than just post job requirements on portals to fill open positions. They develop
strategic solutions to attract the right candidates to meet the requirements of the business.
▪ The HR manager may also be responsible for the reputation of the employer brand – or at
least for brand management. Employer branding is a critical part of communicating
company culture and work-life balance to potential employees. As more and more
candidates search for open positions through social media, employer brand management is
likely to overlap with the job duties of an HR manager.

▪ From screening potential candidates on job portals and social platforms like LinkedIn to
interviewing them, HR managers must follow an organized approach to hiring the best fit
for the organization.
▪ Once a candidate is selected, HR staff draft offer letter documents, scan them to email to
the candidate, and registration procedures. In case the candidate backs out at the last
minute, HR managers have to convince him to join the organization. If they still insist they
don't, HR managers have to redo the hiring process to fill open positions.

Training and development

▪ Hiring the best candidates is only half the job. HR managers need to train and upskill them
to maximize return on investment.

▪ The type of training and development new hires require depends on their experience. For
example, if they are newcomers, managers may need to arrange skills development training
programs to ensure their work meets industry standards.

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 ▪ However, if recruits already have several years of experience, managers may only need to
train them on company policies.

▪ HR managers are also responsible for the quality of training. If the majority of recruits are
unable to pass the assessment, it means that the trainer or training program is not up to
industry standards, which will be the responsibility of the HR manager.

Design of workplace policies

It is essential for HR managers to design workplace policies to reduce conflicts and legal issues
and improve employee productivity. These policies are designed to protect the interests of both
employees and employers.
Although workplace policies vary from organization to organization, the things they include
remain the same in every company, such as:

❖ Standard Operating Procedures

❖ The fight against harassment and non-discrimination
❖ Paid time off, sick pay and vacation allowances
❖ Break and meal periods
❖ Time tracking
❖ Attendance and punctuality of employees

Human resource managers must also follow federal, state, and local laws when designing
workplace policies. Some laws require managers to communicate workplace policies in writing. If
you are an HR manager (or aspire to be one), make sure you follow local laws to avoid problems
later.

Monitor performance
❖ Closely related to training, general HR roles and responsibilities include examining
employee performance records to identify areas for improvement and conducting training
workshops to enhance them.

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 ❖ 93% of employees say that professional growth is a priority. By giving employees a chance
to learn something new and grow professionally, you can create a positive environment
and boost employee loyalty. In addition, improving the skills of your employees brings
additional benefits to the organization.

Maintaining work culture

• HR roles and responsibilities shape and maintain organizational culture. It is essential to
create a positive impression of the company from day one so that new employees know
what to expect.
• In addition, a person's performance depends to a large extent on the environment in which
he works. Therefore, you need to in still a certain level of comfort to remove any stressful
atmosphere that might affect employee performance.

• It is also vital to have an open-door policy so that employees can freely communicate their
concerns. This helps improve employee job satisfaction and retain talent.

• Additionally, consider planning company events where employees can showcase their non-
work talents such as singing, dancing, miming, etc. This enhances the overall brand image
and spreads positivity throughout the organization.

Resolve the conflict

• In every organization, employees come from different backgrounds. And when people with
opposing views meet, the chance of conflict increases significantly.
• Whether the problem is between two employees or between an employee and management,
it is the HR manager who must step in and resolve it.
• In addition, the HR manager must listen to both sides without being biased or judgmental.
They also need to get to the bottom of the matter, which includes asking other employees.

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 • Depending on the type of conflict, HR managers also have the right to fire employees.
However, this situation mostly occurs in cases of harassment in the office.

3.2 FINANCE DEPARTMENT

In Hubert Ebner, the finance department plays a very important role. They are responsible in the
providing the salary to their employees. They are also responsible for the process of
• GST (Goods and Service Tax)
• TDF (Tax Deducted at Source)
• ESI (Employees state insurance)
• PF (Provident Fund)

The contributions of any company's finance department and how these contributions positively
affect organizational performance will largely depend on factors such as the extent to which the
owner/manager is involved in their company. The roles and responsibilities of the finance
department include, but are not limited to:

Bookkeeping
This is the most basic function of the finance department. It involves the day-to-day recording,
analysis and interpretation of the company's financial transactions. This will include tracking all
expenses (purchases, payments, etc.) and sales of finished products. In some start-up companies,
this role is often filled by an accountant who may be replaced by more specialized accounts
payable and receivable officers as the company grows or expands its operations.

Management of the company's cash flow

It is the responsibility of the finance department to manage all cash flows into and out of the
company and to ensure that sufficient funds are available for the day-to-day running of the
company. This area also includes the credit and collection policy for the company's customers to
ensure that vendors and creditors are paid correctly and on time; and that the company is also paid
correctly and on time.

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Budgets and Forecasting
In this capacity, the finance department works with managers to prepare the company's budgets
and forecasts and also provides feedback regarding the company's financial situation. This
information can be used to meet each department's cash needs, plan the company's headcount, plan
for asset purchases, and expand with minimal costs before they become necessary. The finance
department can also use the past records from the relevant departments to create a better budget
and forecast in the long and short term.

Advice and provision of long-term financing

The duty of the finance department is to advise the companies on the best financing mix that could
bring the best profit to the company and also to help them obtain longer-term financing at the
lowest cost so that there is a profitable level of liquidity. Some of the many different ways in which
a company can raise funds to finance its business, as mentioned in one of our articles "The 10 most
common ways to finance your business", include bank loans or debt from private lenders or issuing
shares to private investors (where relevant). .

Tax Administration
Running a company involves paying taxes and it is the responsibility of the finance department to
deal with tax matters. This includes establishing good corporate relations with the government by
sending PAYE (Pay As You Earn) to the appropriate authority and ensuring that tax matters are
carried out within established policies.

Management of the Company's Investments

In addition to the analysis and selection of new investments, the responsibility of the finance
department is also the management of the company's existing assets. The finance department
should deal with current assets in addition to fixed assets. A company's working capital must be
managed efficiently in order to maximize profitability relative to the amount of committed funds,
as it has a greater impact on a company's liquidity than its fixed assets.

Financial Reporting and Analysis

27
 Financial reporting and analysis is a function that takes raw accounting records and translates
them into meaningful, actionable, and comparable financial statements. The finance
department contributes to organizational growth by regularly measuring and reporting key
figures that are vital to the company's success. This will likely include a summary of all funding
sources, expenditures and reserves available for future use (except those already pledged and
budgeted for the current period), some non-financial information. And they are usually
communicated to managers in a logical and understandable format

3.3 MARKETING DEPARTMENT

Marketing Department in Magna is not present as this company consists of Clients where they
fulfil their requirements which are been required, so they do not have the need of marketing team
• Circulating allowance to Create Business and Opportunity
• Coordination and production of all materials that represent the company
• Serving as media liaison.
• Overseeing outside vendors and agencies.

Fig 3.3.1 Marketing

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3.4 PRODUCTION DEPARTMENT
In Hubert Ebner, Production department plays a tremendous role as it ensures whether the product
which is made here are being checked and ensures the working of the following products

3.5 SYSTEM DEPARTMENT

Here Systems department and Operations department are combined and does the specific job
which are required for functioning of the organisation

IT Department ensures the following factors as such.

• Checks whether every employee is provided with Laptops, Separate Computers
• Also ensures whether there is no server problem as such
• Also ensures the computers are up to date and installs any specific program which are
required

3.6 OPERATION DEPARTMENT

A particular activity is directed to achieve an organizational goal. To produce the highest possible
efficiency within an organization. Management of manufacturing processes for goods and
services, Management includes process planning, organization, monitoring, and the improvements
needed to increase profitability.

Here Hubert Ebner Provide Drivers Management Centre (DMC) Counsellor

• Fixed
• Floating

They offer these two services to educate drivers on road safety with the help of organizations that
want their drivers to be perfect.

At the Fixed Management Centre, they hold daily sessions for drivers at a fixed location so that
they can improve their skills, after which they are tested by the administrator for requirement.

29
At the Floating Management Centre, faculty members are stationed at the places where the
company requests guidance from drivers.

• Academy
• Training and Courses
• Media and Publications

Fig 3.6.1 Shooting

• Content Development
• Training Aids & Equipment

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 Fig 3.6.2 Equipment

Fig 3.6.3 Structure of HE

GENERAL
MANAGER

ASSISTANT GM

HEAD

SENIOR MANAGER

MANAGER

DEPUTY MANAGER

ASSISTANT
MANAGER

SENIOR ENGINEER

ENGINEERS

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 JUNIOR ENGINEERS

GRADUATE DIPLOMA ENGINEER

ENGINEER TRAINING
TRAINING

• When Engineers are promoted, they are promoted as GRADUATE ENGINEER

TRAINING(GET)
• When Junior Engineers are promoted, they are promoted as Diploma Engineer Training
(DET)

CHAPTER 4

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 SWOT ANALYSIS

SWOT analysis of Hubert Ebner India Pvt Ltd, analyses the brand by its strengths, weaknesses,
opportunities & threats. In Hubert Ebner India Pvt Ltd SWOT Analysis, the strengths and
weaknesses are the internal factors whereas opportunities and threats are the external factors.

SWOT Analysis is a proven management framework which enables a brand like Hubert Ebner
India Pvt Ltd to benchmark its business & performance as compared to the competitors. Hubert
Ebner India Pvt Ltd is one of the leading brands in the automobiles sector.

33
 Fig 4.1.1 SWOT Analysis

SWOT Analysis of Hubert Ebner

Hubert Ebner India Pvt Ltd, SWOT analysis can help the brand focus on building upon its strengths
and opportunities while addressing its weaknesses as well as threats to improve its market position.

Training is purely based on Research Work done by our Expertise in this field. We use a Scan-&-
Teach interactive method of training the methodology is Austrian but the content is Indian and
reflects the road and traffic conditions prevalent in India.

All The trainers are qualified automobile/transport professional with an average experience of 15
years+ on handling all types of vehicles, we also hold the reputation of having the trainers trained

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and certified as per the European standard, and all of them hold valid trainer’s license which needs
re-certification every year with stringent norms.

The key aspects of its business which gives it competitive advantage in the market. Some
important factors in a brand's strengths include its financial position, experienced workforce,
product uniqueness & intangible assets like brand value. Below are the Strengths in the SWOT
Analysis of Hubert Ebner:

Strengths:

• E- Service

• Advanced Training & Courses about Road Safety

• Open House Training

• Involve state of the art training aids like interactive presentation systems, slides, video
films, simulators, “virtual” situations and a real size sectionised working model of a car
are combined together with considerable audience participation.

• Special Courses to improve the results

• Realistic Content Development

• Spot Shooting According to Situations

• Success outside core business

• Strong dealer community

• Good Returns on Capital Expenditure – Is relatively successful at execution of new

projects and generated good returns on capital expenditure by building new revenue
streams

• Successful in increasing the rate of return on investment by launching new projects and
establishing new sources of income

• Highly successful in market development strategy

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 • Strong distribution B2B network and long-term contracts

• New customers through other value oriented propositions

• Strong dealer community

• Simpler Transparent System

• Post License Driving Trainer

• Road Safety Advisor with A better Experience

Weaknesses

The weaknesses of a brand are certain aspects of its business which are it can improve to
increase its position further. Certain weaknesses can be defined as attributes which the company
is lacking or in which the competitors are better.

• Lack of Man Power

• High attrition rate in work force - Compare to other organizations it has a higher
attrition rate and have to spend a lot more compare to its competitors on training and
development of its employees

• The company has not been able to tackle the challenges present by the new entrants in
the segment and has lost small market share in the niche categories

• Not highly successful at integrating firms with different work culture

• Investment in Research and Development is below the fastest growing players in the
industry

• Limited success outside core business - it has faced challenges in moving to other
product segments with its present culture

• Extensive product line makes focusing difficult and expensive

• Financial planning is not done properly and efficiently

• Days inventory is high compare to the competitors

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Opportunities:

The opportunities for any brand can include areas of improvement to increase its business. A
brand's opportunities can lie in geographic expansion, product improvements, better
communication

• New customers from online channel

• Stable free cash flow provides opportunities to invest in adjacent product segments.

• New trends in the consumer behaviour can open up new market

• Economic uptick and increase in customer spending, after years of recession and slow
growth rate in the industry, is an opportunity for the Company

• The new technology provides an opportunity to practices differentiated pricing strategy in

the new market

• Creating a new level playing field for all the Employee in the industry.

Threats:

The threats for any business can be factors which can negatively impact its business. Some
factors like increased competitor activity, changing government policies, alternate products or
services etc. can be threats.

• High labour costs

• High interest rates limiting capital expenditures

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• Threat of competitors getting contracts for better parts

• Intense competition

• Impact the profitability of the company in short to medium term

• Shortage of skilled workforce

• New technologies developed by the competitor or market disruptor could be a serious

threat to the industry in medium to long term future.
• The emerging markets and low Income markets.

• Rising raw material can pose a threat

• The company can face lawsuits in various markets

• May be exposed to various liability claims given change in policies in those markets

• Threat to steady growth of profits

• The new taxation policy can significantly impact the way of doing business

• New environmental policies

• The current asset ratio and liquid asset ratios suggest that the company can use the cash
more efficiently than what it is doing at present.

• Competition making the company to raise more capital to invest in the channel

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 CHAPTER 5

HR ANALYSIS

5.1 Existing Method

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A salary slip/pay slip is a document issued by an employer to an employee. It contains a detailed
description of the employee’s salary components like HRA (House Rent Allowance), LTA (Leave
Travel Allowance), Bonus paid etc and deductions for a specified time period, usually a month.

It may be issued on paper or digital salary slips may be mailed to the employees. Employers are
legally bound to issue salary slips to their employees periodically, as proof of salary payments to
employees and deductions made. Some smaller companies may not regularly provide a salary slip
and, in such cases, the employee can ask the employer for a Salary Certificate

Here HR department must manually enter all the details into a separate PDF and convert each
employee's pay slip after the work process. After the HR department links the Outlook format
table in the staff list and sends an email in Excel, the details are monitored by height personnel
and each file needs to be attached individually to ensure that there are no errors

Fig 5.1.1 Employee Details

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 Fig 5.1.2 Employee Details

5.2 PROPOSED METHOD

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Microsoft applications can be edited for our use with the help of VBA (Macro Code) coding. The
Visual Basic Coding used to modify a compelling work proposal in the application

• Enabling Developers Options

Fig 5.2.1 Customize Ribbon

By enabling the Developer option now, we can access them in the Customize Ribbon

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 Fig 5.2.2 Developer Options

You can now create employee details on another sheet and payroll templates on another sheet. You
can use the HLOOKUP, VLOOKUP formulas to recall the calculated values required for the pay
slip template without having to manually enter all the values thereafter.

Macro coding can automate functions such as printing and sending, so you can see the advantage
of being able to print an email without delay and send it to a specific employee or a soft copy in
the system. For automation work and organizations, this process saves a day. You can now use the
macro code to automatically send an email.

Example 1:

Fig 5.2.3 Example Template

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Fig 5.2.4 Macro Code

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5.3 Work Done

Creating Official Template for the Company for the mail merging Process

Fig 5.3.1 Official Template

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CHAPTER 6

46
 CONCLUSION

6.1 FINDINGS OF THE COMPANY

Hubert Ebner acts with the philosophy of "keep driving safely"

• They do not just preach, they actually practice in every situation

• Mission – "Traffic safety by choice, not by chance"

• Vision – "Zero accidents, 24x7"

“Accident Investigation” A prerequisite to improve road safety is to have a comprehensive

road accident database and analysis system. Collecting of quality, accurate and reliable data that
are collected over a period of time are needed in order to understand the factors influencing the
rising figures of road accident and injuries. In addition, advanced road accident analysis system
is needed to help strategies for road safety initiative as well as to inculcate better understanding
for the cause of road accident.

Hubert Ebner has over the years done extensive research and have come up with various
products and services in the field of road safety that have immensely benefited many individuals
& esteemed organizations

Trainer program has been developed by HE with a mission to train as many people as possible in
defensive driving and road safety, so that they can in turn take the role of a mentor & train others
thus helping in reaching out to the maximum number of people

The wealth of experience which HE has gathered over the years through continuously in the
domain of road safety, makes it a first preference when it comes to consulting over matters related
to road safety.

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6.2 CONLUSION

It was an absolute worthwhile experience working at the Hubert Ebner India Pvt Ltd. The friendly
welcoming staff and the space they have created for an intern allowed me with ample opportunities
to learn and know myself as a worker.

This experience brought out my strength and the areas I needed to improvise. It added more
confidence to my professional approach, built a stronger positive attitude and taught me how to
work in team as a player.

At the organizational level it helps achieve the goals and objectives. It ensures efficient and
effective working environment through policies and certain set of rules. The main job of the HR
is to hire talented and skilled workforce for the organization. The answer why are human resources
important is that the HR requires to sustain such workforce for a long period of time and avoid
high labour turnover, the HR comes up with various things policies such as training and
development, attractive salaries and compensation, incentives, promotion policies, etc

The primary objective of an internship is to gather a real-life working experience and put their
theoretical knowledge in practice. I am grateful to the entire team of HR of the company for their
unprecedented support to make my working experience truly rewarding. Especially working in
this department made me realize my competencies and level of understanding regarding the human
resources.

On completion of this internship period, I came to know about the importance of human resources
and the role of HR manager, Training Executive, HR Senior Supervisor and HR Senior Assistant
in an organization. As an intern, though I had a limited space to work, I still managed to grab
plentiful of experiences. I made the best of every opportunity I was given and made the utmost
use of my abilities and knowledge to fulfil all my responsibilities. I could implement my academic
skills into practice and my efforts were highly acknowledged. There is however some gap between
our theoretical knowledge and real-life practice, yet the managerial level staff members are quite
open towards upgrading current approach, which was extremely motivating.
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INTERNSHIP COMPLETION LETTER FROM HUBERT EBNER

49
LIST OF ABBREVIATIONS

50
 ABBRIEVIATED FORM EXPANDED FORM

GST Goods and Service Tax

TDF Tax Deducted at Source

ESI Employees state insurance

PF Provident Fund

Human

HRM Resource Management

LTD Limited

LIST OF FIGURES

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 SNO FIGURE NO Name of the Figures

1 2.2.1 Company Logo

2 3.1.1 Structure of HR

3 3.3.1 Marketing

4 3.6.1 Shooting

5 3.6.2 Equipment

6 3.6.3 Structure of HE

7 4.1.1 SWOT Analysis

8 5.1.1 Employee Details

9 5.1.2 Employee Details

10 5.2.1 Customize Ribbon

11 5.2.2 Developer Options

12 5.2.3 Example Template

13 5.2.4 Macro Code

14 5.3.1 Official Template

REFERENCES:

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1. https://www.he-india.com/

2. https://www.tofler.in/hubert-ebner-india-private

3. limited/company/U74999DL1996PTC082558/industry
4. https://cleartax.in/s/salary-slip-format-sample-download

5. https://www.thecompanycheck.com/company/hubert-ebner-india-private-
limited/U74999DL1996PTC082558

6. https://www.insiderbiz.in/company/HUBERT-EBNER-INDIA-PRIVATE-LIMITED

7. https://www.99corporates.com/Company-Overview/HUBERT-EBNER-INDIA-PRIVATE-
LIMITED/CIN/U74999DL1996PTC082558

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